Relationship between top management and human resource management

Relationship between top management and gentlemans gentleman imagination management piece Resource is used to describe individuals in the hands of an organization, even if it is also applied in labor economics, for instance, industries and even entire nations. human being alternatives is also the name of the function in a body with overall responsibility for implementing strategies and policies on pot managementHuman pick management involves the developing of a perfect blend between tradition and administrative functions soundly-being of all employees in an organization. Retention of employees is directly proportional to how employees are treated, in diversify for their know-how and put through.The reason top manager care little near human choice segmentTop managers care little about human resource compared to payoff, merchandising, finance, and engineering. There are some reasons.Marketing section is the process by which companies create customer interest in goods or services. It generates the strategy behind the gross revenue techniques, business communication and business developments. It is an integrated process by which organizations build strong customer relationships and create value for their customers and themselves. Marketing is used to identify the customer, to action the customer, and to keep the customer. With the customer at the center of its activities, it grass be concluded that marketing management is a key component of business management. The adoption of marketing strategies requires companies to shift their focus from production to the perceived quests and desires of their customers how to stay realize open.However human resource is not relative customer. It is relation between manager and workforce or worker, which clearly shows that human resource, has got to care much of the companys employees as well as its employees attitude towards the customers, which means that the employees flip to be well trained.The finance di scussion section of a business takes responsibility for organizing the financial and accounting affairs including the preparation and presentation of appropriate accounts, and the provision of financial in frameation for managers. The main areas covered by the financial subdivision include book keeping procedure, creating a balance sheet and profit and loss account, providing management study, management of wages and raising of finance.The substructure of every production department is to create goods or services. Basically, production included the physical assembly of goods, however, production loafer also include data-based goods such as websites, analysis services and order processing services. The main function of the production department is to produce a product or service that creates profit and revenue for the company. Every production and operations department must function as self-evaluating entity that monitors the quality, quantity, and cost of goods produced. Forec asting, scheduling, purchasing, design, maintenance, people management, flow analysis, reporting, assembly and testing are the mutual task functions in a production and operation department. Production and operations departments typically function as a fulfillment entity that ensures the timely delivery of the yield from production to customers. Critical path analysis, stock control analysis, utilization analysis, capacity analysis, just-in-time analysis of in strays, quality metrics analysis and break-even analysis are included in standard analysis functions in a production department.Most probably it is because human resource is harder to manage since it involves managing people in the company. Other departments like marketing, finance, production and engineering are aimed to increase the profit whereas for human resource, it is to manage the employees, to hire, to train or even to fire. Main fractiousies would be things like turnover or quitting without making known and etc, s ince when such things occur, it is not something that manager can solve in a day. For example, when the employees just quit without in leaping earlier, it is not that simple to follow an some other employees to replace. horizontal if employees are found to replace, it takes time to train them. Therefore, human resource is more(prenominal) troublesome to manage compared other department, thats why top managers care little about human resource. And also, human resource department, in order to achieve the organisational objectives of the organization for talent acquisition, development cooperation, while maintaining their ability to establish a governance to unleash it as a process can be, which means that it is less productive compared to other departments.Solution to change top manager perception in human resource departmentThere are some way of lifes to change top managers perception in the human resource departmentHuman resource department can help the production department re cruitment the laborsHuman resource department is not a significant revenue generating department but it can help the production department with the recruitment of labors, especially the technicians. When it comes to hiring workers, they should consider about workers abilities and skills that they are capable of.Human resource department can help company save costHuman resource department does not control and manage the cash flow of the firm, but human resource department can help company to save cost. Human resource department helps the company to reduce the cost. For example, through lay off unnecessary people in the company or reduce the number of employees, providing multi-tasks for the employees, reducing reward such as annual leave and bonus of year, save cost in stationary by sharing with colleagues, save training cost of employees by providing bil permit training. If the costs are saved in such a way in Human resource department, the company will baffle more money liquid to run the business.Payroll can manage by engineeringPayroll can be managed by technology however the experience cannot be substituted by technology. Normally human resource is a challenging department in the company, with the facts that the department carries the responsibilities for interview, promotion to employee, labor law knowledge, and psychological knowledge to take care the employees problem such as what employees need and want, which has to be coached by the human resource department. If one of the employees in the company is not satisfy with the company, employee will eventually resign and this will affect the turnover, especially the marketing employees. The employees on the blood(p) under marketing are more likely to be pressured compared to employees working under other departments. It is because if on that point is a decrease in the company sales, they expertness face layoff from the company, and this is why technology cannot substitute in the human resource line.Hu man resource department is not a payroll department lonesome(prenominal)The top human resource department is not a payroll department many special jobs which can only be handled by human resource department cannot be substituted by other departments. Training, interviewing, recruiting the right person and so on and so forth is very important. It is because if human resource department recruit the wrong person and place him or her in the wrong position can make be an issue in the company. And if human resource department cannot train the employees well, they wouldnt be able to feel or really not able to improve any longer in the company.Planning a mentoring classOne of the best ways to overcome human resources issues is to launch a mentoring program for diversity. This could entail involving different departmental managers in a mentoring program to coach and provide feedback to employees who are different from themselves. For the program to run successfully, it is wise to provide p ractical training for these managers or seek help from consultants and experts in this field. Usually, such a program will abet members of the organization to make their views known and to learn to resolve conflicts because of their diversity. More importantly, the purpose of a Diversity Mentoring Program seeks to encourage members to go beyond their own cultural frame of reference to recognize and fully exploit the productivity potential inherent in a several(a) population.Human resources managers can conveniently employee relations between ministries and the scope has for the lower-rung of communication with employees at different levels. The field is a derivative of system theory and organizational psychology. Human resources have won a number of interpretations related in time, she continues to defend the need to ensure the well-being of employees. Every organization now has an goop human resources department to interact with representatives of all factors of production. The department is responsible for the development and application of current research on advanced strategic while benignant end and staff training.Question 21.0 IntroductionIn this fatement we went to get the application form from other company, and we have using the contract draw a bead on memory Berhad to explain about their job discretion and some of the information which they have in their application form. Furthermore we have used the application form to analyze all the application form data and their company job description. After we analyzed all the reliable data obtained from Focus story Holding Berhads application form and we have think of better way to improve the job description for their company, at the same time we have used other competitor companys job description for comparison. We used it to compare with Focus Point Holding Berhad and adopt the strength of other companies to overcome the problem of insufficient information in the job description of Focus Point. Be sides we also used internet sources to gain more ideas on how to improve the job description of Focus Point Holding Berhad. Moreover, from the application form that we get, it enable us to know what are the basic elements that application form should have and easily detect the defects and the weaknesses of the form. We have improved and overcome all these weaknesses for the application form obtain from Focus Point Holding Berhad. At the end after we analyzed the application form we knew that there are reasons for the company to list down the element such as previous job references, salary needs, family background and etc.2.0 Body of circumscribe2.1 Types of InformationThe job application form of Focus Point Holding Berhad contained position applied for, personal particulars, family particulars, education background, employment history, reference and others.2.2 The Mistakes and the Ways of better2.2.1 Personal ParticularsIn this section, there are two elements that needed to improve .There is no emergency call available in the form. Focus Point has leftfield out this important section. Every company should demands the extra call which able to directly contact with their family members or relatives. This is to prevent when the company encounter the employee accident position or emergency situation and then doesnt know do a contact with who.As for the health status showed at the form is difficult to measure, because they readiness not understand about the meaning of poor, average and good of the health status. Therefore, Focus Point should put in specific choices or just put a column over there to let them fill up what disease that they have.2.2.2 Education BackgroundFor this section, there is containing one of the columns like Name of instill/ College/ University, but never mentioned that the applicant should write down the result of the applicant as well because it can save the time for Focus Point to sustain out the result of the applicant and also they h ave to add one more subtitle, which is Other Education, because some of the applicants might have some training on the other place. Other than that, in the column of Specialization, Focus Point did not indicate what it is because there is already has a column called Course Taking and it able to show what the applicants specialized on. Furthermore, the column of the Years, the applicant might not know that is the source year that they began their study life or the year of graduation.2.2.3 Employment news reportIn the column of Total Salary, those applicants might do not know whether the salary is based on day, week or month because different job has different way to pays salary. Thus they have to indicate clearly. In additional, the space Reason of Leaving is too small, there is not enough for those applicants. Therefore, they should expand it.2.2.4 deferred paymentFor this section, Focus Point provided only two columns and state that the applicant has to provide at least two refe rences. If the applicant wants to provide three references, then there is no space for them. Hence, Focus Point should state the sentence provide two references instead of at least two, or else they should give one more blank.2.2.5 OthersIn the question of asking applicant does he or her needs hostel? Focus Point should put the location of the hostel as well.2.2.6 redundant RequirementsJust because of Focus Point has provided part time job, then they be supposed to add the info of Days and Hours Available, in order to arrange well for the employees. Furthermore, they should ask a question, which is Why you want to apply this job? in order to further understand what the applicants think, thus this is one of the ways able to get closer with employee.2.3 Job Description of Focus Point Holding BerhadThis is the job description of the Focus Point Holding Berhad and the position is Branch coach.Branch ManagerResponsibilitiesTo lead the team to achieve the sales targetTo be responsible a nd run the outlet business operationsTo do daily and monthly preparation and management workTo monitor and liaise with the supplier or HQ(headquarters) in ordering stocksTo handle and solve complaints from the customerRequirementMinimum SPM/STPM qualification and supraExcellent selling skills, customer oriented, dynamic and proactiveGood Communication Skills in English and Bahasa Malaysia. Chinese dialects is an added advantageMinimum 5 years of experience in retail management, preferably in optical business or optical retail chain storesComputer literateApplicants should be Malaysian citizens2.4 The wanting(p) of the Focus Point Holding Berhads Job DescriptionThe explanation of the particular which provided by Focus Point Holding Berhad really is not sufficient, therefore they should have a further advance.2.4.1 ResponsibilitiesFor the section of responsibilities, Focus Point has lacking of some points. As a class manager, he or she is supposed to have need of do the interview, selection and then recruitment. Other than that, branch manager also must provide the training and development for their employees in order to maintain the character of Focus Point and also able to respond the market quickly. Besides that, branch manager must concern about the resort of their employees because no safety guaranty, the loyalty of employees will reduced. Not only the employees, the shop security also required to paid close attention in order to avoid outer factors such as robbery, disturbance created by people and so forth, these would cause properties loss. In addition, branch manager needs has capability on allocating resources as well. This is because to assign the right employee to the right position and controlling the capital flowing are important in order to ensure the business operations run smoothly. Furthermore, branch manager must possess great communicate skill with employees and customers because these able to prevent high turnover rate and low loyalty of customers and also can for the long term achievement.2.4.2 RequirementsFor the prerequisites section, Focus Point stated that they need minimum SPM/STPM qualification, but as a branch manager, he or she should has minimum requirement of Bachelors Degree because though the experiences able to cover it but they might lack of some extra knowledge. Experience can be gained but knowledge is difficult to build if without learning. Other than that, Focus Point only stated that the branch manager have to good in communication skills with three languages, but actually good in writing skill is important as well, this is because they would required to writing out the accurately report to the headquarters (HQ) in order to let HQ to do further decisions or changes. Besides that, they didnt mention about own transport that the branch manager supposes to has it, because it would cause inconvenience for the meeting with HQ, choppy case occurred in supplier and need to go over there by own to c heck it out, if without own transport.3.0 ConclusionIn the Focus Point Holding Berhad, the job description and job application form of the company have some weaknesses therefore we were looking for some new ways to better it. We have come out with some solutions to improve some of the weaknesses in the job application form and job description as well. At first we analyzed the job description before we think about the solution to overcome the weaknesses. Other than that, we also used internet resources to search for other companies job description for comparison and we have generated some data to improve for the Focus Point Holding Berhad.