Role and Purposes of HRM
Explain the role and purposes of HRM
Human resource management deals with the synchronization of the organization, especially by organizing people to achieve set objectives by fulfilling the needs of the staff to maintain the needs of employees. Human resource management aims to use people, technology, and people that focus on the organization’s internal; environment to ensure the desired outcomes. Human resource has to major on people as the main source of the competitive advantages because they seek to enhance the organization’s performance by their roles in various strategic positions to ensure the smooth running of the business opportunities. Human resource management reengineers the organizational processes aligning with the human resource to achieve the organization’s goals. Further, human resource management has to focus on the transformation and changes of the organization by hiring, recruiting training, and firing staff. As a result, they ensure proper integration and understanding of the labor laws and business ethics. Lastly, it is the role of the human resource management to listen and respond to the workers in order to maintain high satisfaction levels. They have to plan and strategize on proper means of communication in the organizations and ensure ethical business culture by matching organizational goals to their competencies. In their plans, human resource management has to fulfill the human resources demands that can be improved, evaluated, and developed through the acquired organizational resources. They develop companies within the organization by acquiring skilled labor personnel through the overall strategic plans. More so, the role of human resource management has to train employees, develop their career and succession management.
1.2
Discuss the relationships between HRM and strategy
Organizational strategic management aims to the utilization of people’s interventions to develop the customer’s behaviors to spur the business in the competitive advantage. Similarly, human resource management aims to promote organizational performance by utilizing minimal capital resources. Well-organized human resource management and human resource strategy help them bring more important activities in the organization because they help the organization to react fast to some of the dynamic changes in the business environment. Human resource strategies help in the strategic formulation of the company’s weaknesses and strengthen through different modes of classification and use of business analysis such as SWOT. Likewise, human resource management is responsible for analyzing the analyses of the organization’s opportunities in the competitive environment by managing the workforce that gives them an appropriate health foundation. Human resource strategies help the organization allocate resources and develop structural strategies for the effectiveness of the business management. Likewise, human resource management has to determine the operational strategies involving the organizational routine, operations, and procedures that the company must implement to achieve its objectives. Further, strategies management helps the organization implement its formulated techniques by observing the strategy results. Similarly, the human resource management has to formulate and initiate new tactic that helps them supervise the organizational activities and make good decisions. Human resource strategies are sustainable, and they create pathways for the organization to compete in the competitive business environment, similarly to human resource management, which helps the organization to strategize and plan its activities which are important to better the employees and success of the business. Human resource management helps the organization strategize its marketing objectives through quantifiable analysis. Likewise, organizational strategies help the business to strategize on the marketing activities by analyzing the best forms of marketing that the company can adopt. Marketing strategies are structured depending on the organization’s goals and objectives, while human resource management is explained through the desired outcomes. Strategies help the organization in the adoption of the organizational practices according to the organization’s job allocations. Similarly, human resource management ensures that job allocations are aligned to the organization’s needs. Therefore, business strategies move hand in hand with human resource management because they all concentrate on various factors that lead to the achievement of the organization’s goals and objectives.
1.3
Evaluate the HRM planning process
Human resource management planning is the process of identifying the organization’s strategic goals and implementing the effective steps towards the organization’s objectives. Therefore, evaluating human resource management is based on the recruitment policies, hiring policies, and company’s strategic plans that help to strengthen the relationship between the employees and the employer. There are various steps of evaluating human resource planning, such as creating a workforce. In this case, the human resource management has to assess the plans of the organization and address their needs. Evaluation is done through the strategic direction of determining recruitment and selection processes. Secondly, human resource planning can be evaluated by determining the duties of the office. That is the human resource office in personnel administration, and how are they focused in the organizational management. For example, we have to evaluate human resource management duties, such as signing employee benefits, handling compensation claims, processing payrolls, and developing long-term strategies to achieve organizational goals. The third is the management of conflict in the workplace. Human resource management has to focus on guidelines that will help reduce and handle disputes within the workplace. That is among workers to workers, worker to the boss, and seniors versus seniors. They have to concentrate on maintaining discipline within the organization with various better forms of addressing claims. Lastly, human resource management can be evaluated by its ability to handle and dress critical issues such as social diversities, gender diversity, and technology versus human labor issues. They have to address them most effectively.
2.1
Discuss the nature of the labor market
The labor market is the situation where demand and jobs meet, with labor or workers availing services demanded by the employers. In this case, the workers are wailing to give the services for compensation. In the labor market, the two entities that are workers and the services are connected by the agreed wages for their services. In labor, market workers are believed to move where their skills are needed. The key components of the labor market include the number of the labor workforce referring to individuals who are willing to participate in various activities of the organization. Second, is the applicant population referring to people looking for the specified goals and ready to participate in those activities? The third is the number of people looking for jobs and those recruited in such positions. Therefore, to understand market labor analysis, we have to identify various markets and give a number of positions. Further, we have to check the market and the salaries for specific positions to determine the market trends. We have to structure positions by analyzing and adjusting the packaging cost by consulting the management on the required workforce.
Analyze the internal factors that lead to demands for skills
Some of the internal factors that lead to demands for skills include the business’s objectives, which are based on minimized costs resulting from reduced redundancies and other restored activities. Secondly are the operational services which are vital for the organization, such as IT and retraining. Marketing strategies are internal activities that affect the demand for needs and skills in the organization due to product development strategies that require the recruitment of salespersons and other means of sales. More so, financial strategies affect the demand and skills that the organization requires to sustain itself in the competitive environment. Therefore, internal factors are some of the office activities within the organization that determine the labor skills demanded by the organization. The human resource has to gather the information that is necessary for the individuals required by the organization to meet the desired objectives. The factors mentioned above facilitate the human resource management to meet and set the expected responsibilities expected in specific job positions. Such as business works on enrolments, compensation approaches, and evaluation prices.
Explain the principles of supply and demand that impact on the labour market
The demand and supply for labor are just like the need for demand and supply of other services. The law of demand and supply states that the rise of prices quality supplied raises and quantity demanded falls; therefore, the demand curve has a negative slope, and the curve of supply has a positive slope. The curve is affected by some of the p-principles, such as labor supply and demands whereby workers are willing to work under different conditions. On the other side, the demand for labor indicates that the organization desires to pay at deferent rates, the varying potential rates capital. Wages are the compensation for the organization’s labor services, which helps determine the market prices. As a result, the supply and demand curve intersection illustrates the market equilibrium, demand. In a free economy, government policies, wages, and labor trends equalize and cross the market.
Labor demand
The interest of the organization expanding its supply it has to attain all the needed materials, that is, the capital-labor resources. The organization has to satisfy the needs of the consumers by offering quality goods by following specific strategies. First, the interest of production, the company must be concerned with adequate delivery, prices of the goods, quality production. As a result, there will be increased demand for the products. Secondly, the company must address the number of enterprises by adhering to government policies and the vital transport logistics for the organization. Third, the organization must be creative and innovative in the way it conducts its activities. For example, branding, packaging, and the technology used in production.
Labor supply
The demand for labor supply raises the quantity of the supply in the market because the higher the production rate, the higher the outputs. For example, the quantity of labor can be expanded due to an increased supply rate. Increased quantity demands can be increased by favorable policies and economic factors such as increased population. Further administration policies affect the labor supply. For example, if the organization wants to increase its supply in the market, it has to increase the number of expected workers to attain such objectives.
2.4
Analyse factors contributing to the supply of skills in the labour market
Pestle analyses are some of the ways to determine the supply of skill in the labor market because they balance the economic variable in a competitive environment. In the pestle analyses, some of the considerations include economic aspects, which present the economic components that affect consumers’ purchasing power. Social logical aspects are some of the factors that include the external environment and their effects on the organization. They include infrastructure, security, and many more. Political aspects are the administration variable that affects the production and consumption of goods. For example, favorable government policies lead to better outcomes for an organization. Legitimate aspects are some of the guidelines that govern the organization concerning its activities. For example, the organization has to cover its properties which helps in times of unexpected crises. Lastly, technological aspects affect the function ability of the organization. Because they affect production, distribution, and supply. Technological advancement helps the company to sustain itself in the competitive environment by promoting creativity, innovation, and good decision-making.
Explain different ways of terminating employment
There are several ways of terminating or ending the work contract. There are constitutional laws that are secure an employee and employer, ensuring the termination of the contract to prevent the conflicts that might arise out of disagreement in specific terms. Therefore, termination of the contract can be terminated after the mutual agreement between the employee and the employer, automatic termination of the contract, for example, during the person’s death, resignation by the employees, which is a free will to exit the organization. Before termination of the contract, there are several laws observed by either the employer or the employee. Some of the other factors that might lead to termination include misconduct, poor performance, physical incapacity, and employer’s retrenchment.
Voluntary termination. In this case, the employee is at free will to leave the organization. In most cases, during the contract, the employee can choose to leave the organization by not renewing their contract. Involuntary termination, the employee listens, and everything is acted according to their will.
Involuntary termination the employee is forcefully ejected out of the company. These happen out of misconduct, poor performance, and physical incapacities in most cases. The employee has no option but to leave the company. Mutual termination is the termination process when there is an agreement between the employee and the employer on the exit from the organization. For example, when a person wants to leave the town and move to reserves to start their own business. Employment at will, in this case, the employer can terminate the employee’s contract at any time, and any crucial place, especially when the employee signs a performance contract and fails to attain their targets.
3.2 Describe the legal processes behind each type of termination
The legitimate legal processes behind the termination of the contract include the termination policies, which are the terms and conditions set up for the organization in their employee agreements. In this case, the approaches should be direct to the systems and grounds for ending the contracts with specific approaches.
Reasons for the end of the contract: In this case, the organization has to explain to the employees the reasons behind terminating their contracts. Further, employee review procedures are vital when ending the contract. They help the organization to improve on how it end the contracts of the workers without intentionally hurting them. In this case, the organization has to audit, conduct labor activities and address some of the issues that might be the main causes of termination. During termination, the company has to inform the employees of the reasons why they want them to leave the company, similar to the employees who want to leave the company at free will have to inform the company in advance. Lastly, severance package and the proper send od are essential when letting someone leave the business because they have remunerated some of the workers and given them a legitimate farewell.
3.3
Explain the process of redundancy
Redundancy happens in the process of getting rid of unnecessary workers in the organization. For example, when the strategic position of an employee is removed due to the introduction of technology and ceases to exist. In this case, the company can remove the employee’s position and never be replaced; most probably, their positions can be removed depending on the conditions.
The process of redundancy can be implemented in several ways, which are vital for the complementation of the intended purposes. For example, some of the earlier situations in the organization help them avoid repetition and accumulation of workers in various production activities. For example, to eliminate redundancy in an organization, the company can restructure and re-arrange the organization’s activities. Redundancy can be implemented during the shift from labor-intensive to the capital-intensive mode of production. Lastly, the process of redundancy can be implemented through decency and implant consistency to ensure that there will be no repetition of the workforces in the chain of production.
Critically compare fair and unfair dismissal
Fair dismissal is the removal of a person in an organization by considering several factors such as to conduct and misconduct.
In this case, the employee can be removed from the organization due to indiscipline policies, which might be unfair depending on the circumstances. Similarly, in case of any misconduct issues, the employee has to tolerate the company’s terms and conditions. For example, lateness, robbery, assault are some of the unethical practices that are not expected in an organization. Therefore, the company must certify and analyze the disciplinary cases before terminating the contracts. In case of evidence showing the misconduct, the employee has no option but to terminate the contract and leave the company, especially after receiving warning letters.
Capability
Similarly, the contracts of the employees can be terminated due to poor performance or if they fail to meet their targets as per the performance contract. For example, when a person lacks qualification in specific positions hired for can be dismissed from the organization. The organization can wilfully terminate the contract of the hired workforce due to their incapacities and inabilities because they cannot help the organization achieve its goals.
Redundancy
Redundancy is unfair dismissal because the business gets rid of employees without mutual agreements. The company is never interested in the concerns of employees that why it willfully eliminates them.
Unfair dismissal is the process of disq
The company might dismiss workers due to some of the natural circumstances. Some of these circumstances cannot be avoided only for the company to consider and diversify on such issues. For example, it’s unfair for the company to dismiss its employee due to pregnancies. Therefore the company has to allow the mother for maternity leave and resume once it is over rather than permanently terminating their contracts.
It is unfair for a company to dismiss its workers for discriminatory reasons. For example, an organization is not allowed to shoe racial, ethical, religious, or any other form of discrimination. Discriminations claims can be addressed through various claims such as sexual relations, corruption, and nepotism.
4.1 Analyse the protected characteristics in discrimination
During the contract termination, age, race, and gender reassignment bare some of the most protected issues within a company. The constitution implements several policies on the gender ratio to ensure equity during employment. In most countries, trade unions have made it compulsory for gender diversity during the recruitment and termination of the employees’ contracts. Because it ensures continued progression of the organization without discrimination because its policies are gender diversified. Further, the organization cannot discriminate against workers due to religion and belief. The law protects people’s freedom of expression and practicing their faith. The law grants women rights to maternity leave despite the organization and terms of the contract. During pregnancies, women are entitled to special treatment and ensured maternity leave. Lastly, women have assured rights to civil relationships and sex. In this case, women are protected from unjustifiable therapy in the workplace, nor should they be victimized in the workplace.
Explain the difference between direct and indirect discrimination
Indirect discrimination, certain unusual behaviors happen within the business, either from the employees or the employers in the workplaces against the ethical practices. On the other side, direct discrimination happens out of the working policies. Thus, it is legally acceptable for workers to prove against such actions. Further, workers can report the issues to the concerned legal authorities to advocate for their rights in case of discrimination. In addition, when a company fails to observe human rights. In this case, the organization has to implement some policies such as secured trademarks, controlled trade, and ensured trademark. Indirect discrimination involves harassment of the workers, such as verbal harassment, sexual harassment, and physical harassment. Secondly, victimization is direct discrimination because they help to make claims through segregation, objection, and proofing complaint claims.