Discuss about the Human Resource Management for Forecasting Workers.
The present assignment provides an overview on the significance of human resource (HR) management of an organization. HRM refers to a management function that involves procurement of human resources, develops their competencies, motivate and reward them and also create them an urge for being the part of management (Bratton and Gold 2017). Effective HRM helps the enterprise to achieve objectives and target of the business. HRM needs strategic planning for addressing changing requirement of the employer and shifting job market constantly. This study highlights on the HR planning cycle of an organization. The difference between rewards and recognitions and different leadership style is also discussed in this study.
HR planning refers to the procedure that mainly identifies present as well as future needs of human resources for an enterprise to attain its goals. The HR planning basically involves creation of employers brand, flexibility strategy, retention strategy, selection strategy and absence management strategy (Briscoe, Tarique and Schuler 2012). The planning procedure of most of the business organizations usually reflects on the goal to be accomplished within specified time frame and the kinds of human resources required for attaining the defined target. It is mainly the ongoing systematic planning procedure for attaining best utilization of enterprise most valuable assets. The basic objective of HR planning is to assure best fit between jobs and workers whilst avoiding shortage of laborforce (Daley 2012). The three vial elements of the HR planning procedure involve- Evaluation of current labor supply, balancing projected workers demand and supply and forecasting workers demand. These elements of HR planning procedure are explained below:
Forecasting the employee’s requirement is vital for running the business operations in effective way (Johnson, Lukaszewski and Stone 2016). There are few factors that an enterprise considers while forecasting its workers needs , which includes- finances of internal business, present condition of an economy, product and services demand and business growth expectations. Moreover, it is usually forecasted by analyzing which present employees have possibility to transit into new position and analyze the workers turnover rate.
Evaluating the workers supply involves two prong procedure, which includes-evaluation of internal staff and external staff. Additionally, analyzing demographics of current workforce is also required for making an evaluation of employees supply. This might also involve factors such as unemployment rate, mobility, government laws that affects the existing as well as potential workers. However, evaluation of these factors facilitates to determine the kinds of staffs needed for filling the staffing forecast.
This element helps the HRM to achieve the target within the specified time frame. If an enterprise has shortage of workers , thus element will help to determine kind of recruiting efforts they will participate for attracting more employees for filling the gap. This also requires to balance part time and full time needs. On the other hand, if an enterprise has surplus of workers, this needs to take into account workers layoff and circumstances where workers might require to be moved into lateral position.
Job Analysis refers to the process for identifying and determining specific job duties as well as needs and the importance of duties for the given job. In this procedure, judgments are usually taken from the collection of data on a particular job. The objective of this job analysis is to document as well as establish job relatedness of the employment process such as, selection, training, compensation and appraisal of performance. This analysis also provides proper information to the enterprise about task, duties, functions and responsibilities, which in turn facilitates to determine the employees that are best fit for that particular job. Job description as well as job specification is the major two outcomes of the job analysis.
The job analysis for the appointment of sales manager in one of the biggest retail company in UK named as Tesco Plc is discussed below:
Job Description of sales managers
Job Title : Sales manager
Job Location: UK
Job summary: This retail company’s leadership team requires senior sales manager for leading their sales department. A successful candidate is required to understand the behavior, needs and preferences of customers to purchase that specific good. The sales manager however will be mainly responsible for leading experienced sales associates team (Ingram et al. 2015). If the candidate has the capability to teach effective strategies to the team, then apply for this post.
Reporting to: Senior sales manager should report to sales director of Tesco
Working conditions: Standard office timing hours, 9am to 6 pm from Monday to Saturday, although travelling for visiting customers and team might increase timing hours.
Job Duties: The list of duties include-
Machines to be used: The machines to be utilized by the sales managers are CRM (Customer Relationship Technology) systems, SFA( Sales Force Automation) technology, social platforms etc.
Hazards: These might involve- activity tracking, ineffective sales meetings, conflicts within members of sales team and improper information about the customers.
Qualifications: Sales managers are not generally expected hold any kind of formal qualifications. But for this enterprise, an candidate is required to hold bachelor’s degrees in one of the following academic fields:
Experience: A candidate must have an experience of at least one year since experienced sales manager understand the fluctuations in retail environment better than inexperienced ones.
Training: A candidate should have training on utilization of few technologies such as cash registers, scanning devices etc.
Skills and responsibilities: A candidate should have certain skills as required for this post, such as – leadership, communication, patience, problem solving, motivational, stress management, effective delegation and several other skills.
Sensory demands: As each job requires physical as well as mental fitness, a candidate to be selected for this post must have both physical as well as mental fitness.
However, while recruiting the candidate for this post of sales manager, the HRM of Tesco should focus on these characteristics of that individuals and then judge it based on that.
The Job description for the new post for an administrator in recruitment section in HR department has been developed, which is shown below;
Job Title: HR administrator
Job Location: UK
Job Summary: This enterprise requires HR administrator in order to mainly administer health of workers, welfare and plans of retirement worldwide (Hendry 2012). As this position act as liaison among employees as well as insurance providers for resolving benefits-related issues, the individual must ensure effective use of plans and better employee relations. Moreover, this position is also needed to give administrative support to HR function as required (e.g., correspondence generation, file maintenance, record keeping, updating internal bases and HRIS entry). The HR administrator must also assure that the plans are well administered according to federal as well as state plan provisions are followed.
Reporting to: HR administer should report to head of HR department.
Working conditions: The working conditions for this post is standard office timing hours that is from 9 am to 6pm.
Job responsibilities: The job responsibilities for this particular post are given as follows:.
Requirements
Rewards systems for the employees refer to the program that is set by the enterprise to reward performances as well as motivate employees. This reward system has been generally taken in account separate from the salary but might be either monetary or have cost to that enterprise (Macky and Wilson 2013). Rewards are mainly of two types such as –intrinsic and extrinsic. Extrinsic rewards refer to the host of the external things that the managers provide to the employees for increasing productivity. These might involve – bonuses, money, promotion, flexible schedules and so on. On the other hand, intrinsic rewards are basically internal to employees and are also less tangible. Tracey (2016) cited that intrinsic rewards are usually inherent in job itself and involves motivational features such as – feedback, autonomy, skill variety and participation of employees in decision making.
Remuneration refers to the compensation or payment that the employees receive for services. This mainly involves base salary, economic benefits or bonuses that an individual receives during employment. This element of financial element is mainly used for appraising employees that ultimately encourages them to focus on their work. It has been opined by Shields et al. (2015) that, remuneration is the catalyst which increases productivity of a business. It is associated to the employees performance where inclination to work is mainly determined by motivation. There are various forms of remuneration, which involves- paying an employee by hour, deferred compensation, health insurance etc. Lowest remuneration that an employee receives from an employer is minimum wage. Moreover, ever enterprise must have remuneration policy, which outlines the employees pay for work. This policy explains the condition based on which pay of an employee increases. Additionally, it also helps to determine proper pay rate mainly for each tasks and responsibilities.
Rewards play a vital role in motivating the employees for performing effectively as well as efficiently. It helps in building as well as maintaining commitment among workers that assures workforce stability and high performance standard. The rationale behind the utilization of rewards is that it helps in encouraging or inducing specific behaviors among workers, which in turn enhances performance and growth in business (Marchington et al. 2016). A reward generally emphasizes respect for an employee and motivates fellow employees for showing respect towards each other. When the team become united, communication lines becomes open and hence the employees becomes likely to share ideas as well as put forth extra effort in order to achieve success in business (Storey 2014). However, this motivation given to the employees might lead to increase in retention of employees. Apart from this, it also helps the business to expand globally and maintain good reputation in the competitive market.
Remuneration also has direct relationship with the motivation of employees in the organization. Remuneration is one of the vital sources to influence the employee’s behavior towards the enterprise and productivity in work. It has been opined by Macky and Wilson (2013) that, the managers of the organization should be aware of social as well as economic background of workers so as to provide good remuneration in order to enhance their talent as well as skills and encourage them towards work. In this epoch of competitive business environment, remuneration has been the basic tool for executives and managers of an organization to enhance the employees productivity, attract competent workers, reduce absenteeism, retain present staff, increase employee turnover, manage sequences of job, improve brand image of the enterprise, strengthen the relationship of Union management etc. The practices of remuneration can be highly effective if it is based on the different motivational theories. Fair remuneration practice when applied by the managers of an organization creates a satisfaction feeling among the employees for fulfilling thweir requirements. Remuneration is required by the workers for fulfilling their primary needs such as monetary as well as non-monetary rewards and compensation provided by the enterprise to enhance job satisfaction and also control the employees turnover rate.
Leadership in the enterprise context is mainly about influencing individuals in particular situations for understanding as well as accepting the targets of an enterprise. Influence has been vital to leadership and thus includes power, which refers to the capacity of a leader to influence attitudes as well as behaviors of other individuals (Goleman 2017). Adoption of proper leadership style helps the leaders to achieve success in the business. The leadership style s basically determined by subordinate readiness or level of workers. There are various types of leadership style, which the leaders integrate in business for attaining target of organization. Five kind of leadership style that a leader can demonstrate are given below:
Transformational leadership-This is one leadership style in which a leader works along with their subordinates for creating a specific vision and identifying and executing change along with committed group members within an organization (Engelen et al. 2015). Transformational leadership style is seen when the leaders of an enterprise motivate colleagues, develop followers to high level of potentiality and generate awareness about the mission of enterprise.
Transactional leadership- The leaders adopting this leadership style focuses on the group performance, supervision and enterprises (Iqbal, Anwar and Haider 2015). Transactional leaders usually promote compliance and concentrates on particular tasks through rewards as well as punishments. This leadership style will be effective when a leader offers workers personal attention, gives coaching and motivates personal development.
Autocratic leadership-This leadership style is mainly featured by control of individuals over every decisions. A leader adopting this leadership style makes decision without making any consultation with their team members. But this leadership style might be demoralizing and thus can lead to high extent of staff turnover and absenteeism.
Democratic leadership-Democratic or participative leadership is that leadership style where the individuals might be taken into account unequal by the hierarchal standards having shared power in taking decisions. Democratic leaders usually emphasize collaboration as well as free flow of ideas. These leaders take the final decision by including all members in decision making procedure.
Laissez Faire leadership- The leaders implementing this leadership style gives their members huge freedom in their work operations and setting their deadlines. The leaders usually give support with the resources as well as advice if required (Wong and Giessner 2016).
Conclusion
It is seen from the above study that HR managers plays huge role in the growth of organizations. These HR managers help the enterprise by recruiting skilled and efficient employees of various departments. They also help in determining rewards and remuneration of an employee, which in turn benefits the enterprise in retaining and attracting employees. Furthermore, HRM also helps the leaders to implement appropriate leadership style. Thus, these HR managers plays huge role in improving the environment and culture in business.
References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management: Policies and practices for multinational enterprises. Routledge.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management, pp.120-125.
Engelen, A., Gupta, V., Strenger, L. and Brettel, M., 2015. Entrepreneurial orientation, firm performance, and the moderating role of transformational leadership behaviors. Journal of Management, 41(4), pp.1069-1097.
Goleman, D., 2017. Leadership That Gets Results (Harvard Business Review Classics). Harvard Business Press.
Hendry, C., 2012. Human resource management. Routledge.
Ingram, T.N., LaForge, R.W., Williams, M.R. and Schwepker Jr, C.H., 2015. Sales management: Analysis and decision making. Routledge.
Iqbal, N., Anwar, S. and Haider, N., 2015. Effect of leadership style on employee performance. Arabian Journal of Business and Management Review, 5(5).
Johnson, R.D., Lukaszewski, K.M. and Stone, D.L., 2016. The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes. CAIS, 38, p.28.
Johnston, M.W. and Marshall, G.W., 2016. Sales force management: Leadership, innovation, technology. Routledge.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Macky, K. and Wilson, M., 2013. Rewards, Remuneration and Performance: A Strategic Approach. CCH New Zealand Limited.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Tracey, W.R., 2016. The human resources glossary: The complete desk reference for HR executives, managers, and practitioners. CRC Press.
Wong, S.I. and Giessner, S.R., 2016. The thin line between empowering and laissez-faire leadership: An expectancy-match perspective. Journal of Management, p.0149206315574597.
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