Table of ContentsIntroduction...........................................................................................................................................3

Task 1....................................................................................................................................................3

Why human resource management strategy for CLH........................................................................3

Workplace Safety...............................................................................................................................3

Compensation and benefits...............................................................................................................4

Education and Training Activities.......................................................................................................4

Recruitment and Selection................................................................................................................4

Relationships with employees...........................................................................................................4

Task 2....................................................................................................................................................6

Trade paradigm changing..................................................................................................................6

Strategic management and human resource management..............................................................6

The importance of HRM to organizational success............................................................................7

Purpose of HR at CLH.........................................................................................................................7

Personnel Research:........................................................................................................................10

Task 3..................................................................................................................................................13

Human resource planning...............................................................................................................13

1. Leadership..........................................................................................................................13

Mentoring....................................................................................................................................14

Some of the benefits of mentoring:..............................................................................................14

Education Climate Assessment....................................................................................................14

4. Competence Management / Knowledge Management and Performance Evaluation...............15

5. Incentive Systems....................................................................................................................15

6. Analytical and Problem Solving and Teamwork......................................................................15

7. Meetings Management.............................................................................................................15

8. Internal Communication..........................................................................................................16

Task 4..................................................................................................................................................17

Human resource planning for extension.........................................................................................17

Job analysis......................................................................................................................................17

Recruitment and training of extension personnel...........................................................................18

Performance appraisal.....................................................................................................................18

Supervision......................................................................................................................................19

Management of rewards and incentives.........................................................................................19

References...........................................................................................................................................20

Introduction

Although there is no universally accepted definition of the term human resource

management, as far as I can see, the human resource management is an approach to human

resources that people consider the most important business. In short, it is a system that

believes that it is important to communicate with employees, and include what happens to the

organization to increase the participation and help to identify with the organization. HRM is

specifically the functions and policies that affect the environment and managing relationships

with employees of the organization. Some of these features include methods and practices

that leaders can alternative management human resources planning HR needs of the

organization, particularly in the future. Integration of human resource management in

organizations in the process of strategic management and coordination of groups of HR

practices to achieve the desired objectives Hayward, J. A. (2001).

Task 1

Understand how human resource management (HRM) contributes to business

objectives.

Human Resource Management is the management of work organization and human

resources. He is responsible for recruitment, selection, training, evaluation, compensation of

employees, yes, at the same time monitor the leadership culture yes sure the labour law of

employment. If the will of the employee to really have a legitimate right to take collective

HR also serves as primary contact between the company and the workers' representatives

usually a union Leonard, D. K. (2004). .

Why human resource management strategy for CLH

Workplace Safety

Create a working environment risks released strategic role of the Central London Hospital

resources director. Strategic development of security risk management and loss reduction of

occupational accidents and death of workers compensation insurance by the CLH in the

interests of the CLH strategic plan to help reduce the operating costs of insurance coverage.

Reduce accidents by training working in the correct use of complex machinery and

equipment forward, in June of functional tasks related to the creation of the CLH safe

working environment Wiggins, S. (2006).

Compensation and benefits

Find out the party's business reputation and image. The structure of wages and benefits the

employer stunned decisions the leaders of the Human Resources impact on wages and

benefits, job satisfaction and the capacity of the organization's talented recruiter to work. The

evaluation of jobs, labour market, labour shortages and budget constraints are so many

factors queue in CLH HR managers to consider the strategic plan of income and benefits. In a

rage, the strategy includes the effect of the choice of the employer and Manpower satisfaction

with your stakeholders left the company Pareek, U. (2003).

Education and Training Activities

The strategic role of HR managers in this concern for Training and development is preparing

to pay employment Post upcoming within the company planning, promotion-from-the

policies and by evaluating the success of the role of Human Resources Director. Training and

Development to motivate employees, and part will be used to improve retention Hayward, J.

A. (2001).

Recruitment and Selection

Recruitment is a working group, as well as relations between IL the car is a discipline itself.

Consistently, the strategic role of the CLH human Resources is the combination of elements

in relations with employees Employer Recruitment Strategy. Integrate employee recognition

programs to promote the policy shots efficacy is the motivation of employees who thresher

relationships with employees and the recruitment and selection of Human Resources

Hayward, J. A. (2001)..

Relationships with employees

Some HR managers believe that the strengthening of the rest employed only in areas of

employee relations, human resources departments. This is not true. Still, relations staff is

such a big part of all disciplines such as salaries, employee benefits, safety, training and

development of employees maintaining relations with the CLH program of work Onyango, C.

A. (2008). Is an important part of the strategy, Human Resources? Processes of the CLH

Survey of general application in the workplace and to deal with employee’s fair Trade are the

two factors the program with employees. Identify the strategic role of the CLH Human

Resources Director Eastern critical comments and problems to solve, in the workplace, what

is the best way to attract the CLH an effective recruitment and selection process CLH diverse

pool of candidates.

Assess how the human resource management strategies of can be aligned to the

organisational strategies of the Central London Hospital Trust.

Strategic management analyzes the key initiatives of the senior management of the company

on behalf of the owners with the resources and the performance of the internal and external

environment. It involves specifying the mission, vision and objectives, developing policies

and plans of the organization, often in terms of projects and programs to achieve these

objectives, and then the means to implement policies and plans, projects and balanced

dashboard is often used to evaluate Onyango, C. A. (2008). overall performance of the

company and its objectives Recent studies and key management theorists have argued that

the strategy is to start with stakeholders expectations and use the balanced scorecard which it

changed all stakeholders. Strategic management is a level of management activity under

setting goals and tactics. Strategic Management in the direction of the general state of society

and is closely related to the field of organization. The area of the administration of the

company, it is useful to speak of strategic coherence of the organization and its environment

or strategic consistency. According Arieu (2007) is a strategic consistency in the actions of

the organization is in line with expectations, and these in turn are with the market and the

context. Strategic management is the management team, and perhaps the government and

other stakeholders.

Task 2

Understand how strategic human resource management improves business

performance

We have a basic concept of HRM and how it helps an organization accomplish its objectives

discussed. In this article, we examine why the HRM strategy and operational factors that

make the organizations strategy is essential for organizations. It is a fact that to succeed in a

chaotic and uncertain business environment, companies must constantly innovate and "spike"

in terms of sales and marketing practices. With this motivation on the package that HRM is a

valuable management to ensure success.

Trade paradigm changing

One of the factors in organizations not give much thought to the people is the nature of

business in the current business environment. Taking into account that this is a smooth

transition to a service-based economy, it is important that companies engaged in the service

sector to maintain. Their employees motivated and productive, and even the production of

traditional sectors, there are still ways that the resources to do so. Companies in these sectors

to effectively use competitive strategies, this has changed the landscape of business has

emerged as a result of a paradigm shift in the way businesses and companies see employees

as a resource, and "people first" take Instead of approaching Leonard, D. K. (2004). 

Strategic management and human resource management

As items of modern HRM practices, it is necessary to match that of the HR strategy to ensure

that the objectives of the organization are the people management objectives of reconciliation

policies. This means that the HR department can no longer be regarded as a support

company, but on the other hand is of paramount importance for the success of organizations.

Aims to provide strategic management direction and purpose of the organization at the time

the director of human resources is occupied by administrative tasks are completed and current

HRM practices in many areas is taken as seriously as say, the functions of marketing and

production.

The importance of HRM to organizational success

The practice of human resource management should be considered through the prism of all

the strategic objectives of the organization and not as independent units, or based on the tone

takes a micro approach. The idea is to provide a holistic approach to human resource

management, which ensures that the fragmented strategies and HRM policies encloses fully

identify with the goals of the organization. For example, if the training are just a perfunctory

meeting the education omnibus questions, the company risks losing not only the time for the

training of employees, but also the loss of meaning. Therefore, an organization that is serious

about HRM policies to ensure that the training is based on specific methods and current. In

short, the practice of human resource management should be included in the overall strategy

to make efficient use of people and provide a better performance of the organization in terms

of ROI (Return on Investment) for each rupee or dollar spent on them. If the human resource

management designed this way companies lose not take full advantage of people. And it does

not bide well for the success of the organization.

Purpose of HR at CLH

The major functional areas in human resource management are: 

1. Planning,

2. Staffing,

3. Employee development, and

4. Employee maintenance.

These areas and the associated functions share the common goal of properly trained

personnel skills, abilities, knowledge and experience in a number of other objectives of the

organization. While all of the human resource function can be placed in one of four areas of

responsibility of staff, some of the features are for different purposes. Thus, the performance

measures used to promote and guide the development of co-workers and management salaries

McConkey, D. D. (2003).  Compensation helps to maintain employees, and will also serve to

attract. Potential employees of the organization a brief description of the routine HR

functions are as follows:

Human Resource Planning: HR-based design, the number and type of employees needed to

carry out the organization the planned objectives. Research is an important part of this

activity, because the design is the need to collect and analyze human resources, and provides

forecasts to anticipate future strategy for human resource planning is personnel and staff

development Herzberg, F. (2003). 

Job Analysis: Functional analysis is the process of describing the nature of the work, and is

defined as the human needs, such as skills and experience necessary to do the work to be

carried out process indication of the tasks, and activities of employees Herzberg, F. (2003). 

Action photos are an important source of information for employees, managers and staff

people because the content is a major influence on the personnel policies and practices.

Staffing: Officials emphasized recruitment and selection of staff in the organization. Staff

Planning and Recruitment prior to the actual selection of people for positions in the

organization. Recruitment of staff is a feature that will attract qualified candidates to fill

vacancies. In the selection function to recruit the most qualified candidates are selected

among attracted recruitment function of an organization. Selection, HR managers and officers

involved in the development and management, which allows managers to decide which

candidates, will be selected and given the job to refuse Hayward, J. A. (2001).

Orientation: Orientation is the first step toward helping new employees to adapt to the new

job and the employer. It is a way to help new employees learn about the characteristics of

their jobs, including pay and forms of support, working hours, and the business rules and

expectations Hayward, J. A. (2001).

Training and Development: Training and development function is to provide the knowledge

and skills to do their job effectively. Staff In addition to training organizations for new or

inexperienced workers often provide training for experienced employees whose jobs are

changing. Large organizations are often development programs to prepare for a higher level

of responsibility within the organization. Those employees for Training and development

programs provide a useful means to ensure that employees are able to perform at an

acceptable level of their task Hayward, J. A. (2001).

Performance Appraisal: performance-based assessment confirms that workers' performance

to an acceptable level. HR professionals are responsible for the development and

management of the control systems, although the actual performance evaluation of employees

with their supervisors. In addition to the basic salary, promotion, and disciplinary actions,

performance measurement is essential for development of employees, because the results

(feedback) are required to motivate and guide performance improvement.

Career Planning: 

Career planning is developed in part because of the desire to grow a lot of people their jobs

and advance their careers. Activities include career planning assessment of individual

employee opportunities for growth and development of the organization Leonard, D. K.

(2004). 

Compensation: 

Staff to provide a rational way to determine how much workers should be paid to certain

tasks, Reward is clearly linked to preservation of human resources. Since the tax is a major

cost factor for many companies is an important factor in human resource planning.

Compensation to affected staff in general, people are attracted to organizations that have a

higher salary in exchange for their work. It is associated with development of employees; it is

an important incentive to motivate employee’s performance jobs and better-paying jobs in the

organization Leonard, D. K. (2004). 

 

Benefits:

Benefits are compensation than employees directly paid for the work. As such, the human

resources management function has many of the characteristics of workers compensation

function. The benefits are two statutory elements and those that are offered in the employer's

discretion. The cost has increased to such an extent that they have become an important factor

in human resource planning. However, the benefits are mainly related to the maintenance

area, because they provide many of the basic needs of workers Leonard, D. K. (2004). 

Labour Relations: 

The term "employment" interaction with employees representing the CLH. Unions are

organizations of workers together to achieve more voice of the decisions that wages, benefits,

working conditions and other aspects of employment, the employment of staff

responsibilities, mainly the negotiations with the trade unions of salaries, conditions of

service, and the resolution of disputes and grievances Honadle, G. (2008).

Record-keeping:

The oldest and simplest of the staff responsible for employee recognition, this feature refers

to the recording, storing and retrieving information on the staff for various purposes. Records

in the application forms, health and medical information, work experience (jobs, promotions,

transfers, layoffs) should be maintained, seniority lists, earnings and hours worked,

absenteeism, turnover, delays and other employee benefits data. Complete and up-to-date

employee data is essential for most of the support functions. They want to know what they

are, why certain representations and why the book or may not be updated.

Personnel records provide the following: 

1. Stay up to date and accurate information on the company's employees.

2. Opas measure the employee, especially when you compare it to other employees.

3. Opas hiring a new employee, for example, shows the wages of comparable workers.

4. Historiallinen review of recent actions against employees.

5. Raaka statistics and monitor. Personnel

6. Ways to meet certain legal requirements.

Personnel Research: 

All staff people go into a sort of research. In a good approach to research, the goal is to facts

and information on staff to get a program that works to develop and maintain. Special

conditions it is possible that the personnel policy without prior planning and post-audit.

Program In this context, a study, in a sense, research. There is ample space for research

recruitment, turnover, terminations, and education and so on. With a well-designed attitudes,

employee attitudes collected on wages, promotions, benefits, working conditions, job

security, leadership, labour relations, etc. study. Despite its importance in most companies,

but the research is the most neglected because people of the staff are too busy putting out

fires sector. Research is not to extinguish fires, but to prevent them. The research is not only

responsible for a group or a particular department in an organization Herzberg, F. (2003). 

The first responsibility is to the human resources department, which will be attended by

supervisors and reporting at all levels of management managers. The assistance may be

provided by trade unions and other organizations should not be ignored, but must be used

correctly Herzberg, F. (2003). .

Besides the above, the HR function involves change management, technology, innovation

and diversity. It is no longer limited to the culture or philosophy of a single organization, its

root is a hybrid of ideas from different organizations.

Task 3

Know how to plan human resource requirements

Identify the dimensions of human resource management faced by an organisation such as

Armadillo Metals Ltd.

Human resource planning

Human Resource Planning is a process to meet current and future needs of an organization to

determine objectives of human resources Human resources planning should serve as a link

between human resource management and the overall strategic plan of the organization. The

growing demand of older groups of workers in most western countries and the emerging

economies of skilled workers, with emphasis on the importance of effective human resource

planning.

As defined in Bulla and Scott (1994), human resource planning is "the process to ensure that

the necessary human resources to the organization are identified and plans are made not meet

these requirements. The process by which the organization is trying to ask for a review of the

labour force and the size, nature and sources of supply needed to meet to review the" question

of human resources necessary for the establishment of the employer brand, maintaining Lack

of strategy management strategy, flexibility, strategy, strategy and knowledge management

strategy, recruitment and selection designs.

Techniques to manage the human resource Armadillo Metals Ltd.

‘’Quality, productivity, profitability, customer satisfaction and the image of a company

depends largely on training, coordination and motivation of its staff. For a company to

function properly it requires that the persons composing know, willing and able to work

properly’’ McConkey, D. D. (2003). 

Any change initiative should provide the necessary management and leadership committed to

developing continuity. Initiate change and expectations that are not met can lead to frustration

and worse. The implementation is carried out professionally and to choose the right tools for

the correct diagnosis in each case or a combination of some of them Herzberg, F. (2003). 

Leadership

Leadership can be defined as the ability of the individual to the possibility of the team pursuit

of the public interest to develop. There are different types of leadership styles (authoritarian,

participatory, consultative, each model can be adapted to the context and characteristics

management can look hierarchical proxy power of knowledge or behaviour. Through

education, striving people responsible for the others to develop an optimal command no, but

to reach an agreement, but to unite and not divide Herzberg, F. (2003). 

Example: one of the problems of the food industry has been identified by checking their

authoritarian leadership style. The participants were able to judge by filling out the

questionnaire. Your leadership addition each participant will learn the pros and cons of each

style and how to use the most appropriate for each mode.

Mentoring

Mentoring (mentoring) is the process whereby one person (the mentor) teaches, advises and

leads to another (the mentee) in their personal and professional development. It is a

traditional 'sponsorship', now mainly used in high positions in organizations. Mentoring

should not be improvised requires setting goals, planning and follow-up results. Although the

similarities, mentoring differs from coaching mentor has expertise in the area where you want

to start the mentee if the coach does not have to have experience in this area.

Some of the benefits of mentoring:

Mentoring is a powerful tool that the storage and transfer of knowledge in business

facilitates

Increase satisfaction with custody and the Ward

Increase employee retention and commitment to the company.

Education Climate Assessment

Diagnostic technique provides an objective assessment of the degree of satisfaction of people

in an organization; understand their needs and expectations in the workplace and their view

of the existing problems.

There are circumstances that the effectiveness and objectivity of the evaluation work,

including an obstacle to the following form:

Labour dispute

job dissatisfaction job satisfaction

lack of communication

Must take into account before finalizing the process of investigation is taken, so they have a

media campaign to explain what, why, and what it intends to make this diagnosis. If union

representation in the company plan to deal with their cooperation and consensus evaluation

should be completely anonymous and the results have been published at all levels. The

evaluation should be followed by an improvement plan to resolve conflicts and problems

have been identified Gupta, T. S. (2005). 

4. Competence Management / Knowledge Management and Performance Evaluation

This method makes it possible to reconcile the interests of each. Which are living with

people? We define the powers of the ability or quality that a person can play a role.

Management skills are all you need to know, willing and able to offer on behalf of the

organization to identify the full value of people.

5. Incentive Systems

The plan is to facilitate. Coordination of the interests of each individual with the interests of

the company Incentives should be determined objectively, based on agreed objectives and

should be open, clear and concise. Incentives should be tailored to your personal goals, but

also the collective, to promote teamwork, compared with individualistic attitudes Gupta, T. S.

(2005). On the objectives of the company

on individual goals

The degree of fulfilment of the objectives on time, so that deviations can be corrected

6. Analytical and Problem Solving and Teamwork

Competitiveness of the organization depends largely on its ability to turn problems into

opportunities. To install this policy, we need to train staff, to encourage driving, to promote

internal communications but also to take a problem analysis technique to identify the causes

and potential solutions for effective implementation Gupta, T. S. (2005). 

7. Meetings Management

At the end of a series of meetings, participants will have a loss of time and no goals or

actions, feel free to analyze deeply enough problems without the commitment necessary to

handle the changes. Effective management of meetings require a protocol practice driving in

all three phases of the event:

8. Internal Communication

Internal communication horizontal and vertical up and down is a prerequisite for the

improvement of the working environment, to promote the involvement with a lead and

coordinate all the people in the organization. Internal communications should not be left to

the "accident", but it was designed, built and tested in a way that ensures that who, when and

how to contact us Honadle, G. (2008).

Task 4

Know how to manage human resources

One of the most important developments in the organization in recent times is the growing

emphasis on human resources. More and more attention is paid to the motivational aspects of

the human personality, especially the need for self-esteem, group and self-realization. This

new awareness of humanity and humanization of the world is actually growing scope of the

principles of human resource management in organizations. The development of people, their

skills and the development of the organization are the main concerns in the management of

human resources (Pareek and Rao, 1992).

Human resource planning for extension

Workforce planning to predict with the staff future needs of extension cords With the rapid

changes in technology, the needs of the farmers market and the competitive environment, the

design of human resources is a major challenge for the expansion. Human resource planning

is to plan for future staffing needs, skills, staff recruitment and staff development (Miller,

Burack, and Albrecht, 1980). Prediction of human resources and human resource audits are

the two main components of this type of design. Human resource forecasting returns to the

future demand for the organization of the quantity, quality and nature of the various rating

prediction is based on an analysis of the policy and the current and future techniques are

formal peer review, Delphi technique, statistical analysis, budget and design analysis and

verification defines the skills, capabilities and performance of all employees Organization

(Werther & Davis, 1982).

Job analysis

Job analysis was performed traditional recruitment, payroll administration, management and

control. But the complexity of the analysis work function has been an important tool for the

development of people in organizations. Job analysis involves the collection, analysis and

management of the work. These data are collected by interviewing sent a questionnaire,

observation, document review, and similar information is the basis for the development of job

descriptions and specifications or the work is written, detailed instructions for carrying out

the duties, responsibilities and working conditions, and shows what to expect holder is a

model of the human qualities required for the job, such as education, skills, experience, and

physical and mental abilities (Werther & Davis, 1982).

Recruitment and training of extension personnel

Recruitment is an important choice for the right kind of extension staff. Since the work of the

extension staff requires technical expertise and commitment and a willingness to teach rural

people a suitable selection system is important to ensure the correct extension highly

dependent on the selection of qualified and motivated employees. Expansions of organisms in

developing countries use two main sources of recruitment from outside and inside. Entry-

level positions: for example, a village agricultural extension advisors and officials are full of

recruitment outside, utilizing the services of investment by government agencies use. Other

channels of recruitment ads, targeted agencies, professional search firms and educational

institutions. In some countries, farmers and extension agents hired to help (Adams, 1982).

Israel, Volunteers with experience in practical farming Benthic, usually a couple of Goods or

service advisors to help immigrants. These substances were excited, they lived with the

farmers, to give a personal example and powerful tools that was changed (Blum, 1987).

Performance appraisal

In the previous sections we discussed the extension staff are recruited and trained, and are

part of a workgroup. These are all important degree of effective human resources;

organization expansion is the performance of the extension personnel. Feedback is so

important to the effective management of personnel. Performance appraisal is the process of

evaluating the performance of employee’s opportunities for training and personal

development. In many organizations, the expansion of the authorities, the performance is

nothing more than the judgment of the confidential nature of the work and is used to indicate

an action or disciplinary action should be do not receive feedback on their performance.

Extension organizations have evaluation system open to feedback and participate in an open

discussion with the employees for their performance, as they have a huge potential to grow

and develop. This system can be a healthy working environment, and create employees

motivation.

Supervision

The two main functions of supervision of staff orientation and attention, Therefore, the

direction and activities of the organization motivate employees and managers of the

important functions of the Working Group on supervisors’ expansion.

Direction and Organization

Motivating the Extension Personnel

Work-Group Management

Management of rewards and incentives

Reward outstanding performance. Extension organizations have a reward system to

encourage better performance, so that the compensation and benefits is an effective means of

promoting development. Performance, motivation and satisfaction with a clear description of

the work, performance, and performance evaluation help to assess the extension work and

reward people for meritorious service. Means must be found of the basic salary performance.

In the current public how agents are sent to higher education. Based on their performance as

the cash prizes in recognition of the good ideas for fieldworkers or make honorary degrees

will also help to improve the performance. Extension staff can be encouraged to form

professional associations to develop high standards and communicate and recognize the

excellent or newsletter can help extension agents to communicate new ideas and strengthen

the excellent performance. Improving working conditions is would also be fair internally.

Conclusion

An important factor in the success of the expansion of organizations to improve human

resources, this section has dealt with various aspects of human resource management helps

managers to expand human resources in the design and implantation of human resources

management system, leading to the overall development of the expansion to improve the

employees. It also allows the expansion of the organization to adapt to the rapidly changing

extension of a developing country. HRM is specifically the functions and policies that affect

the environment and managing relationships with employees of the organization. Some of

these features include methods and practices that leaders can alternative management human

resources planning HR needs of the organization, particularly in the future.

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