Human Resource Management Assignment Sample - Assignment Prime

1. Human Resource Management TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

2. TABLE OF CONTENTS INTRODUCTION ..........................................................................................................................1 DIFFERENCE BETWEEN HRM AND PERSONNEL MANAGEMENT....................................1 FEASIBLE HRM FUNCTIONS.....................................................................................................2 ROLES AND RESPONSIBILITIES OF LINE HR MANAGERES...............................................2 LEGAL AND REGULATORY ASPECTS OF HRM......................................................................3 NEED FOR HUMAN RESOURCE PLANNING ..........................................................................3 COMPARING RECRUITMENT AND SELECTION PROCEDURE...........................................4 LINK BETWEEN MOTIVATIONAL THEORY AND REWARDS...............................................6 IMPORTANCE OF JOB EVALUATION .......................................................................................7 DIFFERENT REWARD SYSTEMS ..............................................................................................8 TECHNIQUES OF PERFORMANCE APPRAISAL.....................................................................9 WAYS TO REDUCE EMPLOYEE TURNOVER .......................................................................10 EXIT INTERVIEW PROCEDURE...............................................................................................10 STEPS IN CASE OF REDUCNDANCY OR DISMISSAL.........................................................11 CONCLUSION..............................................................................................................................12 REFERENCES..............................................................................................................................13 TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

3. INTRODUCTION Human resources are the most critical and vital assets that a business organization can obtain through a variety of sources (Kleynhans and et.al., 2009). They are the facets on which operations as well as success of a corporation depends along with its survival. Present research paper sheds light on various aspects of human resource management (HRM) that authorities at the small sized company must consider so as to effectively manage and supervise the human resources. It describes about differences between HRM and personnel management in addition to various legal and regulatory aspects of human resource management which needs to be given with prime importance by the small sized company during course of their operations. THIS IS A SAMPLE ASSIGNMENT GET ERROR FREE ASSIGNMENTS AT BEST PRICE CONTACT US NOW: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com DIFFERENCE BETWEEN HRM AND PERSONNEL MANAGEMENT In human resource management, there are a wide variety of aspects and functions involved that essentially helps in the process of effectively managing human resources and also in ensuring optimal performance from them along with commitment towards the workplace. Personnel management is a very traditional approach for managing and supervising conduct of people in an organization; while human resource management is a contemporary and renewed aspect of the same (Marchington and Wilkinson, 2008). On one hand, focus of personnel management is on personnel administration, employee welfare and labor relations etc. On the TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

4. other hand, human resource management states that company must lay emphasis on acquisition, development, motivation and maintenance of human resources in an organization. Under personnel management, managers believe that people are a source through whom company can fulfill its desired goals and objectives. For such managers, people are not an asset, but rather they are a source that can help in the process of fulfilling corporate targets. On the contrast to it, concepts of human resource management considers employees and people as vital assets for an organization, as they help and contribute to process of attainment of corporate goals and objectives. Employees under the two of them feel much comfortable and highly motivated through techniques of HRM (Afiouni, 2013). Therefore, it can be said that the small sized company must use HRM techniques as it would enable them to effectively manage and supervise the human resources and motivate in a manner that would eventually help in process of attaining corporate goals and targets. THIS IS A SAMPLE ASSIGNMENT GET ERROR FREE ASSIGNMENTS AT BEST PRICE CONTACT US NOW: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

5. FEASIBLE HRM FUNCTIONS There are many functions and processes related to human resource management that the company should consider as it would help them in effectively supervising the manpower and monitoring their work in relation to corporate goals and objectives. Some such functions are recruitment, selection, training & development, employee relations as well as compensation and benefits, etc (Bernardin and et.al., 2011). Considering nature of operations of the company, it can be suggested to authorities of small sized company that they should carry out functions of HRM such as training & development, selection, compensation and benefits in their regular operations. By implementing these functions, management of the firm can experience significant improvement and enhancement in organizational performance as well as in the ways different tasks and duties are carried out by the employees. There are many benefits that company can obtain by implementing these functions at the workplace (Fox, 2008). One of them is enhancement of organizational performance along with quality of various tasks carried out by individuals. Through functions such as training and development, significant improvements can be seen in conduct, loyalty and commitment of employees, thus it leads to their contribution towards corporate goals and objectives. Further, through function of selection, company will have the final say in recruitment process and employ only those who possess required skills and capabilities and can work in synchronization as well as orientation with company’s mission & vision. ROLES AND RESPONSIBILITIES OF LINE HR MANAGERS In small business organizations, usually there is no HR department and the line managers have to carry out tasks and duties of HR managers. In this sense, it can be said that there are numerous roles and responsibilities which such managers are required to carry out. One of the major responsibilities is related to employee engagement. Often in small business firms, it has been observed that line managers are required to develop a culture that may motivate team members and also make them contribute in significant terms to organizational goals and objectives (Johnston, Bringall and Fitzgerald, 2002). Therefore, it can be said that line managers will have the responsibility to engage employees into organizational working and make sure that they are well oriented with corporate goals and objectives, thus making the task of meeting TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

6. mission and vision a lot simpler yet effective. Other than this, line managers will also be required to conduct performance appraisal of the employees. Although, it is the responsibility of HR managers and executives, but in small organization, line managers will be required to carry out role of a performance appraiser (Boselie and Paauwe, 2005). This is because of the reason that they are the one who would be monitoring work of employees and guiding them. Thus, they would have access to a plethora of information that is related to the tasks of employees. Herein, they will be required to closely supervise work of the workforce. THIS IS A SAMPLE ASSIGNMENT GET ERROR FREE ASSIGNMENTS AT BEST PRICE CONTACT US NOW: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com LEGAL AND REGULATORY ASPECTS OF HRM Human Resource Management has always been an aspect of business operations which is affected due to legal and regulatory requirements of the state and realm. In UK, there is a wide variety of legal principles, rules and regulations that companies have to follow so as to become able to effectively manage the man power and also for making the workplace an employee oriented firm. By carrying out such an activity, management can experience significant growth and improvement in organizational operations and also image the enterprise that enjoys in target market. One such regulation is that of the Equality Act 2010 (Khatri, 2000). This piece of regulation states that company must treat its employees equally and must not be discriminate them on any basis at the workplace. Such an act is very useful in terms of that it enables management of the company in ensuring that it treats its employees in a proper manner, thus TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

7. impacting their relations with the company in a positive manner. This way authority will be able to ensure that the employees are able to work for a long term in the market and also contribute in optimal terms to corporate goals and objectives (Gellner, 2004). For developing an HR driven workplace, some changes and developments will have to be brought about at the workplace. One such change would be that the authorities should consider changing organizational culture and operating systems in such a manner that would help in building a human friendly organization. NEED FOR HUMAN RESOURCE PLANNING One very crucial and important element of HRM is that of human resource planning. It enables the management in understanding HR requirements of the organization. Planning for manpower is of utmost importance. There are a lot many reasons that describe need and importance of human resource planning for the firm. First and foremost, planning is a step of great essence in developing any strategy and also helping the firm to fulfill its goals and objectives (Armstrong, 2012). Since, human resources are the most important assets that an organization can gain access to, it may not be wrong to say that through human resource planning, management can prolong its existence. Another reason is employment patterns, policies and practices change on a constant basis, due to which the company needs to plan ahead (Dimba, 2010). By following concepts and techniques of human resource planning, management at the small size firm can be sure that company can face all such changes and developments in the market, thus contribute in great numbers to organizational goals and objectives. Other than this, management needs to conduct task of human resource planning mainly because it would enable authorities to ensure high motivation level of the employees along with good commitment and loyalty towards the workplace. Analysis of human resource requirements in organization Demand forecasting Supply forecasting Matching of demand and supply TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

8. Action plan The very first stage that needs to be undertaken to plan for human resource requirements is conduct an analysis of the organization itself with a view to determine HR needs of the company. This stage would provide authorities knowledge that would help them to understand kind of personnel that are required at the workplace. Such an analysis would provide information to management about existing HR inventory levels in company. Next stage is that of demand forecasting. It is a process of determining future needs for HR in terms of quantity and quality. It is done to meet the future personnel requirements of the organization to achieve the desired level of output. This will help in identifying the quantity in which man power is needed in the company. Supply forecasting is another stage, through which relevant authorities will get information about process and state of supplying human resources in the future. Next demand and supply has to be matched. This means that a balance would have to be brought about in terms of demand for man power by company, as well as the supply side of it in future. Last step of this whole process is to develop and implement an action plan. Under it, the HR plan is executed through the designation of different HR activities. The major activities which are required to execute the HR plan are recruitment, selection, etc. COMPARING RECRUITMENT AND SELECTION PROCEDURE For ensuring that the organization functions in a highly efficient and effective fashion along with fulfilling its goals and objectives with great ease and comfort, recruitment and selection process plays a significant role. In this context, the same procedure of the small size firm – Cloudreach, a cloud computing company with Jaguar that is one of the leading automobile companies in the world can be of great use (Dimba, 2010). Cloudreach is a UK based cloud computing company, which recently was voted as the best small business enterprise in the country. It was founded in 2009 and provides cloud based services, wherein it develops various solutions for business organizations to help them use clouds TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

9. in an effective manner and get much greater control over their data sets, such as ones about customers, like customer database management systems, etc (Us, 2015). The small size firm uses only the traditional methods of recruitment and selection so as to employ people at the workplace. Main reason behind it is that it is a small scale organization and does not have sufficient funds at its disposal. This means, management of the firm give precedence to traditional methods such as advertising job vacancies through print media like newspapers and ads. HR department at the cited firm gives precedence to those candidates who possess superior technical knowledge about computers and also have education in the same field. To hire new employees, authorities advertise about different vacant positions at workplace and invites for applications from prospective candidates. Next the shortlisted applicants are called for interview with the HR manager, clearing which another interview is conducted with head of the technical department. THIS IS A SAMPLE ASSIGNMENT GET ERROR FREE ASSIGNMENTS AT BEST PRICE CONTACT US NOW: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com On the other hand, authorities at Jaguar use both traditional and conventional methods to carry out the task of recruitment and selection. Jaguar is world's one of the leading brand names in the automobile industry. It was founded in 1922 and currently is owned by Tata Motors, which bought it in 2008 (About Us, 2015). Today it is considered as one of the leading firms in this sector and manufacturers of some of the best sports and luxury cars in the world. Herein, job vacancies are posted not only in the form of advertisements, but methods like taking help of TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

10. recruitment agencies and job portals, etc are also used extensively by the organization. Both the companies have very different requirements because of which their selection procedure is also very different from one another (Kozlowski and Salas, 2009). Authorities at Jaguar uses both traditional as well as modern methods of inviting applications and recruit new people at the workplace. Herein, jobs are advertised through various mediums like newspapers or with job portal sites. Once applications are received, they are scrutinized and shortlisted ones are called for rounds of interview first with HR manager and then with related department head. Such interviews are usually conducted in company's offices only, but in special cases, applications like Skype are also used by the management. One of the best ways to assess usefulness and effectiveness of recruitment and selection procedure used by both the organizations is to evaluate improvement in overall organizational performance. One of the many reasons behind using these processes is to enhance the way a corporation operates and makes attainment of organizational goals and objectives a lot simpler that is highly effective for the firm. Thus, if there is an improvement in performance of the firm in terms of its sales, market image, etc, it can be said that recruitment and selection procedure used by the management has proved to be very effective (Laroche and Rutherford, 2007). Recruitment and selection process used by management at Cloudreach has not been very successful and effective, mainly because of reason that the company has not been able to attract prospective employees. Since nature of work of the firm is more technical in nature, but the approach that it uses for hiring new people at the workplace has not been very useful, because nature of work as well as techniques used by company are not connected with one another. One might develop a negative perception of the organization, as there is no match between its nature of work, its industry of operations and recruitment process. Rather, the company should use social networking sites like Facebook, Google+, etc. to advertise for a vacancy as well as to shortlist candidates and interview them. On the other hand, at Jaguar both traditional and modern methods of recruitment and selection are used. Herein the company reaches out to customers through different social networking channels and scrutinizes their applications through it only. Many times, digital mediums are used to conduct interviews of the shortlisted applicants. This has helped in TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

11. development of a positive image of company among numerous stakeholders as well as the ability to attract and retain employees easily. LINK BETWEEN MOTIVATIONAL THEORY AND REWARDS Motivation and rewards are some of the most important aspects of human resource management to which authorities of an organization needs to pay a lot of attention mainly because they have a direct relationship with that of organizational performance and also with workforce loyalty. Motivational theories and rewards are linked with one another as both of them are dependent on each other. These concepts and theories are associated not only with motivation levels of the employees but also with rewards that they get from the organization. It can be supported through the fact that through help of these theories, the management can motivate its employees (Huemann, Keegan and Turner, 2007). Higher their motivation level; better would be the performance of them which eventually would lead to get better and optimal rewards from the company. The small business organization provides regular incentives to employees on the basis of their performance at workplace during a given time period. During the same time, they also conduct different sessions and workshops with a view to motivate the employees. In this way, they intend to extract the best performance out of them, coupled with higher level of dedication and commitment to the tasks as well as duties assigned to them. For the purpose of increasing motivation of employees, it can be suggested to authorities at small business organization that they must use both financial and non-financial methods so as to motivate them. Other than this, by providing satisfaction to the employees, their motivational level can also be improved by a significant margin. To do the same, it can be suggested that the authorities must conduct regular training and development sessions of employees. Along with this, regular feedbacks and appraisals can also prove to be of great use in the same context. In addition to it, techniques such as employee recognition can also play a substantial role in the same (Budhwar, 2000). Recognition here means to appraise their performance and/or conduct at the workplace in front of everyone, i.e. other staff and managerial level employees. This would also motivate and encourage them to give their best performance for the organization. IMPORTANCE OF JOB EVALUATION TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

12. Job evaluation is a key component of HRM process as it helps the management in evaluating jobs that people have been employed at. In order to analyze a job, here are four steps which have to be undertaken by HR department of an organization. The first stage is to conduct Job Analysis. Herein information about various aspects of the job has to be obtained and used properly. There are two major features which would have to be paid a lot of attention by the management (Azmi, 2010). One of them is job description. Herein a thorough profile of the job is prepared and consists of information such as tasks and duties to be carried out; roles and responsibilities of the individual who would be appointed at the post, working conditions, etc. In essence it can be said by studying job description, significant information can be obtained about the job and thus make the process of evaluating a lot simpler and effective. Similarly job specification is another aspect that would have to be paid ample amount of attention. Focus of authorities will have to be on understanding skills and abilities that an individual may require to work at the given post. Areas such as skills, abilities, knowledge, experience have a crucial role to play in this regard. Next stage of this process is Job rating. Here, methods that have been used for studying job description and job specification will be used to provide relative weight-age to the job. Once jobs have been rated, next stage of the process of job evaluation would be to determine a pay structure and allocate money to the job. This means on basis of worthiness of the job as well as skills required and responsibilities to be performed in the given job role, package that an individual would be paid for same can be determined. Last step of this process is job classification. Herein, jobs would be categorized on basis of their pay scale. There are a large number of factors that affect the process of determining pay, i.e. salaries or wages employees receive for their efforts in the company. They all partially are related to aspects of job description and various other factors as well. For instance, job experience is one of the many factors that determine pay-package or salaries of people working in the company. If an individual has past experience of working in the industry with same job profile, then their pay structure would be high. Similarly location of the job also determines salaries that an individual working at the profile would receive. If a job is at different location than the place where the applicant lives, then his salary would be much higher. Educational background also has a critical role to play in this relation. A person with many educational qualifications and degrees would get TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

13. higher salaries than those individuals who do not possess such skills. Soft skills like communication, listening, etc. also have a crucial role to play in this regard. DIFFERENT REWARD SYSTEMS Pay, compensation and benefits are very important features of handling and managing employees in an organization as they help the management in making sure that organizational goals and objectives are attained to a great extent. Usually, rewards are given in monetary forms only as money is considered to be the biggest motivator to people. But studies and industry experts have claimed that it is not the only aspect that motivates and encourages employees in an organization. In many cases, non-monetary rewards also have a very important role to play (Caldwell and et.al, 2011). There are various reward systems that can be followed by the management. It includes likes of variable pay systems, bonuses, profit sharing and stock options etc. All these methods would help in motivating employees with great ease, effectiveness and efficiency (Colbert, 2004). THIS IS A SAMPLE ASSIGNMENT GET ERROR FREE ASSIGNMENTS AT BEST PRICE CONTACT US NOW: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com In situations such as when employees of an organization may be on strike, reward mechanism like monetary approach can be very useful. It is a well known fact that money is the biggest motivator and usually employees protest or strike because they want their salaries or wages to be increased. Thus by providing financial rewards to such employees, scenario of strike or protest can be eliminated easily and effectively. In contrast to it, non-monetary rewards are TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

14. best suited to those employees who are working at high posts in an organization. For instance, in situations where staff at top echelons of the organization is not happy and satisfied, then approaches of non-monetary reward mechanism can be used. In such situations this method can prove to be very effective and useful, primarily because of reason that monetary benefits do not motivate such employees. Rather if they are given rewards in form of shares of the company, or promotion or any other such non-monetary reward then they can be motivated to a great extent and full value of the rewards can be enjoyed by both the company as well as the concerned employee. TECHNIQUES OF PERFORMANCE APPRAISAL Performance appraisal is very important for managing the human resources as they help the management in not only assessing and evaluating performance or conduct of employees during a time period, but also aids in the process of motivating and encouraging them. There are many techniques that can be used in the same context by management of the small organization. Presently, small business organization uses rating scales technique so as to appraise and evaluate performance of workforce with great efficiency and effectiveness (Huemann, Keegan and Turner, 2007). One of them is of forced distribution. It entails that the management must assign certain percentage of rates. Here, employee’s performance would be assessed on the basis of these percentages due to which biases that usually happen in ranking system can be eliminated. Other than this, 360 degree feedback technique can also be used by management of the small business firm in this regard. Here, management will have to contact and interact with all those individuals such as superiors, co-workers and juniors etc along with making inquiry about them regarding the performance of an individual i.e. the employee (Laroche and Rutherford, 2007). Another very popular and prominent technique for managing employee performance is by developing and setting some Key Performance Indicators (KPIs). Herein, management of company would have to set some specific benchmarks on basis of which performance of employees will be measured and monitored. This technique can prove to be very useful, mainly because of reason that it would allow management of the company to compare performance of employees with certain standards and benchmarks. By comparing conduct of staff members at workplace, monitoring their performance can become a lot simpler and effective task. This is mainly because of reason TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

15. that the authorities would have some substantial numbers and standards on basis of which their performance can be monitored. WAYS TO REDUCE EMPLOYEE TURNOVER Rate of employees leaving the organization is one of the biggest issues in a firm and if the ratio of employee turnover becomes too high, it can build a very bad and negative image in the market. Usually, there are a lot many reasons behind why employees leave an organization. One of them is that they are not happy and satisfied with the firm due to the reason like bad relation with colleagues and co-workers. But the primary reason for such a turnover is of very less pay and compensation by management. Over the years, it has been observed as one of the major cause behind employees who are resigning and leaving an organization. There are many ways through which management of the small firm can attempt to reduce employee turnover rate (Beattie, 2002). One of them is that they can be provided with regular feedbacks and guidance so that they may improve their conduct and performance in the firm. This would provide them satisfaction and also make them to stay in the organization. EXIT INTERVIEW PROCEDURE Exit interviews are those interviews that are conducted at the time when an individual, i.e. employee of the organization leaves his workplace. It has emerged to be one of the very important forms of interview due to a variety of reasons. One of them is that it helps the management in ‘making peace’ with those employees who may be dissatisfied or unhappy with the company due to different reasons (Kozlowski and Salas, 2009). Through exit interviews, an interactive session can be conducted between management and those employee(s) who may be leaving the organization. Other than this, it may also help in building a positive culture at the workplace which may prove to be of great use for existing employees, thus motivating them as well. At Cloudreach, employment exit procedure used consists of a large variety of steps. The first stage in this regard is to accept letter of resignation from the concerned employee; or in case of terminating them from workplace, then a letter of termination. Once one of these activities has been performed, next the HR department informs about same to related employee's department TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

16. head or superior. In the final stage, exit interview of the employee is conducted. Purpose of this interview is to determine reason(s) for leaving by the concerned staff member. In the end, all dues and remaining salary is credited to the employee. But on the other hand, employees at Jaguar are required to serve a notice period of at least 60 days, before they are relieved from the company. If an employee is not able to serve this notice period then they are required money worth their two month's salary. Once the related employee has finished the notice period, then they are provided with a letter of experience and an exit interview is conducted. Through this approach authorities aim at extracting information and understanding reasons why the employee decided to leave the company. Finally, all dues are paid to them. THIS IS A SAMPLE ASSIGNMENT GET ERROR FREE ASSIGNMENTS AT BEST PRICE CONTACT US NOW: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com STEPS IN CASE OF REDUCNDANCY OR DISMISSAL Over the years, in many cases, it has been observed that employees have become either redundant or have been dismissed or terminated from the company due to a wide variety of reasons. But for organizations to carry out the same process, they need to follow some rules and regulations as laid down by the government (Dismissal: your rights, 2014). One of them is related to rights of employees in the same context. It states that they must be given with a notice period so that they can arrange and prepare themselves for the same. Due to this reason, management of an enterprise, even if they would want to terminate an employee with immediate TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

17. effect, cannot do so because of guidelines given in the current regulation. Furthermore, if companies do not provide such written notice to concerned individual, then the employee can sue the firm and claim for damages. In this sense, it may not be wrong to say that process of terminating employee(s) has become a lot more complicated for companies, regardless of market that they may be operating in. THIS IS A SAMPLE ASSIGNMENT GET ERROR FREE ASSIGNMENTS AT BEST PRICE CONTACT US NOW: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com CONCLUSION Human resources are the most important assets for an organization, regardless of the market in which it may be operating mainly because of the reason that they are the one who will have to perform different tasks and duties. During the report, it was observed that management at the small business organization follow traditional techniques of recruitment and selection, while Jaguar, a leading name in the automobile industry uses both traditional as well as conventional methods. TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

18. REFERENCES Books Armstrong, M., 2012. Armstrong’s Handbook of Human Resource Management Practice. 12th ed. SAGE. Kleynhans, R. and et.al., 2009. Fresh Prespectives: Human Resource Management: UJ Custom Publications. Pearson South Africa. Kozlowski, S. and Salas, E., 2009. Learning, Training and Development in Organizations. Taylor & Francis. Laroche, L. and Rutherford, D., 2007. Recruiting, retaining and promoting culturally different employees. Oxford: Butterworth Heinemann. Marchington, M. and Wilkinson, A., 2008. Human Resource Management at Work. Wiltshire: CIPD. Journals Afiouni, F., 2013. Human capital management: a new name for HRM. International Journal of Learning and Intellectual Capital. 1(10). pp. 18-34. Azmi, F. T., 2010. STRATEGIC HUMAN RESOURCE MANAGEMENT: SCALE DEVELOPMENT AND VALIDATION. Philippine Management Review. 17. pp. 80-102. Beattie, S. R., 2002. Understanding Human Resource Management. Employee Relations. 24(1). pp. 101-112. Boselie, P. and Paauwe, J., 2005. Human resource function competencies in European companies. Personnel Review. 34 (5). pp. 550 – 566. Budhwar, S. P., 2000. Evaluating levels of strategic integration and devolvement of human resource management in the UK. Personnel Review. 29(2). pp. 141-157. Caldwell, C. and et.al., 2011. Strategic Human Resource Management as Ethical Stewardship. Journal of Business Ethics. 98(1). pp. 171-182. Colbert, B., 2004. The Complex Resource-Based View: Implications for Theory and Practice in Strategic Human Resource Management. The Academy of Management Review. 23(4). pp. 341-358. Dimba, A. B., 2010. Strategic human resource management practices: effect on performance. African Journal of Economic and Management Studies. 1(2). pp. 128-137. Fox, A., 2008. Get in the business of being green. HR Magazine. 53(6). pp. 44-50. TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

19. Gellner, U., 2004. Personnel Economics: An Economic Approach to Human Resource Management. Management Revue. 15(2). pp. 215-227. Huemann, M., Keegan, A. and Turner, R. J., 2007. Human resource management in the project- oriented company: A review. International Journal of Project Management. 25 (3). pp. 315- 323. Johnston, R., Bringall, S. and Fitzgerald, L., 2002. ‘Good Enough’ Performance Measurement: A Trade-Off between Activity and Action. The Journal of the Operational Research Society. 53(3). pp. 256-262. Khatri, N., 2000. Managing human resource for competitive advantage: a study of companies in Singapore. The International Journal of Human Resource Management. 11 (2). pp. 336-365. Online Bernardin, J. H. and et. al., 2011. Human Resource Management - Introduction - A Revision Article. [Online]. Accessed through <http://nraomtr.blogspot.in/2011/12/human-resource- management-introduction.html>. [Accessed on 14th January 2015]. Dismissal: https://www.gov.uk/dismissal/overview>. [Accessed on 15th January 2015]. your rights. 2014. [Online]. Available through: < Us., 2015. [Online]. Available through: <http://www.cloudreach.com/us-en/cloudreach/? topic=aws>. [Accessed on 9th June 2015]. About Us., 2015. [Online]. Available through: <http://www.jaguar.co.uk/about- jaguar/index.html>. [Accessed on 9th June 2015]. TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 424715655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA