Analyse the processes that management may use for managing human resources. Acquisition The internal environment- particularly the business goals and culture. The focus may be on cost containment, growth, downsizing, improved customer service or quality, or other internal goals. The influences the demand specific skills now and in the future and will define the types of staff who will be a good fit for the organisational culture. Before McDonalds recruit staff they draw up a job analysis pf each type of role they need to fill. This job analysis provided the basis of what they will look for in potential new staff they are interviewing. Recruitment, selection and placement Effective recruitment and employee selection involves: • Evaluating …show more content…
McDonalds has a non- discriminatory policy to give all potential employees a fair chance. McDonalds has each job role posted on their website so that potential employees know what work is expected. Development Development programs ensures that experienced staff are retain. Development programs allow employees to enhance motivation and commitment to the business over the longer term. Research shows that employees that are recognised are more motivated and satisfied at work these employees achieve higher levels of performance. Development focuses on enhancing the skills of the employee through: • Further professional learning • Mentoring or coaching • Performance appraisal and management to allow them to take advantage of opportunities to develop a career with the business A human resource manager establishes training and development programs, trains managers to implement them, and then evaluate the program to see if employee performance has changed Induction An induction program need to introduce the employee to the business. A well-prepared induction program: • Gives employees a positive attitude to the job and the business • Builds a new employees confidence in the job • Stresses the major safety policies and procedures, and explains their application • Helps
Learning and development is normally part of the appraisal system, but can also be offered and encouraged throughout the whole organisation. The main purpose of learning and development is to improve your standard of work. This can be in the form of training which can either be formal education or training on the job and can be an in-house training program or an external training course.
Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.
| Incorporate the required information into the induction training for new employees and create a refresher course for existing employees
* Development of an induction program to welcome new employees and introduce them to our organisation
Induction training is training given to new employees. The purpose of the induction training (which may be a few hours or a few days) is to help a new employee settle down quickly into the job by becoming familiar with the people, the surroundings, the job and the business. It is important to give a new employee a good impression on the first day of work. However, the induction programme should not end there. It is also important to have a systematic induction programme, spread out over several days, to cover all the aspects in the shortest effective time. The advantages of induction training are that they are cost-effective and to have the opportunity to learn whilst doing training alongside real colleagues. The disadvantages of induction
Knowledge management functions in the human resources community are very active and very broad. Human resource operators use some form of knowledge management in almost everything that they do. There is also what many perceive as an overabundance of information. Based on this overabundance and the many different tools available, the way that human resource operators perform their duties varies quite a bit. The systems and processes that human resource operators use across the three components also vary widely. I will focus on the knowledge management tools, systems, and resources that are currently being used by human resource professionals in the New York Army National Guard. I surveyed human resource professionals at the battalion, brigade,
Internal environment is the events and trends inside an organization that affects management, employees, and organizational culture. For example, where I work the internal environment is all about the production and numbers. Even though we as a team get the production done on time the employees don’t feel appreciated. Better said, there are no employee incentives to keep us motivated. Therefore, it is really important to focus on organizational culture because it affects the way individuals work, feel, and think about an organization. There are three components that make up organizational cultures, which are creation, success, and change.
A human resource manager is responsible for employee compensation, recruitment, employee policies, and regulatory compliance. The positions is no longer simply administrative, human resources has become the heart of organizational culture. Human resources help companies make the best of their human capital by hiring intelligently, providing incentives towards retention and creating growth opportunities for the employees. If a company has successful human resource personnel the company stands
The internal environment focuses on the strengths and weaknesses of a company, which give them a certain advantages and disadvantages in meeting the needs of its target market.
It is defined as all the forces or conditions that are available within an environment that affects an organization and business. It is also known as controllable factors because business can control them. The internal environment deals with the management of resources like human resources, physical resources, technology, monetary resources and others that constitute the organization in order to implement or execute a strategy. Internal environment also includes culture and other intangible aspects like teamwork, coordination, efficiency level of employees, employee’s salaries and monitoring costs. The strategy for competition should also be in sync with the internal resources especially the internal environment.
It exposes the strengths and weaknesses found within the organization. Factors that are frequently considered part of the internal environment include the organization's culture, mission statement, and leadership styles.
Internal business environment: factors within a business that the organisation can control. This could be staff training, customer service etc.
Training has been defined as ‘a planned effort by a company to facilitate employees’ learning of job-related competencies. These competencies may include knowledge, skills, or behaviours that are critical for successful job performance.’ While Development refers to any form of formal education, job experiences, relationships and assessments of personality and abilities that can aid in the performance of an employee in current or future jobs. (Noe 2007)
The internal environment includes factors such as organizational direction, human resource, finances, business processes and strategy, organizational culture, management style and collaboration between various departments that are internal
As the name suggests, “internal” business environment refers to internal factors and resources that affect the running of the business. This primarily includes the workforce where the employees play a vital role in affecting company’s performance. If a company has well trained or motivated employees, that company is likely to get good output from them. However, if the same company recruits unmotivated employees who do not perform well or dig in their heels when a new plan arrived, this will affect that company’s production levels and ultimately hinder its profitability. Another factor to consider is all the capabilities that a company possesses. The tool used to monitor them is the resource based