Human Resources Assignment (texte en anglais)

Task One:

Personnel Management Human Resources Management

Reactive: Personnel Management is reactive in such a way that thinks, and reacts in response to a situation or the actions of others at that moment (short time). For example if some worker is being regularly late, the P.M will react and give him a warning. Proactive: Human Resources Management is proactive as a result of thinking, planning and acting in anticipation of future problems, needs, or changes. (Long term). For example what kind of people the company will recruit, what kind of workers they need, etc.

Relationship Oriented: P.M try to create a good relationship between the employees. They are focused on support, motivate and develop the people on their teams and their relationships, what will encourage good teamwork and collaboration, through stimulating positive relationships and good communication. Goal Oriented: HRM has goals and visions and is constantly working hard to achieve them. They are focused on seeing if the employees are working to achieve the organisation’s goals. HRM don’t tend to think much about their team's wellbeing.

Communication is Limited: P.M receives orders from HRM. Since they don’t take such decisions as HRM does (They only implement what HRM decides.), they don’t need to communicate with the other departments as much as HRM does. Informed decision: HRM department can’t work alone they have to work with upper and lower levels, different areas of the organization so they can decide what type of conditions they need. Example what type of fringe benefits they will give to the different areas, what kind of salaries, what kind of breaks they need, etc.

 Satisfaction =  Performance: Trying to increase the motivation on work result in an increase of performance because when the workers are motivated they work much better so it will increase the performance Performance =  Satisfaction: Giving the training, the tools (increasing performance) will result in an increase of satisfaction because when the workers know how to do their jobs, they will have more satisfaction in doing it.

Task Two:

Human Resources Management is an important advantage to any business. It provides proficiency in managing change and facilitating training and development, recruitment, selection and employee relations, among other things. They are part of an organisation and therefore they have a role to play.

In this task I will focus on four functions of HRM: Organisational Design, Performance Management, Health & Safety and HR Services.

Organisational Design is one of the roles of HRM which groups, divides and structures the organisation. The HR create a structure (tall- many levels; flat- few levels), design the different departments, establish the responsibilities of the different areas of the organisations, see how allocate people in the different areas. The different structures influence how the business runs, for example, in a flat structure the organisation will have a few people on the control and it promotes employee involvement through a decision-making process. A well-designed organisation ensures that the way of the organisation matches its purpose or strategy, meets the challenges set by business and significantly increases the chance that the collective work of people will be successful. Therefore HRM influences the different areas of the organisation in a way that they decide how the organisation will be divided, how they will work, what type of structure it will be and they also influence the communication between the different areas and the flexibility of the organisation (for example, giving more responsibilities to the workers or employing people on flexible, fixed-term contracts.)

Performance management is another role of HRM. In this role HR sets the objectives for the employees of the different areas to reach and for the organisation to measure future performance. HRM also creates a structure to monitor the workers’ performance, to see if they are performing with the agreed requirements. They create, as well, policies and procedures regarding the workers’ behaviour, they decide what type of behaviour is accepted and the consequences for the unacceptable behaviour. On the other hand, if an employee thinks that he is not being treated like the others (e.g.: if he is receiving less salary), the organisation needs also to have procedures to manage the grievances or complaints. Other step of this role is evaluating which employees need to improve and develop the skills for later on to give them training in such a way to increase the performance. In this way, the employees will feel motivated because they are overcoming their difficulties and also the organisation will have benefits as a result of the performances improvement. Once again we can see that HR influences positively the organisation, setting the objectives, monitoring performance, making sure that the employees have a good behaviour and making also sure that they are being treating equally and if not apply the appropriate procedures in such a way to improve the performance of the organisation and without it the workers would be working in different directions.

In Health and safety, the HR department has to ensure a healthy and safe place of work. HR has to develop Health and Safety policies and procedures, identify hazards and assessment of risks attached to them and if they are not qualified they have to employ a health and safety officer (they need to train the employees for possible accidents). They also have to make sure that all areas have the right equipment and that everyone is following the rules implemented. If it doesn’t exist in an organisation, the organisation can have serious problems and they can even pay fines if something happens to the employees, like what happened with “C & F Building Contractors.” According the site timesofmalta.com (October 25, 2013), “Worker receives over €300,000 in damages for spinal injury. A labourer who suffered severe spinal injuries when a ceiling collapsed on him in 1999 has been awarded more than €327,258.50 in damages. Mr Zarrouk had been instructed to excavate a trench in the roof of the building to prepare it for demolition when the roof collapsed on him and he suffered serious spinal injuries which the court appointed experts gauged to amount to a 100 per cent permanent disability.”

How can we see with this example, if the HR makes sure that the work place is safe and ensuring also that the workers are using the correct protections, the organisation will not have losses.

The last role that I will discuss about is HR services. This role consists

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