Human Resource management and Personnel management

Human Resource management and Personnel management Human resource management is one of the modern methods, which is improved from personnel management with the inclusion of modern strategic techniques. HRM is a traditional system for management and it can be widely used in many organizations, HRM treats human resource as an intellectual capital or human capital for an organization and it is mainly focused and give to the human resource whereas personnel management treats human resources as same as the other resources of organization such as machine, money and material, etc. personnel management is mainly task oriented. Some of the characteristics difference lies among the personnel management and HRM is given in below tabular format. Personnel management is inflexible and it follows the top down approach whereas HRM is flexible and use bottom up approach. In HRM, the organization structure should be organic and it has long term perspectives whereas, in PM the organization should be mechanic and concentrated on short term perspective. HRM provide greater flexibility with employees, whereas PM are very strict and inflexible with the human resource and they follows the strict rules and regulation of an organization. HRM is reactive but personnel management was proactive in nature. Therefore for any Successful organization, HRM is very essential strategic method than the PM to manage and utilize the manpower in an optimum level (Bratton and Gold, 1999). HRM is one of the parts in an organization task, which describes how much manpower is needed and how should they be engaged with the activities, how they effectively used and managed. Human resource management is mainly integrated with all other company management process.HRM process can be illustrated below: As a Vodafone company manager, I will suggest the Head of the Department to recruit Human resource manager/specialist to manage the valuable human manpower in an effective and efficient way, which wills helps to improve our organization performance and productivity. 1 (b) HR Manager Roles Activities Vodafone HR Manager Role Vodafone main goal is to add the more value to the company compare to their competitors and to improve employee performance. The HR manager role is a function of four variables: motivation, ability, situational contingencies and role perception (McShane, 1995). The responsibilities of HR Manager are to manage the human capital/manpower and assess their performance and rewarding their workers. As a Manager, I suggest some of the roles of HR manager and it can be illustrated in below figure. Strategic Role Administrative Role Operational and employee advocate Administrative Role: This role mainly concentrates on employee data processing and record keeping, maintaining employee database and retrieving process. With the help of modern technology and outsourcing method, Vodafone human resource process has been computerized. This is reduce the cost, workforce and improve the efficiency, time and number of employees. (Robert John, 2008). Operational and employee advocate role: Human Resource manager can also be called as Morale Officer as they mainly concern with crisis management, even though HR main role is to solve the human resource problems. Human resource manger should be assisting with operating manager in order to perform his/her operating role in tactical nature. This role is mainly to identify the business policies and program to be implemented (Robert John, 2008, P10-14). Strategic Role: HR mangers are mainly concentrating on the organization realities and dealing with the future needs which include performance, rewarding and workforce planning strategic. This role can also known as contributing at the table (Robert John, 2008, P10-14), because HR are contributing to the strategic decision that is very much useful for organization success. Some of the characteristic difference between Strategic role and Operating role are given in the below tabular format. HR Activities: The main HR activities is to gain best contribution from the manpower of the company, this can be attained by the way of treating the human resource or manpower. Their activities can be affected by the external environment factor (i.e. PESTEL Political, Economic, Social, Technological, Environmental and Legal) and HR managers should have capability to handle these environmental changes. As I manager, I have consider that the below mentioned activities are the major activities of HR Manager. Recruitment Selection: It is one of the HR managers main activities to analyze and identify the human resource requirement for an organization, this analyze will helps to fulfill the job vacancy by placing the right person at the right time and at the right place. HR Development: One of the activities of HR manager is mainly helps to improve the employee performance, productivity and ability by providing effective training. Performance Management: This will gather the detailed information of the employees behaviour while working with superior/coworkers, his/her performance, punctuality, and contribution to organization goals. This monitoring process will helps the managers in order to motivate or improve the employees by giving effective training and awareness. Rewarding: It is mainly based on the employees performance and they are compensated by announcing their promotion, rising the incentives and pay, etc. Employee relationship: The main objective of these activities is to ensure and maintain the strong and effective relationship among the high level and low level employees. This is very essential in order to update, communicate and develop the organization HR policies, rules, procedures. As a manger, they mentioned roles and activities are very important and should be carried out effectively in order to improve the organization as well as employee productivity to achieve the overall organization goal. 1 (c) HR Models There are different types of HR model available for Human resource management and are listed below: Harvard Framework Matching Model Linear Strategy Model Ten C Model Triarchic Model Competitive advantage Model Narrow Broad Perspective Business Process Model Guest Model The above mentioned Model are basically categorized into two HARD and SOFT Model. As a Vodafone Manager, I preferred two models namely Harvard Framework Model and Guest Model. This can evaluated below: Harvard Framework Model: This model is developed by Beer et al (1984) and this model can also be referred as Soft HRM Model. Te traditional framework of Harvard model mainly consists of six major components and it can be illustrated in below figure: (Michael, 2006, p4-7) Harvard framework model details description is given in below tabular format (Michael, 2006, p4-7) In this Harvard Framework model, HRM policies, rules, practices and procedures are mainly based on the organization vision, mission, objectives, strategic and goals (Srinivas, 2005, P2-6). Human resource policies and practices are affected by business internal and external factors. This mainly rely on employer-employee relationship and it mainly considers the interest of their stakeholders and analyzing how the stakeholders interest is associated with the Vodafones Objectives and this can mainly inclined by two important factors like stakeholders interest and situational factors. Harvard model helps Vodafone HR manager in plan their business strategy and propose two important approaches which are given below: HRM policies are defined by considering the stake holders interest and environmental factors (i.e. good fit between HR Policies and organization environment). Objectives of HRM policies are to achieve 4Cs: Competence, Commitment, Congruence and Cost effectiveness technique. Guests model: Guest Model is developed by David Guest for Human Resource Management, which includes some articles and exercise that can be used by the organization context. This consists of six components and it can be listed below: HRM strategy Set of HRM policies Set of HRM outcomes Organization Behavioural outcomes Performance outcomes Financial outcomes This model has granted close links between business strategies (such as Differentiation, Focus and Cost) and HRM strategy. The main objectives of this HRM practices should be planned to lead to Human Resource Management Outcomes of High manpower commitment, high quality, highly flexible employees. Employees commitment is mainly considered as a very important HRM Outcomes. This model helps to improve the behavioural outcomes such as increased effort, involvement, and cooperation and organization citizenship. According to this HRM Model, Superior performance and behavioural outcomes can be achieved only after the achievement of three major HRM Outcomes Quality, Flexibility and Commitment. Guest Models Suggests that: Only when a coherent strategy, directed towards these four policy goals, fully integrated into business strategy and fully sponsored by line management at all levels is applied, will the high productivity and related outcomes sought by industry be achieved (Guest, 1990, p.3 78). And also he added that, HRM policies are not only concentrating with selection and providing training, it can also anticipated achieving HRM policy goals. This model is mainly concentrating on individual needs than the collective workforce. Some of the HRM practices of this Guest HRM model are selection rewards, job design, involvement and appraisals. Task2 (a) Human resource planning is the main process of reviewing requirement of the human resources in the organization. The need of employees in the organization are the important factors of human resource planning , in which areas we need them ,what are the skills do we need from them, how long and when does the employees are needed. Recruiting right number of people in the right time and at the right place is the very important factor of human resource planning. A framework that helps to develop organizational skills as well as employees personal, knowledge and the abilities are said to be the Human Resource Development. Vodafone Recruitment in Vodafone takes place in two ways external recruitment and internal recruitment. Internal recruitment is nothing but promoting the skilled people to the important posts in the Company or assigning project those are on bench. External recruiting is recruiting people from outside externally by giving advertisements. In this stage initially they will identify the necessity of the people and what are the positions that are to be filled. While giving the adverts along with the job title they describe the position of the job, responsibilities and its role in the company, details of benefits and salary given to them, whether job is on a contract or permanent. The advertisement has to be given in a very attractive way to attract the applicants to apply for the job that should also contain the application receiving final date. Vodafone Company after receiving the applications conducts a written exam for them. Written exam may have reasoning, verbal, aptitude and also technical questions. These are the questions to check the basic skills and knowledge of the applicant. This exam time is around one hour. This is one of the best way to select the skilled people among the numerous numbers of people. After the completion of written exam the candidates will be short listed and called for an interview. In Vodafone Company sometimes there may be two kinds of interviews conducted i.e., personal interview and technical interview. Technical interview will be conducted to know the technical skills of the candidate. This is one of the important round if the candidate applied for a post belongs to technical background. He will be posed the questions which are related to the job and asked if they have any relevent experience. Personal interview is the last stage. Apart from this sometimes telephonic interview is also conducted. This interview is held to know why he is applying for this particular position, why he has chosen particularly this company, what all the things he knows about the Vodafone Company. Also to test whether he suits for that particular position he have applied for and he will be able to fulfil all the responsibilities of that postion. (b) The same recruitment process the Vodafone is still following but with some changes. Now the company is going to recruit the people from university campuses. It is one of the best procedures for them to recruit the freshers and they can shape them into areas they are looking for or required. Earlier in the written test there were no negative marks for the wrong answers because applicant sometimes may just try the luck and selects one of the options to answer the question so it will become difficult to understand the skills of them. So, if there are negative marks for wrong answers then they only try to answer the questions if they know the answers exactly. Now the Vodafone company conducting group discussions as well. This will take around 30minutes. A particular topic is given to the members and they will be asked to discuss about the topic for certain specific time period. To test the candidate leadership qualities group discussions are conducted . Also once they come into into the company they will have to work in a team. So, to examine how good they are performing in a team the group discussions are very important. In todays world the job is not constant and the members around us may change. Candidate has to work and get along with different types of the people and in the different kind of environment. So Group discussions are most important in this way. There are not many changes in the process of recruitment but only a little change gives very good results. (c) Vodafone Company follows some of the selection practices and procedures. In these panel members, Hr managers, Company managers have some responsibilities in the selection and the recruitment process. In selecting a member , the company manager is responsible. He should make sure that all the members are involved in the process of recruitment. He should be up to date with the selection framework and the policies of council. He has to inform to the Hr managers that there is a vacancy to be filled. The legal frame work which means while selecting a member into the company there should not be any discrimination. Discrimination in grounds of caste, religion, gender, disability, or race is unlawful. There is direct discrimination as well as indirect discrimination. Direct discrimination which means when a particular person is favoured less than all the others. Indirect discrimination which means it occurs when the particular group may cause disadvantage to the position. There is a positive discrimination as well such as guarantee jobs only for disabled employees, taking interviews only for the people those who are not short listed etc. (d) Selection is a very important process in any organization because if the process of selection is not good and the proper skilled people are not recruited which will affect the profits of the company. Hiring process of Vodafone is very good because of which it is one of the leading mobile company in the world. The selection procedure has to be in such a way that the member selected should be suitable for the position. They spend lot of money by the company during selection process. So, there must not be any kind of delays while conducting them and they must be organized in a well planned manner. Hr department is the responsible for filling a job in any organization. They will inform to their supervisors and the line managers to fill the position stating the rules and regulations for that particular position. Task3 (a) Reward Management and Performance appraisals are very important for Vodafone employees to improve their performance, which is the key for company performance. It will help them to identify their faults and area for improvement, and to take necessary action to achieve them. As the company performance is depends on the employee performance, it is very important to monitor the employees performance and reward to motivate them to perform better. 360 degree feedback is the method, which provides an opportunity for every employee to receive their performance feedback, which collected from co-workers, supervisors, customers, manager and also from other discipline staffs. It is very famous now a day, as it is one of the accurate assessment method than others. Because the feedback received from one person is less effective than feedback received from many people and areas. Ratings are much more accurate as it taken from various people and it is purely depends on the employee performance. This 360 degree feedback helps the employees to measure themselves and helps to identify their strengths and weaknesses, and also areas for improvement. Normally employee gives feedback by filling the questionnaire model. It is a motivational element and which has been accepted by many organization and its participants. This feedback also helps both the employees as well the organization depending on the feedback received. Rewards are awarded to employees according to their performance rating and it was awarded on regular basis in Vodafone Company. This system also helps Vodafone to express their views in achieving companys success. Employment feedback and customer feedback both are the very important things in any organization. Employee performance can be assessed from co-employees, supervisors, managers, customers feedback that, how the candidate performed during the period of time. These may include his/her achievements, career plan, skills, problems, areas for improvement, etc. Some employees are directly talk and interact with the clients, so the clients feedback are also sometime important to reward the employee. Not only them, all other employees are also important to discuss with their future plans and the strategies. The organization must provide solutions for negative feedback, which raised from employees. This strategy also helps the organization to provide best service for their customers. Well performed employees are rewarded annual appraisal with next level promotion, pay rise or instant prizes, etc., which will encourage the employee as well as motivate others to perform enthusiastically. Also appraisal system enables the employee to see in which area he/she needs to improve in order to step u p his/her career which also simultaneously improve organization performance. Therefore, the organization is also able to identify and provide necessary training for their employees for their career development. (b) Exit procedure will take place when an employee is resigned or layoff his job. Once the employee decides to leave the organization, he/she must provide written resignation letter his/her department manager for approval and also it facilitates department manager to plan for the future workload or new recruitment well in advance. Then it is department managers responsibility to forward that resignation letter to HR department. HR looks every option to avoid resignation as the new recruitment is not cost effective. If no way, then HR confirms and sends a letter to candidate with last employment date according to accepted notice period. During the notice period the candidate must work or handover the remaining task to someone as directed by his/her supervisor. When an employee leaves the organization, he/she must be treated equally. Different exit methods are followed my different companies, but these are mainly to know the reason why he/she wants to leave the company whether is it a personal reason or due to non-satisfaction such as company rules, salary or any other reasons. The main important reason for exit interview is to update or correct the internal management errors within the organization. HR is responsible for arranging exit interview for that employee. HR department is got some responsibilities as well in exit procedure. To gather the information of the employee they will send a questionnaire to employee that includes what is the reason the employee is leaving the organization and get feedback from him/her. Exit interview will be conducted to collect the information from the candidate who may be useful to improve the organization growth by rectifying management problems, if any. While recruiting, majority of the organization has the contract with its employees. The employee needs to sign on bond paper mentioning that he/she will work for that organization for certain duration without taking any other job outside the organization. In this case, the exit procedure may be totally differs, as the employee breaching his conditions he/she may be liable to pay for notice period or compensation if he/she decides to leave the organization during contract tenure. (c) Redundancy takes place when the taskforce is reduced or reorganized due to the changes in business environment such as recession, relocation, downturn workload etc. The selection criteria for redundancy are mainly helpful for an organization, when it needs to dismiss number of employees from the pool of employees. In this case, the criteria of selection had been clearly set and defined in the organization policy, which applicable to every employee of the organization. The representatives of the employees also must have to agree with these criteria. Redundancy must be approved by the employer and HR must inform to their all group of employees with reason for redundancy. Management must look every option to avoid redundancy, as the recruitment is very expensive now days. If any group of the employees were performing the same work then, there will a chance for inter changeability of the work. The selection criteria for redundancy must follow the combinations of individual Performance, Q ualifications, skills, time records and attendance, flexibility, capability, special skills, disciplinary record, length of service, etc and every employee of the organization must be treated equally. Selection of employee must be as fair selection. Some of the criterias might raise some problems like disability grounds, sex, religion, maternity grounds, race, trade unions and other legal issues. Therefore the organization must have the clear policies and making procedures for fair redundancy selection.

I: The Better Part of Justice

Through two separate cases and decisions respecting the affirmative action policy at the University of Michigan, the Supreme Court offered two opposite opinions on the same question—striking down the university’s undergraduate College of Literature, Science and the Arts (LSA) affirmative action policy (Gratz v. Bollinger, 6-3) in 2003 and upholding the University of Michigan Law School’s (UMLS) affirmative action policy (Grutter v. Bollinger, 5-4) at the same time. However, the specific reasoning for each of the two different opinions explains the court’s seemingly contradictory rulings. In the Grutter v. Bollinger decision of this reverse discrimination challenge, the Supreme Court agreed that the State had a compelling interest in an ethnically diverse student body at UMLS which afforded applicants who are ethnic minorities a greater regard in their candidature for acceptance to the law school. UMLS considered candidates holistically and did not award them points solely on the basis of their ethnic minority status. The Court held that the practice is not prohibited by the U.S. Constitution and was in keeping with the narrow tailoring set forth by Regents of the University of California v. Bakke, 438 U.S. 265 (1978) for how affirmative action admission policies might be devised when informed by the Fourteenth Amendment. Moreover, the Court said that the affirmative action policy ought not to be permanent and should be replaced by a color-blind policy after twenty-five years at which time affirmative action in admissions should no longer be necessary. Concerning Gratz v. Bollinger, the Court’s opinion was opposite the Grutter case finding that the affirmative action policy used by LSA was a violation of the Fourteenth Amendment. Unlike UMLS, LSA automatically awarded points to ethnic minority applicants on the basis of their minority ethnicity alone as opposed to the special consideration of each candidate as an individual like UMLS did. Thus, the Court sided with the plaintiffs against Bollinger because of the automatic nature of the preferential treatment of ethnic minority candidates for no other considerations than race. This was viewed as a blatant violation of the U.S. Constitution because the numeric system was not narrowly tailored and failed to meet the standard of strict scrutiny. It is clear from these two cases and Supreme Court decisions that affirmative action as a means to student diversity was not in contention for the Court but rather the administration of any such policy. The how was the real heart of the matter and not whether such a policy was needed at this point in time in American history. As in almost any case, it is the details that ultimately determine the court’s as well as the public’s opinion on an issue before them. II: The Affirmative Action Controversy Ironically, Boatright’s â€Å"No† (p. 179) column against affirmative action on the whole were more compelling arguments in support of why the U.S. government should implement affirmative action in employment and in education than the â€Å"Yes† (p. 178) column favoring the policy. Although Justice O’Connor appealed to research in social science in her composition of the majority decision, like the â€Å"Yes† column arguments seem to do, the logical thinking of the â€Å"No† column appeals to reason and justice. When relevantly compared to the almost four centuries of societal and institutional discrimination and prejudice, the view that affirmative action promotes a victim mindset is an incompetent argument and becomes fallacious. The logical argument is that the very maltreatment itself is the greatest cause of any sense of victim identity as it would be in a criminal case (e.g., rape, assault, mugging, etc.). Contrarily, affirmative action is likely to foster a sense of relief or appreciation like when the criminal that victimized someone is caught. Furthermore, special consideration in getting a foot in the door of a school or job does not ‘taint’ the work or confidence of individuals—as we see from the privileged access white ethnics have enjoyed in the Americas since the 1600s—who understand the difference between access and performance and are often anxious to prove their worth for which the lack of access is a barrier. Once access is granted to those it has been denied, they desire to â€Å"succeed or fail on an equal basis† (p. 179) just as any other privileged class claims to desire. Although racial tensions may arise, it is a stretch of the imagination to argue that affirmative action is somehow worse than racial prejudice and discrimination respecting racial tensions or anything else. One day the pernicious effects of racial discrimination may well be in the past like American slavery is but they are not past yet. Sparing white ethnics from reverse discrimination sometimes is inadequate as a defense for maintaining the status quo in the quixotic hope that institutional prejudice and discrimination against ethnic minorities will someday just fade away. Certainly, the abundant evidence of discrimination is comparable to the special preferences afforded war veterans, Holocaust victims, 9/11 attack victims, their families, and affected businesses as well as displaced victims of Hurricane Katrina. Like the Tsunami victims in 2004 half the world away, the U.S. government recognizes by its own actions that victims of disaster, domestically or internationally, require some type of preferred assistance to overcome the devastating effects of something inflicted upon them. Victims of the long-lasting effects and consequences of the peculiar institution of slavery in the U.S. are just as deserving of special consideration as victims of events or forces that warrant special attention from the FEMA or the Red Cross or any number of other governmental and non-governmental organizations domestically and internationally which are dedicated to providing assistance to affected persons with particular regard to race. For example, these organizations would not locate themselves in England but in Ethiopia or Indonesia or Haiti. Moreover, because the aim of affirmative action is to increase ethnic diversity in colleges and universities and access to employment it does not explicitly quash the special privileges enjoyed by white ethnics with regard to access to higher education or gainful employment. The idea that race-neutral criteria can work, or are even just in this job/school context given the longstanding social history of the condition, to correct the tremendous inequities caused and maintained by institutional discrimination against ethnic minorities is unrealistic at best and underhanded in the least. It essentially is an argument for the status quo because it offers no compelling alternative public policy by which the object of ending racial inequity in schools and the labor market is begun. It would restore the privileges of the ethnic majority unabated while relegating the ethnic minority(ies) of the nation to feed on the scraps from the table of the descendants of their former slave masters. It takes no stretch of the imagination to see how such a non-policy policy would be the very framework of wider racial tensions on par with the widening gap between rich and poor in the United States. References Grutter v. Bollinger, 539 U.S. 306 (2003) and Gratz v. Bollinger, 539 U.S. 244 (2003). Writs of Certiorari to the United States Court Of Appeals for the Sixth Circuit (Nos. 02-241, 02-516). Retrieved April 29, 2007, from http://www.oag.state.ny.us/press/2003/feb/grutter_vs_bollinger.pdf   

Clique Pens Analysis Essay

Currently Clique pens is stuck in a situation where they are competing with other pen brands including BIC, Scripto, Pentel, Pilot, Papermate, and Sharpie. The fight for shelf space is among some of the biggest retailers worldwide such as Wal-Mart, Target, CVS, and Kroger. Because of the immense power retailers hold in this market, companies like Clique need to make sure they are allocating their funds in ways that deem appropriate to stay on the shelves. Pens are a high profit and high-turnover items which for retailers is great, but because retailers haven’t changed the price for almost over a decade, manufacturers are receiving less and less profit from their items. Retailers hold the power over the manufacturers in this market due to the amount of brands available; if one brand wasn’t working for the retailer, they could simply choose another brand. In order to remain profitable Clique’s brand managers have worked with different marketing and ad agencies to d evelop an integrated package of advertising, trade and consumer promotions to maintain the market share. Clique allocated 15% of its total promotional budget to advertising, 30% to consumer promotions, and 55% to trade promotions. Types of advertising Clique used consumer promotions and price off deals through the retailer, in such ways you would see in an ad in a magazine, â€Å"available at target†. Consumer promotions were mostly used as coupons distributed to the customer through newspapers, in-store displays, and cash register receipts. Coupon redemption rates deemed useless for the most part considering rates were about 1.3% lower than most other consumer products. Elise Ferguson (president of the writing implements division of U.S. home) has a very important decision to make; whether or not the company should spend their time and money marketing towards retailers or towards consumers, in order to grow Clique’s profits. One option that the company could choose to go with would be marketing towards the consumers rather than the retailers. Logan Chen, vice president of marketing feels that reducing trade discounts and establishing a consumer oriented MDF (Market Development Funds), coupled with additional consumer-targeted marketing programs is the way to ensure that consumers are receiving the full benefit of Clique’s promotional dollars. However, Ross McMillan, sales vice president disagrees on that course of action whole heartedly. If Clique were to use a majority of their sales and marketing funds towards the consumer the company could  lose considerable shelf space and sales to competitors, due to the reduced marketing controlled funds. Consumers in this market also do not hold much if any brand loyalty, which means they wouldn’t pay much mind to advertising. Another large factor to keep in mind would be the fact that coupon redemption rates are 1.4% lower than other consumer products, which means wasting money that was spent on this type of advertising. Going with this option would be extremely costly for Clique as well as a dangerous move in the already fragile market; one wrong move towards the retailers and Clique could kiss their shelf space goodbye.

Requirements for Starting a Restaurant Business Essay

Requirements for Starting a Restaurant Business Restaurant business is the organized effort of an individual to produce and sell for a profit the goods and services that satisfy society needs (Lundberg and Walker 2). To organize a restaurant business, businessman must have to have four kind of resources; material, human, financial and information. These four resources apply for every kind of business no matter what kind of business it is youre going to start. For example in order to start restaurant business under material category it includes equipment tables, chairs and other decoration supply etc. An individual cant run restaurant business because it is a team effort business, which needs†¦show more content†¦There are 600 new restaurants opening every month and over 200 more needed to keep pace with increasing demand. Virtual Restaurant Consultant Company makes both of these above statement. 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