Human Resource Management Policies and Practices That Can Support Business Strategies and Contribute to Improved Performance of the Organization

HUMAN RESOURCE mete out POLICIES AND PRACTICES THAT CAN SUPPORT BUSINESS STRATEGIES AND conduct TO IMPROVED PERFORMANCE OF THE ORGANIZATION lively BY ROLAND GBENGA STUDENT NUMBER 0075DSDS1011 maitre dhotel OF BUSINESS ADMINITRATION CARDIFF METROPOLITAN UNIVERSITY MARKETING steering DR. GEORGE KOSHY 6TH DECEMBER, 2011 plug-in of Contents Table of Figures4 1. 0. INTRODUCTION4 2. 0. LITERATURE REVIEW6 2. 1. enlisting and excerption (Toyota)6 2. 2. dressing and professed(prenominal) Development (capital of capital of Singapore rate edges)15 2. 3. feat centering (Quantum)18 2. 4. Employee Benefits and realiseings ExxonMobil19 2. 4. 1. Salary & honorarium20 2. 4. 2. special Benefits21 3. 0. recommendation AND CONCLUSION21 Bibliography23 Table of Figures Figure 1 enlisting and Selection subprogram7 Figure 2 byplay Analysis Model9 Figure 3 Toyota Sales issue 201012 Figure 4 Toyota Recruitment Process for Graduate13 Figure 5 Toyota Recruitment Process for Graduate14Figure 6 Singapore credit lineline Organizational Hierarchy16 Figure 7 Performance steering Model18 Figure 8 Performance Management Process19 Figure 9 Benefits and Compensation Model20 1. 0. INTRODUCTION Gil more(prenominal) & Williams (2009) said spate be the most valuable summation, it is a cliche resounds over and at hotshot time more in the heart of the compassionate pickfulness de go againstment of an governing. The height of completion in recent historic period does non chair room for simple executive familiarplace of practices (Agawarwala, 2003) .Different companies inculcates diametrical range of gay imagery practices and policies because whatsoever of them mesh certain interlocking practices which has become their attributes and argon have it offn to be the root of their chance uponment done the elan the association manage people (Pfeffer, 1996) . The religious policies imbibed by backupes provides them with the techniques to manage pitying muck le error or risk by keeping up to date with trending things fortuity in appointment standards and essential legislation. line of products Management Study GuideThis research take to the woods seeks to project different companies who ache achieved advantage done certain characterized gentle choice practices, a broad overview and a comprehensive abstract into the functions performed by the selected companies as regards maintaining a warlike advantage through concent appraised human resource activities. There is difficulty in identifying a society who does alone the human resource practices correctly (Pfeffer, 1996) , just in that respect be rough companies who take for been free burning over the old age and atomic number 18 p tot wholeyiate able to maintain their take a leak force and too keep them contented and make.Organization success and mental attend ar popularly measured assessed by the out typeface of the financial bring upment the body structure behind the governing body argon pretermit mean compo sit aroundion it is the one of the most pregnant aspect of an judicature and its harnesses to optimum execution of instrument. We except the percentages of human being choices and the various practices tramp into maneuver in the boldnesss success. It is as simple as to say that consumers as happy because in that location atomic number 18 happy employees who take c be of their needs for the friendship.Why argon rough employees happy with and are ready to stick with the plaque while in that respect are some who wishes for a quick change. The answer to the call into question above is far fetched but arouse be streamlined some memorial tablet knows how to take good care of their rounds by creating an enabling and conducive environment them thereby retaining their identity, know-how loyalty while they continue to gravel and prove their selves with time. This paper seeks to explore different establishment and he ir Human resource practices and how it has helped them to in the establishment of a motivated and postgraduately satisfied workforce which has been a contributor to their exertion and their sustainability. It is believed that some caller-outs strategies and or practices are their loudness because the ability to attract, manage and retain extended knowledge and cognizes are in their high hat practices. * Performance Management * involution earnest * High wages * Incentive consecrate * Employee Ownership * Information Sharing * enfolding and Empowerment * Selectivity in Recruiting * Participation Employment Information Sharing * Wage crunch 2. 0. LITERATURE REVIEW 3. 1. Recruitment and Selection (Toyota) ( recruitment. toyotauk. com, 2011) Hiring the go around people is paramount to the success of any organization more so is the ability to retain a high look workforce if there is a va faecest position in an organization there should not be panic because it provides the organization with the opportunity to examine the position, raise the description and determine the qualifications. (hr. uoregon. edu, 2010) Recruitment is the forward step in the selection method acting in an organization.Read withal go bad the Ways in Which British gallant PoliciesIt is seen as an activity directed to earn suitable workforces whose qualifications and skills match roles of the pertinent posts in the Organization. While it is defined also as the outgrowth of identifying that the organization needs to employ someone up to the point at which exercise forms for the past fool arrived at the organization ( ancestrycasestudies. co. uk, 2010) . The success of a caper is subjected to the skills and competencies of its workforce (Gilmore & Williams, 2009) , it does not stop once it commences, and it gives the rganization the opportunity to pick from a pool of qualified trampdidates. Among the purpose of recruit to an organization, it ensures a decrease in an organization and individual(a) effectiveness it even aligns the selection rate by limiting the number of evidently over qualified otherwise down the stairs qualified applicants. (Bliss, 2012) Figure 1 Recruitment and Selection Process (lyonsshers. com, 2012) Man military unit Planning The blueprintning of staff of an organization need that the present and future daytime maculation of the organization be assessed and compared to the present and the future seeed resources.Proper steps would then be put in place so as to bring the demand and supply in equality. Hence the counterbalance step is doing a review of the safe and sound existing workforce and their profile which include the total number, gender, age, sex, obtain, flexibility, apprehend capabilities and characters of the existing staff of the organization and plans are made ahead for like a period of like 3, 5, 10 years as the case may be taken into partingation standard staff turnover, retirements and planned staff movements along with familiarity plans for the same time frame. accel-team. com, 2012 ) The Human pick manager is faced with the obligation to stock-take and modify other mangers crude predictions in accordance with the organizational need and forecast along with the organizations future demands as regards workforce.Below are the scenarios the Human imagery Manager moldiness take into consideration, forecast of sale and turnout the effects of technological change on task needs, variations in the efficiency, productivity, flexibility of cut into as a import of discipline, work study, organizational change, natural motivations changes in employment practices ( for instance Toyota outsourced the recruitment and selection to Kentucky discussion section of Employment in 2007) differences, which respond to bracing legislation, for instance the breakroll taxes, safety requirements and forward-looking health the changes in Government policies ( enthronisation inc entives, regional or trade grants, etc. ) task Analysis chew over psychoanalysis is concerned with the formal process of determining the characteristics and what a mull entails and the particular qualities or attributes required to perform the job. (Gilmore & Williams, 2009) Job analysis is the capital tool in human resource management (www. managementstudyguide. com, 2012) it is also defined as the procedure required to obtain culture regarding the responsibilities, duties, terminations, essential skills, and the functional environment of that particular(a) job.The human resource manager requires a lot of data to gather up job description which is the eventual result of job analysis. (Dessler, 2012) Figure 2 Job Analysis Model (www. managementstudyguide. com, 2012) Job definition Job description is establish on information gathered from job analysis it is a list that can be employ for commonplace tasks, or functions, and responsibilities of a position. Sometimes it includes to whom the position pass overs, judicial admissions much(prenominal) as the qualifications or skills needed by the mortal in the job, or a net income range it helps employees understand their responsibilities Job motive It is also known as employee specification (www. managementstudyguide. com, 2012) .It is further explained to be a clear stated level of experience, educational qualifications, specific qualities, techniques, communication skills, physical and emotional state needed to perform the job, another obligation involved in executing the job and other uncommon demands. They comprise of ecumenic health, intelligence aptitude, memory, leadership skills adaptability skills mental health, manner, creative thinking ethics and values and legion(predicate) more as the case may be. opposite processes are as follows Sources of Selection announce Short listing Interview wellness Examination Induction (Murthy, 2010) E very(prenominal) ac companionship ha s their well-defined employment and recruitment policies and hiring procedures among which gives them a warring edge while peeping for quality skills.Toyota travel companion is far-famed for their recruitment process, and prevalently its management philosophy. macrocosm the largest car manu itemurer (www. theweek. co. uk, 2011) the beau monde exchange 8. 42 million vehicles in 2010 has a total employee of 300,734 all over the world. The success the Toyota Motor Corporation can also be attributed to their recruitment and selection syllabus which is designed to fetch the scoop out people. The Toyota recruitment and selection procedure helps to illustrate how the process itself can interpret into better operation for the strong organization. Toyota Motor Corporation is look for for foremost interpersonal skills, due to the associations importance on the fundamental interaction of the team.In addition the come withs whole process is to advance job processes through emp loyee dedication to quality, and reasoning and puzzle answer skills are also bouncy manpower requirements. (Piatkowski, 2004) notwithstandingmore since quality is the Toyota Companys central value and so it is also seeking a history of quality commitment to the people it employs. The Toyota production system is based on consensus flexible race path decision fashioning and Job rotation. (recruitment. toyotauk. com, 2011) Figure 3 Toyota Sales Result 2010 (www2. toyota. co. jp, 2011) Figure 4 Toyota Recruitment Process for Graduate (recruitment. toyotauk. com, 2011) Figure 5 Toyota Recruitment Process for Graduate Table 1 Toyota Selection Process mannequins Objective Conducted degree IApplication/Orientation The phase includes filling of application forms and a 1 hour tv qualify showing the selection system process and Toyota work environment To familiarized potential difference employees about the troupe while order of battle information about work ex perience and skills Kentucky Department of Employment run shape IITechnical Skills Assessment Paper and Pencil mental test General knowledge assessment (2hrs)Tool and break out customary assessment (6hrs) To test general Knowledge and potentials Kentucky Department of Employment Services Phase IIIInterpersonal Skills Assessment Individual problem solving ability test (4hrs)Production fable simulation (5hrs) Assess decision making and interpersonal skills HR Toyota Motor Manufacturing Phase IV Toyota Assessment A general Interview and evaluation (1hr) Discussion of achievements and accomplishments HR Toyota Motor Manufacturing Phase VHealth Assessment carnal test and drug or alcohol test (2. 5hrs) To ascertain the physical condition Scot County and General Hospital & HR Toyota Motor Manufacturing Phase VIOn-the-Job observation Guidance and t from each one(prenominal) on the job after macrocosm employed Assessment of Job capital punishment and discipline skills HR Toyota Motor Manufacturing 3. 2. Training and Professional Development (Singapore air hoses) Organizations see study and sustainment and as a vital human resources activity as they consider it as a motivator for employees to do their job better and consequently posts to their move development.Improvement of an employees capabilities plus their professional development as well as the organizations is part of the purposes of training and development Types of training air travel remains a large and outgrowth application. It facilitates economic growth, world trade, international investment and tourism and is then central to the sphericization taking place in many other industries (syl. com, 2006). In the past decades Air travel has grown by 7% per year, travel for both business and waste purposes grew strongly worldwide the large aircraft such as the Boeing 747 (Boeing , 2012 ) made it convenient and cheap for people to travel further to new and exotic destinations.Th e air duct industry in Asia Pacific Region is highly warlike and price wars are a common occurrence. (Chan, 2000) There is constant fighting for land and expansion which has led to the unification of Air Asia and Malaysian flight path, a merger which was fronted based on being a major(ip) player in the industry along with Qatar Airline, Emirate Airline and more who capture turn on lowering their bes and modify swear out to customers thereby posing as a strong competitor. However Singapore Airline has risen to the challenges and are therefore one of the biggest players in the airline industries by going extra miles in their strategies and they are canonically the trend setter of the airline industry.SIA has employed many innovative strategies since it began. These strategies have been supported and strengthen over the years, and have led to the success, the smart set enjoys today. To be in(predicate) in the airline industry you have to employ superior efficiency, qualit y, innovation and customer responsiveness. Figure 6 Singapore Airline Organizational Hierarchy (singaporeair. com, 2012 ) Human resourcefulness Management in Singapore Airline inculcated a system that helps their worker achieve the best they can be, the culture of the company ensures that their employees have full opportunity of extensive learning and development which enhances their personal and professional development.Joining the company gives the employees to be open to experience a full experience ranging the normal orientation programs, visiting of the company sites and attachments so they can exposure to the company and the industry as well, further also the company would embark on leadership and general management programs on the average each employee receives eleven days of training each year. Some employees may be depute to a mentor in their first year who might be their line manager who plays the role in imitating training relating to job skills, a system in place to help the employees adapt to the on the job(p) life and adjust to the Companys culture.The company is committed to helping its employees develop into true airline professionals. The company extend in the business due to the different nature of the business require a different scope for development. SIA involves its employees in job rotation schemes which ensure that employees perform their duties in their field of specialization or across functional areas. It is so planned that end-to-end the public life stages and advancement employees will have to interact with his/her colleagues as well as senior management staffs across the whole organization and globally, through involvement in the committees and task forces. Even opportunities for overseas duties are available to Employees of Singapore Airline.Employees after work for a period of experience years can apply to join the companys Overseas Manager Scheme. This is a good career development as they have the opportunity to beco me one of the Airlines General Managers oversees. Such manager would be in charge of the companys overseas business recreate which ranges from gross sales and marketing, Human Resource, finance, management and government relations. As a graduate entry at Singapore Airline would start from the junior management level but can rise to the senior management positions such as vice-presidents and above with experiences, training, exposures, and stellar performance as they case may be. (singaporeair. com, 2012 ) 3. 3. Performance Management (Quantum)Figure 7 Performance Management Model (hr. cornell. edu, 2012 ) Performance Management, according to Dessler, (2012) is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with organizational goals some schools of thought still refers to performance management as performance appraisal while some say it is just a branch of performance management that deal s with come back for performance (Dessler, 2012). Quantum Corporation manufactures and renders services of recovery, and schedule solutions for customers ranging from small businesses to multinational enterprises (investing. businessweek. om, 2012) it came into computing business as a supplier of computer vexedware to manufacturers and end users in 1980. The activities below are the regular practices of Quantum Corporation that seemly estimate they are practicing performance management. * Maintaining a result Focus * Decision Making with the best interest of the Company in opinion * Working together Collaboratively * Finding problem Troubleshooting and fixing them * Setting high standards * cosmos open, honest and direct * Staying flexible and elastic * Taking initiative for ones own development * Resolving issues in an objective manner Figure 8 Performance Management Process (Office of violence Management, 1999) 3. 4.Employee Benefits and Compensation ExxonMobil ExxonMo bil a multinational rock oil and gas association was formed from the 1999 merger Exxon and Mobil, the corp was rated as one of the largest publicly traded company by market capitalization. In 2011 the company recorded a revenue of 354,674,000 and a sale of 30,460,000 (money. cnn. com, 2011) and recently ExxonMobil was rated by Forbes as the number 1 largest company among 200 (DeCarlo, 2012) . The amount of employee in the company is 102,700 (CNN, 2010) happened to be the second after Wal-Mart. The Human Resource Department of ExxonMobil places high tension on the benefit and compensation of its employees.It stresses the fact that that to occlusion at the top the corporation has to attract retain and develop the best man power that would meet their business needs, hence the strategy the company is to stay aloof in their HRM activities is the attractive and competitive compensation and benefits. Figure 9 Benefits and Compensation Model (trueinfos. com, 2012 ) ExxonMobil is aware of the effect of honor is, in terms of remuneration and benefits which they are tending(p) to employees for their intelligence, passion and ingenuity in performing their duties to the company. The company feels there should be satisfying balance in what the employees seeks in their career and personal pursuits while foreign work hence the company provided inevitable resources that would meet their various needs. At ExxonMobil there is this believe that employees should be properly rewarded because of their hard work. 3. 5. 1. Salary CompensationA very competitive salary (including 13th fourteenth month) regular salary for staffs are salaried with concrete research into salaries paying(a) by other competing companies in their various positions all over and a benchmark is set. Further in that extra months pay to workers. A Pension Savings Plan The Company contributes to the pension saving plan of each employee which would be added to the government pension payout. change whollyowance Every mileage used from home to work every(prenominal) day are reimbursed by the company. Even on business trips, travel cost are burn by the company no matter the time duration. 3. 5. 2. Additional Benefits ExxonMobil adds some tokens as benefits on top of the interest and their competitive salaries paid to their employees.They range from savings plan, pension plan, medical plan, dental and vision plans, disability plan, life insurance plan and other computer programs such as vacation, global fit discount program, product discount, flexible work arrangements and leaves of absence Medical reportage (for you and your dependents) this is an insurance plan in place for medical cost not provided for the employees basic policy (BE) or medical cost contribution. Accident Disability indemnity Insurance plan in place for employee chance both during worry and outside work area, industrial accident insurance guard Product discounts Rebates of 10% (excluding ta xes) given remove to employees for using Esso Card, rebates on heat up oil, and many more Savings Plan- ExxonMobil employees are provided with a saving scheme where they contribute a certain percentage of their pay and receive the return even with interest.Disability Plan- the programme is in place for employees who are take from work for both short-term and long due to illness or injuries that happened on or off the job. Dental and imagination Plans dental services and vision service are done for both safety and corrective ones. The cost of incurred would be dual-lane between the company and staff. Employees are in line for this programme once you start working with ExxonMobil. Pre- Tax Spending Plan All the staff of the company that participated in the dental and a vision plans are all involved in pre-tax spending plan. Holidays ExxonMobil pays for 8 designated holidays and each employee is eligible to go for 2 paid ones. Scheduling of holidaying varies for company paid for some locations.Global Fit Discount programme the scheme paves way for the company employees and retiree and their families to join top rated health social club at a discount rate. 3. 0. RECOMMENDATION AND CONCLUSION A careful look at the companies best practices and policies in human resource management as discussed in the previous section, it is observed that there are many practices and policies a company can decide to use to strengthen the organization with its success only depends on their contribution to organizational performance. It has assumed that one of these practices is the fillet of sole contributor to organization performance however all the functions of human resource cannot be neglected considering their roles collectively as no(prenominal) of the practices can even function without the other.The competitiveness and success of an organization can not only be determined by human resource activities, the fact cannot be ignored that without human effort an org anization can function but so far the companies have been singled out as prosperous through their revenue, sales, market share and market growth. ExxonMobil is an oil and gas company and they happen to be the number largest company dues because of their revenue. My 3 years experience has given an idea in which human resource practice that has proven to be successful it is evident in success of Quantum corporation even ExxonMobil. I have had a good performance because at every closing hour of the day there is always a review and report writing where the Executive director would sit and redress every variances and also set a target for the next day.Furthermore all the practices of human resource management are applicable it only depends on the human resource executive to choose know which one is best suited for the company and its employees. Bibliography accel-team. com, 2012 . ACCEL. Online for sale at http//www. accel-team. com/human_resources/hrm_01. hypertext markup language Acc essed 11 awful 2012 . Agawarwala, T. , 2003. Innovative Human Resource and Organization Commitment an Empirical Investigation. The foreign Journal of Human Resource, 14(2), pp. 174-197. Bliss, R. , 2012. How to Pitch a Campaign (Watching AMCs The Pitch Doesnt Count ). The upper-case letter Times, 2 June. Boeing , 2012 . Boeing. 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