Human Resource Management Journal of Business and Management

Question: Describe about the Human Resource Management for the Journal of Business and Management. Answer: Job description and job specification A general and broad written statement which is based on job analysis is called job description. It generally consists of purpose, duties, scope, responsibilities. It forms the bases of the job specification (Ziegler,Hagen, Diehl,2012). The statement of the employee qualification and characteristic which is required for the performance of tasks and duties comprising a specific function or job is called job specification (Han, 2008). My current job description is as follows: Implement, develop and plan all the strategy which are required for HR development and management (which includes selection and recruitment policy, counselling, development and training, performance appraisals, quality management, motivation, and morale, etc.) Starting and maintaining the required system which helps in measuring the important aspects of Human Resource development. The measure, monitor and report all the HR issues, development plans, achievements and opportunities which should in agreed format and within the required time. Develop and manage the staff which reports directly. Control and manage the expenditure of the department and maintain it within the agreed budget limit. Coordinate with other departmental/functional managers so that the need of HR development and the necessary aspects of HR department are understood and ensuring that the other departmental managers are fully aware of the HR purpose, achievements and objectives. Maintain knowledge and awareness of HR methods and theory and provide appropriate interpretation to managers, staff and directors within the institution. Contribute towards the evalution and development of HR performance and strategy with the support of the executive team. Ensure that the activities meet the organisational requirement of quality management, legal stipulations, safety and health, environmental policies. According to the job specification, my job designation is that of an assistant manager (HR department). I have to deal with more duties than I initially signed on for. I hesitate to ask my manager about the same. Because of the extra duties, I have being given my duties have accumulated into an unmanageable mess. I am not given any extra pay for the extra duties that are performed by me and due to my workload, it becomes difficult for me to perform the task mentioned in by job description efficiently. Transparency in the process of dismissal of an employee A colleague of mine was dismissed from his job, and the reasons given by the management for this dismissal was continually missing work, poor discipline, incapability to perform his work and illness. If an employer dismisses his employee, it means that the person has broken the terms of the employment. The employer should follow a fair disciplinary process before they decide to dismiss their employee for their misconduct (Probst Estrada, 2010). One of the reasons given by the management for his dismissal was incapability to perform his work. The management believed that he was not capable enough in performing his task. He does not have the required technological knowledge that is required in his job and because of his persistent illness, it was becoming impossible for him to perform his job efficiently. Steps were taken to provide adequate training to him so that he could match the technological requirement for his job. Because of his poor performance many warnings were given to him so that he could improve the quality of his work and perform his work satisfactorily. He was given enough time and chance so that he could improve his work. Since my friend was suffering from long- term sickness, the management decided to look at the various alternatives before making the decision to dismiss him. The managers decided to give him reasonable time to recover and the amount of actual time given to him was based on the following factors like time required in recovering from illness, how definite it is that he will recover, how easy it will be to get cover for his job and whether the job performed by him can be kept open. The process followed by the company for the dismissal of one of my colleague was substantively justified and was conducted in procedurally fair manner. He was given his outstanding wages, holiday pay and all the other entitlement which was mentioned in his employment contract. Separate training was given to him so that he could develop the technological knowledge which is required by him to perform his work efficiently. Enough time was given to him so that he could recover from his long- term illness. Therefore the process followed by the management for the dismissal of my friend was fair and transparent. Performance Appraisal Systematic assessment of an individual is known as performance appraisals. For the overall development of the organisation and that of the employees, the tool of performance appraisals is used (Abbas, 2014). The performance of an employee is measured by issues like knowledge of the job, quality of output, quantity, leadership abilities, Initiative, supervision, cooperation, dependability, judgment, health, and versatility. The assessment of an employee should be based on his past and potential performance. Performance appraisal is used for promotions, confirmations, development and training, review on Compensation, competency building, improving communication, evaluating the HR Programs, grievances feedbacks.. The process of performance appraisal includes definition of appraisal, Job expectations and job establishment, designing a program for appraisal, performance appraisal, performance interviews, using facts for appropriate purposes, identifying the opportunities , using physical processes, social processes, computer and assistance. Methods of Performance Appraisals: Various methods have been used to measure the quantity and quality of performance appraisals (Clancy, 2007). The technique that is used in my organisation for performance appraisal is management by objective. Management by Objectives: Under this process, the performance of an individual is rated according to the achievement of the objectives which are described by the management (Tegegne, 2013). This method of performance appraisal is result oriented. This means that the employee performance is measured by examining the extent to which they can perform their predetermined work objective. The objectives are established jointly by the subordinate and the supervisor. Once the objectives are established the employees are required to self-assess themselves and find out their strength and weaknesses. The employees are expected to monitor their own progress and development. The process of management by objectives is, firstly, the goals and the desired objectives of each subordinate are established. Then management sets the performance standards. After setting up the performance standard, Comparison between the actual goals of the employee with the goals attained by the employee is made. After comparison between the actua l goals and the attain goals of the employees, new strategies and goals for the goals which are not achieved in the past are made. Based on this process the ranking is given to the employee, and their appraisal is decided This method of performance appraisal concentrates on the actual outcome. If an employee meets the set objectives than he has demonstrated an acceptable level of job performance. In this process, the employee is judged according to their real outcome. The advantage of using this method of performance appraisal is that direct results can be observed. This method also has many disadvantages also as it can lead to unrealistic expectation from the employees which cannot be reasonably accomplished. The subordinates and the supervisors are required to have very good reality checking skills which are very difficult to be attained by them. This method also causes rigidity in the organisation, and it results in the lack of flexibility in the organisation. This method is more useful for the managerial position (Yu, 2008). This method of performance appraisal is not applicable for all the jobs. The process of performance appraisals helps to regularly review the performance of the employee within the organisation. Many employees are not happy with the method of performance appraisal used in the organisation because the process used in a performance appraisal can be biased very easily. Cultural diversification in an organisation Culture means shared traditions, customs, beliefs, history, and institutions of a group of people. Culture is a system based on what we actually are, and it affects the way in which we behave with the people of different groups and culture (Winch, 2015). It is shared among the people of same language, ethnicity, religion and language. Every organisation has a "culture" of procedures, policies, processes and programs, and they incorporate in themselves certain beliefs, values, customs, and assumptions. An organisation which is culturally competent they bring together knowledge based on different groups of people and then it transforms it into policies, standards, and practices which help in fulfilling the objectives of the organization. The diversity in the workplace can be managed by encouraging the staff to participate and contribute towards the goal of the organisation, Managing, Aggressively looking for and capitalising on the benefits of developing a diverse workforce and by Ensuring the requirements of all the legal obligations like safety and equal opportunities in employment. The model which is followed in my organisation is as follows: Valuing diversity-My organisation respect and accept the difference within and between different culture. Conducting cultural self- assessment- regular surveys and discussion are held in my organisation which helps the employees to understand each other culture. The process of self -assessment is a continuing process. Understanding the dynamics of different culture backgrounds Institutionalising cultural knowledge-The knowledge gained is then integrated into every facet of the organisation. Training is provided to the staff so that the knowledge gained is effectively utilised. Adapting to diversity-All the cultures are valued and respected in our organisation which helps to achieve the ultimate goal of the organisation. An employee working in an organisation must have knowledge about the different cultures and ethnic groups and should know about their beliefs, history, values, and behaviour. They should be open towards all the cultural attitudes. Cultural sensitivity exists in every organisation, and it occurs especially if any belief or custom goes against the idea of multiculturalism. Conflicts occurring due to cultural sensitivity could be easily handled if all the employees of the organisation are aware of the goals of the organisation. There are many benefits of building an organisation cultural competence like it helps to increase respect and understanding among the employees, increase the creativity which helps in problem- solving, increases participation, increases trust and cooperation and promotes equality and inclusion. A committee is formed in our organisation which acts as a governing body to plan, implement and evaluate the organisation cultural competence. Today the workplace is becoming vast rapidly with the expansion of business environment which include in itself various geographical locations and various cultures. Communication is a basic tool to build cultural competence in an organisation. So it sometimes becomes difficult to communicate with the people of the different culture properly. To communicate properly with the employees of different culture, I try to learn to read different nonverbal behaviours (Kyounghee Oh, 2007). I always respect the names of my colleagues and never disrespect the names of my colleagues. I try to listen to what others want to say and not what I want to hear. I always try to adapt the communication styles to fit every situation. Acceptance and appreciation are very essential to develop the effective working relationship. I try to maintain courtesy and respect of the employees who come from different culture. I do not behave differently with the employees of the different culture because I understand t he importance of cultural competence and know that the ultimate goal of the organisation can only be achieved when all the people working in the organisation respect each other culture and work together towards the achievement of the goals of the organisation. Workplace accidents The Accident is defined as any unplanned event which interrupts the completion of the work and it may or may not include injury to the employee. Falls and slips are very common types of accidents related to the workplace. Falls and slips account for over 25 percent of the workplace injuries according to the NSC (National safety council) which means the compensation claims filed every year for such incidents are more than a million workers claims. A lot of the fall and slip injuries causes soft tissue injuries which include small gashes, minor burn, sprained tendons, etc. But many of the slips and falls injuries also causes very serious injuries like hard injuries which includes fractures,head trauma, deep gashes, etc. All the employers are required to follow the regulation of OSHA ( Occupational Safety and Health Administration).These regulations describes the safety measures which are required to be followed by the organisation. All the employer who does not follow OSHA requirements may have to incur huge fines and, in some cases, imprisonment. (Tsuda et al., 2011) Whenever any accident take place in an organisation the roots cause for the same should be investigated so that required steps can be taken to avoid the accident to take place again. The investigation of the accident should be done by someone who has experience in accident causation, investigative technique and has full knowledge of the work processes, persons, etc. Reasons to investigate a workplace accident include the following: Finding the causes of the accident so that similar accident can be prevented in the future, fulfilling the entire legal requirement, determining the cost of the accident, determining whether the applicable safety regulations are compiled and in processing workers compensation claim. The steps involved in the investigation process are: The designated person should be reported about the occurrence of the accident. Medical care and first aid should be made available to the injured person. Investigation the accident. Identifying the causes which may include the following: Spilled liquids, cracked, uneven or torn flooring, non-existent or inadequate signs of warning, holes in the floor, poor lightning , uneven stairs, cables, unexpected, elevator stops abruptly etc. Report the finding Developing the plan for corrective action which includes developing a good housekeeping practice, reducing wet and slippery surfaces, avoiding obstacles in walkways and aisles, proper lighting is maintained, proper shoes are worn by the employees. Taking steps to implement the plan. Evaluating the effectiveness of the corrective plan Making changes for continuous improvement. The employee injured in this accident has the right to claims compensation for the same. For claiming the compensation no eligibility is required the injury caused to the employee is in itself a sufficient proof for the same. The benefits that are given to the employee normally include therapy and medical bills, other expenses and two-third of the lost wages during recovery and treatment. The employee has the right to claim the compensation but it the injury is caused due to the employees fault and if the fault is entirely his than the workers compensation law can deny the compensation. Each case is different but if the worker does it purposely than the law can deny the employee the amount of compensation. Therefore it is very necessary to study the actual reason behind the injury caused to the employee. References Abbas, M. (2014). Effectiveness of performance appraisal on performance of employees.IOSR Journal Of Business And Management,16(6), 173-178. https://dx.doi.org/10.9790/487x-1662173178 Clancy, C. (2007). The Performance of Performance Measurement.Health Services Research,42(5), 1797-1801. https://dx.doi.org/10.1111/j.1475-6773.2007.00785.x Deferred Incentive Pay Plan for Key Employees. 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