Leaving Cert Business Human Resource Management: Evaluate the effectiveness of th

Question

Evaluate the effectiveness of the Human Resource department at Clothes-4-Us Ltd.

1. Manpower Planning: This involves having the right people with the right skills in the right place at the right time throughout the business. It involves doing a human resource audit and estimating future human resource needs.

The Human Resource Manager must audit present manpower resources, forecast manpower needs, and then make a plan to either increase/decrease manpower.

Relevant Link: 
‘He continues to effectively manage employee numbers’.

2. Recruitment/Selection: Recruitment and selection is concerned with finding or attracting potential candidates with the appropriate skills and then picking the most suitable candidates for employment.

The Human Resource manager must draw up a job description and person specification and then advertise the position. The applicants must be screened (short-listed). Selection is usually by means of an interview process.

Relevant Link: 
‘Oliver advertised job opportunities on the company’s website and included an on-line application form.’

3. Training/Development: Training is concerned with improving the employees’ ability to perform their job in an effective manner. Training allows employees to do their work better. The company invests in training leading to better knowledge and skills among employees. This results in better customer service and a better shopping experience for customers.

Induction training helps new employees fit into the workplace (learn about the job/the policies/rules of the company etc). Other types of training include internal/external training.

Relevant Link: 
‘A comprehensive induction programme is provided throughout the company’. or 
‘Aofie and Oliver recognise the necessity to invest in staff training.’

4. Performance Appraisal: This is the process of evaluating the performance, progress, contribution and effectiveness of an employee. It ensures high performance standards in the business, leading to organisational objectives. It provides for two-way communication and enables feedback to be provided for employees on the performance in the organisation.

A meeting is arranged with the employees to review their progress and the future. Regular reviews also allow the performance appraisal process.

Relevant Link: 
‘Personnel from the Human Resource department meet employees annually to review their progress.’

5. Rewarding: Rewarding employees is concerned with paying employees (monetary/non-monetary) well for work well done, leading to a motivated workforce. It can include wages, salaries, bonuses, benefit-in-kind, pensions, and promotion plans, among others.

The Human Resource Manager negotiates the employee’s remuneration package and keeps it under review.

Relevant Link: 
‘Employees of Clothes-4-Us Ltd are well rewarded and there are many opportunities for promotion for those who achieve their sales targets.’

Evaluate the effectiveness of the Human Resource department at Clothes-4-Us Ltd - Leaving Cert Business - Question B - 2011

Worked Solution & Example Answer:Evaluate the effectiveness of the Human Resource department at Clothes-4-Us Ltd - Leaving Cert Business - Question B - 2011

Manpower Planning: This involves having the right people with the right skills in the right place at the right time throughout the business.

Recruitment/Selection: Recruitment and selection is concerned with finding or attracting potential candidates with the appropriate skills.

Training/Development: Training is concerned with improving the employees’ ability to perform their job.

Performance Appraisal: This is the process of evaluating the performance, progress, contribution and effectiveness of an employee.

Rewarding: Rewarding employees is concerned with paying employees (monetary/non-monetary) well for work well done.

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