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Managign Human Resources

Contents

1.1 The need for HR Planning and it’s process

1.2 Recruitment processes and use of media

1.3 Interviews and alternative selection methods

1.4 Selection procedures and best practice

2.1 Job evaluation process

2.2 Advantages and disadvantages of reward systems

2.3 Motivational theory and reward

2.4 Approaches to monitoring employee performance

Abstract
This report has looks to draw out some of the key concepts and practices of human resource management. In introduces ideas surrounding HR planning, recruitment and reward management. In highlighting certain ideas and examples of good HRM, it subtly suggests ideas for improvement within any organisation.

1.1
Human resource planning involves pre-empting an organisations future skills and labour requirements, in line with future business strategy (Price, A, Human Resource Management in a Business Context) HR planning is needed for various reasons. It is needed to help organisations assess future recruitment needs, to anticipate and possibly avoid redundancies. Without HR planning, organisations would find it difficult to formulate training programmes and to develop promotion and career development policies. HR Planning also places great emphasis on succession planning. Various types of information are required when carrying out a HR plan. This includes time series data of past staff numbers, work productivity figures, work study information such as the number of staff needed to carry out certain tasks and   current and forecasted labour turnover rates.
The main stages involved in the HR planning process must be considered in generic terms. Firstly, a company will have to set a strategic direction it terms of outcomes it wants to achieve. Secondly, a HRM system would have to be put in place to increase the chances of success. Thirdly, total workforce planning would have to take place. This would mean deciding on the number and types of skill level of personnel the organisation...