Unit 16 Human Resource Management in Business With Orcado (GC0607)

Table of Content

Introduction.

Task 1.

P1 Describe internal and external factors in human resource planning.

P2 Describe how the skills that employees require to carry out jobs in an organization are identified.

Task 2.

P3 Outline how OCADO motivates its employees.

P4 Explain how organizations obtain the cooperation of their employees.

Task 3.

P5 Explain how employee performance is measured and managed in Ocado.

Conclusion.

Reference.

Introduction

Human resource management, or HRM, is defined as the process of managing employees in an organization and may involve hiring, firing, training, and motivating employees. An example of human resource management is the way a company recruits new employees and trains those new employees. This research paper describes HRM in business management. The first section describes the various aspects of HR planning. Beyond this, the process of identifying the skills needed for employees to perform their tasks is also discussed. In this paper, two different motivational theories are emphasized. It discusses the process of getting employees’ support. The final section, it describes how to measure and manage employees’ performance. In this paper the chosen company is Ocado. Ocado is a British online supermarket that describes itself as ‘the world’s largest dedicated online grocery retailer’. In contrast to its main competitors, the company has no chain of stores and does all home deliveries from its warehouses.

Task 1

P1 Describe internal and external factors in human resource planning

Human resources departments play an important role in these fields, such as workforce planning, employee and labor relations, training and development, and legal compliance within their companies. Because it is not directly involved in the production of goods and services, HR may be seen as a separate function apart from the day-to-day operations of a business. Yet, an effective human resources department can make a real difference to the organization’s success. An HR department typically encounters a number of internal and external factors as part of its function (Tylor, 2015).

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Internal factors

Company Mission

An organization’s mission summarizes its purpose, values, and vision. The business sets clear goals and objectives and sets a specific direction. Then, when the HR department goes to fill the staff position, it can recruit, interview, and recruit people with similar national standards. For example, a company that wants to adopt sustainable business practices to protect the environment should seek individuals with similar interests (Tylor, 2015).

Corporate Culture

Organizational culture defines how employees interact with one another. Small businesses with a position usually expect employees in the office. Larger companies may allow employees to work at home. Therefore, new employees in this larger business must be comfortable attending virtual meetings and dealing with peers over the telephone. In general, the amount of flexibility in terms of hours, dress code, and formality that should be tolerated by the organization during human resources planning should be taken into consideration. Further, it ensures employee coverage during all working days as determined by the Company’s management policy. For example, if the company promises customer support 24 hours a day, human resources planning anticipates scheduling workers throughout the day (Tylor, 2015).

The Business’ Structure

Organizational structure influences human resource planning. Functional, departmental, or matrix structures require different staffing. Employees perform specialized tasks in an effective framework. The departmental structure includes representation from each of the essential functions such as sales, marketing, development, and support of each department: In the matrix framework, an employee reports to two separate executives, one represents his or her work and the other manages the department. In each case, an effective HR plan ensures that the terms have been filled to ensure compliance with agency, local, state, and federal regulations to ensure productivity and to protect and protect them (Tylor, 2015).

Available Funding

The HR plan must be approved to maximize profitability within the budget. Seasonal demands for additional staff can affect hiring plans, so a small business needs to predict it. The need for special skills can also have an impact on planning. Firms can outsource non-core operations to meet short-term needs. Meeting long-term needs usually includes training and development opportunities for staff. Additionally, to maximize productivity, morale, and loyalty, employers can plan events. If a small business lacks the financial resources to deliver comprehensive HR programs, it can provide a list of free resources related to professional development, workforce wellness, and team building (Tylor, 2015).

External factors

Available Labor Pool

Probably the main task of the human resources department is to maintain adequate employee levels through workforce planning. An external factor that affects the ability to recruit qualified candidates is the labor market availability, which is influenced by the unemployment rate, the number of workers who are reasonably distant, and in some cases, the availability of applicants with nursing or specialized skills. An organization can have problems identifying and attracting qualified candidates, especially if similar skill sets are in demand throughout the industry (Tylor, 2015)………………

Human Resource Management