|Program||BTEC Higher National Diploma in Business|
|Unit Number and Title||Unit 2 Scenario of Human Resources Management|
|QFC Level||Level 4|
The objective with which this task will be carried out is to understand the various important aspect of the modern day human resource management. This discussion will be done basis an organization which is based out of the UK. The selected company on the basis of which this will be done is Sainsbury’s. The company is an UK based retail company. The company is current operational in the country and is one of the market leaders in the retail segment.
It is necessary that the definitions of personnel management and human resource management are looked into for distinguishing the differences between them.
The definition of personnel management (PM) can be given as the set of rules, guidelines and practices which are implemented by the companies in a stringent to ensure that the work ethic and productivity of the employees of the company is maintained within the organizational boundary. PM is not strategic in nature and it is more of strict rules by which the employees are abides by.
On the other hand human resource management (HRM) is a strategic activity carried out by the companies to ensure that the right employees are chosen for the work in the company as well as keeping them adequately motivated for the enhancement of their work culture and work productivity. HRM activities base themselves on the strategic objectives, requirements, policies and procedures of the specific organisation and its mission and visions. The HRM activities are often shaped by the regulatory and legal requirements of the country or the industry. If an organisation succeeds to develop a set of HRM pollicises and processes which are effective it is expected to have a set of skilled as well as committed employees who effectively contribute to the overall strategic goal achievement organisation.
Following are the differences between PM and HRM:
|Rules, Roles and Responsibility||
PM bases itself on rules which are strict and well defined. Basis these, employees take up their roles and responsibilities.
|HRM looks into the factors including employee recruitment, training and motivation, job rotation, job enlargement and job enrichment.|
|Communication||In a system driven by PM, the employees are expected to use only indirect means of communication, in which the information sharing happens with the senior management only.||HRM encourages a direct communication mode which is aided by effective communication practices. This also supports sharing of knowledge and information.|
|Training and development||PM has a very less scope of managing and implementing the training and development activities for the employees.||One of the major factor which is looked into by HRM is the training and development activities for the skill enhancements of the employees.|
|Decision Making related to HR activities||Under the regime of PM the decisions which are taken by the management of the company are driven by the procedures and processes of the organization.||
On the other hand, under the regime of HRM the decisions which are taken by the management of the company are driven by the present business needs as well as the strategic directions of the organization
There are various functions of the human resources management which contribute to the overall strategic purpose of the originations. These functions are as following:
Following diagram gives an all-round description of the other activities which are done by the HRM department of the company:
The line managers are the internal stakeholders of the organization who are accountable for the task of managing particular employees’ performances who are mapped to him or her as part of the organizational structure . They carry out the task of keeping the daily operation and business activities running through managing and delegation of work to the other employees (Brewster, 2007). As far as the contribution of the line managers to the HRM of the companies are concerned, the same is done through their task as a part of the de-centralised HRM systems of the modern day business companies. This is done through carrying out few HRM tasks by these line managers. This includes but is not limited to: identifying the talented applicants for the company and developing their skills by mentoring them which leads to professional growth of these people (Brewster, 2007).
This is usually done through providing guidance to the new employees of the company with lower experiences for managing their professional life and enhancing the same. They also share regular as well as structured feedbacks to these employees as a part of their formal or casual conversations with the others, which also includes communicating the professional targets for these employees through communication.
The company that has been chosen for the task belongs to the UK and there are multiple legal and regulatory frameworks which are present in this company which have significant influence on the HR management and policies of the companies based out of this country. There are various labour laws which define the way the employers are to deal with the employees in a fair and just way. These laws cover the various areas including the recruitment, wage, workplace discrimination, employment cessation etc. These legal and regulatory framework of the country ensure that the HRM practices of the companies are designed in such a manner that none of these laws are violated by the company, which if done, can jeopardize the existence of the company in the country to a large degree.
The legal and regulatory frameworks include law for equal opportunity within the origination which determines the lack of bias towards any gender while selecting the company’s employees. There are also various anti-discrimination laws making sure no discrimination is done basis gender, race or other factors within the companies. There is also labor and wage related regulations which define the remuneration level for the employees and the timings for work.
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