Need help to rewrite and edit my HRM assignment

Table of Content:

Introduction-------------------------------------------------------------------------------------------- 3

Recruitment and Selection--------------------------------------------------------------------------- 4

Training and Development-------------------------------------------------------------------------- 5

Compensation and Benefits------------------------------------------------------------------------- 6

Performance Management-------------------------------------------------------------------------- 7

Conclusion-------------------------------------------------------------------------------------------- 8

Reference---------------------------------------------------------------------------------------------- 9

1. Introduction

In an organization, there is no greater value than the employees which are in it. There is primarily the core or the foundation which progresses the organization. Hence, the need to put the strong emphasis on recruitment, management and guidance to the people whom are working alongside.

In this century, Human Resource Management (HRM) have to adopt to the ever changing society. Therefore, the need for better knowledge, adequate tools and training, services, coaching, and advice for the entire organization for suc cessful operation. (Heathfield, 2016).

The following are the differences that HRM can benefit the organization to contribute to success.

1. Recruitment and Selection

Recruitment is the progress of sourcing, identifying and selecting and there after recruiting. It may seem effortless or straight forward, however, on the contrary, the need to hire the best talents from the market is competitive. The high volume of resumes and the ability to choose the right candidates so that they are appropriate for the job (Luke, 2012).

Selecting the right candidates helps the organization to increase productivity and reduces the cost. By improving the productivity, the organisation should identify and hire candidates who have the right skill sets and abilities as this will allow the employee to have effective performance resulting in an increased level of productivity. With the proper job match, employees will be satisfied with the job and this will also reduce the turnover and absenteeism rate (Mahajan, 2015). The long-term success and financial performance of a company are usually directly correlated to the talents, motivation and accomplishments of its people.

For instance, Google has five hiring attributes: learning ability, leadership, sense of responsibility, sense of ownership and expertise. Google focus on candidate personal skills rather than education background and experience. About 14% of the employee did not graduate from college (Friedman, 2014). Google uses two kinds of method for recruitment: internal and external. For internal recruitment, they use transfer, promotion and intern. For external recruitment, they use their website to post jobs vacancies to attract candidates and academic institutes. Google post advertisement on their website for recruitment as well as bringing interns and the future employee from academic institutes (Google Career, 2017). In google, there are several processes to use to select their potential employee. In general, the company's selection process involves reference check, selection test, interview and screening (Kumari, 2012). Google uses phone/hangout and onsite interviews for different roles (Google Career, 2017).

1. Training and Development

Training and Development (T&D) is a process to obtain knowledge, skills and abilities to help the employee to carry out a specific activity or task. On the job training (OJT) also helps the employee to gain more knowledge in a practical way. Employees can share their knowledge to improve organization performance. Training and development also play a crucial part towards the business growth (Niazi, 2011).

Some companies adapt training need analysis in order to add value to their organization. Hence, evaluations measure the advance in accomplishing this objective by enhancing and measuring their values. The training programs are set up by the needs assessment of training. The needs assessment can help the organisation to identify the problems that the employee is facing and improvement can be made by effective and efficient training (Chahal, 2013).

For example, Tesco has its own training academy in the UK. They have different career program for the employee to have an opportunity to develop. Tesco has two types of approaches: Flexible and structure. This helps employees to develop skills and leadership ability in order for them to take up a different job role. Tesco offers on-the-job training and off-the-job training. On-the-job training helps employees try and learn a new task, meeting new people and job rotation. Off-the-job training allows employees to learn via e-learning to help the employee with their new roles and classroom training help employees and their colleague to learn and develop new skills on their path to success (Tesco, 2017).

1. Compensation and Benefits

Compensation is all rewards (monetary and non-monetary) earned by employees receive in return for their job done. There are two kinds of compensation: Financial (direct and indirect) and non-financial compensation. Financial compensation consists of direct and indirect compensation. Direct compensation is when the money is pa id out the employee in exchange for their job done and this consist of salaries, bonuses and incentive to be paid out on a regular interval basis. Indirect compensation is the money payout to an employee that does not include the direct compensation and this understood in the service contract that employee is covered by insurance, medical benefits and leaves. Non-financial compensation has no monetary value and this compensation can consist of employee perks, flextime , and awards (Hoare, 2013). The outcome of giving employee such compensations is to motivate them to work harder and happy to stay in the organization.

Total rewards strategy is a holistic approach that aligns with business and people strategy. It encompasses everything that employees value in their employment relationships such as compensation, benefits, development and the work environment. (Kaplan, 2007).

For example, Walmart used to pay their employee $7.25 per hour which is below the national average of $9.93. Therefore, Walmart has increased employee wages to at least $10 per hour. The new hourly rate that Walmart set the same level as another retailer store, Gap (Halzack, 2015). Walmart also has a list of benefits for their associates, such as vision stock purchase plan, 401 (k) retirement saving, staff discount and medical insurance. These compensations and benefits that Walmart offer will help to retention potential employee (Walmart, 2017).

1. Performance Management

Performance management is a strategic and integrated process ensures that the employee contributes to the organization goals. Organisation provides rewards to the employee based on employee performance. This encourages job engagement and promotes commitment (Armstrong, 2007)

Performance management helps the organisation to identify what kind of training does employee gets, which jobs will they be transferring to, what level will they be promoted to, how they performance in their job (Gillen, 1995). This helps the organization to set goals so that they know what needs to improve the next following year and what to achieve for their next target.

Feedbacks from appraisal will help to determine how well has the employee perform for the entire year. By giving staff bonuses, staff will be more motivated and work harder to achieve the bonus they wanted. Performance management helps the company to decide which employee should be given promotion rather than promoting someone who has not capabilities. This helps to supervise employee performance instead of their personalities.

For instance, Google uses performance interview to provide great results in performance management. Googler will identify a group of reviewer for the individual employee. The reviewer will review the employee based on a five-point scale and state what should the employee do to improve their work. The manager then has to meet up and evaluate each employee. It is designed in such manner because this can reduce on the manager biases as they need to provide reasons for their decision. By doing this, the employee will be motivated in doing their work well and becomes the best in their job (Lebowitz, 2015).

1. Conclusion

Human resource management (HRM) consist different tasks that are mention above to ensure that the organization achieves its goals and objective. Selections help the organization to determine which candidate has the right skillset and is suitable for the job. By selecting the potential candidate, it will help the organisation to improve profits and reduce turnover rate. Training and development (T&D) is another essential part of the organization as HR personnel need to identify the training needs and require in order to help the employee to improve their performance, consistency and satisfaction (Frost, 2017). With performance appraisal, the company can train and develop employee to increase their productivity in order to help the organisation to increase profit. When the employee is trained, they will gain more knowledge and skill. With the knowledge and skills, employees will have to work hard in order to get their promotions and rewards. When employees are more motivated, they will work hard to help the organization to improve the overall performance.

1. Reference

Armstrong, M (2007), The handbook of Employee Rewards Management and Practice. 2nd ed. London and Philadelphia: Kogan Page Limited.

Chahal. A (2013) A Study of Training Need Analysis Based Training and Development: Effective of Training on Performance by Adopting Development Based Strategy, International Journal of Business and Management Invention, 2(4), pp41 – 42 [Assessed on 7 May 2017]

Friedman. T (2014) How to get a job at Google, TODAYonline, 24 Feb. Available at: http://www.todayonline.com/business/how-get-job-google?singlepage=true [Assessed by: 10 May 2017]

Frost. S (2017) The Importance of Training & Development in the workplace. Available at: http://smallbusiness.chron.com/importance-training-development-workplace-10321.html [Assessed by: 8 May 2017]

Gillen, T. (1995). The appraisal discussion. 1st ed. London: Institute of Personnel and Development.

Google Career (2017) How we hire, Available at: https://careers.google.com/how-we-hire/ [Assessed by: 10 May 2017]

Halzack, S (2015) Walmart to raise pay for 500,000 workers, Available at: https://www.washingtonpost.com/news/business/wp/2015/02/19/wal-mart-to-raise-pay-for-500000-workers/?utm_term=.474eb7c19a97 [Assessed by 11 May 2017]

Heathfield. S. M (2016) Beyond Hiring and Firing: What is HR Management? Available at: https://www.thebalance.com/what-is-human-resource-management-1918143 [Assessed by: 10 May 2017]

Hoare. D. J (203) The Different Forms of Compensation. Available at: http://businessecon.org/2013/01/the-different-forms-of-compensation/ [Assessed on: 11 May 2017]

Kaplan, S. L (2007) Business Strategy, People Strategy and Total rewards, Benefits & Compensation Digest, 44(9), pp.12 – 19 [Assessed by 11 May 2017]

Kumari. N (2012) A Study of the Recruitment and Selection process: SMC Global, Industrial Engineering Letter, 2(1), 34 – 43 [Assessed on 8 May 2017]

Lebowitz. S (2015) Here’s how performance reviews work at Google. Available at: http://www.businessinsider.sg/how-google-performance-reviews-work-2015-6/#82mUhxIsMgoIwmCF.97 [Assess by: 11 May 2017]

Luke, (2012) Measuring the quality of the recruitment process. Available at: http://www.simplehrguide.com/hrm-blog/2012/measuring-the-quality-of-the-recruitment-process/ [Assessed on 10 May 2017]

Mac. R (2015) After Investing In A Local Services Startup, Google Turns Around And Builds A Competitor, Available at: https://www.forbes.com/sites/ryanmac/2015/04/07/after-investing-in-a-local-services-startup-google-turns-arounds-and-builds-a-competitor/#3895f6b1fae9 [Assessed on 10 May 2017]

Mahajan. J. P (2015) Managing Human Resources. India: Vikas Publishing House Pvt Ltd [Assessed by: 10 May 2017]

Niazi. A. S (2011) Training and Development Strategy and Its Role in Organisational Performance, Journal of Public Administration and Governance, 1(2), pp. 42 – 57 [Assessed by: 8 May 2017]

Tesco (2017) Training, Development & Support. Available at http://www.tesco-earlycareers.com/why-us/training-development-and-support/. [Assessed by: 11 May 2017]

Walmart (2017) Opportunity & Advancement, Available at: http://corporate.walmart.com/our-story/working-at-walmart [Assessed by 11 May 2017]

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