human resource management ASSIGNMENT 2

ASSIGNMENT 2 FRONT SHEET Qualification BTEC Level 4 HND Diploma in Business Unit number and title Unit 3 Human resource management Re-submission Date Date Received 2nd submission Stude

ASSIGNMENT 2 FRONT SHEET Qualification BTEC Level 4 HND Diploma in Business

Unit number and title Unit 3 Human resource management

Re-submission Date Date Received 2nd submission

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ASSIGNMENT 2 BRIEF Qualification BTEC Level 5 HND

Diploma in Business Unit number

Unit 03: Human resource

Format: This assignment is an Individual assignment in the form of an HR

Training and Development Plan The recommended word limit is 1,500–2,000 words

You must use font Calibri size 12, set number of the pages and use multiple line spacing at 1.3 Margins must be: left: 1.25 cm; right: 1 cm; top:

1 cm and bottom: 1 cm The reference follows Harvard referencing system The recommended word limit is 2.000-2.500 words You will not be

penalized for exceeding the total word limit The cover page of the reporthas to be the Assignment front sheet 2

Submission Students are compulsory to submit the assignment in due date and in a

way requested by the Tutors The form of submission will be a soft copyposted on http://cms.greenwich.edu.vn/

Note: The Assignment must be your own work, and not copied by or from another

student or from

books etc If you use ideas, quotes or data (such as diagrams) from books, journals orother sources, you must reference your sources, using the Harvard style Make surethat you know how to reference properly, and that understand the guidelines on

plagiarism If you do not, you definitely get fail

Unit Learning Outcomes:

LO3 Analyze internal and external factors that affect Human Resource Management

decision-making, including employment legislation

LO4 Apply Human Resource Management practices in a work-related context

Assignment Brief and Guidance:

You are assigned to design a training package for a specific position in one year Youcan freely choose a position in a company You are required to present to theleadership team of the chosen company to get funds for the training plan Accordingly,the training plan should cover following contents:

(1) Job specifications of the chosen position

(2) Identify and critically evaluate key elements of employment legislation which mayhave an impact on your training plan proposal (i.e labor regulations, regulations related to a specific profession if related, etc.)

(3) A description of the proposed training which includes different elements of your training design and evaluation

(4) Critically provide the rationale for your proposal and potential benefits that staff may achieve after participating into your proposed training

Grading criteria

LO3 Analyse internal and

external factors that affect

practices that inform and making in an organisational

influence decision-making

context in an organisational

context

M5 Provide a rationale for

the application of specific

HRM practices in a

workrelated context

LO3 & 4 D3 Critically evaluate

employee relations and theapplication of HRM

practices that inform and influence decision-making

in an organisational context

LO3 Analyse internal and external factors that affect Human Resource

Management decision-making, including employment legislation :

P5 Analyse the importance of employee relations in respect to influencing HRM

decisionmaking

The existence and development of an enterprise depends heavily on the efficient

exploitation and use of resources: capital, facilities, scientific and technical advances, employees, these factors Have a close relationship with each other and interact with each other Factors such as: machines, equipment, material possessions, technology can be bought, learned, copied, but people cannot Therefore, it can be affirmed that human resource management is essential for the existence and development of

enterprises

Humans, with their creative ability, hardworking workers, invented tools from the very beginning to the development of high technology, high technology and science as today Be your own needs and social development

Human resource management contributes to addressing the social-economic aspects oflabor issues It is a common problem of society, every economic activity in general has come to an end sooner or later in order for employees to enjoy the fruits of their work

Human resource management is attached to every organization, any organization needs to have a human resources department Human resource management is an important component of management function, it has roots and branches spread

everywhere in every organization Human resource management is present throughout the departments, and any level of administration has employees under it, so it requires human resource management The way human resource management creates a

cultural atmosphere for a business This is also one of the decisive factors for the

success or failure of a business

Human resource management in enterprises

External environment:

Economic context: The economic situation and business opportunities greatly affect personnel management When there are economic fluctuations, businesses must know how to adjust the activities to be able to adapt and develop well It is necessary to maintain a highly skilled workforce so that when there are new opportunities, it will be ready to continue expanding business Or if business is shifting to a new commodity, workers need to be retrained On the one hand, the enterprise has to maintain skilled labor, on the other hand, to reduce labor costs, the enterprise must consider reducing working hours, giving employees a temporary leave of work or reducing benefits.

Population and labor force: The situation of population development with an increase in the labor force requires creation of new jobs; otherwise, it will cause aging of the labor force in the company and scarcity of human resources

The law also affects personnel management, binding businesses in recruiting and remuneration for workers: requiring good labor relationship resolution

Culture — society: The cultural and social characteristics of each country and each region also significantly affect human resources management with different value

scales, gender, class

Science and technology development has posed many challenges in personnel

management; It requires strengthening training, re-vocational training, rearranging the labor force and attracting new highly skilled human resources

Government agencies and unions that influence human resource management on issues related to policies, labor and social regimes (labor relations, settlement of

complaints and disputes on labor)

Customers buy products and services of the business, managing employees so that customer satisfaction is the highest priority Having no customers means no job,

revenue and wages Must arrange the right staff to be able to best serve customers

Competitors: are also factors that affect human resource management It is the

competition on human resources, businesses must know how to attract, maintain and develop the workforce, not to lose talent to the opponent

Internal environment:

The goals of the business affecting management activities include personnel

management This is an element of the internal environment of the business, affecting various professional departments and in particular human resources management

The business development strategy drives the human resource development strategy, creating management teams, experts, skilled workers and promoting their talents

1 Atmosphere — corporate culture: As a system of shared values, beliefs and standards, it unifies the members of an organization Successful organizations are those that nurture and encourage dynamic, creative adaptations

Trade unions are also factors that influence management decisions, including personneldecisions (such as: management, supervision and care for the material and spiritual life

of workers)

2 Human factors: The human factor here is the employee working in the business

In the enterprise, each employee is a separate world, they differ in management

capacity, aspirations, interests so they have different needs and desires Human resource management must carefully study this issue to find the most appropriate management measures

Along with the development of science and technology, the level of workers is also improved, awareness is also better This affects their outlook on work, it also changes the requirements, satisfaction and satisfaction of their work and reward

Going through different periods, the needs, tastes and preferences of each individual are also different, this has a great impact on human resource management The task of

HR is to understand these changes so that employees feel satisfied, satisfied and attached to the business because the success of the business in the market depends very much on the children People in many aspects

Salary is the main income and has direct impact on employees One of the main goals

of employees is to work for the right compensation So the issue of pay attention

attracts everyone, it is a tool to attract workers In order for human resource

management to be carried out effectively, salary issues must be given due attention

Administrator factors:

The administrator is responsible for setting policies and guidelines for the development

of the business This requires managers outside the professional level to have foresight and vision to be able to give the appropriate direction for the business

Practices in an ever-changing life, executives must often pay attention to creating an intimate, open atmosphere in the business, must make employees proud of the

business, have a sense of responsibility to the public your job In addition, the

administrator must know how to cleverly combine the two sides of the business, on the one hand it is a profit-making organization on the other hand it is a community to ensurethe lives of officials and employees in the enterprise, Creating the necessary

opportunities for everyone to actively work, they have the opportunity to advance and succeed

Administrators must collect and process information in an objective manner, avoiding unreasonable injustices that cause confusion and hatred within the enterprise

Administrators act as a means to satisfy the needs and desires of employees To do this, it is necessary to study and master human resource management because human resource management helps managers learn how to approach employees, listen to theiropinions, find a common voice with them

Whether human resource management in the enterprise has achieved the desired results or not depends very much on the attitude of the administrator with the legitimate interests of employees

P6 Identify the key elements of employment legislation and the impact it has upon HRM

decision-making

Legislations, laws and other regulations such as The Employment Rights Act, Equal PayAct, Sex Discrimination Act,The National Wage Act, and The Disability Discrimination Act etc must be complied by any bussiness in times of decision making especially in decision making of HRM as it may totally change any decision or plan set by theHR

department Several elements relevent to employment are considered in employment legislation which include :

1 Equal employment opportunity for everyone seeking job

2 Affirmative actions favouring everyone

3 Sexual harassment prevention for better work environment

4 Working time regulations i.e fixing working hours

5 Wages and remuneration paid for work and service

6 Good Working conditions for workers

7 Trade unions and other industrial relationships

8 Social security, welfare , safety and health care of all workers

These above key mentioned elements ensures that contractual agreements of

employers match with those of employees in compliance with legislation ( Ranchordas, 2015)

Their impact is quite good on decision making.They ensure the rights of all employees whether the men or women

Human resource management is not a simple story, it is a process and impacts from many sides, so the factors affecting human resource management are:

• Environmental factors

1 External environment

- Economy :

The economic cycle and the business cycle are the first factor to mention when it greatlyaffects human resource management In times of economic downturn, or economic instability, the company still needs to maintain a skilled workforce and reduce labor costs on the one hand The company must decide to reduce working hours, allow

employees to take a break, or give them a break from work

On the contrary, when the economy develops and there is a stable trend, the company has a need to develop new workers to expand production and increase training of staff This expansion of production requires the company to recruit more qualified people, require a raise to attract talent, increase welfare, and improve working conditions

- Population / labor force :

In Vietnam, women make up 52% of the social workforce, taking part in a wide range of activities in all economic sectors The larger female workforce affects factories, in terms

of maternity and child care

- Law :

The law greatly affects the human resource management of the company In Vietnam, the Labor Law is enacted to manage and govern labor relations in all state-owned enterprises and other forms of ownership

- Sociocultural :

The social culture of a country greatly influences human resource management In a social culture with so many caste, the social value ladder does not keep up with the development momentum of the times, it is clearly curbing, not providing talent for

organizations

Lifestyle changes in society also affect the structure of companies In developedcountries, the labor force moves from the manufacturing sector to the servicesector, which is transportation, communications, and business services

- Competitors :

In a market economy, managers do not only focus on market competition, product competition but neglect human competition Human resources are at the core of

governance, companies today are influenced by a competitive and challenging

environment In order to survive and develop, there is no way to effectively manage human resources

In order to do this, companies must have reasonable human resources policies, must know the leadership, encourage, reward and reasonably, create an atmosphere of attachment In addition, the company must have a salary policy to keep employees working with them, to improve the working environment, and to improve welfare

- Scientific and technical progress :

The progress of general science and technology in the world is increasing the pressure

of competition among businesses Therefore, it is necessary for businesses to pay adequate attention to constantly improving and innovating techniques and technologies

to increase quality and lower production costs

In order for employees to be aware of these things, it is the duty of the management levels and the whole company to know how to manage human resources effectively, that is, synthesize many factors, not merely wages and benefits, or salary increases, promotions

2 Internal environment

Factors affecting the human resource management within enterprises such as:

- The company's goals :

Each company has its own goals, each level of management must understand their company's goals In fact, every department must have its own departmental goal The

company's goal is an internal environmental factor affecting specialized divisions such

as manufacturing, sales, marketing, and finance Each specialized department must rely

on the orientation of the company to set the goals of its department

- Corporate policies :

Company policies are often in the areas of human resource management These

policies depend on the company's user strategy Policies are guidelines, not rigid laws,

so company policies must be flexible, requiring explanations and considerations It has

an important influence on the way business executives work Some policies affecting human resource management:

+ Give employees a safe workplace

+ Encourage people to work to the best of their ability

+ Paying salaries and incentives encourages employees to work at high

productivity based on quantity and quality

+ Assure employees working in the company that they will be given priority when the company has vacancies, if they prove qualified

- Culture of the business :

Cultural concepts refer to a shared system of values or meanings These shared values define, to a great extent When faced with difficult problems, the organization's culture will limit what employees will do by suggesting the right way to synthesize, identify, analyze, and solve problems

The company's cultural atmosphere evolves and builds on the examples of senior

executives, primarily from what they do, not what they say Other factors also influence the creation of a company's culture The following three factors have an influence on thepsychological context of the company, namely communication, motivation and

leadership style Factors affecting other human resources management such as

organizational characteristics, management process, organizational structure, and management style also help shape the culture of the company

• Human factors

The human factor here is the employee working in the business In the business, each employee is a separate world, they differ in management capacity, aspirations, interests so they have different needs and desires Human resource management must

carefully study this issue to find the most appropriate management measures

Along with the development of science and technology, the level of workers is also improved, awareness is also better This affects their outlook on work, it also changes the requirements, satisfaction and satisfaction of their work and reward

Going through different periods, the needs, tastes and interests of each individual are also different, this has a great impact on human resource management The task of HR

is to understand these changes so that employees feel satisfied, satisfied and attached

to the business because the success of the business in the market depends very much

on the children people in many different aspects

Salary is the main income of the employee, it directly affects the employee The purpose

of an employee is to sell their labor for compensation So the issue of pay attention attracts everyone, it is a tool to attract workers In order for human resource

management to be carried out effectively, salary issues must be given due attention

• Administrator factors

The administrator is responsible for setting policies and directions for the development

of the business This requires managers outside the level of expertise to have foresight and vision to be able to give the appropriate direction for the business Practices in an everchanging life, executives must often pay attention to creating an intimate, open atmosphere in the business, must make employees proud of the business, have a sense of responsibility to the public your job In addition, the administrator must know

how to cleverly combine the two sides of the business, on the one hand it is a making organization on the other hand it is a community to ensure the lives of officials and employees in the enterprise, Creating the necessary opportunities for everyone to actively work, they have the opportunity to advance and succeed

profit-Administrators must collect and process information objectively to avoid unreasonable injustices that cause confusion and hatred within the enterprise Administrators act as a means to satisfy the needs and desires of employees To do this, it is necessary to study and master human resource management because human resource managementhelps managers learn how to approach employees, listen to their opinions, find a

common voice with them

Whether human resource management in the enterprise has achieved the desired results or not depends very much on the attitude of the administrator with the legitimate interests of employees

LO4 Apply Human Resource Management practices in a work related context

P7 Illustrate the application of HRM practices in a work-related context, using specific

examples

HR department follows the policies by the HR department of PEPSICO At PEPSICO,

their belief that "their people are their greatest assets” They take great pride in

acknowledging the contribution each one of them makes They focus on People

Development and for that they ensure:

Staff PEPSICO with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential

• Create a collaborative and mutually supportive work environment that encouragespeople to grow

• Build a team of professionals who deliver expertise by participating in business decisions

• Develop Performance Management and reward systems underlying our Business strategy

HR OBJECTIVES:

• To look out for the well being of all employees of the company

• Provide leadership and direction to employees of the company

• Career Development planning for all employees of the company

• Ensure thorough training of nationwide employees

• To provide individual employees with orientation on the company at the time of joining

• To provide employees with solutions to their problems

• Maintaining data records of all employees of PEPSICO (Human Resources

information System)

• To evaluate and retain those employees who are assets to the company HR

Policies:

Friendly, conversant, flexible and congruent with business environment “Policies are

legally compliant with clearly expressed processes for timely revisions and a

framework in place to foster employee adherence.”HRIS:

Development of interactive web-site aligned with all HR sub-functions to facilitate communication between employee and organization through dialogue boxes and speedy availability of information

Enhancing overall perception of HR, as with the help of HRIS the function of HR is changing direction and heading towards Relationship Building, in this all the links arebeing recreated and employees are given much more weight as compared to past