Human resources management models provide an analytical framework to identify the situational factors, competence, strategic choice levels and stakeholders. It helps Nestle Company to understand the world for explaining the nature and significance of HR practices. Human resources management has four models these are as given below-
It is the first model which was founded in 1984. It is a model of Human resource management which focuses on four functions of management and as well as their relation with each other. This model is taken into consideration by the Nestle Company. These four functions are selection, development, appraisal, and rewards. These are the four main functions of management that is contributed in an organisational effectiveness.
It can be said that, this model is incomplete because it emphases only on those four functions of Human Resource management and ignore the other contingency and environmental factors which has a positive impact on Human Resource functions. However, it has been seen that this model helps the company as an investigated framework to identify the nature and importance of various HR activities (Collings, Wood and Szamosi, 2018).
This Harvard model is focusing on the six critical components of Human Resource Management. There are some dimensions are included in this model these are situational factors, stakeholder interest, HR outcomes, choice of HR policies and the long term consequences (Bratton and Gold, 2017).
The stakeholders interest- Interest of stakeholders is recognise the importance of trade-offs between the owner, employees. It has been seen that trade-offs existing in among the other interest group. It is a challenge for a HR manager that requires balancing between the interest of all the stakeholders for Nestle Company (Marchington, Wilkinson, Donnelly, and Kynighou, 2016).
The situational factors- It affects management choice for Human resource strategy. There are some factor which is included in the model work force individualities, technology and various laws and social values, labour market (Brewster, Houldsworth, Sparrow and Vernon, 2016).
HR policy choices- It focuses on the decision of the management and actions in terms of HRM that can be fully esteemed but if the result from this is collaboration between choices and constraints. It includes the four HR policies areas:
Employee influence: It means assigning the power, responsibility as well as authority to people as per their capabilities (Guest, 2017).
These HR policy lead the 4 Cs of HR policy outcomes these ate commitment, congruence, cost effectiveness and competence.
Long term consequence states the cost of HR policies which is estimated at three levels. These three levels are organisational, individual and societal. These three levels are required to analysed by using 4Cs. Stakeholders interest affects human resource management policy and choices and in turn it impacted by log-term consequences.
The six component of this model is Feedback loop; it states that situational factors can affect the HRM policy and selections that are influenced by the consequences of long-term.
David guest who claims that this model is different from the other model and it is much better than the other models founds this model in 1997. As per this model, HR manager has the strategies that increase the demand of some practices, and the execution of those practices results in positive outcomes. These outcomes included the performance, behavioural related and monetary rewards (Christensen, Bartman and Van Bever, 2016).
This model focuses on the six components in the logical sequence; these are HR practices, HR strategy, behavioural outcomes, HR outcomes, financial consequences, and performance results. The financial results of Nestle Company depend on the performance of the employees that result from the action oriented behaviour of employees. The outcome of behaviour is the result of employee quality and their flexibility. HR practices are variably interrelated with the organisational strategies. It can be said that this model is superior from the others that is partly justified because the dynamic of people management is so difficult to capture them comprehensively.
The two researchers, Hendry and Pettigrew from Warwick University, founded this model. From the other management model, the Warwick proposition put emphasis on the five elements and these are outer context, HRM content (macro environmental factors), HRM context, Inner context (micro environmental forces), and Business strategy content.
The Warwick model is all about the HR practices, business strategy, the internal and external contextual in which the process of changes in the workplace take place, activities of the company take place (Beer, Boselie and Brewster, 2015). It also includes the interaction between the changes in the both the context and content. It helps in identifying and classifying the important environmental effects on HRM.
It helps in connecting the internal and external factors which seeks to explore the stage that how human resource management implement the changes. This model helps the company to achieve the external and internal performance and growth (Latorre, Guest, Ramos and Gracia, 2016).
There are various HR functions in relation to the strategic human resource initiatives. It has been seen that if the company do not focus on the HR functions then it can be difficult to achieve goals and objectives. It is necessary for the company to emphasize on maintaining the HR functions of the company. The company should focus on many HR functions. The HR Functions of Nestle Company:
Recruitment is considered as the process through which it can be simple for Nestle Company to recruit pool of talented candidates. It has been seen that this process is one of the important process on which focus should be given so that it can be simple to manage the entire activities of the company. It has been examined that success of the recruiter and employment specialists can only be measured when they focus on the number of positions they fill in a specified time period. It is important for the company to recruit the capable or talented candidate so that they can perform their job in a best manner. It is important for the HR to focus on the skills and qualifications at the time of recruiting the candidate for the job. If right candidate is selected for the right job then it can be easy for the company to achieve success (Coller, Cordero and Echavarren, 2018).
Recruitment process is considered as the important factor as it helps to recruit the capable and if capable candidates are selected then it can help to manage the overall activities of the company. Also it is important to conduct process recruitment process and select those candidates who are capable and talented enough to manage the overall activities of the company. Selection is the process through which the right person can be selected and on this step it is important to focus on the analytical skill of the employees as it can help to know the thinking capacity of person towards the activities (Taylor, 2014).
So, it has been recommended that improvement in the process of recruitment in Nestle Company can be made by testing the candidates by giving mock test as it can show the capability of the individual towards their job. Also it can help to know the knowledge or the skill which is possessed by him or her. This step should be taken into consideration with proper care so that right person can be given right job.
It is also considered as one of the important function of HR. It has been seen that if employees in the workplace are not motivated then it can be difficult for the company to achieve success in the competitive market. Motivation plays great role in achieving success in the high level of competition which is prevailing in the market. Motivated employees are considered as the asset of the company as they give their best towards the organizational activities and also it helps the company to achieve success in the market (Leary and Baumeister, 2017).
So, it is the duty of the HR to motivate the employees to employees by focusing on the needs and wants. It has been seen that HR should take into consideration the Maslow Hierarchy of needs theory so that it can be easy to motivate the employees in the workplace. This theory can help to analyse the needs and wants of the employees. So, it is important for the HR to focus on this theory so that employees can be motivated in the workplace and this function is only considered by the HR of the organization. This theory can help to analyze the key aspects which are necessary for the employees and it has been seen that through this growth can be attained by the company in the competitive market (Pinder, 2014).
It is the responsibility of the HR to motivate the employees so that they can give their best towards the activities of the company. Also it is important for the HR to focus on considering various aspects like rewards and appraisal so that employees can be motivate.
Motivation in the workplace can be improved when HR focuses on considering the factors like appraisal, rewards and appreciation. It is necessary for the HR to promote the employees so that it can be easy to boost the level of motivation in the employees. If company wants to survive in the high level of competition and want to achieve competitive advantage then the best strategy that should be considered is related with motivation (Miner, 2015).
The next function of the HR is related to performance. It has been seen that this function is one of the important function that is important to be considered so that competitive advantage can be attained. If employees in the workplace are not able to perform in a proper manner then it has been seen that it is the responsibility of the HR to boost their morale so that they can give their best.
Also it is the duty of the HR to give training to the employees so that the employees can acquire knowledge and skills which can help to manage the overall outcome of the company. It is necessary in the workplace to manage the performance of the employees as it can help to accomplish goals and objectives.
The human resource of Nestle Company should take into consideration the improvement plans so that it can be easy to manage the activities of the employees. Also the performance of the employees can be maintained if focus is given on behavior of the employees. The HR should take into consideration the behavior of the employees so that improvement can be made as it directly affects the overall environment of the company.
Training is considered as the important aspect that can help to boost the morale of the employees. Through training it can be simple for the Nestle Company to enhance the skills and knowledge of the employees in the work which is given to them. Training programs should be considered by the company so that it can be easy for the employees to accept the change and also it will help to enhance the responsibilities of the company towards the work.
Training which is given to the employees help to ensure that the employees are capable enough to manage the work according to the acceptable levels. The process of training can be improved by taking into consideration various innovative skills or techniques so that it can be simple for the employees to accomplish their objectives (Sung and Choi, 2014).
Next function of the HR is related to career planning and career development. It has been that career planning operations helps to focus on the overall potential of the employees so that it can be easy to achieve growth and development. The function of the HR manager in Nestle Company is to assist the employees so that it can be easy to evaluate their strength and weakness. If strength is taken into consideration then it can be simple for the HR to guide the employees accordingly.
It is the duty of the HR to give higher position to the employees and it can only be done when they focus on the overall capability of the individual. It also helps to polish the skills of the employees and maintain the work life. It is important for the HR manager to focus on developing the career of the employees so that it can be simple to attain the positive outcome.
It has been recommended that Nestle Company should focus on developing the career of the individual.It is necessary to focus on giving them training by considering new techniques so that growth can be maintained in the high level of competition (Anitha, 2014).
It is also one of the functions of the HR in the workplace. It is essential to maintain the records of the people so that activities can be completed in a smooth manner. It has been seen that in context to IRS, the company should focus on maintaining the records in relation to income, expenses and purchases. To maintain the records of the company is the responsibility of the HR as it can directly impact the overall functioning of the company.
If the company wants to manage the entire activities it has been seen that records are important to be controlled so that growth can be attained in the high competitive market. The process of maintaining the records can be managed or improved if company focuses on doing inspection on every week. It has been seen that it is the duty of the Nestle Company to maintain and give each detail as it can help the company to grow in the high competitive market (Pundt and Herrmann, 2015).
It is also one of the important function of the HR as it has been seen that the communication with HR take place in the workplace. The HR has the duty to resolve the conflicts which take place in the workplace and also proper coordination is important to be maintained. The HR should focus on maintaining the relations so that positive environment can be created in the workplace.
To create positive environment it has been recommended that fun games should be played in the workplace as it help to enhance communication in the workplace. There should be specific rules and regulations that should be implemented by the HR so that it can be easy to manage the overall activities of the company (Mone and London, 2018).
Next function of the HR is to consider the labor laws so that it can be easy to manage the overall activities of the company. It has been seen that HR of the Nestle Company should ensure that all the activities are conducted within the specified laws so that it can be easy to achieve growth. It has been recommended that HR should impose penalty on the employees if they do not follow any rules and regulations. It is necessary for the company to focus on maintaining the laws in the workplace as it can impact the overall activities of the company (Nica, Manole and Potcovaru, 2016).
So it can be concluded that HR should focus on considering all the functions so that it can be easy to accomplish goals and objectives. HR is considered as an important part of the company and they are only responsible to manage the entire activities of the company. If HR manages the entire activities then it can be easy for the company focus on the overall goals. Employees of the company are managed with the help of the employees and it has been seen that if HR is not right on their part the employees will also face many issues in the workplace.
Many software programs of Human resource management are beneficial for the Nestle Company. Human resource management of Nestle Company work together so that goals can be attained. There are many benefits of implementing HR software is in the workplace such as productivity, Morale and reduced the errors. It is the best way to keep the work smoothly in the organisation. There are number of software that is used by the Human resource department as given below:
It is a human capital management solution for the organisation those have more than 50 employees. The capabilities of this software are that it handles the entire payroll, talent management, benefits, time, compliance, benchmarking and labour management. It is beneficial for the organisation because it helps to motivate the employees. Incentives, rewards are the main source to motivate the employee towards the organisation activities.
And it is difficult for HR to maintain the document of more than 50 employees due to difficulties the employees face the challenges such as less bonus and many others. To reduce these challenges, the company has to maintain the ADP Workforce now that maintains the all records of an employee. With this software, client of the company also receives the self-services tools for employees and managers such as widely used ADP mobile app, to access pay checks, W-2s, benefit information and more. It helps the users to minimise the manual administrative tasks. This software also integrates with HR and business applications (Nankervis, Baird, Coffey and Shields, 2016).
It is a software system, which works for human resources in recruiting the teams across the private and public industries. This software is beneficial for the company because it connects the applicants with the company. Its applicant tracking system helps the company in getting the bulk emails, and inviting the applicants for recruitment. This software connects the new employees on performance management and boarding.
Social sharing tools, mobile career sites, one-click background checks and referral management are the features included of this software. It helps the HR because it is difficult for the HR to find the applicants as per the requirements. Clear company provides 100 supplementary reports that find everything, from employing manager interview rates and cost for hiring. Its feature onborading solution automates the new hire process from verification to approve offer letters. It provides dedicates relationship with managers and clients. This software solves the problem of right recruitment for the company (Petrick, 2017).
It is integrated cloud based software which offers the functionality and includes the entire employee lifecycle. Its lifecycle starts from recruiting to attendance management. Collectively, the solutions offer the tools for managing recruitment, hiring, payroll, tax compliances, time, attendance, and compliance reporting activities. It reduces the burden of HR manager with this it also beneficial for the organisation because it increases the productivity of the company.
Right person at the right place in right time increases the productivity and efficient utilising of time improves the productivity as well as the development of the company. This software allows the recruiters can track prominent candidates, track communication, set the interview rounds and more. HR teams can easily manage the payroll process, file compliances requirements and many other works. Administrators can configure the workflows and divide the responsibilities according to the business’s roles (Darwish, Singh and Wood, 2016).
Namely offers a cloud-based solution to manage the human capital of the company. It helps the midsize companies in managing the compliances and streamlines everything such as payroll, benefits and talent management (Jamali, El Dirani and Harwood, 2015).
This software is beneficial for HR managers; but it manages the talent management. It is suitable for those companies that are seeking for the platform that can be constructed to match their unique infrastructure of the company. It also provides the “namely human resources information system” in which the company can easily store employee information. Namley’s talent management helps the company to conduct the paperless on boarding, tracking of goals. Besides this, it also conducts performance reviews and many more. It also handles the taxes and ACA report. Its integrated benefits and administration helps with enrolment and sending of elections to carriers.
These are the software which helps the company to manage the human resource management and the other activities of HR managers. It has been seen that the company achieve their goals by reducing the issues and conflicts in the organisation. Although all the software which has been discussed is beneficial for the company but the most beneficial software for Nestle Company can be “namely software” because it helps in many segments from recruitment to attendance of the employee. As a Human resource manager, the two software is necessary for the Nestle Company to manage or develop the human capital.
Leadership is useful because it tends to makes the big challenges easier to handle. There are many benefits of leadership which helps the company to motivate and encourage the employee towards the activities of an organisation. These characteristics are given below:
An effective leader is that who has a clear idea of its vision for the organization as well as for employees. An effective leader has the abilities to look into the future of the company, make clear goals that will help Nestle Company to benefits from those gaols. It also has to share the vision with others so that the company can achieve the success. By sharing those goals with employees in best manner, it can motivate the employees to take the opportunity to take those effective measures so that appropriate action can be taken. It also enhances the personality of an employee and productivity of the company.
Effective communication technique is a best way to motivate the employees in an organization. By setting clear goals and expectation for employees, leaders can motivate its employees to take interest in various activities of organization. Leaders with great communication skills are likely to energise its employees in a positive way. An effective leader knows how to draw out the clear expectation for its employees.
Effective leadership proves to be a great tool in the organization to foster innovation and creativity from employees. Due to the effective leadership, various organizations are able to bring innovative ideas from the employee’s part. In order to keep the employees innovative, leaders are required to encourage its employees. Leaders must encourage the employees to take risk. Democratic leaders are those who highly involve its employees in decision-making. By taking this approach for employee, effective leaders initiate the creativity from the employee’s side (Shamir and Howell, 2018).
An effective leader is one who effectively manages the complex problems in an organization. It is the vital skill for any leader to deal in a complex business environment. An effective leader is must assess the possible outcomes of complex situations and take suitable course of action to solve that. An effective leader is able to scan the environment in search of knowing undergoing trends. Based on those practices, it establishes practices that allow the organization to reply promptly (Shamir, Boas, and Jane, 2018).
It is rightly said that “it is hard to manage the other effectively when one cannot manage itself.” An effective leader must able to regulate the time, emotions, attention as well as required to aware of the strengths and weaknesses. There are times when leader faces the stress. Therefore, exceptional leaders have special skills to handle the stress and balance their professional and personal life. An effective leader know the importance of passion and able to respond the events and people in a best way (Antonakis and Day, 2017).
Problem solving is a most important characteristic that is required in a leader to manage the things in an organization. Various problems occur in an organization that needs immediate actions from the part of employees. Therefore, it is the liability of the leader to understand the situation in detail and figure out to employees. In the complex situation, sometimes employees need the support of leaders to take change of it. In these types of situations, effective leaders are accountable to assist employees to solve those problems. The great skill or qualities are required in a leader to become effective (Bolman and Deal, 2017).
An effective leader takes confidential approach in every situation. By taking this approach, it is able to create the confidence in team members too. A confident leader always keeps his eye toward the goals of the organization and does not allow any situation to step back to those goals (Mahajan and Sharma, 2015). Besides confident toward every situation, it is also necessary by a leader to commit towards the hard work. It is a quality of good leader to drive its team through hard work.
References
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