Behavioural Theory And Hrm Management Essay

Human Resource Management is the function within an organization that focuses on recruitment, management, and the direction of the people in the organization. Human Resources management is also performed by line managers. Tony Fresh Clothing founder plays a major role as Human Resources Management.

The major areas directed are:

recruiting and staffing;

organizational and space planning;

performance management and improvement systems;

organization development;

employment and compliance to regulatory concerns;

employee orientation, development, and training;

policy development and documentation;

employee relations;

company-wide committee facilitation;

company employee and community communication;

compensation and benefits administration;

employee safety, welfare, wellness and health;

Employee services and counselling.

The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

Primary Objectives:

Safety of the workforce.

Development of a superior workforce.

Development of the Human Resources department.

Development of Staff Welfare- statutory & Voluntary

Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.

Personal ongoing development.

Definition of Hiring and recruiting

It is a process of searching for and obtaining applicants for and jobs so that the right people in right number can be selected.

Hiring and recruiting the right employee is a challenging process. Hiring the wrong employee is expensive, costly to the organisation, and time consuming. Hiring the right employee, on the other hand, pays back in employee productivity, a successful employment relationship, and a positive impact on the organisation.

Hiring and recruiting the right employee starts with a job analysis. The job analysis enables the manager to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The job description assists to plan recruiting strategy for hiring the right employee.

The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search.

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The Tony Fresh Clothing uses Sourcing involves advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, and graduate recruitment programs.

Performance Appraisal Method in the Tony Fresh Clothing & Co

MANAGER PERFORMANCE APPRAISAL FORM

• Name

• Date

• Job Title

• Date of Last Review

• Department:

• Appraiser Name

PERFORMANCE ACHIEVEMENT

• A design table with columns as No, agreed objectives, weight, result, and total score.

• This table is used for objective performance.

COMPETENCIES

Identify competencies needed for job:

• Technical skills

• Financial skills

• Decision making ability

• Analytical ability / problem solving

• Initiative/perseverance/enthusiasm

• Flexibility

• Written communication skills

• Oral communication skills

• Customer focus

• Teamwork

• Organizational ability.

• Negotiating skills

Rating scales can be:

• Exceptional

• 2 – Strong

• 3 = Fully Competent

• 4 = Continued Development

• 5 = Poor

• N = Not Applicable

MANAGEMENT SKILLS

1. Staff Development/ Mentoring

2. Influencing Skills

3. Analytical/Conceptual Thinking

4. Ability to Lead a Team

5. Using Business Knowledge

6. Coaching skill etc

DISCUSSIONS

 

Developmental needs: 

• Exceptional

• Strong

• Fully Competent

• Continued Development

• Poor

• New to Position

Definition of each element:

• Exceptional (clearly outstanding performance).

• Strong (excellent performance).

• Fully Competent (solid performance).

• Continued Development. Needs indeed development in a current position. Overall performance is somewhat lower than expected for the current position.

• Poor (unsatisfactory performance). Performance is clearly below what is expected at current position/level.

• New to Position. Employee has been in position for less than six (6) months.

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Definition of 360 degree performance appraisal

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them.

Who should conduct 360 degree performance appraisal?

• Subordinates.

• Peers.

• Managers (i.e. superior).

• Team members.

• Customers.

• Suppliers/ vendors.

• Anyone who comes into contact with the employee and can provide valuable insights and information.

What’s a 360 degree measure?

• 360 degree measures, behaviours and competencies.

• 360 degree provides feedback on how others perceive an employee.

• 360 degree addresses skills such as listening, planning, and goal-setting.

• 360 degree focuses on subjective areas such as teamwork, character, and leadership effectiveness.

360 degree appraisal has four components in the organisation

• Self appraisal

• Superior’s appraisal

• Subordinate’s appraisal

• Peer appraisal.

Essential Components of Employee Learning, Training & development Programs

A complete employee training program includes a formal new hire training program with an overview of the job expectations and performance skills needed to perform the job functions. A new hire training program provides a fundamental understanding of the position and how the position fits within the organizational structure.

New Hire Training

A new hire training program begins with the creation of an employee training manual, in a notebook. This manual acts as a building block of practical and technical skills needed to prepare the new individual for his or her position in the tony Fresh clothing Organisation.

In order for the department to understand current policies and procedures, tony Fresh Clothing Manager must ensure the department employee training are kept current. This includes any system enhancements and / or change in policy or procedure.

On the Job Training

Another form of new hire training includes having the new employee train directly next to an existing employee. This type of employee training allows the new associate to see firsthand the different facets of the position.

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On the Job Training programme (OJT) allows the new hire the opportunity to develop a working relationship with an existing associate.

Play It Safe

Maintaining a healthy work environment

In general, every employer has an obligation to provide a safe and healthy workplace for its employees. Not only does this comply with the law, but a safe and healthy workplace benefits the working environment in other ways including:

Avoiding and minimizing the direct expenses of employee injuries and the indirect costs of insurance.

Keeping employees productive on the job.

Demonstrating that the manager care about its employees’ safety and well-being boosts their morale and can increase employees’ goodwill toward the company.

5) CONCLUSION

From this I conclude Human Resource Management is one of the main theory which an organisation need to and obligated to use to run a business. The organisation details Human Resource Management, employee recruitment and selection, staff development and training etc. As it’s shown in this assignment Tony Fresh Clothing Company heavily uses HR theory to run the organisation and its employees.

6) RECOMMEDATIONS

Train Your Supervisors 

The key to business success is the productivity of the employees within its organisation. The key to employee productivity is their perception of their immediate supervisor. Invest in training your supervisors and managers. It will pay off. It eventually doing what is supposes to be doing at the moment retail solid performance.

Under-promise and over-deliver. 

This goes beyond the old adage ‘don’t promise what you can’t deliver’. Instead, deliver more than what you promised. It’s a good way to build customer rapport both outside and inside the company and also build up a relationship with your costumers which increases retail sales.

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