HRM_Assign 1.doc
- 1. StudentName: TezanaBekele StudentNumber: 112669 Course: HR Management AssignmentNo: #1 Marking Criteria: We expectthe learnerstowrite minimumone well expressedpointin three linesagainsteach allocatedmark.Thismeansone needstowrite 15 lineswith5 well expressedpointstogethigh gradesfor a 5 marksquestion. For highgradesuse examplesandillustrationswhereappropriate. 1. Give short answers to the following questions: i. What does Human Resource Department do? Human resource is an important department for businesses of all sizes and across all industries. In thisdepartment, professionals manage the concerns and needs that relate to the human capital of the organization,orthe people whoworkforthe business. Whether you are considering a career in humanresources or need to bring on HR professionals for any business, it is helpful to understand theirmaindutiesandresponsibilities. Human resources professionals are responsible for handling any people-related concerns and needs that arise within an organization. They often manage recruiting,hiringandfiring,aswell asonboardingnew hiresandmanagingthe orientationprocessto get employees set up in their new roles. When problems arise between employees, human resources may become involved to assist in the resolution process. HR professionals must also maintain detailed employee records regarding any actions taken for legal purposes. An efficiently run humanresourcesdepartmentcanmaintainthe structure of a business and provide support and assistance tothe human capital of the organization,alsoknownasitspeople. Some HRprofessionals focuson certainareasof the industry,suchas payroll,benefits ortraining,whileothershandle more generalized tasks for the business overall. ii. Outline the objectives of Human Resource Management in an organization. Assignment Cover Sheet
- 2. Here are some objectives of human resource management with in an organization; Achieve organizational goals Work culture Team integration TrainingandDevelopment Employee motivation Workforce empowerment Retention Data and compliance iii. What are the benefits of clear recruitment process? Good recruitmentisvital forevery organization,especiallywhen labormarketsare tight- findingthe rightpeople forthe rightrolesat the righttime.It ensuresthatthe workforce has the relevant skills and abilities for the organization’s current and future needs. Effective resourcing is not just about fillinganimmediate vacancy but about having an impact on the long-term success of the business, usingworkforce planningdatatounderstandwhatskillsare neededfor organizational performance. iv. Is there a need for human resource management specialists and if so, what should their role be? How is this role evolving? In addition to recruiting applicants and placing workers, human resources specialists help guide employees through human resources procedures and answer questions about an organization's policies.Theysometimes administer benefits, process payroll, and handle associated questions or problems. Human resources specialists recruit, screen, and interview job applicants and place newly hired workersinjobs.Theyalsomay handle compensationandbenefits,training,andemployee relations. Human resources specialists generally work in office settings. Some, particularly recruitment specialists,travel toattendjobfairs,visitcollege campuses, and meet with applicants. Most human resources specialists work full time during regular business hours. Therefore, without any dispute human resources specialists are the most important workforce of any organization regardless of their size and nature. How isthisrole evolving?The role of HRismore complex than ever. New and emerging technology has shiftedthe focusfrompersonnel managementandadministrative tasks,today'sHRdepartments at least the forward-thinking ones spend their energies managing employee engagement and strengthening culture. v. Outline the ethics of HRM as relating to the organization and the individual employee. Ethics in Human Resource Management is a subset of business ethics;
- 3. Dedicated to professional development The right use of information Ethical handling of conflicts of interests Professional responsibility Ethical leadership Fairness Justice vi. What is the relationship between personal effectiveness and people management? Personal effectivenessas‘the personal qualities,developingpersonaleffectivenesswill alsohelpyou take ownershipanddevelopotherareasof yourlife as well as your career. The skills needed in this area are oftencalled‘softskills’those thatare notalwayseasilydefined or measured, like technical skills can be. Soft skills are more to do with behaviour, attitudes, and how you manage yourself. Personal effectiveness is about taking ownership and responsibility for your own life, work and results. It involves: Knowing what you want Assessing what you already have going for your skills, experience etc Understanding what the barriers are to getting what you want both in the external world and your own internal one and learning how to overcome them Taking responsibility for making things happen Developing the determination, skills and experience you need to reach your goals Planning and implementing action. People management is defined as a set of practices that encompass the end-to-end processes of talentacquisition, talent optimization, and talent retention while providing continued support for the businessand guidance forthe employeesof anorganization.Therefore,personal effectivenessis very essential in the area of people management. 2. What are the main functions of Human Resource Management? Human resource planning: Recruitment and selection. Performance management. Learning and development. Career planning. Function evaluation.
- 4. Rewards. Industrial relations. 3. How many opportunities of staff development can you think of? Employerswhoinvestinstaff developmenthelptheiremployeesimprove strengths and grow skills, which better equips them for their current roles. This adds more value to the work they do and directly benefits your business. There are many ways or approaches for staff development. Online training sessions and webinars. Manager coaching and mentorship. Classroom-style learning. Peer coaching. Cross-training. Stretch assignments. Job rotation. Delegation. Case study 1. What does his statement suggest about the motivation of this hotel worker? According to the case it totally seems that Tony feels much demotivated to work in the hotel because asmuch workhe does,he isnot get paid which is creating a dissatisfaction. Compensation isthe primaryreasonwhypeoplesworkinginaparticularorganizationandthe remunerationshould compensate their efforts. Therefore, I strongly suggest to this hotel to reconsider their compensation and motivation polices. 2. Identify and explain two possible ways in Tony’s his motivation could be improved? Improve the payment: If not having fair remuneration, no need of surprised if Tony leaves the hotel to take a jobat one of the competitors,where theyare likelytobe betterpaid.It is crucial to pay your staff a competitive and fair salary in order to retain them. In addition, if yourecognize one of youremployeestobe particularlyhard-working,ortohave a significant amountof seniority,youcouldconsiderraisingtheirsalary.Thiswill have a direct impact on their self-esteem as well as on their motivation. Offer promotions: no need of hesitating to promote the employees who deserve it. Of course, promotions come with a raise in salary, but it does not necessarily mean that the monetary aspect is what motivates the promoted employee the most. In management positions,itisoftenrecognitionandrespect fromthe boss, or the ability to make important decisions on their own or within a committee that motivates employees.
- 5. StudentStatement: By submittingthisassignment,Iconfirmthatthisis myownwork. StudentSignature: Date: 24/05/2022 For Tutor / AssessorUse Only Total Marks Marks Obtained Percentage /Grade