Hr_Management

CONTENTS Page Contents………………………………………………………………………...1 Introduction………………………………………………………………………..…2 1. Introduce the personnel management and the human resource management...................2 1. The historical development and changing context…………………………..…2 1.2The difference of personnel management and human resource management……………..3 2. Assessing the role, tasks and activities of human resource practitioner…….....5 2.1 Human Resource Management internal participant…………………………..5 2.2 Human Resource Management external participant………………………….6 3. The exit procedures of employee.....................................................................…..7 4. Selection criteria for redundancy……………………………………………..…9 Conclusion ………………………………………………………….....10 Bibliography……………………………………………………….......11 Word Count: 2396 Introduction Ad Hoc Ltd is a medium-sized firm which manufactures and trade highly fashionable computer mouse devices. It has been greatly affected by the unprecedented turmoil from 2008. For relieve of this turmoil, now the firm make a decision is redundancy, cut jobs involving 50 employees. This report wills discussion “personnel management” and “human resource management”. Evaluation the participants and line managers are in human resource management of the role and activities. And then will explore the exit procedures between two organizations and analyze selection criteria for redundancy. The last according to that information this firm will choose the best practice for redundancy. 1. Introduce the personnel management and the human resource management 1.1 The historical development and changing context Personnel management stage can be divided the following phases: The science productivity, the industrial psychology, and the human relations manage. In 1890's, independent personnel department coming into being, such as industrialization, urbanization, welfare workers, working conditions and circumstances. In the latter half of the nineteenth century, the predecessor of the trade union began to improve working conditions and circumstances. The science productivity After the boom of industrial revolution, F.W.Talor’s scientific management, H.Fayol & M.Weber’s classical organization theory to create a school of scientific management theory, and to promote the scientific management practices in the United States large-scale to promoted and develop. Taylor put forward a "piece-rate wage system" and "time-wage system", Put forward the implementation of labor quota management. At this stage is attention to work efficiency. The industrial psychology German psychologists such as Hugo Munsterberg as the representative of the findings, to promote the Personnel Management work of the scientific process. Published in 1913, "Psychology and industrial efficiency", marks the birth of industrial psychology. The human relations manage In 1950's-1960's, many studies on humanized management emerging, Mayo’s human relations’ approach a focus on people rather than mechanics or economics. In1965, Miles bring forward the differed human relations from human resources. So the personnel management is the human resources management of the first phase of development. Human Resource Management at enterprises of different sizes has different name and role. Ad Hoc Ltd is a medium-sized firm, so in the Human Resource Management model is: [pic] 1.2The difference of personnel management and human resource management From the discussion on the definition of Personnel management: a primarily administrative, reactive, problem-handling function concerned with hiring and firing, employees welfare and industrial relations. (Chen, 2009) This is bear on Personnel to plan, organize, command, coordination, information and control of a series of the management job. Human resource management: may (initially) be defined as a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives for sustainable competitive advantage. (Armstrong) This is pay attention to the connection of people with people, people with thing, and people with organization. From this definition know that the Personnel management uses the people in many ways but the Human resource management uses the people only on personnel way. From the discussion on the function |Personnel Management(PM) |Human Resource Management(HRM) | |·Reactive, piecemeal interventions in response to specific |·Proactive, system-wide interventions, with emphasis on fit, | |problems |linking HRM with strategic planning and cultural change | |·People are a variable cost |·People are social, capable of development | |·Self interest dominates, conflict between stakeholders |·Coincidence of interest between stakeholders can be developed | |·Seeks power advantages for bargaining and confrontation |·Seeks power equalization for trust and collaboration | |·Relationship orientation |·Goal orientation | |·The performance appraisal is as a matter-centric |·Human resources develop is to emphasize the development of a | |·Focus on management the employee |unified people and things | | |·Focus on development of the employee's potential | From this function know that PM is belonging to administrative work, the limited scope of their activities, is a kind of passivity and lack of flexibility of work patterns. Self interest dominates. HRM is emphasis on research and development personnel, the development type of initiative, according to the organization of the status quo, the future, there are plans to have work goal. Human are both of the capital and the cost. From the discussion on the reward of PM is wage post, employees reward is fixed bases on the operating post. HRM according to the employee’s performance evolution but something will accord the performance of company. 2 Assessing the role, tasks and activities of human resource practitioner 2.1 Human Resource Management internal participant According to the historical and development can know the source of human resource management, in this management the practitioner mostly is the internal operator. The following will introduce the practitioner’s task and activities. [pic]The Role of HRM internal manager includes those kinds: (a) Line managers –with direct authority over their own departments, as well as certain specialist functions such as negotiating and implementing settlements with trade unions or enforcing safety procedures (b) Advisers to line managers-- for example, in welfare situations or in helping with behavioural or motivatioal problems in line departments (c) Service Supporter to line managers — for example, in developing and implementing recruitment and training schemes, administering employee records and providing management information (d) Auditors- for example, in monitoring and evaluating appraisal or training systems, or carrying out management audits (e) Co-ordinators and planners – for example in human resource forecasting and planning A Shared Responsibility of the HRM manager. Providing specialist knowledge and services to line managers; Being directly responsible for the management and well-being of his own staff. The HRM manager’s relationship with other managers is indirect. 2.2 Human Resource Management external participant Human Resource Management including the internal participant and have the external participant. The external participant is including the line manager, such as the production manager, the marketing manager, the finance manager and the other department manager. When Human Resource Management recruitment, those line manager will provide information and quantity of personnel. First, those managers will provide recruitment’s request. The production manager provides information for personnel is having electronic technology, familiar with the workshop production management and have management experience and leadership skill. The marketing manager provides information for personnel is good at carve out the market, have the skills of sales and good at communication. The finance manager provides information for personnel familiar with the accounting and tax policy, proficiency in financial software applications. And, those managers will provide the personnel they need. The second, those managers provide information are will send to the secretary, to clean up the information by secretary. At last, send that information to Human Resource Management. The HRM according that information will spread information of personnel to recruitment, and than the HRM call the department manager into and begin to selection. In this process, the line manager of department manager is provider to provide information to HRM. And the secretary and the disseminator are coadjutant. But the line manager’s Responsibility is having both the right and the duty to be concerned with the management and well-being of the staff, being responsible for the impact on the performance of poor personnel management (lateness, low morale, hostility, absenteeism, incapacity to perform to standard). 3. The exit procedures of employee The exit procedures of employee have 4 different forms of situations including Retirement, Resignation, Dismissal, and Redundancy. One of redundancy is a form of Employee Exit. Redundancy Procedures are including Consultation (according to the number of redundancy to set the consultation time). Employee rights (Reasonable time off with pay for another job or training and alternative work offered by the employer.) Softening the blow (Helps like training, outplacement, etc) There have two companies, one is X company the other is Y company. Because of the financial storm they must use the behavior of redundancy. X Company is a diversity development in the information industry of large sized firm. Because of the financial storm and the company want to keep the performance so this company decides to do the embarrassing situation — redundancy. Through redundancy is to employment the new employee from the market and give them a lower pay level. To do this the company can reduce costs. Or the market competition brought the adjustment of the business direction. The company the flow of redundancy is very professional. First, start plan; Second, discussion list; Third, hand in the list; Fourth, audits by HRM and do the procedure; Fifth, interview; Sixth, compensation and psychological counseling. This information of redundancy is security, everything to do at high-density process. The employees don’t know that. Start plan, the plan is strategic structure of redundancy is in order to promote the changes, the merger of some departments and overlapping positions, help to reduce devotion of resources and improve the operational efficiency. Then they call the manager of department to discussion list of redundant and hand in this list to the HRM. The HRM audits and do the procedure, prepare all the relevant document, the wages has been do well, including the income in other hands and the holidays of employee have not enjoyed, to do well this. And call the redundant to interview, in this time the redundant doesn’t know that. At the same time of the redundant into the interview room. The company has almost to help them to do well of the all separation procedures. When they come out from the interview room, their E-mail, human map, IC cards have been canceled. At the same time, they were asked to leave within two hours of this company. The last, the company is to do compensation and psychological counseling for the redundant. Y Company is a leader of global wireless communications, automotive and broadband communications it have 88,000 employees at the global. The redundancy procedures are including five procedures. First, open the information of redundancy; Second, to communicate with redundant; Third, recommend personnel; Fourth, arrangements for consulting services; Fifth, open training courses. First, call the employee together and tell them the information of redundancy, finally put into each department how many employees must to leave. This redundancy procedures is open let every one know this procedures, can let the employee do prepare of the mind. Then the HRM is to communication with one to one of employee. In the procedures of communication will refer the situation of job and why this position was abatement and so on. One department is abatement; this department will recommend the personnel to the other department, to do this can fill in the quarters of vacancies. The company put out of the all vacancies, if has the congruous employee let him come to interview, and some employee doesn’t need to arrange he will leave by himself. In this time, company arrangements of consulting services for employee to answer their questions. Finally, Company opens the training courses, teach them how to interview and how to write resume. Comparing the redundancy of these two companies, X Company’s redundancy is security but Y Company is open so the employee can do the psychologically prepared. The same of them is to communication and interview is face to face with the redundant can let them fell the authenticity of the information. X Company use the ways is celerity, let the employee feel that is impersonality, but it has compensation for the redundant. Y Company is use the two ways, one is let employee to return the quarters which fit them of other department. The other is let employee go away this company. To do this can fill in the quarters of vacancies, can satisfaction desire of company and employee. 4. Selection criteria for redundancy The Ad Hoc Ltd firm have 50 employees will be dismissed. How to dismiss those employees' First, muse to know the fair and unfair dismiss. Redundancy provided that the selection for redundancy was fair, such as the serious neglect of duties and the serious breaches of trust to redundancy is fair. Redundancy where the selection is unfair, such as the company without cause to dismiss employee is unfair. Second, what is circ belong to redundancy' ① The employer has ceased to carry on the business ②The employer has ceased the business in the place where the employee was employed ③The requirements of the business for employees to carry out work of a particular kind have ceased or diminished, or expected to ④The reason is not related to the individual concerned, but collective redundancy Finally, How to redundancy' According to that knowledge and the process of then two companies at the top, so redundancy of Ad Hoc Ltd firm decide to do that. First, will open the information of redundancy; let the employee to do prepare of the mind. And seeking the volunteers of demission in this aspect will choose ten employees. Second, advice or enforced the employee to retirement early, in this aspect will choose fifteen employees and tell them the company will give them compensation. Third, retention by merit, which for this company will make the large value and according to them performance to redundancy in this aspect will choose ten employees. Fourth, last in; first out, because the employee of last in is not familiar with the business and environment in this company, so in this aspect will choose fifteen employees. After choose of the employee, and will communicate with them will tell them why the company to redundancy and tell them the payment and the consideration. Finally, set the consultation center to help the redundant to solve the problem. To do this will satisfaction desire of company and employee. Conclusion From the analysis above, we can see that the historical development of personnel management and human resource management. Have many different, such as in the definition and function. And human resource management is development of personnel management. In the HRM talk about the vole, task and activities of the practitioner and line managers no matter in the internal or external, the responsibility of the HRM manager and line manager. In the exit procedures of employee, can know redundancy is a kind of employee exit. And comparing the two company’s redundancy procedures the best procedures is open the information of redundancy, communicate with employee and give them the payment and consideration. In this report the Ad Hoc Ltd firm wills redundancy 50 employees, so according to the selection criteria for redundancy and the best practice to set five procedures to redundancy. Bibliography 1. Analysis the redundancy cultural of Lenovo Company: http://tech.sina.com.cn/it/2004-05-17/1325362726.shtml 2. Chen, S, 2009, An Overview of HRM, PPT, China 3. Chen, S, 2009, The Development of HRM, PPT, China 4. Chen, S, 2009, Employee Exit, PPT, China 5. 2001, The Development of HRM, Human Resource Management, America, BPP Publishing Limited 6. 2001, The Personnel Function in The Organization, Human Resource Management, America, BPP Publishing Limited 7. 2001, Employee Exit, Human Resource Management, America, BPP Publishing Limited 8. Talk redundancy from the redundancy of Lenovo Company: http://www.mba163.com/glwk/rlzy/200606/45735.html 9. The reasons for company redundancy: http://www.cz51.com.cn/index.php/action_viewnews_itemid_1368.html 10. The personnel management and human resource management: http://www.studa.net/renliziyuan/081213/14492466.html 11. The historical development and the phase of HRM: http://www.chinavalue.net/Blog/BlogThread.aspx'EntryID=91978 ----------------------- HRM Task Personnel Section Production Department Management Department Marketing Department General Manager HRM internal participant Performance improvement Maintaining working relationships Performance Management and motivation Human resourcing HRM Activities Human resource planning ·HR forecasting and planning ·Job analysis ·Skills audit ·Workforce audit ·Productivity systems audit ·Recruitment ·Selection ·Transfer/promotion ·Retention ·Flexible working ·Objective-setting ·Monitoring ·Appraisal ·Feedback ·Job evaluation ·Payment systems ·Incentive systems ·Employee training ·Career development ·Work methods ·Job design ·Quality ·Health and safety ·Researching HRM issues/practices ·Compliance ·Employee nights and expectations Employee relations ·Discipline and grievance ·Culture