HND Business Human resource management Essay

Personnel vigilancePersonnel wariness is essenti aloney an administrative record-keeping function, at the ground level. Personnel Management professionally humanages employees activities for case-by-case de farewellments for shell in Bhs you provide view a personal manger for customer gains. It is assumed that the out(a)comes from providing verticalice and achieving efficiency in the steering of forcefulness activities will result ultimately in achieving brassal success. benignant option Development human beings resource management is concerned with the Training, furtherance development and executing of heap strategies, which are in corporald with calling strategies, and guarantees that the culture, values and structure of the organization, and the quality, incentives and commitment of its members contribute across-the-boardy to the achievement of its goals. charitable Resources Management is pore with carrying such(prenominal) task as, job analysis, recruitme nt and selection, employee relations, cognitive operation management, employee appraisals, compensation management, training and development. But, the compassionate Resources method performs these functions in distinct way, when compared with Personnel management. Personnel management is close(predicate) the continuance of personnel and administrative systems, Human Resources Management is about the anticipation of organizational needs, the continual monitoring and adjustment of personnel systems to decorous current and forthcoming requirements, and the management of diversify.Differences between Personnel management and Human Resources managementPersonnel management is more turn over forces focused, aimed mainly at the organizations employees such as, system for them to be paid, and releaseing managements actions etc. W hereas, Human Resources management ismore resource centered, Personnel Management is fundamentally an operable function, concerned principally with carry ing out the day to day people management activities. While on the other hand, Human Resources Management is strategic in nature, that is, creation concerned with directly assisting an organization to gain competitive advantage. HRM is a more strategic and proactive form whereas personnel management is a reactive.Human Resources Management has been considered as the strategic and analytic approach to the management of an organizations most valued.The personnel management has functions which are conventional and systematic whereas HRM deals with innovative ideas and are committed to enforcing better blood line conditions. Personnel management has evolved from being an independent function of the club to human recourses management which is an integral part of the comp both.20 Points of Difference between Personnel Management & HRDDimensionPersonnel ManagementHuman Resource DevelopmentBeliefs & Assumptions1.ContractCareful delineation of indite contractsAim to go beyond contracts2. RulesImportance of create by mental act clear rulesCan-do outlook impatience with rule3.Guide to management ActionProceduresBusiness need4.Behaviour Referentcustom & practice set/Mission5.Managerial Task vis--vis LabourMonitoringNurturing6.ConflictInstitutionalizedDe-emphasizedSTRATEGIC ASPECTS7.Key RelationsLabour ManagementCustomer8.Corporate visualizeMarginal toCentral to9.Speed of DecisionSlowFastLINE MANAGEMENT10.Management RoleTransactionalTransformational leadership11.Key ManagersPersonnel/IR Specialists popular/ phone line/line managers12.CommunicationIndirectDirect13.StandardisationHigh (e.g. parity an issue)Low (e.g. parity non seen as relevant)14.Prized management skillsNegotiationFacilitation accept up LEVERS15.SelectionSeparate, marginal taskIntegrated, key task16.PayJob Evaluation (fixed grades)Performance re modernd17.Labour ManagementCollective bargaining contractsTowards private contracts18.Job categories & gradesManyFew19.CommunicationRestricted flowIncrease d flow20.Job DesignDivision of LabourTeamworkAC1.2The Role of Human Resource Management in OrganizationsManagers in the Human Resources profession rescue the essential job of organizing people so that they target effectively perform their job description. Human resources professionals work together to develop employees skills. For example, HR professionals advise managers and supervisors how to assign employees to different roles in the organization, thereby helping the organization adapt successfully to its environment. In a flexible organization, employees are shifted around to different business functions based on business priorities and employee preferences. Human resources professionals also suggest strategies for increasing employee commitment to the organization. This begins with using the recruiting suffice or matching employees with the ripe positions according to their qualifications. Human resources management aggroup helps a business develop a competitive advantage, which involves building the ability of the company so it can offer a unique set of goods or services to its customers. They can do this by hiring the right individuals but its not just about hiring talent it is about keeping people and helping them grow and stay committed over the long term.The Human resources team has to make out needs of the employees regarding public liveness goals and work upon them to make the employees feel important and motivated by providing them with training related to their field of interest. If the employee does not feel their skills are being utilized fully towards performing their duties they will start to underperform due to lack of motivation. Human resources duties also concern understanding and defining the overall objectives of the organization, its delegacy as well as vision. It does not only include the present organization requirements but also forecasting the emerging needs and reservation strategies for carry through with(predicate)i ng them. Human resources team is also responsible for ensuring the availability fortraining the employees. Human resources management team understand that if the employees are comelyly trained and developed, it can prove to be the best investment made by the company which will definitely furnish quality returns in future. Human resources team is responsible for selecting the best workforce from the prospective employees by using the recruitment options like, Personal interviews and group interviews Trial etc.Human resources team is responsible for ensuring employee health and safety by imperishable to the employee health and safety regulations and managing grievances and ensuring provisions benefits to keep employees motivated. Human resources team keep a record of the employee profiles and database so that it can be readily available at the time of recruitment and staffing and also ensuring its confidentiality.AC1.3The role of line managers in HR ResourceThe Line managers are mana gers to whom individual or teams of employees directly report to and who have state to a higher level of management for those employees or teams. Line Managers are authorized to direct the work of subordinates and are responsible for accomplishing the organizations tasks. Typically the management responsibilities carried out by line managers might include Employee managementManaging operational costsProviding adept expertiseOrganisation of work apportionment and rotasMonitoring work surgical operationesChecking qualityDealing with customers/clientsMeasuring operational functioning.Line managers also carry out activities that such as providing coaching and guidance, undertaking execution of instrument appraisals and relations with discipline and grievances. Line Managers are responsible for ensuring that any staffexperiencing performance difficulties are managed appropriately and working with the employee to identify mea undisputables that could be used to rectify performance . Ensuring the staff member has a full understanding of the consequences of not improving, Setting realistic and measurable standards of performance and an action plan incorporating targets, standards, deadlines. Line managers manage operational functions that are crucial for the companys survival.Line Manager Responsibility1. Ensuring that any staff experiencing performance difficulties are managed appropriately2. Ensuring the staff member has a full understanding of the consequences of not improving3. Placing the right employee on the right job4. Starting freshly employees in the organization5. Training employees for jobs that are new to them6. Improving the job performance of separately person1.4Impact of the legal and regulatory framework on HRMBritish legislations have employment laws, affecting topics such as employee criminal record checks, preventing offenders from working in certain professions these legislations are supposed to protect vulnerable people like children or stop unwonted people from obtaining the job.National minimum wage Act was brought into force to ensure that employees are getting a fair wage in relation to their work. remuneration and Hourly rates The national minimum wage establishes the amount of the minimum wage an employee receives per hour. Human resources managers should continuously verify the accuracy of the amount paid to employees melt down Relations Act 1976 Prevents discrimination because of race in employment. The impact this has in the workplace is a Varity of different cultural backgrounds in the work place and this can have a really validatory effect if managed effectivelyAnti-discrimination Sex Discrimination Act 1975 Protects men and women from discrimination because of put forward in the workplace, this legislation is about equal opportunities in the work place across the sexes men and women in the workplace should be treated equally.Disability Discrimination Act 1995 Prevents discrimination against people be cause of disabilities in employment. The impact this Act will have in the workplace would be there would be a few more disabled individuals in the workplace which will benefit the economy.Equal Pay Act (1970) Aspect of the Sex Discrimination LawGives the right for men and women to be paid the equivalent rate of pay, for the same, or equivalent, work Gives individuals the right to the same pay and benefits as a person of the opposite sex in the same employment where the man and woman are doing1. Same grade work2. Work rated as equivalent under a job evaluation study3. Work that is proved to be of equal valueDeveloping policiesHuman resources develop policies to make sure that managers and employees are aware of how these legal restrictions and how to deal with capability violationsAC 4.1thither are many causes for termination. Employee termination also can be automatic, when an employee decides to leave a company for some reason. Reasons can include unacceptable performance or a s a result of a change in business conditions for example a recession.Termination with just causeIn law, termination with just cause means that an action or error by the employee has irreparably damaged the employment relationship between theemployer and the employee. Usually, termination with cause occurs when an employee is dismissed for a serious reason related to the employees conduct. at that place are seven main Examples of misconduct.1. Theft and dishonesty2. Violence3. Drug and alcohol abuse4. buck of confidence5. Insubordination6. Absenteeism7. Misconduct outside of the workplaceSome common grounds used in termination with cause are1. Fraudulence larceny or fraud by the employee that is serious enough to authorise dismissal from government. 2. Noncompliance an employee frequently breaks organizational policies and discipline has not resulted in a change in demeanor 3. Incompetence an employee is incompetent at their job and performance has not improved even though t he employee has been given the direction, foundations, training and time unavoidable to improve.Incompetent Job PerformanceEmployees contracts may get cut because the person is unable to perform some or all of the necessary aspects of the job. forwards dismissal the employer, should point out their deficiencies during a performance evaluation and provide counselling to help her improve. If they show little or no improvement, consider woful them to a more suitable position, if possible.When employees are hired to work for a company, they are given a job description that outlines the duties theyre expected to fulfill. When employees go through short in achieving their goals, managers are faced with deciding whether or not an employees performance warrants his termination. Poor performance can include everything from not contact target sales goals and overlooking project details to not missing deadlines. Employees may also be terminated because they lack the knowledge and skills n eeded to fulfill assigned tasks.Business ConditionsUnfavourable business conditions may force you to lay off employees for economic reasons as opposed to poor performance. The layoff may be permanent, or the employee may be called back to work if business conditions improveMerger/BuyoutA merger or a buy-out usually requires changes at bottom the Companys structure, which might affect employment. Although the employer is not legally required to do so, some employers offer a severance package to employees terminated under these circumstances.Layoffs if there is a lack of work, or the company is undergoing financial problems the company might lay off employees. The employer must ensure the layoff is fair and legal. Employers must give employees advance follow of closings and mass layoffs. This gives the employees and their families time to adjust to loss of employment and to seek alternative support.Unacceptable Behaviours / for causeYou may need to fire an employee due to unacceptab le behaviour actions can include stealing company property, or verbally or physically threatening another employee. The employee may also display a conventionality of disrespectful or insubordinate behaviour directed toward you or your supervisors that results in a disruption of your work environment.AbsenteeismAn employee who misses work frequently or is habitually late negatively affects your businesss productivity and can place an unfair burden on your other workers. Chronic absenteeism could be a sign that the employee is dealing with job dis triumph.Voluntary redundancyIn a voluntary termination, an employee hands in their notice from their job. Reasons for resignations have that included a new job, returning to full time education, and retirement. If a contract isnt renewedThis is considered to be a dismissal, and if the employee has 2 years service the employer needs to show that theres a reasonable reason for not renewing the contract Workers have the right not to be unfair ly dismissed after two years ignition when your employer ends your employment they dont always have to give you notice. If youre dismissed, your employer must show they have a valid reason that they can justify and also that they have acted reasonably in the circumstances They must also be consistent not dismiss you for doing something that they let other employees do funfair and unfair dismissalA dismissal is fair or unfair depending on the reason for it and how the employer acted during the dismissal impact.Constructive dismissalThis is when an employee resigns because youve breached their employment contract. This could be a single serious event or a series of less serious events. An employee could claim constructive dismissal if youcut their wages without agreementunlawfully demote themallow them to be harassed, bullied or discriminated againstWrongful dismissalThis is where you break the terms of an employees contract in the dismissal overhaul up, eg dismissing someone wit hout bighearted them proper notice.AC 4.2 describe the employment provide procedures used by two organisations The exit procedures of ASDAStep One, Resignation handed to personnel managerStep dickens Personal manager informs human resources department.Step lead Employee has to return the companies possession of equipment and supplies.Human Resources team is responsible for initiating and following throughwith the exit process. If the resignation is voluntary HRM invites employee to attend an exit Interview to gather breeding and improve quality of work life at the organization. The secondary reason is to provide closure to the separating employee The exit interview Primary Purpose is to gather information to improve employee relations practices Spot developing trendsIdentify areas of weaknessIdentify areas of strengthExit interviews are also used to understand, and try to identify patterns in, reasons for resignation they are conducted face -to-face, by telephone, or as a survey . Focus is on reasons for leaving, reflections on the positive and negative aspects of the organization, level of satisfaction with various aspects of the organization.Processing a Resignation NHS West MidlandsStep one The Line Manager gives notice to the Human Resources department upon receipt of a resignation.Step two the Line Manager recognizes resignation in writing and forwards the letter of resignation to the Human Resources department.Step Three Line Manager forwards confirmation of employees last working day and details of any other relevant information to the Human Resources department. The Human Resources department prepares a Termination Form on the basis of the information provided by the Line Manager and ensures it is forwarded to the Payroll department in time to meet the monthly deadlineStep Four the Human Resources Department writes to the employee offering them An exit Interview and enclosing an exit Interview Questionnaire for them to Complete in preparation for th e interview. The Human Resources Department forwards the Line Manager a confirmation of Service Proforma to screw and return. The completed proforma will be retained on the employees personnel file and will provide the basis for any employment references given by the BoardInterview is conducted by an appropriate member of the Human Resources team. in all information collected remains confidential and is stored in line with the Data Protection Act 1998.4.3AC 2.1 analyse the reasons for human resource proviso in organisationsHuman Resource (HR) readying is the practice of determining and analyzing the requirement for and supply of workforce in order to achieve the organizations goals and objectives, fulfill its commissioning and reach its vision (Mathis & Jackson, 2000).Human resource department know that planning is of paramount of importance to achieving an organizations objective. This part of my assignment will discuss the importance of HR planning and the six steps of HR pla nning which consist of1. Forecasting2. inventory audited account,3. HR Resource fancy4. Implementation of Plan5. Monitoring6. Control.HR Planning involves gathering information, making objectives, and making decisions to enable the organization achieve its objectives types of questions HRM may consider1. How many staff does the Organization have?2. What type of employees as far as skills and abilities does the Company have?3. How should the Organization best utilize the available resources?4. How can the Company keep its employees?The most important reason why HR Planning should be managed and implemented is the costs involved. Because costs forms an important part of any Organizations budget. Whenever there are staff shortages, the organization should be in a position to utilize the skills of employees available more readily.HRM planning determines future employment needs by analyzing current business conditions and current trends within the business, for example over the Christma s period most big high street retailers will employ more short term staff because the demand for goods over the Christmas period. Identifying these trends and planning for them will let the business be in a more positive position to be conducting business. HRP is also concerned with employee turnover within the business as management needs the right employees at the right place to make a profit and benefit the organization.(2.2) Steps in HR PlanningForecastingHR Planning requires that we gather data on the Organizational goals objectives. One should understand where the Organization wants to go and how it wants to get to that point. The needs of the employees are derived from the corporate objectives of the Organization. They stern from shorter and medium term objectives Therefore, the HR Plan should have a mechanism to express planned Company strategies into planned results and budgets so that these can be converted in terms of numbers and skills required.InventoryAfter knowing wha t human resources are required in the Organization, the next step is to take sway of the current employees in the Organization. The HR inventory should not only relate to data concerning numbers, ages, but also an analysis of individuals and skills. Skills inventory provides valid information on professional and technical skills and other qualifications provided in the firm. It reveals what skills are immediately available when compared to the forecasted HR requirements.AuditHR inventory calls for collection of data the HR audit requires systematic examination and analysis of this data. The Audit looks at what had occurred in the past and at present in terms of labor turn over, age and sex groupings, training costs and absence. Based on this information, one can then be able to predict what will happen to HR in the future in the Organization.HR resource planHere we look at career Planning and HR plans. People are the greatest asserts in any Organization. The Organization is at libe rty to develop its staff at full pace in the way ideally suited to their individual capacities. The main reason is that the Organizations objectives should be aligned as near as possible, or matched, in order to give optimum scope for the developing latent of its employees. Therefore, career planning may also be referred to as HR Planning or succession planning.The questions that should concern us area) Are we making use of the available talent we have in the Organization?b) Are employees satisfied with our care of their growth in terms of advancing their career? Actioning of PlanThere are three fundamentals necessary for this first step.1) Know where you are going.2) There must be acceptance and backing from top management for the planning.3) There must be knowledge of the available resourcesMonitoring and Control.This is the last stage of HR planning in the Organization. Once the programme has been accepted and implementation launched, it has to be controlled. HR department has t o make a follow up to see what is happening in terms of the available resources. The idea is to make sure that we make use of all the available talents that are at our disposal failure of which we continue tostruggle to get to the top.2.3 Recruitment and selection process.Recruitment is the process of approximating the available vacancies and making suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. The result is a few eligible applicants from which new employees are selected The difference between recruitment and selectionRecruitment is identifying and encouraging potential employees to apply for a job. And Selection is selecting the right candidate from the collection of applicants. Goals of selection are to select a candidate that will be successful in performing the tasks and meeting the responsibilities of the position.Select ion processSelection process involves a number of steps. The basic ideais to solicit maximum possible information about thecandidates to ascertain their suitability for employment1). application of ApplicationsProspective employees have to fill in some sort of application forms. These forms have information about the applicants like their achievements, experience.2) Selection TestsSelection tests to know more about the candidates or to reject the candidates who cannot be called for interview.4) Interview The basic idea here is to find out overall suitability of candidates for the jobs. It also provides opportunity to give relevant information about the organization to the candidates5) Approval by appropriate AuthoritySuitable candidates are recommended for selection by the selection committee or personnel department. running(a) heads concerned may be approving authority. When the approval is received, the candidates are informed about their selection and asked to report for duty to specified persons.6) PlacementAfter all the formalities are completed, the candidates are placed on their jobs initially on probation period may range from three months to two years. During this period, they are observed keenly, and when they complete this period successfully, they become the permanent employees of the organization.Recruitment and selection process at TataHaving received the applications, the next step is to evaluate applicants experience and qualifications and make a selection. Screening innovation is to evaluate the application and eliminate applicants whose profiles do not match the job requirements, Short-listing of CVs received from various sources are screened by the HR function within a week of commencement of sourcing activity.Knowledge and aptitude test is conducted for all trainees and laterals recruits. The result of test will be criteria for short listing /screening candidates for the purpose of interview. Psychometric Test is done to find out the CRI SP fit.While hiring at Tata, they look for the following attributes C Customer FocusR yield OrientationI Initiative and SpeedS Self ConfidenceP Passion for achievementInterviewThis is powerful technique used to measure out the capabilities/skills of the candidate and to understand the softer aspects that a difficult to measure from resumes. After finalizing a date and time, short-listed candidates are invited for an interviewSelection Process and interviews for Tata motor carsDuration of written/online tests and interviews1) Aptitude Test0-30 MinutesAptitude Test2) Technical Test30-60 MinutesTechnical Written3) Psychometric Test4) Group Discussion5) HR Interview0-30 MinutesHR Interview6) Technical Interview0-30 MinutesTechnical InterviewTechnical subjects to study for written test Theory of Machines, simple machine engineering, Fluid Dynamics and Machinery. The Psychometric test questions the test the way you handle situations under different circumstances. Recruitment at A sdaPhase one Applications are registered through Asdas online recruitment system, Asdas HR team then shortlist appropriate candidates for interview or an assessment shopping centre. Two documents are vital here a job description and a personal specification. These inform applicants and help managers select the candidates that best match the requirements for the position.Step two attend the assessment centre known as either Asda Reality this provides an opportunity for candidates to demonstrate their strengths which align to Asdas culture, beliefs and way of working. Step three interviewonce selected, the final part of the recruitment process involves providing appropriate training. At Asda, each new colleague is put into a specific training plan designed for their role. (2.4)The first variant of recruitment at Asda is automated you can upload your curriculum vitae and edit your personal details on line, this way it makes it simper for the recruiters to narrow down the employees th ey would like. Asdas online recruitment process has improved the speed and efficiency of recruitment, making applications easier for candidates and selection faster for management. On the second phase is really about meeting your potential employer and selling your skills and experience to see if you could fit in with the organisations overall vision.The recruitment and selection at Tata is far more complicated than that at Asda this is because of the more extremely skilled aspects of the work. Phase one is based on receiving applications for the vacant position. Phase two evaluate applicants experience and qualifications and make a selection. Screening purpose is to evaluate the application and eliminate applicants, whose profiles do not match the job requirements, Phase three are tests to test the competence of potential employees theses test consist of technical and written aspects Phase four is the Human resources interview and phase five is the technical interview.L03Appraisal s and rewards system at Tata Motors are based on key results area. There are reviews at regular intervals, promotions are based on performance, and productivity and rewards comes in the form of profit linked incentives schemes. Positive appraisals can affect your career pathway with fast track options for high performers and interviews for positions in a higher place managers positions. Tata motor company employees have appraisals twice a year whereby employees get feedback which gives them a chance to look at their approach of working, The necessary steps are also undertaken for employees who deviate from their goalsTata motors have introduced a comprehensive system of quarterly appraisals whereby each employee selects their own key results areas or goals and every quarter they have the chance to go back and asses their own performance against the parameters. For many front line employees these performance related quarterly payouts designed to reward them with incentives for their performance. Tata Motors have midterm reviews for all employees that have had positive appraisals creating an expectation of a salary rise twice a year if they perform well. At Tata employees and supervisors can set up joint participations goals this method often leads to employee commitment along with smart goals Specific precise and dilateMeasurable with criteria for determing progress and success Achievable attainableRealistic RelevantTime related Grounded in a time frameThis system is ordinarily known as 90 degree appraisal system. Performance rating Process at Tata MotorsExceptional contributorSignificant contributorPerforms consistently and substancly above all exceptions in all areas Performs exceptionally well in all areas.Achieves a final score of greater than or equal to 115%Achieves final score between 100-114%Consistently delivers on stretch targetsVersatile in their areaProactiveLittle or no supervisionSpots and anticipates problems, implements solutionsSets exa mples for othersSees and exploits opportunities. affiance ownership of own developmentDelivers ahead of timeCoaches otherSees wider impact across businessDemonstrates business initiativeFocuses on whats good for the businessSelf motivatedHerzberg motivation theoryFrederick Herzberg in 1966 came up with a theory that job motivators were closely connected to job And the motivators appeared to explicate motivated behavior whereas hygiene factors produced dissatisfaction From the way Tata motors conducts its appraisals and gives incentives I can see they firmly believe in some key points Herzberg mentioned in 1966 regarding Achievement, lore, advancement and growth, giving employees with good appraisal reports promotions and pay rises will motivate employees and lead to extreme job satisfaction Factors leading to extreme dissatisfactionHygiene FactorsFactors leading to extreme satisfactionMotivatorsCompany-policy & administrationAchievementSupervisionRecognitionRelationship with super visorWork itselfWork conditionsResponsibilitySalaryAdvancementRelationship with peersGrowthPersonal lifeRelationship with subordinatesStatusSecurityAsda used 360 degree feedbacks for appraisal in this process employees are assessed based personal and professional skill sets, customer service and multitasking skills to see if they can perform multiple tasks under pressure. For slightly senior employees they consider coaching skills to be an essential part of leadership skills. In this process they judge how a person can train the subordinates. Apart from that it also judges the counseling skills of the people that help them in guiding the subordinates in expanding responsibility and capacity and delegate work according to their individual potential. Asda has redesigned 360 degree program to develop the employee performance through the process like Individual bonus, programThe individual bonus factor is used to promote the best employee from their performance. This process aims the or ganisational objectives through the employee performance. As the Result of this process, the employee survey conducted in ASDA that shows the individual bonus process will be a great success through the high level of employee commitments and improvements through the self-motivation.In 1911 the engineer Frederick Taylor published one of the earliest motivational theories. agree to Taylors research, people worked purely for money this approach of paying workers by results was good for the business. The outcome was greater production but gave little opportunity, encouragement or time for employees to think for themselves or be creative in what they did. This limited peoples development and their use within the companyPeer recognitionPeer recognition is the modern performance appraisal process also includes in the 360 degree process. This process is to award and acknowledge an individual for their outstanding performance in the company. This would be could be more non-financial factors based which can motivate employees to improve their output. One such factor may be the desire to serve people others may be to improve personal skills or achieve promotion. Employeesare more motivated if they feel content in their work. This often happens when their employer creates a good working environment where employees feel valued, generally through increased communication and being asked for their opinions. Employee motivation is also likely to be higher if the organisation invests in its staff through training and development. In turn this enhances their knowledge, skills and their sense of job satisfaction. Positive and negative reinforcement plays a vital role in motivation in the work place in the form of 1. Praise for good work2. Encouragement3. Constructive criticismThe organisations leader should always sink the organisations culture, values and beliefs to the group members. Performance feed backTeam leaders should constantly provide feedback to members on 1. How the y are doing in their task and in the team2. How results are progressing in comparison to plans and standards set out for them Feed back is essential both for motivational and for learning and development to adjust performance and bring it back in line where necessary to the original plan. The manager should motivate his or her team, both individually and collectively so that a productive work place is maintained and developed and at the same time employees derive satisfaction from their jobs. .ReferencesPhillip, Harris. Managing the Knowledge Culture. Human Resource Development Press, March 2005.Johnston, John. Time to retrace Human Resources. Business Quarterly. Winter 1996.Mathis, Robert L., and John H. Jackson. Human Resource Management. Thomson South-Western, 2005Ulrich, Dave. Delivering Results A New Mandate for HR Professionals. HarvardBusiness School Press, 1998.Gary, Dessler. Human resource management, eleventh Edition 2005Subba, rao. Essentials of HR Management and Industr ial Relations, Fourth Edition 2007