HR assignment report writing help on : HRM to employee performance

Content:

                  Executive Summary…………………………………………………………………..

1    Introduction…………………………………………………………………….

1.1  Importance of HRM to employee performance………………………………..

1.2  Responsibilities of Employer and Employee………………………………….

1. Health Safety & Welfare………………………………………………….
2. Equality & Diversity………………………………………………………
3. Whistle Blowing policy……………………………………………………

1.3  The changing role of psychological contract………………………………….

1.4  Impact of HRM on changing role of HRM……………………………………

2.1 Human Resource planning……………………………………………………..

2.2 Relevance of HRP to Europe vacation in keeping their appropriate staff ……

2.3 Suitable Recruitment & Selection strategies………………………………….

2.4 Stages for recruitment & Selection……………………………………………

3.1 Key functions implemented by Europe Vacation…………………………….

3.2 Employee reward management………………………………………………

3.3 Induction & Training programs………………………………………………

3.4 Performance management (appraisal) ………………………………………

4.1 Contemporary issues…………………………………………………………

4.2 Employee engagement……………………………………………………….

4.3 Employer branding…………………………………………………………..

4.4 Employer management………………………………………………………

   5 Conclusion…………………………………………………………………..

Executive Summary:

The purpose of this report is to give insight of HRM role in the organization. Its significance to the employee’s performance, HR planning involving recruitment and selection strategies, employee relations has been discussed afterward. Then the report discuss in depth framework of HR legislation and its use to maintain remarkable HRM practices.. The report also highlights the   best possible and appropriate recruitment & selection strategies, which are suitable for the organization mentioned in case study. Moreover, to organize the entire discussion, the report has been parted into four parts; first the HRM’s importance and its application has been approached. This section also comprises of employees and employers responsibility towards an organization. Second section of this report provides the thriving recruitment & selection strategies and an analysis of the case study has been put forward to draw the relevance of HR planning to Europe vacation travel company in retaining their suitable staff. Furthermore, the key HRM functions have been discussed, which might have been used by Europe vacation in order to engage their employees. Lastly, the report covers the current issues addressed by Europe vacation and their impact on the organization.

1. 1.      Introduction:

First part of this report consists of Human resource management (HRM) concept and descriptive importance of HRM. An initial outline of HRM significance to employee performance has been framed. Generally, the term Human resource management, employee relations and personnel management are used more in the enterprises. For this, it enables to know about the concept of HRM first. HRM is the process to manage the people in organization in a well structured and systematic manner. In sum, people are managed in the form of a collective relationship between employees and management. Coming down to the importance of HRM initially, HRM proposes its significance in terms of strategic management and organizational success. In forthcoming section of this paper, importance of HRM has been described in the perspective of employee performance.

           1.1 Importance of HRM to employee Performance:

Moving to the discussion on importance of HRM, its vital role can be seen in organizational success, employee satisfaction, employee performance and high level of productivity. This can further be noticeable in organization’s competitive advantage and in meeting business goal. HR seeks to assist the management in managing the employees effectively and advise them to deal with an array of problems, and difficult situations. High level of performance can only be achieved when right persons are taken into service for their interest or specialization area job (Zaidi, 2011).

Next portion of the report indicates the liabilities of employer and employee with regards to appropriate legislation such as health & Safety, equality and diversity and whistle blowing.

  1.2 Responsibilities of Employer and Employee:

        This section encompasses and indicates the services offered by HR department in order to help the organization achieve its legal and social responsibilities. In this case, it ensures that the employees have been provided a healthy and safe work place or workstation.

1. a.      Heath, Safety & Welfare:

The employer part of responsibility also dictates that every employee will be facilitated to cope with their personal issues and problems. They also assist elder and retired personnel for their emerging issues. Maintaining safety and health issues at workplace ensures the value addition to the organization. This legislation is supportive in the practice of HRM. It can be confirmed that when an organization’s people stay fit and healthy, it contributes in direct cost-savings to the business. It includes the following savings:

• It eliminates the medical expenditure;
• Lower employees’ reimbursement insurance cost;
• Reduction in cost for job accommodation for injured or unhealthy employees;
• It enables the less funds spent for overtime advantages.

            The healthy, safety and welfare services benefit the employee and as well as their family, because their income is protected, so that they can make a budget for the savings, expenditures as per the future prospect (Vassie, 2000). In this context, their families are not under stress and the employee’s family lives are also not held back by grievances. Additionally, to support good HRM practices in an organization, audit is done for health and safety, because assessment of risk helps in identifying particular hazards and then it quantifies the risk associated to them. This audit provides a much more widespread review of all aspects, actions, policies and practices programmes. Moreover, human welfare, internal counseling, employee assistance services are provided to sustain HRM effective practices. On the other hand, it is employee’s responsibility also towards their health and safety. Given by law, employees are provided the safe and healthy environment to work in (Hollander, 2003).. It’s also employees’ responsibility that they should not interfere and misuse whatever they have been provided for their health, safety and wellbeing. Employees need to report the employer/owner in case they get any injuries, illnesses, hurts and damages, so that their way of work could be noticed and possibly be changed by the owner. In sum, employer should be informed if something happens with the employees that might affect the ability to work because its employer’s legal responsibility to get them away from this and to provide relaxation to the employees (Hollander, 2003).

b.      Equality and Diversity:

Furthermore, responsibility in terms of equality and diversity is also valuable in supporting high-quality HRM practices. It has been critically reviewed that workforce diversity recognizes the reality that people differ from one another in many ways; primarily age; gender (Male/female); marital status, disability, social position, religion, culture, personality, behavior and background. Many organizations believe that they are able to achieve the organizational success due to the experience and better quality of their employees. Therefore, organizations are much more focusing on HRM practices and procedures in order to maximize the capability, potential and high level of performance of each individual. They consider that by treating each employee uniformly and fairly and by accepting and embracing their diversity, they are also capable to develop the market competitiveness (Wilkinson, 2010). To provide and communicate the equality and diversity policy to every member, a strategy is actively involved in the organization to make it accessible. However, employees are also liable to make it in practice among them. They are accountable to behave equally and fairy with their colleagues. The inclusive equality and diversity strategy or policy implementation plan depicts how an organization intends to gradually achieve its goals with respect to diversity and equality through audit, review and assessment of its impact on organization (Wilkinson, 2010).

Equality Stands

(Source: Western Cheshire, N.D)

1. c.       Whistle Blowing Policy:

After discussing employers’ and employees’ responsibilities with respect to above described policies, there is one more policy named Whistle Blowing. It is considered that whistle blower policy is the best way to check frauds going on in a company. To understand the concept of this policy in supporting HRM practices, it is advisable to define it first. Whistle bowing enables enlightening wrongdoing and unacceptable conduct within an organization to the employer/owner. To avoid these improper conduct and frauds, employer’s and employees’ part of responsibility comes forward. The foremost liability of an employer is to inform and communicate employees about the term whistle blowing and its core process in practice. This involves what kind of frauds they need to report and to whom. In this case, internal whistle blowing can be used to recognize the problems, corruption and fraud taking place in organization before they become a public issue. It provides confidential feedback (B Corporation, 2008).

Afterwards, it is an essential part of this report to highlight the psychological contact and changing nature of HR. In next part of this descriptive report, focus has been taken forward to the importance of psychological contact in HR.

1.3 The changing nature of psychological Contract:

The report further discusses the benefits of identifying the varying psychological contract and its impact on the organizations. A psychological contract can be defined as an understood agreement between employers and employees. This contract is poised off an individual’s perceptions about what do they expect from the organization and what they are going to provide to the organization in return. Their expectations from the organization could be in term of competitive wages and compensation, advancement opportunities, promotion and job security (Smithson & Lewis, 2000). In return, the organization expects the fair work, high level of performance and loyalty towards the organization. It is important to an organization, as new market entrants, competitions and new technology are emerging continuously. Organizations need to have more and more skilled workers at every level. Furthermore, the discussion has been put forward about changing nature of employee and staff relations in an organization.

1.4 Impact of HRM on changing role of Employee Relation:

The management can look out for the unwritten needs of employee and can take a step ahead to balance those need with the organization needs. Since the psychological contract is evolving and ever-changing, investment of time, money and efforts can also be made in certain ways to identify and balance the needs. By keeping all of this in consideration with each other the organization expectations entail the organization to have an integrate relationship and to form a understandable contract.

HRM requires planning to make all this applicable in a system or in practice. Thus, HR planning and its importance has been defined in the next section of the report. Moreover, relevance of HRP to Europe vacation agency also has been exemplified on the basis of analysis. 

2.1 HR planning:

HR forecasting or planning helps an organization to make the right decision about the allocation of resources as (Right job for the Right person at the Right time) to get the maximum benefit and for the effectiveness of that organization. It aims and helps to achieve the organizational goals and needs. Staffing/Recruitment/Retention, Training and development, Performance appraisal, compensation & benefits and Employee relations can be included in the distinct list of HR planning (Bio Talent, 2011).

Europe vacation can apply HR planning’s distinct features in retaining the best workers.

2.2 Relevance of HRP to Europe vacation in keeping their appropriate staff: 

By analyzing the case study of Europe vacation, it can be noticed that it can be relevant to that company in retaining their appropriate staff An assessment can be done that, where are we right now, where we want to be at and space between the two by HR planning. The case study represents that Europe vacation travel agency provided training & development and made its worker much more capable for good performance. In this context, a compatible relevance can be seen with HRP and that travel agency in making the employees comfortable to work. While taking care of the appropriate hiring and resources to be selected, strategies can be taken into care, like utilizing associations, universities professional bodies should be targeted for the recruitment and selection process. Use of the technology can be a successful strategy like, using websites to target larger audience (McEntire & Greene-Shortridge, 2011). It can be pointed out that through proper HR planning, Europe vacation can apply the best suitable recruitment strategies and can prepare for job openings by analyzing future needs and current staff levels.

2.3 Suitable recruitment & selection strategies:

As far as Europe vacation travel agency is concerned, the suitable recruitment & selection strategy can be “advertising the position”. The process of advertising the positions requires watchful concentration to attract the right person for sales profile, they are hiring for. It is also essential to understand the labor market conditions with respect to the position they are looking for basically. For this several methods of recruitment and selection can be followed by Europe vacation travel agency:

• Internal advertising
• Recruitment agencies
• Consultants, newspaper
• Professional magazines
• Internet

Recruitment & Selection

(Source: HBL, 2010)

2.4 Stages for recruitment & Selection:

Following can be the stages to make above discussed recruitment & selection strategy practical and effective:

• Designing, layout and format of advertisement of the post
• Offer application forms
• Preparation of interview involves planning of relevant questions to be asked in interview
• Conduct the interview
• Find out the experienced candidate, verification of the related documents
• Finally, select the right person

Once recruitment is done, organization is required to implement HRM functions to engage its employees. The coming part of this report highlights the key functions that Europe vacation can implement to fit the employees into workplace.

3.1 Key functions implemented by Europe Vacation:

In order to connect its employees to the organization, company can go for the employee reward management function of HRM, which will also, develops the performance culture of the company. This is helpful to attract the high quality employees and retaining them in the organization.

3.2 Employee Reward Management:

It includes the total reward, total remuneration, base or basic pay. This is successful in creating a work experience meeting the employees’ needs and encourages them to give their best for the organization. On the basis of analysis, it was noticed out that it can make a greater impact on the company’s sales, effectiveness and talent management.

3.3 Induction & training programs:

As the case of Europe vacation is studied, it can be suggested to go for the induction & training programs for new entrants and existing employees as well. It is quite helpful and valuable to the organization to improve the performance level of employees and knowledge with respect to specific tasks. The employees, who are new to the company, can be provided an induction program, in which they are introduced to the company and are told company’s rules and policies. On the other hand, to keep engaged and updated, already existing employees should be provided training & development program to enhance their knowledge and efficiency.

3.4 Performance Management (Appraisal):

Performance appraisal can be most successful for Europe vacation, when employees participate in an open discussion, which is conducted for their own performance prospect and it also helpful in telling them that, where do they stand to meet these expectations. Final benefits are realized by the organization itself, which will increase efficiency, output, job satisfaction, and will decrease turnover. (The University of Sydney, 2012).

All these core HRM functions are effective to apply in the company to make its employees more engaged.

Furthermore, if an organization stands in the market, it is obvious to have general issues. Some of the contemporary issues related to Europe vacation agency has been put forward for the discussion.

4.1 Contemporary Issues:

On the basis of case study, it has been found out that the company found some issues regarding employee management i.e. safety related issues, compensation, pay structure, employee engagement and employer branding issues. These problems are faced by modern organizations; similarly Europe vacation also has these issues in the form of challenges.

Discussion part moves onto the issues, next section of report will describe the contemporary issues in brief.

4.2 Employee engagement:

It is the most emerging contemporary issues being faced by Europe vacation as to engage its employees. As previously noticed out HRM functions, reward management, training & development, performance appraisal is made in use to engage employees gradually. This becomes an issue when, pay structure, compensation benefits are not being provided to the employees on the time. For that cost-cutting moves, revising the pay and compensation structures are revised by the management (Bloomberg Businessweek, 2009).

4.3 Employer branding:

Employer branding is the total strength of a company to communicate to its existing and new coming employees which make it attractive place to work. In this case of Europe vacation, it was found out that the employer branding was a major challenge. Company could not be able to promote its name, to attract experienced and loyal workers. In this case, it became a part, which has to be focused more to retain its employees.

4.4 Recruitment & Selection strategy:

It was the key issue of Europe vacation travel agency. The company is not following appropriate recruitment & selection strategies to hire the right and best person for their branch. It emerges as a major issue, as other companies have the proper and sufficient planning policies to hire the best candidates for their firms. In case of this travel agency, company doesn’t have any procedure or recruitment stages, which is required in contemporary time period commonly.

 5. Conclusion:

On the basis of this descriptive report, it can be concluded that, the HRM practices requires to be integrated with the overall planning to ensure effective and best use of employees and provide better returns to the organizations in terms of fair work, loyalty and high performance level for every rupee or dollar used up on them. Contemporary business environment has resulted in both the company and the employees having an altered psychological contact. Organizations and their managers need to be aware of this change. Basically, this report is centralized on HRM functions, recruitment & selection strategies. Furthermore, according to one of the author Jackson “the human resources management system should be modified to the needs and demands of organizational strategy”. Finally, a conclusion can be drawn on the basis of company’s case analysis, that company should avail appropriate recruitment strategies and stages.

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