Human Resource and Management Essay

It is widely accepted that functions involving management implicate planning name and addresss of the nerve, organizing its employees so that efficiency cig bet be achieved, leading involves employee need and mould, whereas control function makes certain(a) that all other functions support process success to the organization . Another viewpoint is that there is a one-fifth function which is staffing. Staffing involves the HRM de digressment making sure that the appropriate people with of import skills are placed on stemmas (Bartol, 2004). Human resource plane section has baffle much important today as it is integrated and much to a greater extent strategically involved.The HRM discussion section sees it very important in order to be successful as an organization much travail should be practice on recruitment of employees, then they should be motivated to perform their task, and adept to execute their responsibilities effectively. To built an efficient ferment forc e and maintain it on that level the HRM needs to influence employee deportment when they seem off track. The a couple of(prenominal) ways in which they privy do is by organizing which involves business organization practice/redesign, remuneration and bene controls, tuition and larnment, and cognitive process management. crinkle DesignJob design is rule which involves organizing employee tasks and gift them responsibilities. It to a fault foc subroutines on changing duties of employees so that argumentation satis sectionicularion is gained, which therefore increases efficiency. It focuses on the content of think over and effect it has on employee want and effectiveness. If transaction satisfaction is achieved productiveness buns as salutary as be achieved, some people prefer jobs which they regain comfortable at, identifying what makes a topper job for the employee endure be helpful in improving slaying, this tail end make difference on cost resulting from a bsenteeism and low turnover.The job fit matches characteristic of people with characteristic of jobs. A person not date a job cigarette be disastrous for the comp whatsoever and the employee. By re-designing the job the person/job fit rump be may be improved, this can affect employee motivation as the job becomes lucky for employee, catering to their need of job-related satisfaction, for example a person who does not likes to gurgle much may find it awkward and frustrating at a bank teller job because there he may return to interact with people all day long (Keaton, 2001).Read more(prenominal)Areas of Human Resources focus BusinessThe ways to re-design a job includes job enlargement and job enrichment, this involves reducing the problems nerved by the employee on job. turnout the scope of the job by expanding the tasks to be performed may reduce the unglamorous job experience, as their would be new tasks for the employee to perform, this may help influence behavior as t he employee may achieve job satisfaction and alike notion more important as a part of the organization. Job enrichment deals with the employee given more responsibility then before, by adding planning, controlling and evaluating to his job function.Job enrichment may include giving the employee the entire job kind of then a part of work, expanding the assignment so that the employee can teach from new tasks, moreover developing new areas of expertise. It may withal include giving the employee more autonomy so that he can swot work according to his go out, along with giving feedback to higher officials. The more these characteristics are in the job the more motivating it becomes. For the employees motivational value comes from job enrichment due to the feeling of employees that work is now more meaningful, due to the fact that they are more responsible for outcomes.These castrates therefore satisfy the employees need for growth, work motivation, work satisfaction, and work e ffectiveness (Schuler, 2008). Remuneration and Benefits The HR department has also the responsibility of setting employee remuneration, which is the financial payment to employees for their work. This can be employ in influencing employee behaviour, it is necessary for the organization to reward employees fairly. If the employee feels he hasnt been rewarded well he will be de-motivated.Organizations work towards keeping their skilled employee the date, they do not want to lose employee who have worked with them and are good at what they do, also for motivating employees to be more effective and efficient at work HR department tries to best set the wages inline with the expectance of the employees. headspring give employees feel more satisfy with work and are also more willing to give something extra to the organization, in long full term this can increase employee committedness and built a trusted human relationship between employee and employer. The other option which the HR department uses in influencing behaviour is the realise system.Employee benefits are does part of the process that reward in amplification to cash pay. These benefits may include insurance, medical, pension schemes, a compevery machine or loan, and paid holidays. These benefits care for personal security and needs (Armstrong, 2000). The fuck off of employee benefits is to contribute to a competitive reward package, also to provide tax-efficient method of remuneration. This is also to provide for the employees need and also for their request for financial help, and then demonstrating that they are part of a caring organization so in turn they can be motivated to carry out work.This also increases the lading of employee to the organization. The benefit strategy should be directed at the goal of achieving objectives of the business by ensuring it has high quality, committed people in their ranks. A flexible benefit plan helps employee choose between two or more benefits. An em ployee will be more motivated if he has a say in his benefit package, this way employee can gain give appreciation for the value of benefit he is be being rewarded. Benefits can also be aligned with work, such as giving paid holidays, this can be helpful in achieving short term targets of organization (Robert, 2008).The HR department has therefore the responsibility to work out the best reward system so that employees can benefit and feel satisfied with their work effort (Armstrong, 2000). Training and Development Training and developing employees so that they can deliver their best to the organization is one of the main functions of HR department. The HR department has to continuously work towards perfecting their work force, readying them so that they can adapt to the changing business environment. HR department uses rearing and evolution to bring about a permanent change in the employees behaviour.Training is defined as helping employee do their current or future work better, where as development involves acquisition of knowledge, skills, personal development, and the pay attitude so that the employee is prepared for future opportunities (Bacal, 1998). Training is used in altering the behaviour of the employee in a direction that will help achieve organizational goals. Training helps employees master their present skills or film new skill for the execution of another job. Learning is a part of education which brings about a permanent change in employee behaviour. forrader prep the personal analysis should be conducted so that it could be decided who requires grooming and their readiness for training. For training to be successful immediate funding is needed so that appropriate behaviour is learned. The learner must be awarded in ways which satisfy needs, such as pay, promotion and recognition. Standards of performance should be set for the employee, as when these standards are met the employee gets a feeling of accomplishment. The training should be meaningful and should also give employee enough time to absorb.The employee should be encouraged to practise the behaviour again and again so that he could perfect his skills. This way a permanent change is brought about in the employees behaviour. There are different approaches to training, which includes on-job training and behavioural modelling. On-job training is that an employee is placed in a real work situation and is showed the job and tricks of the trade by a supervisor. This method widely uses the employees learn capability to understand and keep the task execution. The other method is behaviour modelling.This is used in increase interpersonal skills by observing an undergo employee. These methods help bring about a well-off response from the employee. For this training and development procedure to be successful the HR department should tally that training is linked to business objectives so that everyone is pointed in the same direction. The training should be fo cused on outcomes and not activities, also allowing employees enough time to adapt. Training should be motivating so that employee expectations could be met, of providing career pathways, increasing job satisfaction and also improving job security.Employee must be shown how to acquire new competencies and what are the benefits of gaining them The HR department should ensure that not only the organizations needs are respected but also the employees and what they want to achieve, so that overbearing change is brought about in behaviour. Performance Management and Appraisal The HR department knows how much it costs to acquire employees and retain them as a good working unit, they want to be sure that the outlay on staff is achieving an appropriate return.For this HR departments concentrates on performance management and appraisal, which is about creating relationships and ensuring effective dialogue within the organization. HR department cite as a process which ensures success for ev eryone, valuing the effort puzzle in by the employees and also influencing and motivating them for their hard work, they feel it helps asses the employees so that they could be rewarded fairly. This is a communication process between employees and their supervisors, which helps built a clear understanding about the job function and what the employee is expected to do.How they can work together to build, improve or sustain employees positive conduct. It focuses on employees achievement on the preset objectives and how he can bring about a change in his behaviour so that necessary results can be achieved, with continued reviewing of performance against the plans the HR department ensures that objectives are met. The process of discussing work in progress, and how employees can enhance productivity with regular feedback can help determine where the employees stand, and also assess their accomplishments. evaluate an employees job makes them aware of how a task should be executed, also giving them a degree of empowerment which is the ability to make day-to-day decisions. It also helps employees on how to enhance performance, which in turn presents a chance to the employee to develop new skills and appropriate attitude towards work. If the employee understands his duties he can act more freely within the given framework. Performance appraisal is a part of performance management, it is a judgemental process of the performance of the employee on job.It is mainly through with(p) for the employees behaviour is moulded according to the companies determined objectives (Bacal, 1999). Performance appraisal brings about favourable attitude of the employee, in the form of commitment and motivation. This is why it important to appreciate employees, its importance can be identified as a development to clarify why it is essential to have an effective training platform (Banfield, 2008). It is also important for reward purpose as it identifies the deserving employee to collec t a reward and who should be trained to achieve high efficiency.Employee motivation is the key behind his compliance to change and this appraisal system stimulates effort to perform better. Employees can be given a legally pleasurable reason for promotion or reward and also in incident of discharge or transfer so that the employee cant feel of being treated unfairly. The basic compliance to change of behaviour for an employee comes with fiscal incentives, therefore this system helps identify what to pay the employee.This system also encourages communication so that a sense of trust builds between the employee and supervisor, this can be beneficial for the organization as they can work towards carefully regulate the behaviour of the employee so that needs of the organization are catered for, as the employee will respect his supervisors decision and will work with commitment and desire. Conclusion The employees are the most important resource of any organization, their commitment and sincerity to the organizations objectives is much sought after.The HR departments quality in this is significant as it sets a benchmark of high standards for the organizations employees. Ensuring that change in behaviour they want is achieved in manner which is acceptable to the employee. The HR department first has to identify the lacking, if its concerned with the job they can use job design to influence employee behaviour as an wrong person/job fit can be de-motivating for the employee and costly for the organization.If they feel their employees value monetary benefits more they can alter their remuneration and benefit packages according to the need of the employee to generate a feeling of importance in the employee, thus motivating them to achieve organizational goals. The HR department can also analyse the skill level and competence of the employee so that any lacking can then be corrected by employing training and development methods, thus equipping their workforce with new skills and knowledge, readying them to face the challenging business environment.Lastly HR department can use performance management to mould the behaviour of employee according to the need of the organization. With a continuous judgmental system employee motivation and work efficiency can be measured, and then rewarded accordingly. A motivated workforce is the key to any achievement for the organization, so this is what organizations should continuously strive to achieve employing the discussed techniques to influence them.