Characteristics of HRM Approaches

Characteristics of HRM ApproachesHRM is the presidential termal function that emphasises on the in murder, counselling and directing the concourse who deed for the organisation. Main issues dealt with in the HRM include, but atomic get along 18 non limited to, intake, financial and non-m wiztary benefits, motivation, procreation, strength bristlement, communication, wellness and performance oversight.Characteristics of HRM access codeThe main characteristic of the HRM approach is to discover, polish and improvise the potential and talent that people line of businessing in the organisation aim in them but argon unaw be of that, and then improving the note, efficiency, produceivity and satisfaction. HRM in any case aims to resolve any problems and conflicts that employees are facing. Moreover, upkeep of discipline is as well as characterised by HRM.Models of HRMFollowing are both(prenominal) kn own mildews of HRMContingency model advocates of this model belie ve that there is no 1 outflank dash of leading an organisation. A style that is utile in one twitchographic point may not be of use in an an new(prenominal)(prenominal) and the vanquish style to be applied depends on the situation being faced and that in turn depends on the inner and away constraints.The best practice model suggests to identify best practice, give HR a high profile, get commitment from top management take, machine the best practice and then make that best practice a bench mark for rewarding employees.Harvard Framework this model returns that HR policies are affected by situational factors and stakeholder interests. It in addition states that managers discharge affect numerous factors by the policies they choose which includes the four Cs i.e. competence, congruence, commitment and cost-effectiveness.Guests Model discusses six factors which are HRM dodging, HRM practices, HRM proscribedcome, behavioural outcomes, performance outcomes and financial ou tcomes.HRM ActivitiesActivities of HRM include the followingStaffing grooming (pipeline tuition)Benefits PlanningRetirement PlanningCompliance exertion EnhancementConsultingEmployee Relation grind NegotiationsExecutive CompensationEmployee developing heed DevelopmentRecruitment Interviewing ease upsheetBenefits AdministrationRetirement AdministrationEmployee RecordsRelocation AdministrationRecruitment randomness Processing, andEmployee Assistance Programs.Personnel and HR managementThe difference in personnel and HR management is merely philosophical. Administrative nature to a remote greater extent of personnel management than HR management makes it distinguishable from HR management. Personnel management mainly includes dealing in cederoll, ensuring obligingness to employment laws and other administrative tasks. However, in contrast to this, HR management considers the employees one of the about important organisational vision and deals with improvising it.HR Consultanc yHR consultancy aims to boil down the gap between the HR competence of the organisation and the complex HR needs. HR consultants main function is to provide the organisation with the fitting provide it requires. It is a benignant of outsourcing.Role of HR practitionerThe authority of HR practitioner is to develop a skilled work force that founder to the organisational success, resolve the issues within the human beings alternative and the between human resource and the organisation, to reconcile and align the individual and the organisational goals, to motivate employees and keep their morale at an acceptable train.Models of HRM rolesLegges Model Legge has divided the models into four main types including normative, descriptive functional, descriptive behavioural and critical evaluative.Tyson and Fell defined organisational role as a collection of activities representing a mode of functioning by managers and professionals in HR organisations.HR activitiesHR activities inclu de the followingInternal communication,Recruitment,Development of work force,Resolution of issues of work force,Alignment of personal and organisational goals,Training,Integration of organisational objectives, etc.Functions and roles of HR provisionstrategic PlanningThe rational address, frequently advocated in strategical planning texts and apparently by galore(postnominal) practitioners, emphasizes purposeful activity by a logical formulation of goals, examination of alternatives, and deli greation of plans prior to action. It tends to take a leak long-term orientation and focuses on measureable forces affecting the firm, as well as quantitative activities and procedures. The process of the comprehensive strategic planning is topically smooth of the following stepsDevelopment of organizational philosophy and mission disceptationEnvironmental s roll in the hayningAnalysis of SWOTFormulation of strategic objectives propagation of alternative strategies for achieving objecti vesEvaluation and selection of the strategyStrategic Planning at Corporate LevelCompetitive strategies at business direct are actually germane(predicate) to human resources and the tuition of human resource strategies. hall porters louvre forces provides good basis for understanding competitive strategies at business level. Porter has argued that there are five forces that brush off affect the potential profitability of an industry. The five forces areThe ease with which he new competitor can enter an industryBargaining power of the customersBargaining power of the suppliers disputation among the competitorsAvailability of substitutes for the industrys product and servicesIn addition to these forces we also exhaust the strategies that allow the firm to compete in the industry by applying one or mix of the following strategies.Low-cost leadership Strategyspecialization StrategyNiche or Focus StrategiesPlanning in Strategic Business UnitHuman Resource management can bid an i mportant role in strategic planning at the level of the strategic business unit and, as noted, is one of the in typeface upon chain analytic thinking. The role may examine the context of human resource input in the development of strategic alternatives. It also called the planning at the diametrical functional units of the organization deal, Marketing, Finance, RD, etc.Recruitment methodsRecruitment methods imply setting of requirements for the individual to be hired, primarily. Such an individual may be present in the organisation, in much(prenominal) a case internal recruitment go away be done. Thereafter these requirements are advertised.Advertisement advert can be done in various modes that include big(a) advertisements in newspapers, journals, web sites. Application can also be do to the recruitment agencies of HR firms.Selection once the advertisement has been made, selection is the succeeding(a) phase. Selection can be based on interviews, written tests, presenta tions, role playing, group discussions, report writing, etc.Human Resource Development expositionHuman Resource Development (HRD) is a framework to overhaul employees develop personal and organizational skills, knowledge and abilities. Human Resource Development includes such opportunities as employee breeding, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, study assistance, and organization development.Organisational learning and learning organisationIt is the study of shipway in which the organisation learns and adapts. Whereas learning organisation heart an organisation that encourages its employees to learn (be modernistic and dynamic) and transforms itself to changing requirements.Learning theoriesLearning cycle the learning cycle model is based on five Es, including engagement, exploration, explanation, elaboration and evaluation.Transfer of learning it means that the skill and knowledge obtained during the educational activity or the learning phase is implemented when performing job.Training methodsEffective training methods include the followingOn the job training,Training courses,Seminars,Workshops,Job rotation,Secondments,Demonstration,Lectures,Conference,Role play,Simulations,Case studies,Projects, andMentoring.Performance monitor methods at a time the selection has been done and the candidates have been taken in as employees they are assigned specific tasks after initial training / orientation. Once an employee starts off with his routine work his performance needs to be monitored in order to ensure that he is delivering what in fact is expected out of him and to reward him as well. Performance can be measured in a number of ways out of which performance appraisal is the most mutually used method. In appraising performance of an employee people who move with him are asked to comment on the benchmark criteria, generally set in advance. After the ap praisal is done the appraised is provided feedback in both monetary and non-monetary name. approximately commonly used performance appraisal methods include the followingManagement by objective,Graphic rating scales,Essay evaluation method,Paired parity analysis,360 degree performance appraisal,Performance ranking method,Behaviourally anchored rating scales,Behavioural reflectivity scales.Reward managementThe main aim of reward management is to shew a relation between pay and performance. Moreover, reward management defines the philosophy / rationale behind the remuneration or the benefits and employee is authorise to reap from the organisation after his performance has been measured.Factors determining payFollowing factors determine the payProductivity of employee,Comparative wages,Bargaining power,Demand and supply of employees,Condition of product market, andBusiness brought in by the employee.Job satisfaction and motivation towards workings hard does not solely depend on the monetary benefits (hygiene factors) an employee is entitled to, personal growth, self actualisation, work environment and freedom has main component part towards employees motivation and job satisfaction. If it is noted that the morale of the work team is not at the desired level then strategies should be put in place to ensure that dissatisfaction is removed which may include stringent discipline and grievance procedures after fully taking the employees in confidence. Frameworks like ACAS can be followed to remove grievances between employees and employers.Staff satisfaction can be measured from the behaviour they exhibit unintentionally that includes absenteeism, poor work quality and high turnover rate. The dissatisfaction can be eliminated in a number of ways that include improving the work atmosphere, increasing monetary rewards, counselling, free reasonable autonomy to the employee, etc.For the purpose of this assignment, I selected the Standard undertake brink (SCB) f or the practical application of the theory.Investigation as to how HRM contributes to the achievement of organisational goals one-third main activities performed by SCBs HR surgical incision related to HRM wereJob analysis Job analysis provides the foundation for good selection and identifying the knowledge skills abilities and other requirements that need to be performed on the job.Interviews Interviews are the universal trait of selecting feature of selection governing body. Research has shown that interview can have substantial validity, in concomitant when they have shown more twist and are conducted appropriately, and,Redevelopment and retraining With the increase rate of technological change and potential for skill obsolescence, retraining may become more important. As a end many companies provide retraining for manager those skills have become obsolete. A critical deciding(prenominal) in the success of such program is managers self-efficacy beliefs, or that they will b e successful in mastering the new skills.Meeting Organisational ObjectivesBy measured job analysis it was observed that the people selected for the relevant posts receiveed adequate level of skill and competence that is needed to fulfil the tasks of the job.Smart interviewing gameboard of the SCB ensured that only those people are selected for the jobs that are capable of performing the relevant tasks as required by their jobs.Systems and procedures are changing in with the development of technology and introduction of new and stringent risk management procedures. In SCB it was noticed that to equip the personnel with the latest job knowledge effective retraining procedures were in place that led to the employees continual professional development, thus generating a better level of service and performing in an street smart manner.Reference to HRM ModelsContingency model (that suggests there is no one way of leadership and management, a situational model)The best practice model (suggests to identify best practice, give HR a high profile, get commitment from top management level, implement the best practice and then make that best practice a bench mark for rewarding employees).Examination of HR planning and development methodsHuman Resource Planning is the process of assure that right type of people with right capabilities are available when required. HRD of SCB has to take care of all the important activities. It is engaged in the process of hiring, firing, training, development and all other related activities. HRD is also engaged in process of designing and evaluating the jobs and determining a pay structure for the jobs.During planning bon ton analyze its goals, its current strategies, its external environment, and its strengths and weaknesses, in terms of whether or not they can be achieved with the current Banks human resources. Then Bank begins to look at what skills, knowledge and abilities are available internally and where compendiousage of ter ms of people skills or equipment may exist. This analyzes leads to the new planning phase and as a result Bank recruit people with specific skills Bank required to organizational development. Its HR department duty to create a link between the organizational goals and ensuring that the company can meet the objectives with which structure in determining skills, knowledge and abilities of jobholder.The employees at SCB are self-motivated and the reason for their kind of motivation is the working environment which has to be conductive for efficiency. The morale of workers in SCB is very high and this high morale is as a result of keen interest and careful supervision of the top management. It is all because of the reasoning(a) environment provided at all branches of the Bank and very kind and neat relationship among the employees, and very satisfactory hire and benefit system. HR department of the company determine what jobs need to be done and how many and what types of workers will be required.At SCB several approaches are available for the development of work force skills that are neededTraining ProgramSCB relates training with the productivity. Training solves the many efficiency related programs in the work place it may also involves the analytical and the thinking skills trainings that help to resolve the problems. These programs are for the middle level manager and the lower level manager.Training MethodsThe Bank continues to follow its strategy of hiring batches of young and energetic Management Trainees who are sent to Training and Development Center for training in all areas of margeing. At the same time, short courses are continually conducted to not only enhance their skill level but also increase their performance potential. Training covers broad areas of human resource activities. Following are few very popular and common training methodsOrientationCoachingMentoringComputer based training or instructional trainingComputer assisted instructionsJob rotary motion After planned intervals of time employees are transferred. To other locations according to the policy.On the Job training Three types of employees are subjected to on the job training. Although other type of training programs are conducted for their grooming but the emphasis is gives for on the job training for them. The bank has the latest state of the training facilities and it has its own Training and development Centre. (TDC). Supervisors identify the individuals in the department whether the employee needs training in a particular field or for a particular job. Three types of employees are subjected to on the job training. Although other type of training programs are conducted for their grooming but the emphasis is gives for on the job training for them.Apprentices b) interneesOff-The Job Training The newly inducted officers are being trained to help perform their duties in full competence to avoid any error in bank transaction, and boost their efficiency.Evalu ation of the planning and development methods square-toed HR planning has helped the bank to ensure that right people are on the right desks doing the work in the right manner. It has also helped the bank to identify the service gaps and hire people where shortages are evidenced. By planning the HR department has created a link between banks goals and the right people to pursue that.The development of HR has ensured that the rung is adequate and technically well equipped to serve that banks goals. Adequate training ensures that employees are up-to-date and possess necessary skill level to complete the assigned tasks.Analysis of ways in which performance of HR may be enhanced reexamine of how HR performance is monitored and indicatedThe only basic performance measurement cocksucker SCB has is the performance appraisal system and they are continually making alterments in it to eliminate the bias. Performance appraisal is directly related to the performance verbal description and th e work standards. The process of reviewing the individual performance. First of all, bank sets some standards for different level of employees and direct to their employees to do work according to these standards and evaluating their performance.In SCB Performance appraisals are usually prepared every six months. Every employee is to be received and on the basis of this performance fee and benefits are determined.SCB offers very competitive salaries and benefits to both fresh recruits and experienced bankers. Once part of the SCB family you can expect both monetary and non monetary rewards based on performance, some of our benefits areCompensating and rewarding employees is very important to motivate the employees and to attain the tenacious performance. Reward system provides the ability to reinforce desired behaviours and serve the handed-down functions of attracting and maintain a qualified workforce. SCB remuneration system is the combination of different practices which are discussed belowTraditional compensation systemTraditional compensation system used by SCB is the combination of the factor comparison system and point system which uses the job evaluation manual to assign points to apiece job. SCB has the tralatitious compensation system as the basic salary which is hardened for every employee beside other compensations.Skill-based remunerationThis is basically for the middle level management for learning and implementing new things which can be offered by the bank or chooses by the individual themselves. Employees know that it increases. The chances of the promotion and the increase in the compensation will increase as well as bank SCB have bonus for learning new skills and doing new management courses. Due to the speedy change in the todays business environment organization need to gruntle the employee for the potential jobs and assignments to be competitive in the market.BroadbandingThis approach contains some of the factors of the tradition al pay based system but like skills based pay it is directed towards obtaining greater flexibility. With broad banding SCB increases the pay of the employee but dont call down them this is usually done for the more experienced employees to with low education they much are not promoted but they pay is increased.Team Based digestCompensation system is needed to reward team members for behaviors that facilitate strategy implementation. SCB usually forms teams for some projects only. Compensation given to those teams is based on the compensation of the achievement of the objectives of the team. The compensation includes bonuses, stocks, holidays and promotions. In the project management teams employees are also cross trained.Executive CompensationExecutive compensation system like other employees have the basic salary but that includes no of benefits in any case that, which includes the wide range of conveyance allowance. But same like in many other organizations this is not well-de fined in SCB.Ways to improveThe appraisals should be 360 degrees in order to ensure that what all different stake-holders touch sensation about a particular employee.Appraisals should be carried every quarter so that improvements may be made on a timelier basis.The operations staff should not be appraised on the basis of how much business it has generated.Appraisals should also take into account the level of innovation an employee has brought in.