human resource management ASSIGNMENT 2

ASSIGNMENT FRONT SHEET Qualification BTEC Level HND Diploma in Business Unit number and title Unit Human resource management Submission date Date Received 1st submission Re-submission Date Date Received 2nd submission Student Name Student ID Class Assessor name 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 Student’s signature Grading grid P5 P6 P7 M4 M5 D3 r Summative Feedback: Resubmission Feedback: Grade: Assessor Signature: Internal Verifier’s Comments: Signature & Date: r Date: Qualification Unit number Assignment title ASSIGNMENT BRIEF BTEC Level HND Diploma in Business Unit 03: Human resource management Training and Development Plan Academic Year Unit Tutor 2019 – 2020 HOANG Thi Lan Anh Issue date 01/01/2019 IV name and date NGUYEN Thuy Linh Submission date 07/01/2019; updated 9/9/2019 Submission Format: Format: This assignment is an Individual assignment in the form of an HR Training and Development Plan The recommended word limit is 1,500–2,000 words You must use font Calibri size 12, set number of the pages and use multiple line spacing at 1.3 Margins must be: left: 1.25 cm; right: cm; top: cm and bottom: cm The reference follows Harvard referencing system The recommended word limit is 2.000-2.500 words You will not be penalized for exceeding the total word limit The cover page of the report has to be the Assignment front sheet Submission Students are compulsory to submit the assignment in due date and in a way requested by the Tutors The form of submission will be a soft copy posted on http://cms.greenwich.edu.vn/ Note: The Assignment must be your own work, and not copied by or from another student or from books etc If you use ideas, quotes or data (such as diagrams) from books, journals or other sources, you must reference your sources, using the Harvard style Make sure that you know how to reference properly, and that understand the guidelines on plagiarism If you not, you definitely get fail Unit Learning Outcomes: LO3 Analyze internal and external factors that affect Human Resource Management decision-making, including employment legislation LO4 Apply Human Resource Management practices in a work-related context Assignment Brief and Guidance: You are assigned to design a training package for a specific position in one year You can freely choose a position in a company You are required to present to the leadership team of the chosen company to get funds for the training plan Accordingly, the training plan should cover following contents: (1) Job specifications of the chosen position (2) Identify and critically evaluate key elements of employment legislation which may have an impact on your training plan proposal (i.e labor regulations, regulations related to a specific profession if related, etc.) (3) A description of the proposed training which includes different elements of your training design and evaluation (4) Critically provide the rationale for your proposal and potential benefits that staff may achieve after participating into your proposed training Grading criteria LO3 Analyse internal and external factors that affect Human Resource Management decisionmaking, including employment legislation P5 Analyse the importance of employee relations in respect to influencing HRM decisionmaking P6 Identify the key elements of employment legislation and the impact it has upon HRM decisionmaking LO4 Apply Human Resource Management practices in a workrelated context P7 Illustrate the application of HRM practices in a workrelated context, using specific examples M4 Evaluate the key LO3 & aspects of employee D3 Critically evaluate ent and employee relations and the employment legislation that application of HRM affect HRM decisionpractices that inform and making in an organisational influence decision-making context M5 Provide a rationale for the application of specific HRM practices in a workrelated context in an organisational context LO3 & D3 Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organisational context LO3 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation : P5 Analyse the importance of employee relations in respect to influencing HRM decisionmaking The existence and development of an enterprise depends heavily on the efficient exploitation and use of resources: capital, facilities, scientific and technical advances, employees, these factors Have a close relationship with each other and interact with each other Factors such as: machines, equipment, material possessions, technology can be bought, learned, copied, but people cannot Therefore, it can be affirmed that human resource management is essential for the existence and development of enterprises Humans, with their creative ability, hardworking workers, invented tools from the very beginning to the development of high technology, high technology and science as today Be your own needs and social development Human resource management contributes to addressing the social-economic aspects of labor issues It is a common problem of society, every economic activity in general has come to an end sooner or later in order for employees to enjoy the fruits of their work Human resource management is attached to every organization, any organization needs to have a human resources department Human resource management is an important component of management function, it has roots and branches spread everywhere in every organization Human resource management is present throughout the departments, and any level of administration has employees under it, so it requires human resource management The way human resource management creates a cultural atmosphere for a business This is also one of the decisive factors for the success or failure of a business Human resource management in enterprises External environment: Economic context: The economic situation and business opportunities greatly affect personnel management When there are economic fluctuations, businesses must know how to adjust the activities to be able to adapt and develop well It is necessary to maintain a highly skilled workforce so that when there are new opportunities, it will be ready to continue expanding business Or if business is shifting to a new commodity, workers need to be retrained On the one hand, the enterprise has to maintain skilled labor, on the other hand, to reduce labor costs, the enterprise must consider reducing working hours, giving employees a temporary leave of work or reducing benefits Population and labor force: The situation of population development with an increase in the labor force requires creation of new jobs; otherwise, it will cause aging of the labor force in the company and scarcity of human resources The law also affects personnel management, binding businesses in recruiting and remuneration for workers: requiring good labor relationship resolution Culture — society: The cultural and social characteristics of each country and each region also significantly affect human resources management with different value scales, gender, class Science and technology development has posed many challenges in personnel management; It requires strengthening training, re-vocational training, rearranging the labor force and attracting new highly skilled human resources Government agencies and unions that influence human resource management on issues related to policies, labor and social regimes (labor relations, settlement of complaints and disputes on labor) Customers buy products and services of the business, managing employees so that customer satisfaction is the highest priority Having no customers means no job, revenue and wages Must arrange the right staff to be able to best serve customers Competitors: are also factors that affect human resource management It is the competition on human resources, businesses must know how to attract, maintain and develop the workforce, not to lose talent to the opponent IV.TECHNICAL - ACCOUNTING: Module 9: Skills and experience in advising the plans to build financial management and safe tax accounting for the Boss Advise the boss to solve financial problems and tax accounting to ensure safety and transparency for businesses Module 10 Salary and remuneration • • • • Salary policy and influencing factors Salary system and steps to build salary structure Wage structure and policy Remuneration policies and regimes V.MAKETTING: Module 11: Skill and experience advising on strategies to build effective sales management, marketing for the Boss Advise the boss of sales / MKT strategies, solve problems related to sales to ensure safety, transparency and efficiency for businesses VI SOFT SKILLS: - Experience the required soft skills for assistant and assistant positions Proficient in the skills when traveling with your boss and replacing your boss to solve problems; implement and supervise the implementation of the boss's instructions in the enterprise Module 12: Presentation skills • • • • • Concept and presentation classification Benefits of learning presentations Differences between presentations and communication The process of conducting presentations Some essential skills in presentations Module 13: Leadership skills & management psychology • • • Awareness of leadership and management Differences between leadership and management Traditional management and modern leadership Principles of leadership Management psychology • • • • • • • • • • • Why managers need psychological knowledge about people The need for personal attributes The need for collective attributes Professional leadership style Effective leadership skills The leadership qualities required Leadership style models Skills of planning and organizing work assignments of employees Difficulties hindered by workers Module 14: Labor law • • • • Understand the labor law Issues related to employment contracts Legal provisions on termination Settlement of labor disputes Module 15: Corporate culture • • • Overview of corporate culture The role of corporate culture and its meaning to business managers Building and developing a strong business Module 16: Some important administrative skills • • • • • • • • • • Target management skills Emotional management skills Personal financial management skills Time management skills Relationship management skills Environmental management skills Leadership & management skills Presentation skills Communication skills Negotiation skills • • • • • • • • • • • • • • Sales skills Training skills Skill Consulting skills Decision-making skills Self-management skills Skills to understand and read other people (Skills to recognize and read the enemy) Listening Skills Conflict resolution skills Self-tapping skills Organizational skills Negotiation skill NLP thinking programming language Analytical skills, logic… Reporting Relationships: Assistant HR manager reports to HR Manager, and then he reports to the HR Secretary Then all other HR people get information from the HR secretary Job Summary: • • • Manage the HR activities of the department plans and develops the systems and procedures for recruiting • Supervises staff in accordance with company’s policies and procedures Responsible for coaching and training Job Duties HR manager’s major duties include assisting the HR activities, for instance if any recruiting procedure needs to be implemented then the HR manager is responsible for it HR manager in PEPSICO has to make some plans for a assigning duties to the employee WORKING CONDTIONS: • • • Working conditions are normal for an office environment Work may require occasional weekend and/or evening work Performance Standards: PEPSICO expects from its employee’s specific performance expectations for each major duty and also expects certain behaviors like friendliness, helpfulness, courtesy, and punctuality Job Specifications: In PEPSICO the minimum job requirement for a HR Manager is Master degree in HRM with relevant work experience EMPLOYEE EMPOWERMENT: The company is giving more stress on employee empowerment by giving them right to participate in decision making specially those decision which directly affect the employee themselves Also the company gives the subordinates the right to work on the behalf of its supervisor in absence of him The company is paying more attention to strengthen the relationship among employees by giving them equal opportunities to take advantage of the firm’s incentives, because no biasness among employees is practiced in the firm which affects the good relations among employees LABOUR RELATIONS : The company is paying more attention to strengthen the relationship among employees by giving them equal opportunities to take advantage of the firm’s incentives, because no biasness among employees is practiced in the firm which affects the good relations among employees RECRUITMENT: PEPSICO employs through both formal and informal ways of recruitment Departments tell their need to HR department And then recruitment is done on the requirement by the project All candidates send their CV’s by post; they are then short listed and called So those candidates then report at the PEPSICO from where they are sent to the Human Resource Department for further interviews But recently PEPSICO has devised a new way of recruitment i.e online Applications They give Ads in leading newspaper and use some other mass media communication channels and then receive applications and CV’s online In this way huge paper work is reduced and recruitment process is improved in terms of efficiency and convenience with the use of technology RECRUITMENT: PEPSICO uses both Internal and External Recruitment But the priority is given to the internal if the employee has the capabilities, required by the management for working on that post In Internal recruitment they ask for employee referrals Any employee can refer any competent and potential person and if the referred person comes up to their expectations and hired, then the one who referred is rewarded with a bonus In External environment the company’s corporate Image matters a lot in a way that not only new candidates are attracted but also people who became a part of it in past Internal Methods: PEPSICO usually prefers “Job Posting” in which employees from with in the organization are preferred but if the organization feels that the employee is not competent enough then they go for external methods Such announcements are made through bulletin boards, memos and other internal sources External Methods: PEPSICO usually prefers advertising through newspapers and their official website for their recruitment purposes They give an open invitation to everyone to apply, so people who are interested come and if they are capable enough they are hired They don’t prefer any specific universities or colleges to get the applicants, what matters are the potential talent and caliber of the person and his commitment to work Last year a scheme is started in which team of HR professionals visits different colleges and universities to recruit fresh and passionate candidates Strategies for Recruitment • The recruitment process is likewise the same but minutely varies in the organization depending upon the ranks In recruitment PEPSICO keeps certain things in front e.g • • What the person was getting (in terms of salary) prior to PepsiCo’s Job Whether the person is polished enough to adjust in their environment • • • Whether He/she has the required technical skills, the required qualification for the specific job In PEPSICO they surely see qualifications but they prefer a person with required skills, aptitudes, experience and capabilities Training Objectives for Pepsico Employees : • • • • To assist employee to achieve their interpersonal goal and this should be achieve within months after the training and development To develop the conpetency of employee in order to develop innovative products that will be competitive the market enviroment To develop employee skills to produce high quality products that will make th company to record 30% increase in the net income within 12 months To develop employee skill and development that will assist the company to achieve long-term sustainable growth STRENGTHS: The factor of succession planning is prevailing They use the right techniques in recruiting WEEKNESS: At the time of the recruitment the most suitable and appropriate employee may not be available SELECTION: In PEPSICO, selection Criteria is based on numerous factors such as education, health, background and previous experience SELECTION PROCESS The Application : The employment application is candidate’s first chance to present his qualifications to the Organization As such, it is extremely critical for his/her continued participation in the examination process Before beginning, one has to review thoroughly what the Job Announcement specifies as the requirements to qualify for the position Candidate must meet these criteria to be considered for the position; ensure that, otherwise candidate will be wasting his effort in completing the application Most entries on the form are selfexplanatory, but a few pointers on filling it out may help Written Exams: Written exams are usually obtained from one of several test construction firms available to them These tests are designed to determine level of technical and/or analytical abilities associated with the particular position for which candidate had applied The test which is conducted in PEPSICO selection purpose is TEST OF COGNITIVE ABLITIES This test is mostly taken from fresh graduates Whereas, some people are selected on the basis of experience Performance Exams: Performance exams test ability to accomplish specific job-related tasks by providing the opportunity to actually perform them These tests are scheduled through the Human Resources Department office, with notification in writing of the date, time, location and duration of the test Instructions will be given on the tasks to be completed and then asked to complete them Individuals with considerable relevant experience will conduct the evaluations Safety, quality of work, adaptability, performance under stress, etc are evaluated Specialized Testing : Some positions will require specialized testing, such as technical skills, agility and communication skills etc These tests are scheduled just as like other tests The Panel Interview : The results of this component of the exam process will be used to determine if candidate should be included on the List of Eligible Candidates forwarded to the hiring authority for consideration for a departmental Selection Interview This portion of the examination is normally weighted 100% (or as indicated on the Job Announcement The Panel is comprised of qualified individuals, which may or may not be employees of the City Normally, the panel will consist of three evaluators These individuals will evaluate responses to a variety of job-related questions over the scheduled time period The Selection Interview : Once the List of Eligible Candidates is established it is sent to the Department(s) that is hiring to fill a current vacancy The Department Head is responsible for setting up Selection Interviews He/she may interview anyone on the list, since all persons referred to the department are qualified The Department Head will be looking for the candidate with the best qualifications for their particular position The candidate selected to fill the vacancy will undergo a medical examination, drug screen, background investigation, and a probationary period before attaining permanent employment status STRENGTHS • • They implement a crucial testing system which affects the selection process They have a separate selection criteria for each job WEEKNESS: • They take group interview which causes much confusion TRAINING & DEVELOPMENT: PEPSICO has trained and developed many of its senior and fast track managers and supervisors For lower and technical staff the organization have a complete training calendar for the year, if organization thinks and feel that an employee requires training to update his knowledge about the field, he just have to report the HR department and he will be listed for the next training program On-the-job Training: As compared to other competitive organizations the training program of PEPSICO is quite different It provides full opportunity to its employee to develop themselves and also train them according to the requirements of their job In return they will be greatest asset for their organization The employee is being trained in many ways while they are on job External sources: These are formal training opportunities that PEPSICO offers to employees either internally or externally A trainer, facilitator and/or subject matter expert are brought into the organization to provide the training session or an employee are be sent to one of these learning opportunities during work time These training opportunities are provided in the form of seminars, classroom training courses and workshops STRENGTHS: • • They hire foreign instructor for the training of the employees The employees after getting trained perform well and become able to maximize their potential WEEKNESS: • The factor of favoritism effect the performance of certain employees PERFORMANCE APPRAISAL: The jobs are evaluated on yearly basis under 360o method; the competent employees are rewarded in shape of promotions, bonus, increments and annual holidays and promotion The results of an appraisal can be used to identify areas for further development of the employee The organization also uses different questionnaires, which consist of numerous questions about the behavior of the employee, and then on the basis of these answers personality of the employee is judged When evaluation is made the unsatisfactory performers are given warning The employee after warning is put under observation, for some period of time and if the employees’ performance is still unsatisfied then are demoted or fired COMPENSATION & BENEFITS Human Resource Management (HRM) has never been as significant as it is today Companies want to attract, retain and motivate brains to meet objectives Today Humans are regarded as one of every company’s assets so they need to be efficiently and effectively managed One of the tools companies use to attract, retain and motivate its people is Compensation Management In this hub, I shall define compensation and benefits along with their advantages for a company and its workers COMPENSATION: Would the three salespersons and the receptionist work for free? No They would, like us all, expect something in return You must have heard a common phrase: Give and Take You always have to give things to people in return to what you take from them Compensation refers to this exchange, but in monetary terms Compensation is the employer's feedback for an employee's work It simply is the monetary value you would give to your four employees in return of their services Gary Dessler in his book Human Resource Management defines compensation in these words "Employee compensation refers to all forms of pay going to employees and arising from their employment." BENEFITS: Employees today are not willing to work only for the cash alone, they expect 'extra' This extra is known as employee benefits Also known as fringe benefits, Employee benefits are non-financial form of compensation offered in addition to cash salary to enrich workers’ lives Employee benefits are not performance-based, they are membership-based Workers receive benefits regardless of their performances Employee benefits as a whole have no direct affect on employee performance, however, inadequate benefits contribute to low satisfaction level and increase absenteeism and turnover in employees So you would have to carefully design your benefit package Your package may include a cell phone to each worker, taking them to a training workshop or seminar, giving them a day or two off every month and so on While deciding on the benefits package, consider the associated costs IN PEPSICO FOLLOWING COMPENSATION & BENEFITS APPLY: Promotion: Promotion is direct shift only to the next level from the current grade, the employee’s performance is evaluated and if his performance is above average he is given promotion PEPSICO promotes only those candidates who are experienced and eligible for that particular vacancy Increments: The company decides at the end of the financial year, according to its financial condition, whether increments should be given or not Free transport: PEPSICO provide free transport to local employee Medical facility: PEPSICO provide free medical facility to workers depending upon the position/rank of the employee House loans: They give the facility of house loan only to deserving individual The loan approval depends upon the post of the employee Overtime payment: Overtime payment is pay for only those workers who are working more than their working hours mostly overtime payment is given to low level staff Training and Career Development Currently, employees in Pepsi Co not have a proper training and career development system in place There are plans on career development for employees, however, most of the time its mainly thru verbal communication and there are no proper documentation to help employee know what they will need to achieve or lack of to close the gap and move up the line It is strongly recommended that: Implications Recruitment & Selection More than four in 10 job seekers falsify their resume and candidates are more likely to exaggerate their skill set and remuneration as they seek to secure promotion to more senior roles Company can get candidate to certify that whatever information stated in their resume and application form is true and company reserves the right to take disciplinary action or to terminate the contract (Saifulbahri I, 2010) Assessment center can be relatively expensive thus screening is necessary to identify if applicants have relevant qualification, training, experience and skills to the job requirement The Company can establish an employee referral scheme where staff can refer friends and family members for suitable positions This will allow employees to “screen” the candidate suitability and provide candidate with knowledge on company culture This increases the chances of a positive “job fit” between recruit and organization (Tommy N, 2010) Find out more Performance Management The implication for implement performance management in flexible workforce is there might existing free rider in the group projects who take advantage for the performance score in the success completed projects Not all individual are contribute the same level of effort to the projects had been done (Performance Management) Hence, Pepsi Co must carefully analyze each employee’s contribution In addition, it may be inaccurate if just focus on specific projects that have been done, whereby Pepsi Co should review the performance entire of period where the appraisal cover The manager might be evaluating an employee base on its own feeling, length of service, irrelevant criteria to rate the employees’ performance (Performance Management) Furthermore, the manager may rush through the appraisal process which might not be able to record the accurate information that truly reflects the employee’s performance (Performance Management) Lack of proper or accurate appraisal system will mislead Pepsi Co planning and it is costly for the organization (Madar, 2007) This will also cause stumbling stone for the organization to strengthen its business competitiveness Follow-up Part No matter how successful the current HR strategies might be, its relevance and effectiveness can never be the same at the rate that change is taking place HR Strategies has to be reviewed and evaluate periodically to be able to ensure that the strategies are still relevance with the constantly changing external factors that has impact on internal factors Pepsi Co needs to work towards a review and evaluation system plans that allows proactive HRM strategies so as to be able to anticipate any possible issues arising This will be of great importance to help the organization to achieve its goals Reference : hastc.org.vn, (2018) sapuwa.com [online] Available at: https://sapuwa.com/tam-quantrong-va-nhan-to-anh-huong-den-nguon-nhan-luc.html UKEssays November 2018 PepsiCo Human Resources Strategy [online] Available from: https://www.ukessays.com/essays/business/industrial-report-on-strategichumanresources-in-pepsico-business-essay.php?vref=1 [Accessed March 2020] The History of the Birthplace of Pepsi-Cola Pepsistore.com Retrieved on February 4, 2012 Analoui, F (2007) Strategic Human Resource Management Thomson, Australia Bowen, M G (2002) Organisational Culture, Change and Human Resources - Human Resource Management: Perspectives, Context, Functions and Outcomes 441-458, Pearson Education Bratton, J and Gold, J (2007) Human Resource Management: Theory and Practice, MacMillan, New York, USA ... measure and evaluate human resource strategies Module 4: Human resource management and Human resource recruitment • • • • • • • • • • • • • • • • • • • • Human resources management Attract and... 20 12 Analoui, F (20 07) Strategic Human Resource Management Thomson, Australia Bowen, M G (20 02) Organisational Culture, Change and Human Resources - Human Resource Management: Perspectives, Context,... master human resource management because human resource management helps managers learn how to approach employees, listen to their opinions, find a common voice with them Whether human resource management