TNT Human Resources Management

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Workforce planning is a process used by many different organisations to ensure that the right number of people with the right skills are employed and set to work in the right place at the right time. The purpose of workforce planning is about getting the right number of people with the right skills in the right jobs at the right time.

In this assignment I have looked at strategic human resource management perspective in Marks and Spencer. Before move on the strategic human resource management, let us have a brief introduction about Marks and Spencer. According to the corporate website Marks and Spencer, started its business as a single market stall and grown to become one of the UK’s leading retailers of clothing, food, home products and financial services. Marks and Spencer employs 78,000 in the UK and abroad, have more than 700 stores and serve over 21 million customers every week. Marks and Spencer strongly committed to provide high quality products as premium prices. The company has an established brand name and exceptional financial turnover of £8 billion in 2012 (About Us, 2014).

Human resources involves workers who are in charge of the organization and responsible for implementing strategies and policies that relate to the management of individuals. It is a very important part of a company’s success and ultimately decides how much the company can grow and achieve (Vasquez, 2003). Human resource managers seek to achieve this success by arranging the supply

Introduction – Human resource planning is the most valuable assets of organization. It is a ongoing process of systematic planning to achieve optimum use. Human resource planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. In order to realize company objectives, it is essentially to have a human resource plan. Human resource planning is essentially the process of getting the right number qualified people into the right job at the right time so that an organization can meet its objectives. In context of getting organization’s objectives or to achieve its goal human resource planning is the most important assets of an organization. It is a system of matching the people between existing employees and those to be hired or searched for.

Lehigh Hanson is the company I chose as my business case. Lehigh Hanson has been supplying cement, aggregates, ready-mixed concrete, asphalt, and other building materials throughout the United States, Canada, and Germany. The high demands on performance and being open minded is what HR and management hold at high demands and they lead by example. To transition the Human Resource department in becoming an innovative and driving force of the organizations to become a driving force of the 21st century, the HR department needs some assistance. This paper covers the human resource management strategy

Human resources planning relate to strategic planning in several ways, but at a fundamental level, we can focus on two issues strategy formulation and strategy implementation. HR planning provides a set of inputs into the strategic formulation process in terms of what is possible, that is whether a firm

Managers have to be regularly in contact with every employee under their control, so they have a basic idea on what their employees are doing.

By allocating a team to hire employees it makes the role of HRM much easier and efficient. This allows them to address the policies implemented much effectively. Human Resource Management covers four main areas; employee influence, work systems, human resource flow and reward management. Different roles of the HRM allows to manage the organisation thus fulfilling the assigned areas. One key role of HRM is the executive role, where the managers are viewed as specialists that encompass Human resources or people management. The audit role are concerned with the company’s HR policy thus checks the organisation to ensure all HR policies such as health & safety, staff appraisals are being implemented. The Management Information System in Harrods undertakes the facilitator role of the HRM, which helps or facilitate other departments to achieve the organisational strategy through the HR policies implemented. This in turn allows Harrods to maintain its identity as a Top Employer. Similarly the People Support team could be classed with the consultancy and service roles, allowing the department to act as internal consultants offering expertise, advice and assistance to line managers and other staff in order to achieve the organisational objective. (Brockbank, 2008). This ensures that the HRM values the importance of discretion, compliance and unwavering support.

Introduction: Each organization has their unique way to perform various function of human resource management such as Selecting, recruiting, on boarding, training, retaining, performance management etc. For the purpose of company analysis project following topic has been selected to describe best practice and my own experience with organization.

An effective human resources (HR) strategy is the complete design, or strategic plan, that directs the engagement of specific HR functional areas. Subsequently, HR strategies will guide decisions about company personnel to make sure they are best suited for the company. For this to be successful, all of the functional areas of HR strategies must be directly compatible with the entire business strategy of the company (Wright, Snell, & Jacobsen, 2003). One such company that has been very successful in developing an HR strategy to support the overall business strategy, is the United Services Automobile Association, or more commonly known as USAA.

The essay is about the Universal postal firm in United Kingdom named the “Royal Mail” and its Human Resource Management Strategy and policies from 2005-2010. The essay starts with an Introduction and includes certain other factors which are mentioned below including its Competition, credit crunch and the measures taken by the Royal Mail to face all these Obstacles.

Analysis of Human Resource Management The report starts with the introduction to Human Resource Management (HRM) and the role it has to play within an organisation followed by brief introduction of the chosen organisation for the discussion-McDonald’s Restaurants Ltd. Also, it gives the reasons why this organisation has been chosen. The report presents the key strategic issues and corporate strategy of McDonald’s.

In this paper, we will be looking into Westport Fuel Systems Inc. Corporate strategy and the alignment of HR strategy. The HR functions, the company growth, innovation and talent management. We will discuss in details how Westport implement its strategies and how effective these strategies are to the growth and development of both the company and employees. Also whether these strategies help in employee retention and general business productivity or not. Business success highly depends on these mentioned key areas. The result of business success depends on how effective corporate strategy is implemented. Recommendations and conclusions will be drawn from our findings after discussing the key points in details.

The last function of the human resource management is the maintenance of the workers and entails employee mobility management, employee commitment and loyalty, labor relations, record keeping, and personnel research. The organization’s human resource staff are responsible for ensuring that the employee who wishes to join the trade unions are freely allowed by laying down the procedures for doing so (McConnell, 2011). The HR personnel is critical especially in the negotiation stage with the employee trade unions concerning the employee wages, service conditions, and resolving disputes and grievances. The human resource plays a critical role in keeping the employee records in the organization which includes recording, maintaining, and retrieving information about the employees such as earnings and working hours among others (McConnell, 2011). The HR personnel also engages in the staff or employee research with regards to getting the necessary information about the employees that will play a crucial role in the