Question

replacement Individual Assignment for HRM2040 re COVID-19

You must select

10

of the following areas of HR.

Legal Compliance

Technology and Human Resources

Job Analysis and Job Design

Human Resources Planning

Recruiting Employee

Selecting Employees

Employee Orientation and Training

Career Development

Performance Management

Equitable Pay Plans

Employee Benefit and Service Plans

Health and Safety

Employee Relations

Management and Labour Relations

For each of the 10 selected areas, you must identify and explain 3 factors or characteristics that would be

considered HR practices of a 21 st

century organization and provide information from where you select those.

Answer 1

1.Human resource planning

Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses.

  

2.Employee Relations

The term 'employee relations' refers to a company's efforts to manage relationships between employers and employees. An organization with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company.

The Four Pillars Of Employee Relations

• Open Communication

• Show Recognition

• Constant Feedback

• Invest In Your Employees

3.Job Analysis and Job design

Job Analysis is the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully. • Job Analysis differentiates one job from another. • It is also referred as job review or job classification

  

Job design is the process of structuring work and designating the specific activities at individual or group levels. It determines the responsibility of an employee, the authority he enjoys over his work, his scope of decision-making, his level of satisfaction , his productivity

  

4.Recruitment

Recruitment is the process of finding candidates, reviewing applicant credentials, screening potential employees, and selecting employees for an organization. Effective recruitment results in an organization hiring employees who are skilled, experienced, and good fits with your corporate culture.

5. Employee Selection

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Employee Selection is the process of choosing individuals who have relevant qualifications to fill jobs in an organization. Without qualified employees, an organization is in a poorer position to succeed.

6. Employee Orientation and Training

Employee Orientation is the planned introduction of new employees to their jobs, coworkers, and the organization. After orientation employees can work comfortably. Orientation is the process of giving ideas, philosophy, and information about the organization to the newly appointed employees so that they can adjust themselves with the organization.

Employee training is a program that is designed to increase the technical skills, knowledge, efficiency, and value creation to do any specific job in a much better way. Training program is periodical and given at regular intervals, it is never continuous.

7. Performance management

Performance management (PM) is a process of ensuring that set of activities and outputs meets an organization's goals in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, an employee, or the processes in place to manage particular tasks.

8. Equitable pay

Equitable pay refers to internal consistency of salary amongst employees within an organization. Internally equitable salary structure will help ensure employees receive proportionally fair treatment in terms of pay, anchored on clearly-defined expectations, as regularly communicated by the employer.

  

9.Employee Benefit and Service Plans

Employee benefits: Employers can offer a wide variety of benefits to their employees. Benefits are designed to help employees meet basic needs they might not otherwise be able to meet on their own. For instance, the high cost of health insurance is often offset by employer contributions to the employee's premium.

Employee services are employee benefits, but they are a more specific form of employee benefit that employers offer to help instill loyalty among their workers. Small business owners must decide which benefits and services to offer employees. With limited resources, some can offset expensive benefits with less expensive employee services.

10. Labor-Management relations

Labor-Management relations are the most complicated set of relations that any HR Manager has to deal with. Efficient maintenance of labor relations helps the HR Managers in developing a harmonious environment within the organization which, in turn, helps the organization in effectively achieving its goals and objectives. Well-managed labor relations provide a competitive advantage to the organization by negating the hassles arising out of labor or union related issues and conflicts.

21st CENTURY HR PRACTICES