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Human Resource Management

(a) Critical analysis of the major human resource systems. A layman’s description of HRM can be said to be the art of managing people in an organization. Just like any other asset in an organization, human being in any organization needs to be managed if the said organization has to achieve its objectives. A growing awareness of the strategic importance of HRM to organizations and, the threat of competition, and the awakening that organizations entirely depend on people, has led to new emphasis on the concerns of people management.

The idea of viewing human beings as valuable assets in the organization is based upon the economists’ views which were developed by the early theories o...

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...f Human Relations School of organizational behavior.. The right HRM systems should be in place for negotiations between employees and workers to be superfluous.

The Human Resource Management (HRM) function includes variety of activities and the key among them is deciding what staffing needs you have and whether to use in independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues and ensuring your personnel and management practices conform to various From these views, it is evident that, there is no organization that is innocent of Human Resource Management. Tesco UK will be used in this paper to analyse the major HRM systems and their validity in organisations.

Tesco is an organization that dominates the market space in United Kingdom. It is one of the major income earners in the world. Tesco has widely grown since its establishment in the late 1920. As an organization this organization has enjoyed expansion of services to all types of consumers. It has a good coo prate culture and smart social responsibility to the surrounding environment. Tesco specializes in groceries as the major product, and also succeeded in forming a business coalition with ESSO a major petroleum producing company in the UK.

Tesco as an organization has employees who constitute its internal organization and therefore as it had been stated earlier, these employees are valuable assets in this organization and they need to be managed. Every organization has to recruit, select and appraise the performance of its employees. Compensation and training systems should be available. Recruitment and selection refers to the process of finding candidates who may be suitable for the job that ma have been advertised by an organization.

The suitable candidates for a particular job can be done by assessing their skills. Recruitment process is normally accompanied by follow-up process. The candidates to be recruited must also have job experience according to set standards o the organization. Some countries have recruitment centers where the recruitment process is done. Recruitment and selection process should be aimed at obtaining quality employees required to satisfy the human resource needs in the organization at a reasonable cost. There are three stages involved in the recruitment and selection process.

These are defining requirements, candidates and selecting candidates The main selection methods that many organizations employ can be interviews, which can be done either face to face, through phones, tests and assignment centers. In the UK graphology is used. This refers method where by the social structure of an individual is analyzed through his/her own writing. Recruitment and selection processes that an organization involves itself in are very significant because these processes can make or “break” it in terms of achieving its objectives.

There is thus a need to emphasize on these two processes because they entail the biggest challenges facing the personnel managers in the recent times. Selection follows the recruitment process and it may be defined as the event and procedures by which assessment of the applicants is made, taking of decisions and the offering the employment. Before recruitment is done, a vacancy has to exist in the organization. This is then followed by planning process and deciding the recruitment methods to be employed. Job analysis is also a crucial practice in the recruitment process.

Job analysis is determining the nature of the job as far as the skills, knowledge, the power to take responsibilities and general potential to take responsibilities and general potential of the worker concerned. Information obtained from job analysis should be recorded in the form of job specification and job description. A consideration on the labor market should also be considered before the recruitment methods mentioned earlier and advertisement construction are done. The diagram below shows a breakdown of the recruitment process.

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