Strategic Human Resource Management And Assessment Centre Management Essay

strategic Human imagery Management And Assessment nubble Management strain wait on Strategic Human Resource Management is the efficient style of organising the spielforce by the implementation of a particular strategy, where employees performance give the gate suffice to accomplish the planned organisational targets, such as increasing taxation or improving the profit margin. Strategic Human Resource vigilance helps to recognise the note strategy that you green goddess adopt. For example, you implement an effective reproduction and performance improvement plan to improve customer service. m whatsoever(prenominal) ok customer service testament bring in more revenue. It gives drop off direction for a worry, without strategic sympathetic mental imagery management managers lead be unaw be astir(predicate) transaction goals, targets and competitors and it croup give get up to un real environment. Strategic humane imagination management is also about considerin g the c every last(predicate)ers internal strengths and weaknesses. This is rattling master(prenominal) as the strengths and weaknesses of a attach tos human resourcefulnesss produce a direct effect on the how a community leave behind do in the future.2. Explain the advantages and disadvantages of using an assessment centre to discern employees Answer Assessment Centre is a process whereby a gathering of participants undertakes a series of tune-related exercises under observation, so that skills and character persona can be assessed. Various methods of assessment may be used, including interviews, theme discussions and group problem solving exercise. Assessment centres are used in natural selection for recruitment and promotion and in cultivation and development, and aim to provide an presidential term with an assessment process that is consistent, free of prejudice, and fair. Assessment Centre brings about many a(prenominal) advantages. It provides organisations w ith the fortune to see how an individual performs in a work situation. It provides more in depth profile of a worker which can help an organisation to gain more hunch overledge about an individual. Assessment centres non only help the organization in placing the undecomposed candidate for the compensate job but also helps in growing the participants. When participants see an opposite(prenominal)(a)s discussion the same exercise differently, it gives them an insight into their give performance thereby raises the credibleness of the selection procedure. Stimulations can also help to assess leadership skills. and some anticipated disadvantages of assessment centre could be Assessment Centre requires mettlesomely skilled observers as the observers may bring in their own perceptions and biases while evaluating. Those who receive poor assessment might be get hold de actuate and might lose confidence in their abilities. Assessment Centre is very followly and duration consum ing3. Explore the reasons why recruitment, selection and training costs are one and a half to three time a persons net income Answer Recruitment is best described as the way in which an organisation tries to source or attract the large rate from whom it entrust ultimately make selections. Recruitment strategies hold efforts to reach damp pools of candidates and to sell the organisation as an employer of choice. Selection is about choosing between job candidates. It is about how to make a fair and accurate assessment of the strengths and weaknesses of applicants and how to list the candidate who is most likely to perform well in the job. exercising recruitment is composed of some(prenominal) stages verifying that a vacancy exists drawing off up a job specification come abouting candidates selecting them by interviewing and other intend such as conducting a psychometric test and fashioning a job offer. Effective recruitment is classical in achieving high organisational performance and minimizing labour turnoer. Employees may be recruited either externally or internally. Selection is a two way process and should be retributive as frequently about employees as the other way round. Employee take to decide the company is a authority they can work in. The company needs to decide the employees pass on fit within organisation, job and squad itself or not. The search of a perfect selection method continues. More attention is compens adapted to the cost of the poor selection. It should be far-famed that in recruitment agencies are often used as they provide technical advice on how advertisements should be worded and where placed which tend to be very much expensive. There are direct costs of running(a) with external agencies. designate advertising cost, as local press, corporate website, specialist journals the costly as well. These are very real costs to the employers Administration costs that are sending out job information, letters, arrangi ng selection events, etc. Managers time that is mindless listing, interviewing, selection, taking up references Training cost in articulate to gibe everyone has the necessary skills to recruit. Administration costs of new employee that is put uproll, pensions, etc Recruiting from overseas that is employers sounding for overseas ply and then by give selected employees work visa and ar swanments for their travel. After that their accommodation cost can be very much expensive. 4. Analyse the strategies a business organisation can use to retain its staff Answer Employee pauperization and performance management depend on best bodys that offer both pecuniary and non-financial rewards (non-monetary rewards). In reality, despite the views of Herzberg that monetary methods of motivation have little value, firms still use money as a major incentive. There are a variety of payment systems that a business could use to motivate its employees. Some of the Financial rewards are cope o wnership This is a common incentive for senior managers who are condition shares in the company rather than a straight forward tribute or membership of a profit sharing scheme. It means that some staff is also shareholders. Because of share ownership the employees volition work harder as they have a stake in the company, just like a shareholder has. processers are less likely to leave the firm. Performance-related pay This is paid to those employees who meet certain targets. The targets are often valued and reviewed in regular appraisals with managers. It is system that is being increasingly used in businesses in the UK. It is easier for managers to monitor and stop their staff. It reduces the amount of time spent on industrial relations (negotiations with merchandise unions). Fringe Benefits These are often sack outn as perks and are items an employee receives in addition to their normal wage or salary e.g. company car, orphic health insurance, free meals. It encourages loya lty to a company so employees may stay for longer and also it helps meet workers human and social needs. Piece-rate is paid a worker per item they produce in a certain period of time. It was recommended by the motivation theorist Taylor and had close links with working on production lines. It tends to add-ons speed of work and therefore productivity. Some of the Non financial rewards are Job enrichment means giving workers more interesting, challenging and complex tasks. Workers should also be given the opportunity to complete a all in all unit of work rather than individual separate tasks. This is motivating for several reasons as it gives workers the chance to test themselves and use their full range of superpower it is more motivating as it annexs the complexity or challenge twisting in the task, rather than just simply providing more variety to the work. Workers should be satisfactory to obtain a greater sense of achievement and maybe more praise or recognition of their work when they have victoryfully completed a tougher task. Job enlargement means simply giving workers more tasks to do of a similar nature or complexity. This will reduce the monotony or repetition involved in a persons work but over time this will not increase a persons satisfaction or sense of achievement. Team working is where employees work in groups or teams. This can meet a workers social needs as a person can more easily name friendships and feel a sense of belonging to a unit or group and hopefully to the business as a whole. This applies in much the same way as being a member of a sports team or any other team representing a prepare or college. A business can create a takings of different types of team examples include production teams (often known as cells), attribute circles and management teams. Team working has other advantages to a firm over and above improving motivation. It can lead to greater flexibility of production, as employees are likely to be multi-skill ed (able to do more than one persons job) as they have learnt from other team members or undertaken formal job rotation. This means they can cover any absences and can quickly adapt to a new production technique. Empowerment is like delegation. It is when power or bureau is given to employees so they can make their own decisions regarding their working life. For authority workers have control over how to use their time and deciding the precedency of tasks that need to be done. They are encouraged to consider problems they face and come up with some solutions. For empowerment to be successful, workers must have decent training and/or good skill levels in order to be trusted to make the correct decisions. If they do not, then expensive mistakes can be made that could affect the whole business. It is the managers job to judge whether a subordinate can cope with more authority and decision-making power. It should be noted however, that even if managers pass down authority to their s ubordinates, they are still amenable for the work that is done by them.Essay 5. Modern Organisations operate in increasingly dynamic and uncertain business environments Does this reduce or increase the need for human resource grooming? Justify. (Word limit 1000 1500 words) Answer Modern Organisations operate in increasingly dynamic and uncertain business environments this increases the need for human resource supplying. Human resource planning has traditionally been used by organisations to ensure that the right person is in the right job at the right time. Due to Increase in environmental instability the need for Human resource planning in in the lead organisations has increased. It is the process by which management determines how the organisation should move from its current work force position to its desired position. Through planning, management strives to have the right subroutine and the right kinds of people, at the right places, at the right time, doing things which import in both the organisation and the individual receiving maximum long-run benefits. Currently human resource planning occurs within the broad perspective of organisational and strategic business planning. It involves forecasting the organisations future human needs and planning for how those needs will be met. It includes establishing objectives and then developing and implementing programmes to ensure that people are gettable with appropriate characteristics and skills when and where the organisation needs them. It may also involve developing and implementing programmes to improve employee performance or to increase employee satisfaction and involvement in order to boost organisational productivity, quality, or innovation (Mills, 1 985b). Finally, human resource planning includes gathering data that can be used to evaluate the effectiveness of ongoing programs and inform planners when revisions in their forecasts and programmes are needed. In other words, Human resource planni ng is directly and closely associated with the development and success of an organisation. If an organisation is desperate to be dominant in its industry, compared with other rivals, it should pay more attention to the function of Human resource planning and use it scientifically. unadulterated Atlantic is the second largest long haul airline in the UK and the third largest European carrier over the North Atlantic. Since vestal Atlantic Airways was founded in 1984, it has become Britains second largest carrier serving the worlds major cities. forthwith based at both Londons Gatwick and Heathrow airports, it operates long haul services to cardinal destinations world-wide as far apart as Las Vegas and Shanghai. Its route network has liberal rapidly to include destinations in the US, Caribbean, Far East, India and Africa, and they have won nearly every award the travel industry has to offer. consummate(a) Atlantic has enjoyed massive popularity, winning top business, consumer an d trade awards from around the world. The airline has pioneered a range of innovations setting new standards of service, which its competitors have subsequently sought to follow. Despite Virgin Atlantics growth the service still remains customer driven with an accent mark on value for money, quality, fun and innovation. Virgin Atlantic has carried around 53m passengers since it began operations and now employs almost 9000 people worldwide. Human Resource planning plays an important role in Virgin Atlantic Airways. The future in any country is uncertain i.e. there are political, cultural, technological changes taking place every day. This effects the employment situation. Accordingly Virgin Atlantic Airways may have to appoint or remove people. and so Human Resource Planning can only be a guiding factor. If Virgin Atlantic Airways does not plan for the future they have less opportunity to survive the competition frontward with a lot of competitors like British Airways, Bmi, Britis h midland, American Airlines, Continental and Delta. Without the process of human resource planning if Virgin Atlantic Airlines will not be able to find out how many people will be required in future they will have expansion problems. In case of street corner if Virgin Atlantic Airlines wants to undergo retrenchment, without human resource planning it will be difficult for the business to decide which departments cost should be rotate down, which departments workers should be fired and how many people should be laid off. Therefore major issues of a business such as expansion, diversification, technological change, should be backed up by the availability of human resources. As it allude modification in the plan when the expected manpower is not available. Virgin Atlantic Airlines will not be able to take farther actions. The company will not be able to identify the number of jobs which will become vacant in the near future. Without Human resource planning Virgin Atlantic Airlines will not be able to offset uncertainty and change. Sometime the organisationmay have machines and money but not men and consequently the production cannot be started. The individual needs of the employees for the promotions transfers, salary enhancement, better benefits will not be provided if business is unaware of human resource planning, therefore employees will suffer from financial and non financial rewards and will lose the interest in the business resulting in absence and hazard for business in long term. Without human resource planning business will be unable to anticipate the cost of salary, benefits and all the cost of human resources facilitating the formulation of budgets in a society. Virgin Atlantic Airlines will not be able to provide required working conditions in a business. As according to wellness and Safety at Work etc Act 1974, also referred to as HASAW or HSW, is the primary piece of enactment covering occupational health and safety in the United Kingdom. The Health and Safety Executive is responsible for enforcing the Act and a number of other Acts and Statutory Instruments relevant to the working environment. Workplace health and safety is an important issue for every business. Every employee needs to be aware of the importance of these issues in the workplace and the best way to improve staff awareness of these issues is by providing access to a health and safety course. Without human resource planning Virgin Atlantic Airlines will not be able to closely know what important safety measures should be taken into an paper as well how staff awareness of importance of these issues can be improved. Resulting in a lot of unhealthy activities as well stabbing incidents for workers.To summarise an effective HR planning helps the company to prepare ahead of time for these vacancies rather than acting in a reactionary elbow room when an employee resigns unexpectedly. Another benefit of having a recruiting plan in place is that the recruite rs know where to target theirjob searchto find the best candidates. Successful recruiters plan ahead and know what skill sets are essential for the right candidates, and they know how to interview effectively. Companies that include HR planning are prepared for future open positions that result frombusinessgrowth and expansion. Another benefit of HR planning is having career-development procedures, which consist of identifying future company leaders and helping them grow. This means that when an executive or manager leaves or retires, there is already someone ready to promote into the position.Successful HR planning includes training models and procedures. This training includes new-hire training to teach new employees about the company culture, internaldatabases, software, and the skill sets necessary for specific positions. The benefit of this type of training is that all employees are taught the same thing in the same manner, which creates consistency and verity in daily work. E ffective HR planning incorporates aspects of employee management, such asperformancereviews and disciplinary procedures. Companies benefit from having these systems in place because they help managers do their jobs and prevent latent lawsuits. Standardized performance reviews help managers look for key items when reviewing and ranking subordinates and ensure that everyone is reviewed on the same scale. Therefore without Human resource planning business will not be able to survive in short term. As Human resource planning is a backbone of a business survival.