The Role of Personnel Management in Organizations
Discuss about the Boundary Work for Sustainable Development.
The personnel management is the administrative function that provides strength in the organisational activities and manages to the relationship between employee and employers. The function of staffing, directing, coordinating and budget all these aspects are there for the development of the business. In this research, Club 21 is the chosen Singaporean company and this is one of the best-licensed luxury retail organisations (Sg.club21global.com, 2018). The company started in 1972 as a boutique store and now the business has spread in Taiwan, USA, United Kingdom, Korea, Malaysia, Australia, China and Indonesia. Most of the large retail brands are catered by the organisation and they have maintained the brand equity and position in the organisation. This is a part of COMO group and the main job of this organisation to maintain their employee engagement ration and delivering motivation to employees so that engagement with the organisation will sustain.
In Club 21, Human resource department is being catered by our team. This is the only process where internal and external recruitment strategies, support systems, employee retention, policies and programs, staffing and performances, benefit and compensation all these things are being related (Brewster, 2017). The process of core management and performance related to employees’ development help the organisation to do business at its best level.
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Job Title |
Human resource Manager |
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Brief Overview |
Human resources are consisting of recruiting, screening, interviewing and placing the right people at the right time and that is the key process that makes direct and indirect recruitment. The handling and operating process is the main function that has been done by the HR team and that planning is coordinated by the effective way. |
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Task |
Set the policies and programs for the wage set up and promotion and the employee benefit. They have to identify the staff vacancies and what is the appropriate position that organisation needs and they have to select applicants for that. |
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Duties |
Plan and conduct training programs are the important segments for new employees and that will help in the organisational productivity as well. The health and safety process of employees is another responsibility that HR department has to take for the development of the organisation. The process of interpersonal communication, simple business presentation, and motivated teamwork skills and diverse mentality accumulation is the most important aspect of the organisation (Clark et al., 2016). The manager has to take care of each of every employee and help them to motivate as much as they can so that intrinsic motivation sustained in that case. |
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Responsibilities |
The development of labour relation and activities of the organisation is the key aspect for the business and that is be the key role HR has to maintain in the workplace. The dealing and understating of employees’ condition and in case of firing employees administrative disciplinary procedures is needed (Albrecht et al., 2015). The employee orientation and positive attitude are also important for the development of organisation activities. The Department of Human Resource takes care of that. |
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Knowledge |
Recruitment, Staffing, Policy statement, Performance management, Legal issues, Selection. |
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Skill |
The recruitment and staffing is the main job course that Human Resource team has to do. The compensation and benefit is related to be formulated by the department. Set-Off goals and objectives for the short-term, mid-term and long-term perspective have been implemented and that is the key reason employees work process and direction has been set like that way. |
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Abilities |
All the facilitation issues and benefits administration is the key process that helps employees and that is the crucial aspect for business also. The employee services and counselling is an important part that formulated by policy development issue and that will be interesting and be affecting the employees’ progression. |
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Other Characteristics |
The manager needs to be patient and have qualities like effective business communication to handle any kind of adverse situation. Decision making and effective use of implementation needs to in the person so that an establishment power and managing form of decision making needs to be there in the manager. The employees are from different backgrounds and have different mentalities as well so it is very important to have better situation analysis and communication process for the development of organisation sustainability and expansion |
For the organisation efficiency excellent customer service, increase percentage of profitability, reduced operating cost and improved efficiency is the key design is need to implement for the development of the organisation. Employee engagement and commitment for organisation can be possible by the effective handling of strategic management.
The motivation is one of the important factors in the organisation and that is the reason organisation wants their employees will be motivated every time so that effective commitment will persist in all the times. Intrinsic motivation comes from the team management, effective working condition, positive behaviour; good feedback will come in the organisation (Jabbour & de Sousa Jabbour, 2016). In case of extrinsic motivation has the factors like monetary enhancement, benefits, prizes, positional change are the important aspect to flow on and that is the important motivational factor for the organisation.
Employees’ health and safety is an important issue in organisation and human resource department has taken care of that. There are some occupational safety manners, that are important aspects like healthy lifestyle, improved health services, non-occupational factors, personal development process and learning, and leadership communication process is the key step that need to aligned in the workplace for the development of organisation. This entire process is handled by the human resource department also.
Introduction to Club 21, a leading luxury retail organization
The way of simplifying the job progression, the use of mental capacity is the crucial aspect for business. The mental demand like filtering the information and clear display of instruction and memory aids are main physical work environment which is important for the job enrichment mental satisfaction (Zoogah, Peng & Woldu, 2015). Create close people and involve them with the organisation is the key aspect for the mental capacity process.
The policies are important in the organisation as the implementation of the policy help to frame the process in right way. The policy of ‘No discrimination’ is the effective one to implement in the organisation so that employees get equal priority in the organisation. Equality is another aspect in the organisation employees will not be segmented by their cast, culture, sex or other issues. The Equality Act (Article 12) in Singapore is also implemented in the organisation for the development of organisation position (Sheehan, 2014). The favouritism process is not considered in the organisation and employees have been chosen as per their quality and effectiveness.
The internal recruitment sources are transfer, promotion and Employee referrals. The hiring process may be different but through the internal recruitment sources effective employees will come for the organisation. They are trustworthy and have a good knowledge about the organisation process and policies. This is the low level of recruitment process.
The external recruitment process is also important in that case as this is the most effective process formulated by the organisation. The sources like media advertisement, casual callers, employment exchange process, campus placement, labour contractor, walk-in, and e-recruitment are general processes used by the organisation.
The sources are very important for the organisation as the recruitment evaluation is important for the sustainable development of the country. The process of evaluation is important as the staffing is crucial for an organisation to make a stable business strategy for long-term business relationships. The effectiveness of internal recruitment is more realistic as the organisational policy and procedures are known to them. However new employee accumulation helps the flow up of the process.
The behaviour of the recruiter will be directive as they have to ask direct questions to interview candidates. They need to be polite and they need to have intended to encourage people and not be in the situation when the interviewee is under pressure. The behaviour is very important as this is the process that highlights the skilled employees’ productivity and also handles the situation swiftly and that is good for the organisation also.
Human Resource Department in Club 21
The screen application is important for the preliminary section process, where set of employees has been chosen for the process and list them to select which date which set of people will come for the interview. The selection of resumes is the prime process where section will be started for right employees and the resume will the initial step of this.
The work samples review that means reviewing resumes is the effective and progressive process for the recruitment. The resumes are the only way to define the employees and that is the employees get involved with the organisation. These are the samples that sorted in the right way for the process development.
Interviewing candidates is the right way to make them involved with the organisation. The interview process will be handled after the resume selection has been done (Stone & Deadrick, 2015). The candidates will be selected as per their merit and they have the efficacy to do the work in the relevant way. The section of interview some relevant questions will be asked and try to get some people who are relevant for the organisation also.
Candidates’ background is also very important for the organisation as the process signifies the effectiveness of the employee in the workplace. There are some references also come in the organisation and some existing employees suggest some people for some departments. This is the way of availability that required for the organisation development. The employees are the key resources for the organisation so they have to be skilled and efficient for the organisation (Jackson, Schuler & Jiang, 2014). This is the main reason their expertise will be checked so that at the adverse condition possible mitigation process will evolved from them.
This is the last process that human resource manager has to do and this must be a right decision or the most effective one that need to come. The qualities evaluated and process of decision making needs to change and that is the important aspect for the organisation to get some people who are the best in their own genre. After getting all the process done, the effective use of effective decision will need to take for selecting the right person for the post.
Conclusion
Therefore it can be concluded that effective use of management aspect and strategies will be taken by the Club 21 is the main process that affects the business in a good way. The management decision as well as job analysis, job design, and all the recruitment process needs to be formulated as per the given process so that effective development will be done. This is the crucial factor for the organisation development and that influenced in their organisational positioning also.
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.
Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
Clark, W. C., Tomich, T. P., Van Noordwijk, M., Guston, D., Catacutan, D., Dickson, N. M., & McNie, E. (2016). Boundary work for sustainable development: Natural resource management at the Consultative Group on International Agricultural Research (CGIAR). Proceedings of the National Academy of Sciences, 113(17), 4615-4622.
Jabbour, C. J. C., & de Sousa Jabbour, A. B. L. (2016). Green human resource management and green supply chain management: Linking two emerging agendas. Journal of Cleaner Production, 112, 1824-1833.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.
Sg.club21global.com (2018) Club 21 retrieved from: https://sg.club21global.com/club21/ [Accessed on 3rd June, 2018]
Sheehan, M. (2014). Human resource management and performance: Evidence from small and medium-sized firms. International Small Business Journal, 32(5), 545-570.
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145.
Zoogah, D. B., Peng, M. W., & Woldu, H. (2015). Institutions, resources, and organizational effectiveness in Africa. The Academy of Management Perspectives, 29(1), 7-31.
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