Example Essay on Human Resource Management in Lantex Manufacturing

Human Resources Management, which includes additional theories, tools, techniques, and related activities within the human resources department.

During the early stages of industrialization, personnel management emerged as a way to handle the administrative needs of workers and employees in organizations. This included tasks such as employee care, welfare activities, salary payments, and managing statutory details and leave. These activities were carried out under personnel management to ensure smooth operations. Personnel management played a significant role in advancing employee management practices in various sectors.

Assisting researchers in identifying alternative approaches to managing human resources effectively, the act of drawing dorsums in forces' direction has brought forth new concepts and practices in human resources management. It is a known reality that employees are the actual individuals who contribute to the growth and development of an organization. Therefore, effectively managing, selecting, and guiding the organization's workforce towards its objectives is undoubtedly a crucial and highly significant undertaking.

HRM was developed to prioritize employees as the organization's primary resources. Management scholars perceive employee satisfaction as a crucial factor influencing overall satisfaction. HRM aims to ensure employee satisfaction by aligning the organization's HR policies with market changes. A key distinction between HRM and personnel management lies in their approach towards adaptation. Unlike personnel management, HRM regularly updates its policies, conventions, rules, and practices to accommodate changes in various industries and the business environment. Personnel management primarily focuses on administrative activities rather than employee development and covers only a limited range of employee activities within the organization. In contrast, HRM encompasses a broader scope of HR activities. Ultimately, HRM provides comprehensive solutions for organizational HR problems and issues.

HRM has developed its wings in various

HR activities, including the role, undertakings, and activities of a human resources director in an organization. These activities include:

Recruitment:

• Choice

1. Campaigner profile showing
2. Conducting assorted interview types
3. Defining occupation profile
4. Specifying occupation duties and functions
5. Employee compensation programs
6. Planning inducement construction
7. Employee preparation and development
8. Motivation
9. Public presentation assessment activities
10. Leave direction
11. Attending direction
12. Employee calling program design
13. ESOP plans direction
14. Wagess design
15. Hiring procedure direction
16. Issue interview activities
17. Employee keeping policies
18. Employees struggles direction
19. Group struggles
20. Interpersonal relationship development activities
21. Squad direction activities
22. Group dynamic activities
23. Differences redressal activities
24. HR guidance and aid for each employee if required
25. Hour activities through ERP
26. On-line aid and calling support to employees
27. Employees welfare plans
28. Pulling top executive from other companies,
29. Preparation and development plans for new and old employees

This shows that the HR department plays a crucial role in performing and managing various functions within an organization, based on its specific needs and demands.The HR director utilizes various activities within the organization, updating HRM hour patterns to meet company needs and assisting in achieving corporate level strategic objectives. HRM provides complete control and command over all employees, guiding them towards accomplishing organizational goals.

It injects and develops team leadership and team development to increase employee productivity and performance within the organization.

Finally, you consider two human resources models that would be applied in your organization.

To enhance organization training and development, employee performance can be used to determine when training is necessary. In Lantex, a major fabric company, training and development methods provide an opportunity to improve employee skills while working in the organization. One method I would like to implement in Lantex is changes to the organization's HR practices and management. Currently, most activities are managed using small software packages, with manual operations controlling the majority of work. However, managing large amounts of information, preparing important reports

for decision-making, monitoring and managing employee well-being and office performance is difficult with the current HR practices. Therefore, an ERP (Enterprise Resource Planning) system can handle all these activities with efficient management applications to develop and improve employee management activities according to industry standards.

All HR activities can be managed remotely to quickly make decisions, develop strategies, and enhance employee performance. Two key activities that I aim to implement in Lantex are:

Task 2

Explain the significance of human resource planning for the organization and outline its stages.

In today's corporate landscape, companies must ensure they have the appropriate personnel in suitable roles to optimize overall company success.

It is essential for Lantex to engage in effective human resources planning in order to achieve its organizational goals and objectives. The company must be meticulous in choosing candidates who have the ability to improve performance across various areas of the business, including technical, managerial, and field positions. The skills and knowledge possessed by a candidate determine the specific responsibilities and duties they are assigned. If vacancies within the organization are left unfilled, it does not result in cost savings; instead, it places additional burden on other employees at similar levels or groups while reducing overall productivity and performance. Consequently, this situation can lead to discomfort and dissatisfaction among employees.

In this competitive world, organizations must prioritize employee planning to swiftly fill vacancies and achieve their objectives. This crucial process aids in finding the right candidate at the right time despite intense competition. Utilizing pre-planning resources can assist organizations in locating suitable candidates promptly.

Organizations have structured recruitment processes that take into account various factors such as the number of vacant positions, required academic

qualifications, necessary work experience, salary structure, job title, and employment type (permanent or temporary). Attracting potential candidates is achieved through recruitment advertisements, which are followed by receiving their profiles or biodatas. Lantex's initial step involves checking and verifying available positions within the organization.

The HR team needs to seek approval from the heads of the HR department to proceed with the recruitment process. Once approved, HR managers must create an advertisement and use various communication channels, such as print or online platforms, to promote the recruitment process within the company. Depending on the allocated budget, the size of the recruitment, and candidate availability, HR managers will advertise the job openings in local newspapers, employment magazines, or online job portals. Interested and qualified individuals can respond to the advertisement by submitting their applications for the available positions either by mail or email.

Based on the figure of applications received following measure choice procedure is designed.

Evaluation of the choice patterns and processs and the usage of legal model.

Selection procedure is the most complex activity for happening a right campaigner for the empty occupation places in the organisation. Based on the figure of applications received from the interested and qualified individual with the related eligibility demands and accomplishment set choice procedure is designed. Selection procedure means choosing the right campaigner to the place in the organisations through proving the accomplishments and cognition of the prospective campaigners. Choosing the campaigner depends on the entire figure of applications received from the prospective campaigners.

The selection procedure for large applications varies depending on the complexity and importance of the vacant job. The phases of the choice procedure include a written trial, preliminary interview, business

line director interview, HR director interview, and selection process. Based on performance and skills, candidates progress to the next round for testing their academic, communication, technical, professional, and managerial abilities. The legal policies of the country in which Lantex operates determine the methods and phases of the selection procedure. Factors such as age, discrimination based on gender, race, religion, or nationality should not be shown by the selection panel or employer at any stage. The company should comply with laws regarding pay and compensation packages, provide statutory facilities and good working conditions, and adhere to timing guidelines.

• Employers must provide all necessary resources to fulfill their responsibilities and duties.

Ultimately, it is important to consider the value of interviews as a suitable method for the organization.

When addressing this matter, one should also consider the appropriate selection procedures for recruiting staff at various levels.

The selection process for a senior manager or line director varies depending on the organization. If the vacancy is related to a managerial role, the organization typically conducts different types of interviews to assess the skills of potential candidates. A manager requires a wide range of skills in order to lead a team towards goals and objectives. These skills include conceptual, communication, presentation, managerial, interpersonal, team management, aptitude, specialized knowledge, and motivational skills to improve employee performance and productivity. Experts in the relevant field test and examine all these skills based on the vacant position to determine whether a candidate is suitable for the organization. Every candidate must be interviewed according to the organization's code of conduct and HR selection policy before being offered a job.

A face-to-face interaction or interview session is conducted

by a team of experts in the same division or department head to select the right candidate for a job based on the job and position requirements. The prospective individual is asked questions based on the job description and profile to test their suitability. If the individual successfully goes through all the rounds and the selection panel recommends them to the HR team for the desired position, then the HR team needs to discuss the salary and other benefits that they are expecting for their service to the company. Once the discussions and mutual understanding are established, the HR team can offer a temporary job offer letter to confirm the offer with its terms and conditions. On the specified date, the candidate has to join the organization by submitting their previous employment, designation details, and other legal information to provide a permanent offer letter. After submitting the joining letter, the selected individual can join the company.

Undertaking 3

This clip focuses on performance assessments and reward management.

The performance of employees in any organization is affected by different factors. Hence, it is crucial for organizations to evaluate their employees' performance to enhance productivity. If an employee fails to meet the set standards or goals, it becomes the HR team's responsibility to identify those individuals and resolve the problems. Performance appraisal enables identification of employees who have poor performance.

Companies often conduct performance assessments sporadically, typically years apart. Performance assessments provide information about employees' strengths and weaknesses in executing their responsibilities and duties, helping identify areas where further training or development may be needed based on the results of performance analysis.

Regardless of the occupation place and appellation,

it is important to assess employees' performance to determine the reasons for performance declines. If non-performing individuals are identified, HR managers can develop strategies or make decisions to improve performance according to the guidelines or goals. Sometimes employees work below the standards due to various reasons such as poor working conditions, lack of skills, low motivation, low job satisfaction, lack of guidance towards job objectives, lack of morale within the company, lack of job security, low pay or salary package, slow career growth, absence of recognition and reward system, interpersonal conflicts, group conflicts, and general health conditions. All these factors can cause a sudden drop in employees' performance.

Proper HR practices in a company can lead to an increase in employee performance with the support of division heads. It is important to address poor performance on a case-by-case basis. If employees lack the necessary skills for their job, training can be recommended as a first step to improve their performance. Performance assessment methods can be used to identify eligible employees for promotions, salary increases, benefits, bonuses, and rewards. This allows the HR team to take appropriate action and identify skilled and poor-performing employees. Providing motivation and recognition at work can also be beneficial in improving the performance of underperforming employees.

A good wages system is necessary to motivate employees financially. In addition to meeting goals and professional aspirations, employees feel pleased when they are rewarded for performing well and successfully completing assigned tasks. A good rewards program serves as motivation and satisfaction for employees. Therefore, a effective pay and rewards policy is also needed to motivate employees.

You will compare the issue processes used by two different organizations

and examine their strengths and weaknesses, comparing both sets of processes to determine the best practices.

In order to retain employees within the organization, several human resources policies are necessary. Having a strong organizational culture is always beneficial for maintaining long-term employee loyalty.

Streamlining HR patterns is crucial for improving employee efficiency and morale. Employees often leave organizations due to various reasons such as lack of career growth, low salary, inadequate motivation and rewards, lack of job recognition, low job satisfaction, interpersonal conflicts, high work pressure, lack of motivation, poor skills, and personal reasons. Retaining employees is an important HR activity as finding the right person for a position in the industry is challenging and hiring new employees requires significant financial resources. Therefore, effective retention policies and activities are necessary to retain skilled and productive employees for a long time by resolving issues.

Sometimes, maintaining activities are beneficial for the organization to address and resolve issues. As part of the maintenance process, the HR maintenance team conducts exit interviews with employees who wish to leave the organization. During this process, experts facilitate a discussion between the employees and their supervisors to understand the reasons for their resignation. The supervisors must identify the problems leading to the resignation and find opportunities to resolve them. In certain cases, if the reasons and problems can be identified and resolved, the HR maintenance team may ask the employee to reconsider their resignation. If the employee is interested, they can be reinstated by addressing their concerns.

Sometimes, if the employee does not take his surrender back, he will be released from the service according to company policy.

Lantex Limited, UK

1. It is operating in
   

the fabric industry across a few states in Europe and North America in commonwealth states.

Primark Limited, UK

1. It is operating in the fabric industry across a few states in Europe.
2. Employees can leave with 15 days notice.
3. No retention policy exists in this company.
4. The attrition rate is high.

You also consider selection criteria for redundancy and how these may fit into your organization.

Companies run businesses with the sole purpose of earning profits. This is the common objective for any profit-oriented organization. To earn profits, the performance of every employee is essential to achieve the objectives in their respective business divisions.

The individual productivity of an employee is crucial for increasing the productivity of the organization. The single performance of an employee is necessary for enhancing the overall performance of the organization. It is essential for employees, collectively, to work efficiently in completing their assigned tasks. If an employee's performance declines, it can hinder the achievement of goals across various business divisions, ultimately impacting the overall corporate objectives.

Monitoring and commanding employee performance is crucial for managing the effectiveness and productivity of an organization in order to achieve its goals and objectives. It is vital for every company to retain skilled employees. If the performance of underperforming individuals does not improve, they may face termination. All employees must adhere to the organization's code of conduct. In severe cases where an employee violates the code and regulations, they will be dismissed in

accordance with the HR policies. Employers have the authority to terminate employees who fail to meet performance standards and disregard the organization's rules and code of conduct.

The type of termination depends on the seriousness of the issue. Lenox can use this method to communicate sincere and fair disciplinary actions within the organization. Lenox already has a separate policy for employee terminations to maintain order. It is a lengthy and intricate process. Depending on the specific situation, employees may be terminated from their positions.

These policies play a crucial role in sending a powerful message to employees about promoting fair and favorable working conditions and practices for the organization's progress and growth.