Unit introduction Recruiting and retaining staff of the right caliber contributes to the achievement of organizational purposes. Staff must make a valued contribution to the work of the organization. Eventually they will leave, more often than not because they find alternative employment or retire. Occasionally, however, employment has to be terminated. This unit considers how human resource management deals with these aspects of working.
However, the focus of human resource management has moved beyond personnel management towards a more proactive approach that, in addition o the traditional roles associated with staff management, also considers how to get the best people and the best out of people so that they work in roles and ways that are closely aligned to organizational objectives. This often leads to the assertion by many senior managers that ‘Our employees are our most valuable resource’. Human resource management takes place against a background Of organizational needs, policies and procedures that are themselves shaped by legal and regulatory requirements.
The unit therefore gives consideration to the national and European legislation that has, for example, seen the introduction of a range of anti-discriminatory legislation, the significance of which can be seen regularly in high profile and often very expensive court cases. Organizations with effective human resource management policies, processes and practices will have committed skilled employees who contribute effectively to the organization. In competitive business contexts this is a significant contribution to maintaining a competitive advantage.
Please use the headings shown below when writing up your report Assessment Criteria coverage Assignment Title: Human Resource Management Title is provided Context: Human resource management takes place against a background of organizational needs, policies and procedures that are themselves shaped by legal and regulatory requirements. The unit therefore gives consideration to the national and European legislation that has, for example, seen the introduction of a range of anti-discriminatory legislation, the significance of which can be seen regularly in high profile and often very expensive court cases.
Organizations with effective human resource management policies, processes and practices will have committed skilled employees who nutrient effectively to the organization. In competitive business contexts this is a significant contribution to maintaining a competitive advantage. Context of assignment is provided. Understand the difference between personnel management and human resource management. (Learning Outcome 1) Task 1 A. Identify the key differences between Personnel Management and Human Resource Management.
What do you think about Personnel Management or Human Resource Management that exists in your chosen organization. AC 1. 1 B. Assess and explain how the Human Resource Management function nutrients to your organization’s organizational objectives. AC 1. 2 C. Evaluate what roles and responsibilities line managers would take in the organization under human resource management. Evaluate your organizations’ situations in this regard. AC 1. 3 D. How do various regulations and legal issues impact on Human Resource Management.
Analyses three legal and regulatory issues that impact on HARM in your chosen organizations. AC 1. 4 Understand how to recruit employees. (Learning Outcome 2) Task 2 A. Why is human resource planning necessary for the organizations. Analyses the range of benefits of human resource planning in your organizations. AC 2. 1 B. Outline various stages involved in Human Resource planning AC 2. 2 C. Compare the recruitment and selection process of your organizations with any other organization of your choice. AC 2. 3 D.
Identify the key difference in recruitment and selection process of two organizations discussed in task C (1_02). Evaluate which organization has more effective recruitment and selection process in place. AC 2. 4 Understand how to reward employees in order to motivate and retain them. Learning Outcome 3) Task 3 A. Assess the link between motivational theory and reward. Discuss how rewards will impact on employee’s motivation in your organization. AC 3. 1 B. Evaluate the process of job evaluation and other factors determining pay. AC 3. C. Assess the effectiveness of reward systems in different contexts. AC 3. 3 D. Examine Different methods organizations use to monitor employee performance. What performance monitoring methods are used by your organization? AC 3. 4 Know the mechanisms for the cessation of employment. (Learning Outcome 4) Task 4 A. Identify the reasons for cessation/termination of employment with an organization AC 4. 1 B. Compare and discuss the employment exit procedures used by your organization and any other organization of your choice. AC 4. 2 C.
Consider the impact of the legal and regulatory framework on employment cessation/termination arrangements. Discuss the legal and regulatory framework on employment termination used by your organization. AC 4. 3 Learning Outcomes To achieve a pass grade the evidence must show that the learner is able to: To achieve a merit grade the evidence must show that, in addition to the pass arterial, the learner is able to: TO achieve a distinction grade the evidence must show that, in addition to the pass and merit criteria, the learner is able to: LO 1 understand the relationship between organizational structure and culture. . 1: Distinguish between personnel management and human resource management. Effective judgment has been made while distinguishing Personnel and Human Resource Management. MI In-depth understanding of Personnel and HARM is presented while making the comparisons’. DO 1. 21 Assess the function of the human resource management in contributing o organizational purposes. Explained the major functions and reasonable judgments are made.
MI Identifies all the major functions of HARM and effective thinking is evident. DO 1 3: Evaluate the role and responsibilities of line managers in human resource Appropriate structure and approach has been used to evaluate the roles and responsibilities of Line Management in HARM. MM Critical approach has been taken to evaluate the roles & responsibilities of Line Managers doing HER activities. ODL 1 A: Analyses the impact of the legal and regulatory framework on human source management.