“In Partnership with UNIVERSITY OF WALES:

TRINITY SAINT DAVID”

“Human Resource Management”Lecturer Name: Nii Asare-Addy

Student Name: Dhulasirajan Senthilvel

Student CTL ID: 093450-77

Student UWL ID: 1002092

CTL mail Id: dhulasirajan.senthilvel@stu.ctlondon.ac.uk

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Table of Contents

1 Executive Summary 3

2 Introduction 3

3 Human Resource development 3

4 Globalisation and HRM 4

5 Workforce Diversity 4

6 Recruiting 5

7 Retention 6

8 Rewards and Recognition 7

9 Managing diverse workforce in Organization 7

10 Advantages of Diversity 8

11 Impact of human resource management on organization 8

12 Conclusion 8

13 Recommendations 9

14 References 9

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Executive Summary:

This report explains role of Human resource management in organization. Also task of human resource in organization. In today’s globalized world Human resource management plays important role in organization in terms of recruiting skilled and experienced people. Retaining those people in organization for longer time. Also manage workforce diversity. As diversity help organizations to improve their thinking, behaving capability. Also gives flexibility and adaptability to organizations. Also report focus on recruiting and rewarding criteria of employees.

Introduction:

According to John Ivancevich (2006) “ Human resource management is distinctive approach of management to recruit competitive and skilled workforce using good interview techniques which can be evaluate employees technical, decision making and thinking ability”.In globalised economy every organization knows the role of employees in organizations. As good skilled employees can produce good service and products by which company get competitive advantage over their competitors. Increasing value of creative and skilled employees in organization force the management to make their recruiting strategy and behaving with employee such a way that environment in workplace must be good and increase employee’s creativity. Role of employees. Behavior of management towards employees is changed dramatically from last two decades. Organizations want to retain their skilled employees as they want experience and productivity among their employees. Skilled employees have better market, competitors can approach them and they can leave the job. Company need to think all these options to develop strategy to retain employees. According to Michael Armstrong (2006) retention is important for every organization to gain competitive advantage another use of retaining is organization saves the training cost of new employees and productivity continues. There is one famous quotes of founder of IBM organization about employee and their creativity. Thomas Watson founder of IBM said “You can make building easily but U can’t build business easily without help of people”

Human Resource Development:

Margaret A. (2004) explains the development of human resource management. Human resource management developed with overall improvement of performance within the work culture. Human resource not only limited with employees current work. It also includes trainings education, giving creative workplace by which employee can become more creative and can increase their production capacity. Human resource management is to find out weak links of employees and fill those gaps by giving proper trainings

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Human resource development should work with each and every employee of the organization and try to develop their skills. Always motivates them. If they de motivated then automatically it affects on production. HR must feel every employee that they are best employees and company need contribution from them in terms of their dedication towards work. Globalization cause switching employees from one company to other for better opportunities, better salary and workplace. HR must make some strategies to avoid gloabalization effect on organization.

Globalisation and HRM:

There is no any fix definition of globalization. Globalization is the world wide movement in terms of economy, trade and communication. In broader scope beyond local and national level. Also interconnection and interdependence with services, good, capital. (businessdictionary.com)

From 90th decade globalization affects on business significantly. Now days it increase up to maximum level. (Appadurai, 2001) appadurai emphasizes globalization as concept used to compression of the world means all organization need other organization in terms of their requirements.

Multinational companies can set there business across any region which they want. Its globalization effect to give companies chance to invest in new market. Now days almost all countries can accept new entrant in their market. Also customers can accept new product if they are better in terms of quality and price. For new setup of organization in new market, requires huge human resource in terms of building plant, not only workers but also business analyzers, marketing persons, public relations etc. company need high quality workers to travel and shift in new market. This also increase workforce diversity as organizations becomes global (economist.com)

As globalization impacts on workforce diversity, human resource management must manage these kinds of changes in organization sometime it make negative impact on organization such as native people loose their jobs. All profit goes in foreign country. Sometime new investment cause local market.

Now we focus on how globalization changes the human resource management functions. How human resource management handle there employees and recruit new employees in this globalised market and diversity issues.

Workforce Diversity:

Diversity as defined by Michelle is the difference of cultural, ethical and social identities among existing people working together to perform same task in a defined employment system or defined workplace (Michalle M, 2010).

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Sometime diversity is essential for organization but same time it’s difficult to manage specially in initial stages. Such as investing in new market which force organization to take local employees, if those employees not really caliber then it becomes problem. They can’t simply remove them because it will impact negatively. If organization manages diversity effectively they can increase creativity, increase innovative ideas because different types of peoples share different ideas and best possible ideas come as replacement.

Improvement of political systems, economic conditions also human rights acceptations are major factors to follow diversity in workplace. Sometime it forced on organization; sometime organization must follow diversity in workplace for better result. (Margaret 2004) diversity can be useful in various ways it brings people together which have different culture, different ethnicity and different living style. To lead the business and gaining market position company need good workforce which needs to be talented and skilled. Diverse workforce can provide necessary ideas and skilled to organization. As mentioned diversity must be well managed otherwise it cold problem for organizations. In terms of de motivation, discrimination, grouping in workplace this kind of behavior not good for organizations. Human resource management must diversify their workplace in proper manner such as adopting good recruitment process, retaining best employees giving them good facilities. Minimize conflicts between employees and employees and management relations. As employees is backbone of every organization, proper growth of employees result in growth of organization.

Recruiting:

Recruiting is the selection of qualified applicant. Recruitment process is important every organization want Right person at the right position otherwise organization will not succeed. As Robert and John states recruiting right person for right job is difficult task for recruiting manager specially when there is shortage of qualified candidates. (Mathis 2006) wrong selection or poor selection of candidates can be costly for organizations thus recruiting should be done properly (Mathis 2006)

Recruitment procedure is not easy. Company must analyze on which position they want to recruit. Then budget check, among from many applicant they must choose those candidates who fits better on particular post. Also they follow selection process such as personal interview, psychometric and structured unstructured interview. Technical knowledge their past experience etc. (Robert et al 2009)

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Rodger (1954) develop 7 stage model for recruiting employeesThese seven stages are:

1. Physical appearance: - Health, speech, body language etc.2. Attainment:- education qualifications, experience and achievements in field3. Intelligence: - Analytical and problem solving skills.4. Aptitude: - Numerical and technical skills.5. Interests: - whether employee really interested or not.6. Disposition:- Is interviewee mature enough and decision making ability tested here7. Circumstances: - such as family background and domestic circumstance.(www.bola.biz)

Retention:

After recruiting human resource, recruiter must try to retain those skilled employees in organization. Employees try to switch organizations for better pay better work conditions better position which offered by other organizations. Manager must motivate their employees by giving them time, improve their work environment and task. Retaining best employees creates good environment in workplace. Also recruiter needs to remove those employees who are underperforming.

Every successful organization, employee plays major role. Employees are backbone of organization. By Retaining those employees organization can build trust and good image of

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management in employees mind. Again retention is useful when training cost is very high. In some organization people train for their jobs first three to four months. Every new employee must go through these trainings. Retaining will save those cost for organization.

Rewards and Recognition:

Reward and recognition are real motivation for employees and these factors are also play role in retaining. Also employees can satisfy with organization and they put more effort in work. Reward system is useful to retain skilled employee. Rewords can also increase ability of employees. If employees try to achieve rewards then he must increase productivity and performance. Psychological effect on other employees if someone gets reward because of over performing, other employees can also try to achieve that performance. (Sheilds, 2007)

In globalize economy there is always demand for skilled and experienced employees. Every organization wants those people who are already trained. Retaining is important objective for every organization. Most organization offers task based or performance based rewards which matches company’s requirements.

Rewarding employees means improving their confidence level and dedication towards work, employees get motivated also getting reward is self motivation factor. According to Maslow theory of need employees want to achieve their basic needs first such as psychological safety and social need. Rewards are motivational factor for fulfillment of their needs (abraham-maslow.com)

Hence every organization must retain their skilled employees because skilled employees are very difficult to find out. And unskilled employee need trainings and time to involve with workplace and work.

Managing diverse workforce in Organization:

Todays globalize economy we find different ethnic peoples in same workplaces. They have different native languages, they studied in different environment, different race. Organizations must give equal chance to each employee to avoiding conflicts between employees. Company can get success only if they manage diverse workforce (John B and Jeffrey G. 1999)

Diversity in workplace is good for organization because of they get different kind of human resources which gives lots of ideas, suggestions to company but if diversity not managed properly then it can be serious problem for organization in terms of employee un satisfactions and it will decrease motivation level of employees.

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To manage diversity in workplace organization must create good work environment they must give quality of work is priority also in rewards company must look to people whom they want to give rewards. They must look negative effects on other employees. They must create support system which can reduce discrimination. Company must train their managers to handle discrimination, and diversity issues. Such as include coaching programs.

Advantages of Diversity:Diverse workforce means company has human resource from various countries, from different background. Company gains competitive advantage over other companies who not have diverse workforce. Diversity can increase creativity helpful to share new ideas, chance to learn new things. Diverse organization has better understandings of social, legal and cultural environment. (Gatewood et al 2008) multicultural organizations are considered as better problem solving because of their view of consideration of problem, analyzing and problem solving capability is higher than other. People with different ideas give variety of options to organizations and since those ideas shared with diversified group of People Company can implement those ideas into organization easily. Another important thing with diversified workplace is adaptability. Diverse Workforce adopts changes easily.

Impact of human resource management on organization:

Human resources are important factor of success for every organization. Especially skilled employees. Importance of Human resource management in organization increased in last two decades. Organizations aware about role of employees in organization. Skilled and experienced people are very rare to fine organizations need those people and human resource management can give those people to organization. Now days HR function not only limited with recruiting and retaining, HR department is the link between management and employees.

Conclusion:

As skilled workforce of employees are important for every organization. To manage company’s workforce, role of Human resource department plays important part. In globalize world recruitment procedure is become very difficult. Changing in workplaces, working conditions, stress are the factors by which employees can easily change their jobs. Also they looks for better pay, if other company offers better pay then employees can leave company. It’s difficult to find skilled employee on time. Retention, and give employees such environment which they want is the main work of human resource management in current scenario. HR also needs to deal with various issues such as diversity in workplace. Sometime diversity makes negative effects on employees HR must manage diversity such a way that company could get benefit in terms of

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diverse thinking, decision making and innovations. Minimizing Conflicts in employees and resolving their work related issues also important for Human resource department.

Recommendations: Give equal opportunity to each employee, it starts form selection of employees. Company

need to conduct good interviews. And selection criteria. They must choose right candidates at right place with offering right salary package

Employee’s feedback, such as every 3 month company must take feedback from employee. Such as there expectations from organization, are they happy with work environment, are they want to gain more experience in new field etc.

Retention, rewards are best way to improve company’s image and motivate employees. Company uses those motivational factors effectively.

References:

[1] Micheal A (2006) A Handbook of Human resource management practice, Kogan page limited, 10th edition, p 32

[2] Appadurai A (2001) Globalization, Duke University press, p65-68

[3] economist.com [online]

Available URL:- http://www.economist.com/node/13145370?story_id=13145370 [accessed on 16th Dec 2010]

[4] John M, 2006, Human resource management, 10th edition, McGraw-Hill publication, p 5

[5] R Mathis and J Jackson, Human resource management, 12th edition, Thomson publication, 2006, p 128

[6] Margaret S and Faye J (2004), psychology and management of workplace diversity, Blackwell publishing, p164

[7] Robert et al 2009, Effective recruitment and selection Practices, 5th edition.

[8] R. Edenborough, 2008, Assessment methods in recruitment, selection and performance: A manager’s guide to psychometric testing, interviews and assessment centers, Kogan Page Limited, UK

[9] Michalle B (2010), Managing Diversity: Towards Globally inclusive workplace, sage publication p 165

[10] B. Kreisman, 2002, Insights into Employee Motivation, Commitment and Retension, [online],

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Available at: http://www.insightsvancouver.com/PDFs/Employee%20Commitment-Retention%20White%20Paper[1].PDF[Accessed on 15th DEC, 2010]

[11] John B and Jeffrey G. 1999, Human resource management: Theory and practices, 2nd edition, Macmillan press LTD, p29

[12] J. Shields, 2007, Managing employee performance and reward: concepts, practices, strategies, Cambridge University Press, UK.

[13] abraham-maslow.com [online]http://www.abraham-maslow.com/m_motivation/Hierarchy_of_Needs.asp [accessed on 15th December, 2010]

[14] www.bola.biz [online]http://www.bola.biz/recruitment/rodger.html [accessed on 20th DEC 2010]

[15] J. Hayes, 2008, Workplace Conflict and how businesses can harvest it to thrive, [online],Available at: https://www.cpp.com/pdfs/CPP_Global_Human_Capital_Report_Workplace_Conflict.pdf[Accessed on 15th DEC, 2010]

[16] Gatewood et al 2008, Human resource Selection, 6th edition, Thomson southwestern publication, p244

[17] businessdictionary.com [online]

Available URL:-http://www.businessdictionary.com/definition/globalization.html [accessed on 15 DEC 2010]

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