human resource management ASSIGNMENT 1

Assignment FRONT SHEET Qualification Unit number and title Submission date BTEC Level HND Diploma in Business Unit 3: Human resource management Feb 25th 2020 Re-submission Date Student names & codes Date Received 1st submission Date Received 2nd submission Final scores Feb 25th 2020 Signatures Group number: Class GBS0802 Assessor name Ms.HienNTT Student declaration I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism I understand that making a false declaration is a form of malpractice P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organization Human Resource Management: Human resource management is an essential part of any organization Moreover, the development of this division is the first step, the foundation on which the future of the company depends It is essential for every business unit Human resource management is the process of creating and using the tools, facilities, methods and solutions in the most reasonable and effective manner, strengths of employees, ensuring the implementation of (long-term) goals of the enterprise and of each employee in the enterprise Human resource management is the management of people in the relationship between employers and employees to achieve the strategic business goals of the business and to satisfy the individual needs of workers  Purpose of human resource management: Due to the basic characteristics of the labor element, human resource management aims to minimize labor costs, increase labor productivity, ensure stability and increase income for employees, ensure ensure product quality in order to increase the ability to dominate and expand markets, increase the efficiency of production and business activities of enterprises Human resource management also aims to increasingly respect and enhance human dignity, promote personality and job satisfaction, and develop their potential capabilities Personnel in charge of human resource management in the modern management model is the human resource manager To accomplish this task, the human resources manager must establish close relationships with the directors of other departments In the traditional business model, there is no human resource director position, but often due to the assignment among senior management of the business  Functions and roles of human resource management: Functions and roles of human resource management: Many businesses, especially those in developed countries, are well aware of the role of human resources Many businesses perceive people as their invaluable strategic resource Modern managers think that the workforce is the customer inside the business With such a view, human resource management in businesses today has the main functions and roles: - Helping to achieve strategic business goals of the business - As a part of enterprise development solutions - Satisfying the needs of workers  Benefits of strategic human resource management: - Increase job satisfaction - Better working culture - Improve customer satisfaction rate - Effective resource management - A proactive approach to employee management - Increase productivity Strategic human resource management system is the key for maintaining and developing quality staff It's likely that employees will feel valued and want to stay with a company that places a high priority on employee retention and engagement Before you implement strategic human resource management, you will need to create a strategic HR planning process using the steps below: - Develop a thorough understanding of your company's goals - Assess your staffing capacity - Analyze your current personnel capacity according to your goals - Estimate your company's future personnel requirements - Identify the necessary tools for employees to get the job done - Implement human resource management strategy - Evaluation and corrective action P2 Explain the strengths and weaknesses of different approaches to recruitment and selection Recruitment Approaches Definition Strengths Weakness Internal Recruiting Internal recruiting is -Saving money -aroused jealousy defined as promote an -understand from non-promoted individual to meet the employees' employees needs of the company information through -may overlook some the working process great potential outside -is the motivation For the business staff promotion -shortage of staff in -Employees are the newly promoted familiar with the work and company culture position External Recruiting External recruiting is -New employees can -It costs money to recruiting outside a bring innovation and recruit and train new company to fill creativity to the employees vacancies in a company -It takes time to business -Costs may be lower evaluate new when hiring potential, employees experienced staff -New employees can quit because the company does not Internet recruiting Internet recruitment is online recruitment on company’s websites or third party websites (online recruitment companies) -Spend less time and cost -There are many options because there is a large pool of candidates have good treatment -Some candidates are not serious in the application process -The percentage of unsuitable employees is higher because the number of records is quite large => The HR department works more Selection: Cognitive Ability test Cognitive test is test of thinking and reasoning -Easily assess employees by the skills they have -spot talented candidates -Being more likely to differ by gender and race than other tests -It costs money and time for internal development Assessment Centers Candidates who participate in the assessment test will be assessed through the handling of simulation situations (situations that may occur in the work) Integrity test is to check the honesty of the applicant The questions are often related to work and experience in their previous work -Quickly find the right candidate -regardless of gender and race Structured interview is the same system of interview questions for all candidates -Ensure there is a common standard for employee evaluation -Individual work productivity can be better -save time -They may be costly to manage and evaluate -increase waiting time for result -The results may not be accurate based on the scorer's feelings -Participants can easily be dishonest with some fairly common questions -Harsh questions can be uncomfortable for the person being asked -not found individuals with outstanding characteristics -boring for interviewees Integrity Tests Structure Interview -show the new employees the importance of morality in your company -cost effective for a large number of test takers P3 Explain the benefits of different HRM practices within an organization for both the employer and employee To da y t he m aj o r i t y o f c o m p a n i e s h a v e m o de l s o f h u m an re s o u rc e m an a ge m e n t t o e n su re qu a l i t y a t w o r k, si n c e t h e n e e d f o r qu a l i t y i n te r m s o f p e r so n n e l i s an i m po r t an t f a c t o r f o r s u c c e s s, i t h a s ge n e r a t e d m an y D i ff e re n t H R m an a ge m e n t i m a ge s S o m e m an a ge m e n t m o de l s s u c h a s G R O W r e p r e s e n t a s p e c t s o f G o a l, R e a li t y, O p t i o n s (o r O b s t a c l e s ), Wa y f o rw a r d, t he s e c ri t e r i a a r e t he de c i s i ve f ac to r s fo r s u c c e s s, f i r s t l e a d t h e p l a n n i n g to i de n t i f y t h e m n o b j e c t i v e s, t h e i de n ti f i e d o bj e c ti v e s m u s t b e f e a s i b l e an d r e a li s t i c S e c o n dl y, w he n t he t a rge t t e am m e m b e r s a r e i de n ti f i e d, t h e y w i l l b e gi n to w o r k T h i r dl y, i n t h e i m p l e m e n t a t i o n p ro c e s s o f m an a ge m e n t , t h e r e m u s t be c o n ti n ge n c y p l an s f o r e v e r y p o s s i b le b a d s i tu a t i o n F i n a l l y, l e a de r s n e e d to e n s u r e t h a t t h e te a m m e m b e r s a r e e n e rge t i c an d de di c a t e d to t h e go a l t o b ri n g t h e be s t s u c c e s s to t h e c o m p a n y M a s lo w i s a l s o o n e o f t h e H R m a n a ge m e n t m o de l s a p p l i e d b y m a n y c o m p an i e s , m a s lo w i t r e qu i re s m a n a ge r s an d le a de r s to u n de r s t a n d t he n e e d s o f e m p lo y e e s M a s lo w To w e r e xi s t s b a s e d o n f a c to r s f ro m lo w to H i gh , p h y si o lo gi c a l , s a f e t y, lo ve / b e lo n gi n g, e s t e e m , s e l f - ac t u a li z a t i o n T he s e a re t h e n e e ds o f m o s t e m p lo y e e s , m a n a ge r s, a n d m a n a ge r s w ho n e e d to u n de r s t a n d an d i m p le m e n t t h o s e n e e ds to h e l p e m p l o ye e s go to t h e to p o f t h e M a s lo w to w e r s o t h a t t he y c an di s r u p t t h e i r a b i li t y an d s h o w o ff T h e m s e l ve s i n t he b e s t w ay b r i n g s h i gh e ff i c i e n c y an d p r o du c ti v i t y T h e o rgan i z a t i o n a l m an a ge m e n t m o de l , w h i c h i s o n e o f t he c o m m o n m an a ge m e n t m o de l s u s e d b y s m a l l a n d m e di u m - s i ze d c o m p an i e s , i s di v i de d i n to di ff e re n t de p a r t m e n t s i n de pe n de n t l y b y t h e go ve r n i n g b o dy i n t he o rga n i z a t i o n F i r s t w i l l b e t he t o p di re c to r i n t h e m o de l , t h e n e xt w i l l di v i de t h e i n de p e n de n t de p a r t m e n t s o f t h e s e de p a r t m e n t s u n de r t h e c h a rge o f t he h e a d s o f t h e de p a r t m e n t, t h r o u gh t he h e a d s o f w o r k, w ho a re r e s po n si b l e f o r re po r ti n g t o w i t h t he di r e c t o r o r t h e he a d of t h e o rg an i z a t i o n T hi s i s a c o m m o n an d e ff e c ti ve b u si n e s s m an a ge m e n t m e t ho d t h a t m an y o rga n i z a t i o n s a re a p p l yi n g, w i t h t hi s a p p r o ac h w i l l m to p ro vi de p r o du c t s an d s e r vi c e s t h a t m e e t t he r e qu i re m e n t s o f c u s t o m e r s b o t h i n s i de an d o u t si de F u n c ti o n a l m a n a ge m e n t m o de l , i s o n e o f t he m o s t po pu l a r m o de l s f o r s m a l l a n d m e di u m c o m p a n i e s to da y T h i s s t r u c t u r e i s a gr o u p o f e m p l o ye e s b a s e d o n s p e c i f i c o pe r a ti o n a l f u n c t i o n s T he de p a r t m e n t s a r e di vi de d an d m an a ge d i n de pe n de n t l y D e p a r t m e n t s c a r r y o u t t h e t a s k s o f t he o rga n i z a t i o n , s u b di v i de t he j o b s ac c o r di n g to t h e i r w o rk i n g po s i ti o n s, di vi s i o n s, de p a r t m e n t s an d s u b s i di a r i e s ' di v i s i o n s f o r i m p le m e n t a t i o n D e s i gn a m an a ge m e n t r e l a t i o n s h i p to e n s u r e t h e j o b i s i n a w a y t h a t f i t s w i t h y o u r b u si n e s s s t r a t e g y In t h i s m o de l, t h e he a ds o f e ac h f u n c t i o n a l de p a r tm e n t r e po r t to t h e ge n e r a l di re c to r o r de p u t y di re c to r T h i s i s h o w bu s i n e s se s o rgan i ze a n d o pe r a t e t he i r b u si n e s s t o p r o v i de p ro du c t s a n d s e r v i c e s t h a t m e e t t h e r e qu i re m e n t s o f c u s t o m e r s bo t h i n s i de an d o u t s i de P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit and productivity - Vision: NTJ aims to become the leading jewelry business and product brand in Vietnam - Mission:  NTJ is committed to bringing the finest aesthetic value and quality jewelry convergence to our customers  Customer satisfaction is the core mission for all investment and business development activities  NTJ focuses on in-depth training within the business - Situation: people for sale - Outcome:  The Brand and Trademark 2005  Exhibition of quality fair and first integration  Vietnam high quality goods in 2002,2005 and 2017  Saigon newspaper marketing NTJ certified, selected industry is gold, silver and gemstone - jewelry won the title of 2006 high quality Vietnamese goods by consumers voted through a survey organized by Saigon marketing newspaper  Vietnam Intellectual Property Association Vietnamese Brand Certification Gold Cup Vietnamese prestigious brand gold jewelry industry - jewelry voted by readers of Vietnamese brands, trade magazines, intellectual property news - - -  General Department of Standards, Metrology and Quality of the jury certified the first gold award, the product of NTJ gold jewelry set  Outstandingly surpassing the bright candidates, NTJ was honored to receive the award of the top 10 prestigious brands in Vietnam organized by the Institute of Survey and Evaluation of Competitive Index and Vietnam Science Association for Enterprise Development on July 1, 2018 NTJ focuses on training dedicated sales human resources with the profession that promises to best meet the needs of modern customers Training salespeople by:  Help each other  A manager teach the new staff about the professional knowledge and how to advisory about the product to the customer Activities Interview:  Submit the file CV Job application Some 3x4 pictures  Interview  Study about the simple professional knowledge  Challenge NTJ use the external personnel NTJ more and more having the loyal customers Comment of customer:  Reputation  Quality  No more style jewelry  Expensive wage  The price is so expensive Reference: hastc.org.vn, (2018) sapuwa.com [online] Available at: https://sapuwa.com/tam-quan-trong-vanhan-to-anh-huong-den-nguon-nhan-luc.html [Accessed 25,Jan,2020] ngoctham.com [online] Available at: http://ngoctham.com.vn/[Accessed 25,Jan,2020]  ... no human resource director position, but often due to the assignment among senior management of the business  Functions and roles of human resource management: Functions and roles of human resource. .. capabilities Personnel in charge of human resource management in the modern management model is the human resource manager To accomplish this task, the human resources manager must establish close... strategic human resource management: - Increase job satisfaction - Better working culture - Improve customer satisfaction rate - Effective resource management - A proactive approach to employee management