ORGANIZATION SYSTEM

Human Resource Development

Human Resource Development

Part 1

Introduction

Human resource is the asset of an organization and a firm can perform successfully if the human resource management practices are effectively implemented in the organization. There are various theories and models discussed in the perspective of human resource management in literature. The report presents the human resource practices implemented in TESCO, and an evaluation of these models and theories in contrast with these practices. The discussion is purely based on the human resource management and development cycle of TESCO. It has discussed the core human resource management components which have effectively contributed in the performance of TESCO.

Role of Managers in HR Development

Every organization in this world needs a HR department which is responsible for the HR related business activities. The HR managers are the ones responsible for the recruitment, development and performance related aspects of the organization.

The recruitment of employees is one of the most fundamental tasks of the HR managers. This manager role is aimed to select the most skilled and competent HR for the organization. The HR is selected from a pool of candidates which is a complex task, and the HR managers have to evaluate the potential candidates (Beausaert, 2011). Recruitment is done through a variety of ways which involves the assessment and evaluation of the personalities and skills of the applicants. The selected candidates need to possess appropriate attitude, decision making abilities and other desired characteristics, as per the organizational demand. Managers from different departments play a role by conducting interviews and finally selecting the right candidates.

It is not necessary that the selected candidates from the recruitment process are the best in performing the organizational functions. The new employees, as well as the experienced ones also need continuous trainings to enhance their skills and to cope up with the business processes. Training and development can help in adopting changes, technological advancements and performance. The reason for conducting trainings is to motivate the employees and improve HR value of an organization.

The performance management function is one of the most important aspects of the managers. This function is aimed to sustain the employees by boosting their motivation level. This HR development function is achieved by giving rewards to the employees on the basis of their performance. The managers are supposed to design a potential performance appraisal structure that offers awards, incentives, bonuses, flexible work schedule, and ensures satisfaction.

The managers not involved in such functions can create a serious impact on the organization. Ineffective managers have a damaging effect on the employees and the organization. Such companies always perform below expectations (Harris, 2001). It is essential for the managers to stay connected with the employees and keep a track on their activities and performance.

Differences between the Roles of Managers and HR Professionals

The HR professionals are responsible for a broad scope of activities. They deal with both, the employees and organizational objectives. They are more involved with the top management functions in comparison to the ...