managing-HR-论文.doc

Electronic Submission Coversheet Please complete and insert this form as the first page of your electronic submission.Submit the assignment with attached coversheet electronically through the Wolf E-submission gatewayPlease make sure you keep a copy of your assignment.Student DetailsSurnameWangGiven nameShanStudent Number1122347EmailS.Wangwlv.ac.ukAssignment DetailsModule nameManaging Human ResourcesModule Code7HR011For the attention ofDr. Paschal AnosikeDue date28th November, 2011Assignment titleManaging Human ResourcesAll forms of plagiarism, cheating and unauthorized collusion are regarded seriously by the University and could result in penalties including failure in the unit and possible exclusion from the University. If you are in doubt, please read the following web page.Students DeclarationBy submitting this assignment I SIGNAL & DECLARE my knowledge and agreement to the following: -Except where I have indicated, the work I am submitting in this assignment is my own work and has not been submitted for assessment in another unit or for any other purpose.This work conforms to the instructions and submission guidelines as contained in the assessment briefing and the module guide respectively. This submission complies with University of Wolverhampton policies regarding plagiarism, cheating and collusion.I acknowledge and agree that the assessor of this assignment may, for the purpose of assessing this assignment:Reproduce this assignment and provide a copy to another academic staff member; and/orCommunicate a copy of this assignment to a plagiarism-checking service. This web-based service will retain a copy of this work for subsequent plagiarism checking, but has a legal agreement with the University that it will not share or reproduce it in any form.I have retained a copy of this assignment for my own records.I will retain a copy of the notification of receipt of this assignment.Managing Human Resources Module title: Managing Human ResourcesModule Code: 7HR011Tutor Name: Dr. Paschal AnosikeStudent Name: Wang ShanStudent Number: 1122347Award Title: MA ManagementContents1. Introduction22.Recruitment and Selection22.1 recruitment32.2 Selection53. Training and skills development74. Performance Management95. Conclusion11Reference121. IntroductionWithin all of resources owned by human beings, human resources is the first precious, naturally became the core of modern management. Human resource management (HRM) is a strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices(Bratton, 2007). This essay analyzes three sides of HRM respectively and explains how to function effectively. 2.Recruitment and SelectionRecruitment and selection are major issues for human resource management. Gold, J (2001) mentioned that Recruitment refers to organization activities that influence the number and types of applicants who apply for the job and the organization chooses the right people to fill the openings through selecting tools. Whether an organization can continue to operate and develop smoothly depends on whether managers can recruit good and qualified people to work for their organization. The aim of employee recruitment is to get the right people at the right time for the right place. 2.1 recruitmentAccording to the Herring, J.J.(1986), there are two basic forms of channels of recruitment: external and internal recruitment. The advantages of internal recruitment are lower cost for some jobs, better assessment of abilities and motivator for good performance. The disadvantages includes inbreeding, political infighting for promotions and possible morale problems of those not promoted. The advantages of external recruitment are cheaper and faster than training professionals, no group of political supporters in organization already and may bring industry insights, while it also has some disadvantages, for example, it may not select someone who will fit the job or organization, or it may cause morale problems for internal candidates not selected and it may has longer adjustment or orientation time.There are different methods of internal and external recruitment. For internal recruitment, there are three ways: computerized career progressions systems, supervisor recommendations and job posting (Grossman, 1989).Computerized career progressions systemsOne method of internal recruiting is the computerized career progression system. The information regarding the job skills of each employee can be stored in an HPIS. When a job becomes vacant, the computer searches its skills file in order to identify employees having the requisite skills for the vacant job. Supervisor recommendationsHiring supervisors can also identify internal candidates if they are asked to nominate one or more people for consideration. Supervisors will typically nominate individuals whose work capabilities are well known to them. Job postingJob posting is the most commonly used approach to internal recruitment, at least at the nonmanagerial level. In the typical job posting system, a job vacancy notice is posted for all employees to see (Grossman, 1989).And also, there are many methods for external recruitment, such as employee referrals, applicant-initiated recruitment, help-wanted advertisements, job fairs, college recruiting and internet recruiting (Bargerstock,Swanson, 1991). Employee referrals When a position becomes vacant, firms often use employee referrals to fill them. That is, HR professionals or line managers ask employees to solicit applications from qualified friends and associates. In some instances, companies will offer an incentive, such as a bonus or prize, for each referral actually hired. Applicant-initiated recruitmentOrganizations often receive unsolicited applications or resumes from individuals interested in working for the company. Many firms now track such unsolicited resumes on their HRIS. Help-wanted advertisementsProbably the best-known way to notify potential applicants of job openings is help-wanted advertisements. The appropriate media for placing an ad depends primarily on the geographic recruitment area. Job fairsA group of firms sponsors a meeting or exhibition at which each has a booth to publicize jobs available. Some experts claim that recruiting costs have been cut 80 percent using these methods. They may be scheduled on holidays to reach college students who are home at that time or to give people who are already employed a chance to look around. College recruitingThe college recruiting process is similar in some ways to other recruiting. However, in college recruiting, the organization sends an employee, usually called a recruiter, to a campus to interview candidates and describe the organization to them. Coinciding with the visit, brochures and other literature about the organization are often distributed. The organization may also run ads to attract students or may conduct seminars at which company executives talk about various facets of the organization. Internet RecruitingInternet recruiting is becoming more and more popular nowadays because companies and applicants find the approach cheaper and faster, and potentially more effective. A variety of web sites are available where applicant can submit their resumes and potential employers can check for qualified applicants. In the future, software-tracking systems can compare the job requirements with the skills and experiences of applicants (Bargerstock,Swanson, 1991).2.2 SelectionSelection is the process by which an organization chooses from a list of applicants the person or persons who best fill the vacancy(Spring, 1990). The selection decision is usually perceived as a series of steps through which applicants pass. At each step, more applicants are screened out by the organization, or more applicants accept other job offers and drop from the list of applicants. It is important to note that few organization use all steps, for they can be time-consuming and expensive. Most organizations use an application blank and interviewThe process of selection includes Preliminary Screening, Employment Tests, employment interviews, personality tests, Reference Checks and Physical Examinations. How an enterprise select people through recruitment? (including why and when)Selecting recruiting officerA qualified recruiting officer need good personal character and accomplishments, relevant expertise, rich experience and good ability to self-awareness, skilled ability of using various interviewing techniques and understanding of organizational conditions and job requirements.Training recruiting officerFristly, during the interview, officer should avoid those problems which directly describe interviewees abilities, characteristics, personality of the subject, even if asked such questions, it should continue to ask some behavioral questions for the interviewee to cite some specific examples to prove their answer. And at the same time, officer also should avoid asking multiple-choice questions. These problems make the interviewee feel the correct answer must exist in several options, and then they will make guesses based on the interviewers intent. These issues should therefore be changed to open problems and behavioral problems.Secondly, during the interview, in addition to good and effective use of a variety of issues, interviewee must be a good listener. So in order to achieve positive and effective listening, they need to talk less, listen more, good at extracting, good at summary, remove all obstacles and have no personal bias.Primary selection of candidates materialsFirstly, notifying qualified candidates: 1.Using tactful tone as possible, notifying candidates in an acceptable way. 2, Avoiding telephone notification. 3, the two sides are equal, do not think job-seekers is inferior. 4, it is better to give job-seekers a short job guidance.Secondly, notifying unqualified candidates: 1, Try not fixed the candidates time which meet with the recruitment of examiners in one day. 2, As for job seekers who are still working, both sides should try to choose the meet time on weekends or after work. 3,Estimate each employees interview time, asked the interviewees reach the interview location in turn according to time requirements. InterviewBefore the interview, review the candidates application and resume, and note any areas that are vague or that may indicate strengths or weaknesses. The interview should take place in a private room where telephone calls are not accepted and interruptions can be minimized. In the interview, start by putting the person at ease. Greet the candidate and start the interview by asking a noncontroversial questionperhaps about the weather or the traffic conditions that day. As for asking questions,try to follow a structured interview guide or the questions written out ahead of time. And also, try to emphasize structured job-oriented questions, avoid questions that can be answered “yes” or “no” do ask open-ended questions; listen to the candidate to encourage him or her to express thoughts fully. After the interview, leave time to answer any questions the candidate may have and, if appropriate, to advocate your firm to the candidate. Try to end all interviews on a positive note. The applicant should be told whether there is an interest and, if so, what the next step will be ( Laabs, 1991).3. Training and skills developmentTraining is a process of teaching new employees or existing employees basic skills which is necessary to complete their own work (Dessler, 1999). The aim of the training is to supply the necessary skills to the employees. Whilst skills development is a kind of long-term training, whose aim is training current or future manager for the development of organization. So why is training so important? As Anthony (1990) said, There are new rules of economic competition game. Nowadays, it is not enough that someone is competent for the job, companies need speed and flexibility to survive and develop, they need to satisfy customers in quality, variety, convenience, time-saving needs. And to adapt these new rules, they need an employee team which not only accept the training, but also has ability to analyze and solve problems related to work. The other reasons of the importance of training are, firstly, it can teach employees other wider range of skills, which includes the ability of solving problems, communication, team work. Secondly, it can strengthen employees dedication. As long as supplied self-promoted opportunities constantly, employees can build up dedication to their enterprises.How is training work? Generally speaking, the process of training consists of four steps: evaluation, building up training aim, training and evaluation (Silverman, 1990). The aim of first evaluation is ensure the need of training; after ensuring exclude some requirements when finish training, a training aim should be set up. At the third step, people need to choose training skills and then start training. At last, a final evaluation should be put into practice. In this final stage, the working performance of employees should be compared between before-training and after- training. There are many training methods, here i just focus on one method to explain: On the Job Training, OJT. OJT means making a person learn how to do this work by actual dong a certain work (Wexley, Latham, 1981). Actually, from the mailroom clerk to CEO, they are trained at the beginning of their work. At many enterprises, OJT is the only training which employees can get. It usually presents that arranging new employee to learn how to work from experienced old employees or executives, those old experienced employees or executives always organize the training (Wexley, latham,1981). There are different types of OJT the most popular way is by coach or internship, i.e. A training method that employees are trained by old experienced employee or executives in their operating post. In lower level, this training may just let employees grasp mechanical skills by observing working of executives. But this skills can also be widely used in senior management training. OJT has an advantage: it costs less money. Because trainee can learn whist working, there is no need to set up extra facilities which always costs more money. At the same time, this method can also promote learning. Because trainee can get feedback quickly.However, when designing OJT training plan, people need to remember that the trainer must accept strict training and grasp necessary training materials (however, the fact always is, manager says to an experienced worker: you are going to train John). The trainer should get comprehensive training by professional people (Sullivan, Miklas, 2001).4. Performance ManagementWhat is the performance management? Gold(2007) notes that performance management refers to the set of interconnected practices which are designed to ensure that a persons overall capabilities and potential are appraised, so that relevant goals can be set for work and development and, through assessment, data on work behaviour and performance can be collected and reviewed. In other words, performance management is an ongoing communication process, which completed by the the agreement between employees and their immediate supervisor, and reached on clear objectives and understanding of future work in the agreement , and may integrated the organization, managers and employees, which may benefited, into the performance management system.If ask a person what is performance management in the enterprise, the majority would say it is the end of the examination. In fact, as mentioned in the above, the aim of performance management is not designed only for the individual performance evaluation, but for effectively promote the individuals behavior, and guide the staff in the enterprises to start from the individual to the individual departments or business unit, step up together to the overall strategic goal. Therefore, when designing performance management system, managers must put the companys strategic objectives and performance management systems together tightly. Otherwise, the behavior of individuals and corporate strategy will be deviated and have negative impact to the completion of the strategic objectives.Why performance management is needed? Performance management is the thing that managers and organizations need huge input, at least the time and effort input, while many managers prefer to invest time and energy elsewhere (Armstrong and Baron, 2004). The key to promoting performance management is that the both executives and employees can get the benefits from it. Here list some confusion from managers: 1.lack of daily time. 2. Care about anything to ensure everything going well. 3. Employees lack of enthusiasm, because they do not understand why they have to complete these tasks. 4.Buck-passing. 5. poor quality of working. 6. Employees repeat the same mistakes.So whats the common problem above? The answer is lack of common understanding and coordination, so that resulting in more work. Through the implementation of performance management, staff will know what managers want them to do, what extent should be, and when to tell them. So that managers can save time in order to complete their work.What is staffs distress? 1. Do not know their work well or not 2. Do not know what right