Human Resources Unit 2
Level 5 Diploma in Human Resources Unit 2: Human resource management
Contents
Page 4 Introduction
Page 5 New approach of human resource management
Page 6 Procedures and practices used for recruiting and selecting suitable employees
Table 2.1. Human resource planning
Page 7 Monitoring and rewarding the employee
Page 8 Rights and procedures on exit from an organization
Page 9 Conclusion
Page 10 Role of Human Resource Management
Page 11 Recruitment process in two organizations.
Page 12 Factors determining pay
Page 13 Benefits and Limitations of Reward system
Page 14 Exit procedures for two organizations
Page 15 Selection criteria for redundancy
Page 16 References
Introduction
This report aims to look into human resource management. In the first part of this report I will aim to look into the differences between the traditional view of personnel management and the new approach of human resource management.
Part two of this report will examine procedures and practices used for recruiting suitable employees and how a human resource plan can help the organisation stop labour surplus or shortage.
Part three looks in to the effectiveness of principles and procedures for monitoring and rewarding the employee, factors that determine pay and the benefits and limitations of a reward system. It will also look into two different theories and how they link into the reward system.
Finally the fourth part of this report will look into the Rights and procedures on exit from an organization, the selection criteria for redundancy and the exit procedures.
1. New approach of human resource management
The traditional view of personnel management was mainly concerned with the employees, attempting to understand and manage human behavior. It is not focused on the success of the business and as the working world changed it evolved into human resource management. This
Contents
Page 4 Introduction
Page 5 New approach of human resource management
Page 6 Procedures and practices used for recruiting and selecting suitable employees
Table 2.1. Human resource planning
Page 7 Monitoring and rewarding the employee
Page 8 Rights and procedures on exit from an organization
Page 9 Conclusion
Page 10 Role of Human Resource Management
Page 11 Recruitment process in two organizations.
Page 12 Factors determining pay
Page 13 Benefits and Limitations of Reward system
Page 14 Exit procedures for two organizations
Page 15 Selection criteria for redundancy
Page 16 References
Introduction
This report aims to look into human resource management. In the first part of this report I will aim to look into the differences between the traditional view of personnel management and the new approach of human resource management.
Part two of this report will examine procedures and practices used for recruiting suitable employees and how a human resource plan can help the organisation stop labour surplus or shortage.
Part three looks in to the effectiveness of principles and procedures for monitoring and rewarding the employee, factors that determine pay and the benefits and limitations of a reward system. It will also look into two different theories and how they link into the reward system.
Finally the fourth part of this report will look into the Rights and procedures on exit from an organization, the selection criteria for redundancy and the exit procedures.
1. New approach of human resource management
The traditional view of personnel management was mainly concerned with the employees, attempting to understand and manage human behavior. It is not focused on the success of the business and as the working world changed it evolved into human resource management. This
References: 1. ACAS (2009), viewed August 30 2013, Selecting the best candidate, http://www.acas.org.uk/index.aspx?articleid=751 2. http://www.whatishumanresource.com (publish date unknown),viewed September 1 2013, Job Evaluation, http://www.whatishumanresource.com/job-evaluation 3. ACAS (2009), viewed August 31 2013, Factors Involved in Determining Salary http://www.asha.org/Careers/job/Factors-Involved-in-Determining-Salary/ 4. MindTools.com. (2011), viewed September 1 2013, Maslow’s Hierarchy of Needs http://www.mindtools.com/pages/article/newLDR_92.htm 5. MindTools.com. (2011), viewed September 1 2013, Herzberg 's Motivators and Hygiene Factors. http://www.mindtools.com/pages/article/newTMM_74.htm 6. Local Administration in England, (2008) Viewed September 1 2013. Guidance notes on redundancy selection criteria http://www.lgo.org.uk/working-for-us/hr-policies/redundancy/redundancy-selection-criteria/ 7. Society for Industrial and Organizational Psychology (2013) Viewed August 31 2013. Work in the 21st Century: The Changing Role of Human Resources http://www.siop.org/tip/backissues/tipjan98/may.aspx 8. Hearst Communications (2013) Viewed September 2 2013 Responsibilities of the Line Managers in HR. http://smallbusiness.chron.com/responsibilities-line-managers-hr-35205.html