Personnel Management And Human Resource Management Commerce Essay

military force trouble And humanity Resource Management line of business EssayAs per the senior counselings comment in the meeting Our Comp both(prenominal) is suffering in the marketplace, as we beat a person-to-person counsel shape up rather than a HRM approach.Report to answer Managers query This report has been designed in order to enable the line music director to address the issue raise in the solicitude meeting. What we read from the managements comments is that our new stick in of TESCO Company is veneering lot of issues and competition at the new market place.Similarities and differences between HRM and personal management?Why senior management of TESCO feels that our new shop class should eat up a HRM approach instead of a personal management approach?Personnel management expands into human imaginativeness management. In general terms, Personnel management is considered to be an administrative run away of an organization. Personnel management is suppos ed to be organized in such a way that any changes in the organisation stimulate response from military unit management.In an organisation, a person or a aggroup of individuals ar believed to be engaged in the process of Personnel management, when they become in charge of considering programs and making certain denounceting policies are appropriately set so that it can have an equal on every individual associated with the smart set and its military operation.Objective of military unit Management By this we mean that the focus efflorescence through which personnel management is helping in development of the the great unwashed in the organisation. These objectives can be divided in 4 typescommunityPersonnelProjectAmalgamationWhat is an excellent personnel management Char impresseristics of personnel management when it is considered to be excellent has been listed on a lower floorPersonnel management is expected to bring stabilityPersonnel management should be adaptable and c apable to encounter any issueEmployee relation managementShould have a set objective for the surgical incision or the organizationFunctions of Personnel Management Following are some of the functions of Personnel ManagementAssessing employees requirementHiring employeesScreening of the appliersSelecting the applicantsOrientation of the new hired employees towards rail line1. 1 Definition of Human Resource Management (HRM)?As per Human resource management, employees are considered the well-nigh valuable assets of an organisation. HRM is considered as a development function of an organization.Objectives of Human resource management Management of the manpower in any ac smart set or organisation is human resource management. The main objective of HRM is to add the efficiency and performance of the employees, mental faculty and other de single outment by identifying the job requirements and hiring the appropriate scene for that post. This has both development and implementation of strategy.What is good human resource management HRM is considered to be resource centered. The main functions of HRM are listed below,Recruiting employeesDevelopment of training programs carrying out of trusted appraisal systemProvide growth chance in organisationPerformance managementHR planningEmployee retentionImplementation of new resources to increase efficiency of employee etc1.3 Similarities and differences between HRM and personnel managementIn this part we depart cover some of the similarities and differences between Personnel management and Human resource management.Similarity between HRM and Personnel Management Even though most of the people try to evaluate the difference between HRM and Personnel management, at that place are lots of the similarities between these two management systemsBoth graze on business based strategiesBoth HRM and Personnel management understands the responsibility of a managerBoth believe is getting right candidate for right jobBoth understa nd that interaction with employees is the key for the success of managementDifferences between HRM and personnel management Stephen and Keith in their works mention Storey Js (1992 twenty septette points of difference between Personnel management and HRM, of which some key differences are27 points of differenceDimensionPersonnelStrategic aspectsKey relations wear upon managementInitiativesPiecemealSpeed of excisionSlowLine ManagementManagementTransactionalKey managersPersonnel/ IR specialistsCommunicationIndirectKey levers pickingSeparate, marginal taskPayJob evaluationCommunicationRestricted flowConflict discourseReach temporary trucesHRM is more proactive when compared to personnel managementPersonnel management is in general operational whereas HRM is strategy basedPersonnel management focuses in workforce whereas Human resource on resource.As per personnel management employee is supposed to be utilized for companys benefits but in human resource management, not only the compan y but alike the employee, their family should be given the benefits.In personnel management, employee is considered to be the cost center, whereas in human resource management, they are considered as profit centersFunctionPersonnel ManagementHRMApproachAdministrativeDevelopmentSelectionTargets the current needsTargets the trainability and retentionDeploymentNeed basedSkill basedPerformance ReviewSupervisor orientPre defined targets and goals. Aims for transparencyPromotionsBased on performance and needPre developed career path1.4 Why Senior management TESCO feels that our new store should scram a HRM approach instead of a personal management approach?Comments say that our company is suffering in the marketplace, as we take a personal management approach rather than a HRM approach.At first when we go through the senior managements comments, we dont see any details regarding the reason which has provoked the management to pass this comment. Even though we can clear understand that there is a serious issue that our new store or company is facing in the marketplace.As mentioned earlier reason for the poor performance has not been highlighted in the comment. Based on our assumption we can consider the problems related to round turnover, customer handling, job satisfaction, etc. The other reason can be that the customers coming to the store are getting poor service and minimal precaution to their needs. So based on this we can consider the issue to be the employee management.We know that if the staff performance is not up to the mark, it has a direct impact on the status of the TESCO Company and their other stores as well. The senior management might having the opinion that since this a new store with lots of challenging spot, it needed development work. As per the managements comment, we can understand that if we want our store to be successful in the marketplace, we need to start on the job(p) based on Human resource management.Task 2. Recruitment, selecti on and retention (L01)We all know that TESCO has both food and non-food store across United Kingdom, and they keep on recruiting staff extremitys on regular basis for these stores as per the requirement. Use of appropriate hiring and selection process not only saves valuable amount of judgment of conviction as well as cash of the company. Any job position becomes available in a companyOpening of new storesVacanciesSudden requirement at some store2.1.1 Recruitment and Selection ProceduresUsually we will see people getting confused with the terms recruitment and selection. In this section we will clearly rationalize the difference between Recruitment and Selection process. The HR process has two stagesRecruitment The process of finding the correct candidates and encouraging them to apply for jobs vacancies in the company is called Recruitment process. Recruitment process involves seven stepsJob vacancies identificationPreparing and consolidating specific job requirementJob adverti singManaging the responses received through the advertisementShort-listing the candidatesArranging interviews for the short-listed candidatesConducting interview and deciding on the right applicant in that respect are two methods through which recruitment of an employee can be done inside recruitment Internal recruitment is nothing but Transfers, promotions and Re- work of ex-employee. This is performed internally in a companyExternal recruitment In this people are invited to assemble in the job application and attend interview. This is outside the company means all the appropriate candidates can apply for the job posting.Recruitment mainly helps company in 4 diametric waysOpting for highly qualified people for the jobMaking sure candidate stick for long time with the companyCreating cultural mixtureExpense and profit equalizingSelection Selection is the process of selecting the right candidate out of all the picked candidates. This process involves lot of phases through which an applicant goes through before selection. This is a critical step as in this process the right applicants is selected as per the job opening available in the company.There are four likely out comes of Selection processSelection of the right applicant (positive for company)Rejection of unsuitable applicant (positive for company)Selection of reject-able applicant (negative for company)Rejection of appropriate candidate (negative for company)Selection process takes place in the following orderInitial interviewApplication fillingVerbal and written testInterview with HR managerHandover of Appointment letter2.1.2 Tescos Recruitment and selection processTESCO- The biggest private sector employer in United KingdomThere are lot of people who are part of these stores and they are Checkout staffs, Stock handlers, Supervisors and specialist like bakers, pharmacist etc.The Recruitment process in TESCO can be summarized as followsAs Tesco recruitment is mainly done through there website or through job advertisement regarding the vacancies available at the store.This site contains all the schooling about the company and the requirements for the particular job vacancy.Usually TESCO site is uploaded with all the job vacancies and the candidates just need to search the appropriate job by victimization search option.One the application is filled, the candidate is called for interview based on screening.Any company first checks on the list of the current employees at different stores and there past work experience at store.As per qualification, education and earlier job experiences, initially the candidates will be filtered.Line manager will make sure suitable candidate is selected for our new store.2.2.3 Sample interview questionnaire beneath are some of the questions asked in interviewsWhy do you want to critical point TESCO?What are reasons for you to leave your previous job?Tell us something about your strengths?What do you consider as your weakness?Are you good at handlin g work related pressure and stress?What salary expectation you have?Tell us something about yourself?What is your qualification?Tell us something about your previous experiences?What are your expectations from Managers and Team leaders?2.2 RetentionEmployees or the staff members are like the back bone for company. No company can work without staff skillful staff members. Commonly employee dissatisfaction leads to resignation, hence as far as employee satisfaction is concerned being manager of a new store, the responsibility is to hit not only customer satisfaction but also as employees satisfaction.Employee Retention is created by Effective Managers. As recruiting a skillful staff member is difficult same way retaining them is lot more challenging. Employesses in any company expect compensation, good working environment, career growth and good working relationship. Employees tend to leave managers who cantClarify issuesAssist in career growthGive regular performance based feedbackO ne way of guardianship your cost down will be to make sure that staff turnover is low.2.2.1 Why module leaves the job?In this section we will take a look at some of the reasons that provoke an employee to leave their current jobNew job Every person looks out for better opportunity if they are not finding one their current job.Higher Salaries This is most common reason for any staff member to leave the job unequal managementHuman Resources department response to employeesCommunicationWork environmentJob satisfactionNo growthBiased2.2.2 Method to retain the Staff membersFollowing are some of the suggestion to increase Staff retentionRecruit people who have talent, ability and ready to work in any positionProvide benefits like life insurance, permanent or temporary disability insurance and flexible hours.Regular feedback session based on performanceGrowth opportunityCelebration at workplaceProper appraisal systemRegular appreciationGood work environmentShould provide work and life ba lance opportunityRegularly address is staff issues2.3 Legal and Ethical Issues in RecruitmentRecruitment process is not simple as it sounds. Lot of heavy and ethical issues needs to be kept in mind during this process. To meet sound requirement company needs to make sure that Job postings, inspecting references, interview questionnaire, and job offers all need to be done in appropriate way. As per BC Human Rights Code (Discrimination in employment advertisements), a job should not be published if it gives preference to the followingRace/CastColorHeritagePlace of originReligious sentenceMarital categoryBelief involving politicsFamily statusAgePsychological disabilityPhysicalReligious convictionAny applicant can take legal action against the company if the question is in appropriate. In order to keep the staff members aware of the legal and ethical issue pertaining to company, the store manager can provide a handbook once the candidate is selected.An employer should always be ready with the appropriate documents supporting that the job requirements are legal and not against the ethics of the company.3. Disciplinary Procedures3.1 IntroductionThe main focus of implementation of disciplinary process is to bring out improvement in an employee or staff member.Implementation of Disciplinary procedure is very important in any work place. A staff member needs to be aware that when ever there is something going wrong, it was an end result. Whenever any employee breaks policies of the company or doesnt work to their expectation, disciplinary procedures is administered. Usually disciplinary procedure is applied when a staff members performance is below expectation or not up to the mark. Before an appropriate action can be taken disciplinary procedure demands an explanation of the issue from both the sides. There are two ways of handling these situations In musket ball and formal. An informal step involves talking to the staff personally and internally but a formal step i nvolves other departments like HRM. There are different methods in application of discipline like Warning (verbal or written), Probation, Suspension/ transfer, Demotion, DischargeBelow mentioned the issues that have been observed recently in the Store will give a clear understanding about disciplinary procedure3.2 Paul Wilkinson attack late and go away earlyIssue Paul Wilkinson a 44 year old supervisor has recently been coming to work late and leaving early. You have already spoken to him about this, but unfortunately the situation hasnt improved.In this case,Supervisor is expected to be extremely punctual as they act as role models for the new staff.As this is a ingeminate offence from Pauls side, initially he was given verbal warning but as the situation has not improved, he will be given a written warning.Try to speak to him and offer him some other shift in which he can work with commitment without compromising on the time.Putting him on probation can also a an option.Transf erring him another store is just waste of time and cash. It will only hamper other stores performance and reputation as well.Depending on seriousness of the offense, next time can lead in his demotion or removal from the job.To better understand Pauls recent activity, we need to know ifHe is facing any family or personal issue pertaining to time of work.Is he no longer happy working at the storeReason for his dissatisfaction if any3.3 Sheena Johnson Stealing in the StoreIssue Sheena Johnson is 28 and a machine factor in the department. You have been informed that security found her stealing some finished and part-finished items from the department. She has been told to report to you at 9 a.m. tomorrow morning.In this caseIn Sheenas case, legal action is necessary to be taken to handle this issue.In any industry or organization stealing is against the ethics of the store and legal action can be taken depending on the seriousness of the offence.Being a manager, I need to make sure t hat this offence is not repeated either by Sheena or anyone else.If this information becomes public, customer will not come into the store as they wont find their articles safe.Before taking legal actions, immediate terminate Sheena from her post and clear the accounts. Order her to return back all the articles stolen from the shop or pay compensation.Other information needed to understand Sheenas activity isFrom when she has started stealingPossible reason behind this act4. SummaryManagement is getting all different kinds of people together and work as a team. We know that the management of personnel and human resource has been changing periodically. Stability in business is important and human resource management and personnel management has an important role to play.Through the above task we have got a clear understanding of how personnel management differs from human resource management as well as similar to each other. Through the report development, we will help the line manag er to address the issue pertaining to the new store at the market place. We have discussed how Tesco has been of selecting right candidate through appropriate recruitment and selection process. We discussed about the reasons for the staff members to leave the job and the retention methods that are implemented to retain the skillful employees.