Human Resource Management Policies and Practices That Can Support Business Strategies and Contribute to Improved Performance of the Organization

gay RESOURCE MANAGEMENT POLICIES AND PRACTICES THAT CAN SUPPORT BUSINESS STRATEGIES AND CONTRIBUTE TO better PERFORMANCE OF THE ORGANIZATION PREPARED BY ROLAND GBENGA STUDENT NUMBER 0075DSDS1011 skipper OF BUSINESS ADMINITRATION CARDIFF METROPOLITAN UNIVERSITY MARKETING MANAGEMENT DR. GEORGE KOSHY 6TH DECEMBER, 2011 Table of content Table of face to its4 1. 0. INTRODUCTION4 2. 0. LITERATURE REVIEW6 2. 1. recruitment and Selection (Toyota)6 2. 2.Training and Professional Development (Singapore transportlines)15 2. 3. transaction solicitude (Quantum)18 2. 4. Employee Benefits and Compensation ExxonMobil19 2. 4. 1. Salary & vitamin A Compensation20 2. 4. 2. supernumerary Benefits21 3. 0. RECOMMENDATION AND CONCLUSION21 Bibliography23 Table of reckons embodiment 1 recruitment and Selection subprogram7 count on 2 Job Analysis prototype9 Figure 3 Toyota Sales matter 201012 Figure 4 Toyota recruitment Process for Graduate13 Figure 5 Toyota Recruitment Process for Graduate1 4Figure 6 Singapore Airline Organizational Hierarchy16 Figure 7 work Management Model18 Figure 8 Performance Management Process19 Figure 9 Benefits and Compensation Model20 1. 0. INTRODUCTION Gilmore & Williams (2009) said mountain be the nearly valuable asset, it is a cliche resounds all everyplace and once more in the heart of the benignant imaginativeness department of an placement. The height of termination in recent geezerhood does not leave room for fair executive standard of practices (Agawarwala, 2003) .Different companies inculcates different range of compassionate electionfulnessfulness practices and policies because whatever of them employ certain interwoven practices which has become t replacement attri only whenes and ar known to be the root of their achievement by the office the attach to manage commonwealth (Pfeffer, 1996) . The religious policies imbibed by feargons provides them with the techniques to manage human pick error or risk by k eeping up to date with trending things pass bying in employment standards and required legislation. line Management Study GuideThis query solve seeks to experiment different companies who study achieved achievement by means of certain characterized human imaging practices, a broad overview and a comprehensive analysis into the functions performed by the selected companies as regards confirming a militant advantage through difficult human resource activities. There is difficulty in identifying a fraternity who does all the human resource practices correctly (Pfeffer, 1996) , however in that respect be some companies who have been sustained over the years and ar still able to maintain their piece of workforce and as easy as keep them happy and motivated.Organization advantage and surgical operation be popularly measured assessed by the out olfactory property of the financial statement the anatomical structure behind the system argon neglected mean speckle it is th e one of the most important aspect of an geological formation and its harnesses to optimum instruction execution. We neglect the contributions of humankind imaginativenesss and the diverse practices disgorge into play in the judicatures success. It is as simple as to enounce that consumers as happy because there are happy employees who take get by of their needs for the party.Why are some employees happy with and are ready to oblige with the placement while there are some who wishes for a degenerate change. The answer to the question above is far fetched but can be streamlined some organization knows how to take good care of their lags by creating an enabling and conducive surroundings them thereby admiting their identity, know-how loyalty while they go on to grow and prove their selves with time. This paper seeks to explore different organization and heir Human Resource practices and how it has helped them to in the establishment of a motivated and extremely sat isfied workforce which has been a contributor to their performance and their sustainability. It is believed that some clubs strategies and or practices are their strength because the ability to attract, manage and retain vast knowledge and experiences are in their best practices. * Performance Management * fight Security * High wages * Incentive Pay * Employee willpower * Information Sharing * Participation and Empowerment * Selectivity in Recruiting * Participation Employment Information Sharing * Wage Compression 2. 0. LITERATURE REVIEW 3. 1. Recruitment and Selection (Toyota) (recruitment. toyotauk. com, 2011) Hiring the best people is paramount to the success of any organization more so is the ability to retain a high lumber workforce if there is a vacant position in an organization there should not be panic because it provides the organization with the hazard to determine the position, set the description and determine the qualifications. (hr. uoregon. edu, 2010) Rec ruitment is the preceding step in the endurance method in an organization.Read in addition Analyze the ways in Which British Imperial PoliciesIt is seen as an body process directed to derive suitable workforces whose qualifications and skills match roles of the pertinent posts in the Organization. While it is defined as well as the process of identifying that the organization needs to employ someone up to the point at which application forms for the past have arrived at the organization (business outletstudies. co. uk, 2010) . The success of a business is subjected to the skills and competencies of its workforce (Gilmore & Williams, 2009) , it does not mark once it commences, and it gives the rganization the opportunity to pick from a pool of qualified candidates. Among the drive of recruit to an organization, it ensures a decrease in an organization and individual strong point it crimson aligns the alternative rate by limiting the number of apparently over qualifi ed otherwise under qualified applicants. (Bliss, 2012) Figure 1 Recruitment and Selection Process (lyonsshers. com, 2012) Man Power Planning The provision of staff of an organization need that the present and future situation of the organization be assessed and compared to the present and the future foreshadowed resources.Proper steps would then be put in place so as to bring the demand and lend in equality. Hence the first step is doing a review of the hale real workforce and their profile which include the total number, gender, age, sex, experience, flexibility, forecast capabilities and characters of the existing staff of the organization and visualises are make ahead for like a period of like 3, 5, 10 years as the case whitethorn be taken into consideration radiation pattern staff turnover, retirements and planned staff movements along with club plans for the same time frame. accel-team. com, 2012 ) The Human Resource director is faced with the obligation to scrut inize and modify other mangers crude predictions in accordance with the organizational need and forecast along with the organizations future demands as regards workforce.Below are the scenarios the Human Resource omnibus must take into consideration, forecast of sale and proceeds the effects of technological change on proletariat needs, variations in the efficiency, productivity, flexibility of labor as a result of genteelness, work study, organizational change, new motivations changes in employment practices ( for instance Toyota outsourced the recruitment and selection to Kentucky Department of Employment in 2007) differences, which respond to new legislation, for instance the breakroll taxes, safety requirements and new health the changes in Government policies (investment incentives, regional or trade grants, etc. ) Job Analysis Job analysis is relate with the formal process of determining the characteristics and what a cheat entails and the specific qualities or attribut es required to perform the hypothesise. (Gilmore & Williams, 2009) Job analysis is the primary legal instrument in human resource management (www. managementstudyguide. com, 2012) it is also defined as the affair required to obtain information regarding the responsibilities, duties, results, essential skills, and the working environment of that particular employment.The human resource manager requires a lot of selective information to gather up business line description which is the eventual result of job analysis. (Dessler, 2012) Figure 2 Job Analysis Model (www. managementstudyguide. com, 2012) Job exposition Job description is based on information gathered from job analysis it is a list that can be used for universal tasks, or functions, and responsibilities of a position. Sometimes it includes to whom the position communicates, specifications such as the qualifications or skills infallible by the person in the job, or a honorarium range it helps employees unders tand their responsibilities Job Specification It is also known as employee specification (www. managementstudyguide. com, 2012) .It is further explained to be a clearly stated direct of experience, educational qualifications, specific qualities, techniques, communication skills, physical and emotional state needed to perform the job, another responsibility involved in executing the job and other uncommon demands. They comprise of general health, intelligence aptitude, memory, leadership skills adaptability skills kind health, manner, creativity ethics and values and many more as the case may be. Other processes are as follows Sources of Selection Advertising unforesightful listing Interview Health Examination Induction (Murthy, 2010) all(prenominal) phoner has their well-defined employment and recruitment policies and hiring procedures among which gives them a competitive edge while searching for quality skills.Toyota repulse Company is renowned for their recruitment proces s, and primarily its management philosophy. Being the largest car manufacturer (www. theweek. co. uk, 2011) the caller sold 8. 42 million vehicles in 2010 has a total employee of 300,734 all over the humanness. The success the Toyota Motor Corporation can also be attributed to their recruitment and selection programme which is designed to fetch the best people. The Toyota recruitment and selection procedure helps to illustrate how the process itself can interpret into better performance for the expert-length organization. Toyota Motor Corporation is searching for foremost inter personalized skills, repayable to the companys importance on the interaction of the team.In addition the companys whole process is to advance job processes through employee dedication to quality, and ratiocination and fuss solving skills are also vital manpower requirements. (Piatkowski, 2004) furthermore since quality is the Toyota Companys central value and so it is also seeking a history of qu ality commitment to the people it employs. The Toyota production system is based on consensus flexible career path conclusion making and Job rotation. (recruitment. toyotauk. com, 2011) Figure 3 Toyota Sales Result 2010 (www2. toyota. co. jp, 2011) Figure 4 Toyota Recruitment Process for Graduate (recruitment. toyotauk. com, 2011) Figure 5 Toyota Recruitment Process for Graduate Table 1 Toyota Selection Process Phases object glass Conducted Phase IApplication/Orientation The phase includes filling of application forms and a 1 hour video showing the selection system process and Toyota work environment To familiarized potential employees about the company while solicitation information about work experience and skills Kentucky Department of Employment service Phase IITechnical Skills judicial decision Paper and Pencil Test General knowledge assessment (2hrs)Tool and Die general assessment (6hrs) To test general companionship and potentials Kentucky Department of Employment Services Phase IIIInterpersonal Skills Assessment Individual problem solving ability test (4hrs)Production assembly simulation (5hrs) Assess conclusiveness making and interpersonal skills HR Toyota Motor Manufacturing Phase IV Toyota Assessment A general Interview and evaluation (1hr) Discussion of achievements and accomplishments HR Toyota Motor Manufacturing Phase VHealth Assessment Physical test and drug or alcohol test (2. 5hrs) To ascertain the physical condition Scot County and General Hospital & HR Toyota Motor Manufacturing Phase VIOn-the-Job observation Guidance and coaching on the job after being employed Assessment of Job performance and victimization skills HR Toyota Motor Manufacturing 3. 2. Training and Professional Development (Singapore Airlines) Organizations see training and generatement and as a vital human resources activity as they consider it as a motivator for employees to do their job better and consequently contributes to their career development.Improvement of an employees capabilities plus their professional development as well as the organizations is part of the purposes of training and development Types of training Aviation remains a large and growing industry. It facilitates economic growth, world trade, international investment and tourism and is therefore central to the ball-shapedization pickings place in many other industries (syl. com, 2006). In the past decades Air travel has grown by 7% per year, travel for both business and leisure purposes grew strongly worldwide the large aircraft such as the Boeing 747 (Boeing , 2012 ) made it convenient and affordable for people to travel further to new and strange destinations.The airway industry in Asia Pacific Region is highly competitive and price wars are a common occurrence. (Chan, 2000) There is constant engagement for territory and expansion which has led to the merger of Air Asia and Malaysian Airline, a merger which was fronted based on being a major imposter in the industry along with Qatar Airline, Emirate Airline and more who have concentrated on lowering their equals and improving service to customers thereby constitute as a strong competitor. However Singapore Airline has go to the challenges and are therefore one of the biggest players in the air passage industries by vent extra miles in their strategies and they are basically the trend setter of the airline industry.SIA has employed many innovative strategies since it began. These strategies have been supported and strengthen over the years, and have led to the success, the company enjoys today. To be successful in the airline industry you have to employ superior efficiency, quality, innovation and customer responsiveness. Figure 6 Singapore Airline Organizational Hierarchy (singaporeair. com, 2012 ) Human Resource Management in Singapore Airline inculcated a system that helps their worker achieve the best they can be, the culture of the company ensures that their employees have full opportunity of extensive learning and development which enhances their personal and professional development.Joining the company gives the employees to be open to experience a full experience ranging the normal orientation programs, visiting of the company sites and attachments so they can exposure to the company and the industry as well, further also the company would embark on leadership and general management programs on the average each employee receives eleven days of training each year. Some employees may be depute to a mentor in their first year who might be their line manager who plays the role in imitating training relating to job skills, a system in place to help the employees adapt to the working lifespan and adjust to the Companys culture.The company is committed to helping its employees develop into true airline professionals. The company thrive in the business due to the diverse nature of the business require a different area for deve lopment. SIA involves its employees in job rotation schemes which ensure that employees perform their duties in their knit stitch of specialization or across functional areas. It is so planned that end-to-end the career stages and advancement employees will have to interact with his/her colleagues as well as senior management staffs across the whole organization and globally, through involvement in the committees and task forces. Even opportunities for overseas duties are getable to Employees of Singapore Airline.Employees after working for a period of experience years can apply to join the companys Overseas Manager Scheme. This is a good career development as they have the opportunity to become one of the Airlines General Managers oversees. Such manager would be in charge of the companys overseas business interest which ranges from gross sales and marketing, Human Resource, finance, management and government relations. As a graduate main course at Singapore Airline would start from the junior management aim but can rise to the senior management positions such as vice-presidents and above with experiences, training, exposures, and stellar performance as they case may be. (singaporeair. com, 2012 ) 3. 3. Performance Management (Quantum)Figure 7 Performance Management Model (hr. cornell. edu, 2012 ) Performance Management, consort to Dessler, (2012) is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with organizational goals some schools of thought still refers to performance management as performance appraisal while some say it is just a branch of performance management that deals with reward for performance (Dessler, 2012). Quantum Corporation manufactures and renders go of recovery, and archive solutions for customers ranging from small businesses to multinational enterprises (investing. businessweek. om, 2012) it came into computing business as a supplier of graveware to manufacturers and end users in 1980. The activities below are the steady practices of Quantum Corporation that seemly infer they are practicing performance management. * Maintaining a result Focus * Decision Making with the best interest of the Company in mind * Working together Collaboratively * Finding problem Troubleshooting and fixing them * panorama high standards * Being open, honest and direct * Staying flexible and adaptable * pickings initiative for ones own development * Resolving issues in an objective manner Figure 8 Performance Management Process (Office of Personnel Management, 1999) 3. 4.Employee Benefits and Compensation ExxonMobil ExxonMobil a multinational oil and gas good deal was formed from the 1999 merger Exxon and Mobil, the connection was rated as one of the largest publicly traded company by market capitalization. In 2011 the company recorded a receipts of 354,674,000 and a sale of 30,460,000 (money. cnn. com, 2011) and recently Exxo nMobil was rated by Forbes as the number 1 largest company among 200 (DeCarlo, 2012) . The amount of employee in the company is 102,700 (CNN, 2010) happened to be the uphold after Wal-Mart. The Human Resource Department of ExxonMobil places high emphasis on the benefit and compensation of its employees.It stresses the fact that that to stay at the top the corporation has to attract retain and develop the best man power that would bear on their business needs, hence the strategy the company is to stay aloof in their HRM activities is the attractive and competitive compensation and benefits. Figure 9 Benefits and Compensation Model (trueinfos. com, 2012 ) ExxonMobil is aware of the effect of reward is, in terms of remuneration and benefits which they are given over to employees for their intelligence, passion and ingenuity in performing their duties to the company. The company feels there should be satisfying balance in what the employees seeks in their career and personal p ursuits while outside work hence the company provided necessary resources that would make for their various needs. At ExxonMobil there is this believe that employees should be properly rewarded because of their hard work. 3. 5. 1. Salary CompensationA very competitive salary (including thirteenth 14th month) regular salary for staffs are compensable with concrete research into salaries paid by other competing companies in their various positions all over and a benchmark is set. Further in that extra months pay to workers. A Pension Savings Plan The Company contributes to the pension saving plan of each employee which would be added to the government pension payout. Commuting Allowance Every mileage used from home to work every day are reimbursed by the company. Even on business trips, travel cost are burn by the company no matter the time duration. 3. 5. 2. additional Benefits ExxonMobil adds some tokens as benefits on top of the interest and their competitive salaries paid to their employees.They range from savings plan, pension plan, medical plan, alveolar consonant and vision plans, deterrent plan, life amends plan and other programmes such as vacation, global fit discount program, product discount, flexible work arrangements and leaves of absence medical examination Coverage (for you and your dependents) this is an insurance plan in place for medical cost not provided for the employees basic policy (BE) or medical cost contribution. fortuity Disability Insurance Insurance plan in place for employee accident both during worry and outside work area, industrial accident insurance police Product discounts Rebates of 10% (excluding taxes) given off to employees for using Esso taunt, rebates on heating oil, and many more Savings Plan- ExxonMobil employees are provided with a saving scheme where they contribute a certain percentage of their pay and receive the return even with interest.Disability Plan- the programme is in place for employees wh o are absent from work for both short-term and long-term due to illness or injuries that happened on or off the job. Dental and Vision Plans dental services and vision service are done for both noise and corrective ones. The cost of incurred would be shared between the company and staff. Employees are eligible for this programme once you start working with ExxonMobil. Pre- Tax outlay Plan All the staff of the company that participated in the dental and a vision plans are all involved in pre-tax spending plan. Holidays ExxonMobil pays for 8 designated holidays and each employee is eligible to go for 2 paid ones. Scheduling of holidaying varies for company paid for some locations.Global Fit Discount Program the scheme paves way for the company employees and retiree and their families to join top rated health club at a discount rate. 3. 0. RECOMMENDATION AND CONCLUSION A careful look at the companies best practices and policies in human resource management as discussed in the pr evious section, it is observed that there are many practices and policies a company can decide to use to strengthen the organization with its success only if depends on their contribution to organizational performance. It has assumed that one of these practices is the furbish up contributor to organization performance however all the functions of human resource cannot be neglected considering their roles collectively as none of the practices can even function without the other.The competitiveness and success of an organization can not only be determined by human resource activities, the fact cannot be ignored that without human effort an organization can function but so far the companies have been singled out as successful through their revenue, sales, market share and market growth. ExxonMobil is an oil and gas company and they happen to be the number largest company dues because of their revenue. My 3 years experience has given an idea in which human resource practice that has p roven to be successful it is evident in success of Quantum corporation even ExxonMobil. I have had a good performance because at every closing hour of the day there is always a review and report writing where the Executive director would sit and redress every variances and also set a target for the next day.Furthermore all the practices of human resource management are applicable it only depends on the human resource executive to choose know which one is best suited for the company and its employees. Bibliography accel-team. com, 2012 . ACCEL. Online on hand(predicate) at http//www. accel-team. com/human_resources/hrm_01. hypertext mark-up language Accessed 11 luxurious 2012 . Agawarwala, T. , 2003. Innovative Human Resource and Organization Commitment an Empirical Investigation. 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