HUMAN RESOURCE MANAGEMENT

ASSESSMENT II
MODULE LEADER-

STUDENT ID –
SUBJECT ID –
WORD COUNT- 2090
EXECUTIVE SUMMARY
The main goal of this business report is to support the management team from the last
organisation who are now reviewing the current workforce skills and competences, as well
as the processes that will develop the work force. By this report they will get perfect
support for the path which they want to follow for the employees to reach optimum
performance level. By this report we have shed light on various topics such as employee
performance management systems and its uses and factors which helps in linking it learning
and development strategies. Various journal, websites and books have been followed for
making this business report successful.
Businesses and Organisations are mainly dependent on three types of main resources which are
stated as physical resources like materials and equipments; financial resources which mainly
includes cash, credit and debts; and people. People in an organization play a very vital and important
role in framing an organization to business resource. All these factors are directly dependent on the
skills of people in an organization executing strategies, plans and steps required to make an
organization successful. Human resource management mainly plays a strategic approach for the
employment, development and wellbeing of people who work in an organization. It mainly involves
all types of management decisions and actions which tends to affect relationships between
organizations and its employees. (HRD Connect 2019) In this business report we are mainly going to
focus on five most important points which always plays a strategic and important role in human
resource management. We will be going through training, learning and development strategies,
performance management system uses, links between performance management and learning
development initiatives, how the Organisations needs to update themselves to the most current
employment legislation and comparison of Indian legislation with the laws of U.K.

The Global workforce around the world has been very rapidly developing by various factors. There
has been a rise in competitive business landscape, complexity in businesses and a digital revolution
which is reshaping the mix of various types of employees. The grand shift on digital platforms to
increase business standards have increased the chances of reskilling and upskilling of employees.
This can be termed as one of the most important factors for businesses to maintain a vibrant
workforce. The main purpose of training, learning and development methods is to attract and retain
talents focused mainly on improving productivity. Employees are now incharge of their personal and
professional growth and development. Human resources Organisations require investments in
learning and development for retaining its value. In today’s world knowledge is becoming outdated
or forgotten, value of human capital is depreciating and requires to be supplemented by new
learning and relevant work experiences, organisations who are investing in next generation of
leaders are seeing a very huge and impressive return on their investments. Learning and
development; and training strategies should be focused on organisations businesses strategies and
goals. Every business leader in them agrees upto some extent that their business goals doesn’t meet
the learning and development strategies of the organisation. (Brassey, Christensen & Dam 2019)

Performance management systems in today’s businesses are playing a huge role in measuring
performance of employees. This is a system by which organisations are expected to align mission,
goals and objectives with the resources available. This system also identifies competency, skills and
knowledge gaps which are expected to be improved by providing guidance, training, coaching and
mentoring for employees at different levels of the organisation. It helps the human resources
manager to channels the efforts of employees in proper direction which helps in reduction of
conflicts and grievances among teams or employees. When each individual is clear about his or her
expectations from their role in the organisation it helps them in putting efforts in meeting
performance standards. There is main five purposes of performance management system.

Accountability know to be a very old standard but today also it has a very classic method for
evaluation of employees against work standards eg- sales quota. To measure these standards
employers mainly depend upon metrics or performance indicators. With the correct methods and
people organisations todays also believe on this method. It is known to be best working for
organisations whose roles are very well defined and helps in maintaining a large pool of candidates.

Development focused method is used to focus on different employees who don’t require to be
forced for their performance, they just perform willingly and just demand for their development.
Development focused performance management system has been spreading and plays a very
important role in organisations. This factor mainly works best for the employees who has self-
motivation or desire for developing skills like in tech or creative work, some combination.
Knowledgeable employees, team-based work or employees who have self-direction this model
works good for them.

Recognition plays a very huge role in performance management system to enhance overall
performance of employees. Rewarding employees with proper acknowledgement for their hard
work can help organisation to have an influence of work environment productivity standards on
employees. This step should also be taken sensitively as it can also influence employees on winning
on whatever it may take to complete the task, can be illegal tactics. These mainly happen when
rewards start getting extreme. This step is best for organisations with employees with high
motivation, seeking better opportunities in the organisation which help in compensating value to
employees inside organisation.

Alignment articulates employees to what needs to be done. It is very important for alignment
systems to be managed properly and targeted properly on employees to focus on the path to
followed for reaching goals. Alignments doesn’t always give the right direction; they tend to provoke
actions and odd behaviors among employees. Alignment is best for organizations who needs a
proper way to move in a direction. In this method it is sometimes very hard to measure. There is no
way to measure the performance of an individual.

Reinforcing values in which employees are accountable for their own development, recognizing
themselves and the knowledge to know what to do next. This process is mainly focused on self-
values which an employee gets from the organisation he or she is working for. Establishing the
values play a very important role in this if your values are not established for everyone in the
organisation then the employees won’t recognize your methods creating a waste of time and
resources. This step is very important for organisations which has very toxic work culture. It is
sometimes hard to explain and make your employees understand your goals and plans. Performance
management is a big idea that organisations care for every employee to care for.

Learning and development should be prioritized as a part of performance management system for
employees. Employees should consider this step as the most important for their work performance
standards. Regular performance check-ins could help employees in prioritizing this step.
Performance management system is all about guiding your employees all the way through learning
and experiences which will help the employees to be more effective. Managers the employees who
complete their training regarding his/her participation and her work standards performances.
Employees shouldn’t always be working on their own for learning and development, employees
should be able to trust their HR’s and managers that they are driven towards the right path to
succeed in their goals. Employees should have a reason for joining, improving and sticking around by
mainly prioritizing learning and development opportunities. While employees invest something for
their personal growth it will show that the organisation really cares about the employees and they
will stick around with the organisation for a long-term period. Performance management should be
used on employees from the first day of learning and development as interconnected approaches
for the employees which will better help the employees to know their role in the organisation. When
learning and development is interrelated with performance management opportunities for
employees’ organisations will build stronger teams and the work force will be more engaged.
(Hodkin 2020)
According to the constitution of India central and state governments are entitled with full power to
act on suitable legislations for regulation and protection of employee interests and also responsible
for creating proper increase in employment opportunities. There are mainly four labour codes which
includes at least around twenty-nine labour laws into them. The code of wages 2019, the code on
social security 2020 and industrial relations code 2020. All these codes are passed by houses of
parliament and have been accepted by the president of India. The laws are: -

Employment terms and condition.

 Employment law for workers and workmen and how are they distinguished.
 Contracts of employee’s employment.
 Terms of employment.

Employee representation and industrial relations.

 Rules of trade union recognition.

 Rights to have trade union.
 Rules that govern trade union’s rights.
 Employee work council setups and council representatives’ selection process.
 Circumstances under which work councils have rights.
 Employee representation to board level.

Discrimination

 Employee protection against discriminations.

 Types of discrimination.
 Rules related to sexual harassment.
 Defenses for discrimination claims.
 How employee can enforce discrimination rights.
 Rules for raising concerns against corporate mal-practice.

Maternity leaves

 According to the law any woman who has completed eighty days of service for any
organisation are very much eligible for maternity leave.
 Thirty-four weeks out of which twenty-six weeks are mandatory.
 Adoptive children’s mothers are also entitled to maternity leaves.
 The individual is fully protected against any dismissal from duty from the organisation and
should be compensated every month of her full salary.
 The woman back from maternity leave can have additional nursing breaks for attending the
needs of child.

Employee termination

 The employee should be provided a notice period of one month before the termination
date.
 Dismissal grounds should be very strong for any employee.
 If he/she is dismissed other than the grounds of misconduct then his or her dismissal should
be notified to the government as well.
 At least fifteen days average pay for each completed year shall be provided to the employee.
Data protection and employee privacy

 As per IT act 2000 and rules 2011 employer is mandated to implement security practices of
the employee information.
 Employee consent is very much required before realizing any information about the
individual.
 This act advices civil and criminal liability for disclosure of any information in breach of
lawful contract or without employee’s consent. (ICLG 2019)

The main purpose of labour legislation is that it is mainly adapted to social and economic challenges
of the modern world, which establishes productive individual and collective employment
relationships. According to article 16, 19, 23 and 24 and article 39, 41,42, 43, 43A and 54 of the
constitution of India have provided various laws for human labour.

Government labour laws India-

a) Labour arrangement and enactment.

b) Safety, wellbeing and welfare of work.
c) Social security from work.
d) Policies which identify very uncommon target gatherings.
e) Industrial relations and authorization of work laws in the local circle.
f) Adjudication of modern question through central government industrial tribunals-cum
labour courts and national industrial tribunals.
g) Worker’s training.
h) Labour and work insights.
i) Emigration for work abroad.

Laws for industrial relations-

a) Industrial disputes act, 1947 mainly oversees how businesses bargain mechanical questions
like lockouts, cutbacks, conservation and so forth. It also deals with the legal procedures for
compromising, mediation of work questions.
b) Law for minimum wages act 1948 is an act of parliament with respect to Indian work law
which mainly sets the limit of least wages which is paid to workers.
c) Payment of wages act 1936 guarantees the employee that he will get the wage on time with
no conclusions.
d) Bonus payment act 1965- it only applies to ventures with more than 20 individuals, these
rewards depend upon benefits of the association.

UK Labour Laws-

a) United Kingdom work laws mainly controls various relations between labour, managers and
exchange associations.
b) Individuals in UK get profits through various sanctions of business rights which can be found
from various acts, regulations, custom based law and value.
c) These includes privileges for getting lowest pays permitted by the government 7.83 euros for
the age of mainly 25 years old.
d) Working hour legislation 1998 mainly gives privileges for 28 days of paid work and attempts
to restrain unnecessary long working hours.
e) Employment rights act 1996 provides privileges for maternity and parental leave.
 f) pensions act 2008 gives privileges to be consequently enlisted in a typical word related
annuity, which mainly supports spares for pensions.

After completing a meticulously research on labour conditions and performance management

systems it can be seen that in real life situations India needs to be stronger in its labour laws. Human
resource department in an organisation pays a very vital and important role in any organisation. Hr.
personals should start working on strict labour laws and provoke organisations in implementing
those. In this report we have discussed on various factors and laws which affects the operation for
human resource department. It is believed that the owners of the organisation can understands
what will be the standards for their employees in the organisation and implement those standards
and strategies for better productivity in the organisation.
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