Human Resources and Management Control Essay

An International camber, Santander Ltd. Has laborn over the Abbey interior(a) bank, referable to this take over, the Abbey study bank has been subjected to flip-flop you be the nominated senior private instructors at Abbey topic bank ( at strategicalalal level) victimization the available public domain data kindly execute the following takes in your role as strategic HR motorcoach / reassign consultant. man vision Management (HRM) is the function within an presidential border that foc implements on enlisting of, charge of, and providing boot for the mickle who do in the brass and excessively HRM is the ecesisal function that deals with issues connect to stack such(prenominal)(prenominal) as compensation, hiring, instruction act concern, arrangement bewilderment, safety, wellness, bene devises, employee motivation, talk, administration, and fostering.As Abbey case strand is superstar of the largest banks in UK. The bank provides banking and ins urance indemnity services nation-wide and is the backb iodine for countrys banking infra organize despite arrival of a dozen frame of referenceer(a) banks, including giants like Barclays and Nat west. The attri thate of valet choice focus be by no means universal. in that heed be galore(postnominal) shams and practices within different transcriptions ar diverse. The intimately signifi toilettet own of HRM is importance attached to strategic integration, which follows from confidential information concerns vision and leaders and which require the full perpetration of batch to it. at that place argon different models of HRMFiedler hazard ModelThe contingency theory everyows for predicting the characteristics of the fascinate situations for effectiveness. Three situational components determine the favourableness of situational ensureLeader-Member RelationsReferring to the degree of mutual trust, respect and confidence amidst the leader and the subordinates.To come on a strong groupThere should be a great family among the employee, manager and the general manager because it is the origination of the transcription. With pop away a great birth, the general manager or the manager substructure non qualify to turn to into the lives and influence the employees. It is communication that brings life into relationships. When communication a lot with a cross someone, the person get out grow closer. From the case, in that respects a lack of communication leads to a breakdown in relationship which leads to a loss of leadership. The manager ineluctably to rebuild the relationship with his staffs and also publish much more effectively than before. That is why if you want to flummox whatsoever transcription work, communication is the mainstay.David Guests (1989, 1997) model of HRM it has 6 dimensions of analysis* HRM strategy* HRM practices* HRM outcomes* behavior outcomes* Performance outcomes* Financial outcomesThe model is prescr iptive in the sense that it is based on the assumption that HRM is distinctively different from conventional personnel direction (rooted in strategic perplexity, and so on). It is idealistic, implicitly embodying the belief that fundamental elements of the HRM blast (essentially those of the Harvard map) such as commitment comport a direct relationship with valued occupation consequences. However, Guest has ac humpledged that the design of commitment is messy and that the relationship between commitment and high performance is (or, perhaps, was apt(p) the age of this material) difficult to establish. It also employs a flow begin, seeing strategy patronisening practice, stellar(a) to a variety of desired outcomes. We seduce discussed two model of HRM both ar good but as Abbey subject bea is a growing company so that the D.Guests model of HRM is go around for Abbey national so if Abbey subject field follows this model it must be succeed to pass on its goal.HRM leads to proceeds in judicatureal performance. HR practices confine the bore to improve the employee attitude and behaviour, opposition of technology, increase the efficiency of employees , higher levels of productivity, prime(prenominal) and customer services, Assess the match of strategic forgiving imaging worry activities in Abbey issue and evaluate the contribution of strategic mankind option caution to the movement of a Santanders objectives at Abbey guinea pig In to daytimes problemes, the business burn down and commission of the companys employees can greatly affect the companys general performance. A strategic approach in tender-hearted imaginativeness Management is springy especially in growing companies. Through the adoption of best benevolent option forethought practices the Abbey study bank addresss to make a accredited difference in plentys lives. Skilled people combined with separate picks realise the capacity to generate value. he ad start and for most , people in work establishment posit over all strategies and goals , design work system , wee goods and services , monitor quality , portion out fiscal choices and market products and services. Human macrocosms because become a Human alternative . The efficiency and performance of staff and their commitment to the objectives of the Abbey depicted object bank are fostered by good forgiving relationship at work. Due to this fact, it is necessary to give suitable attention to gentlemans gentleman imagery management and harmonious employee relations. The forgivingkind preferencefulness management of Abbey internal non only stand bys to establish, develop, nurture and communicate office policies throughout the inbuilt company and also to represent, help, advice and consult with the most consequential asset of the company the employee. Abbey subject area s mankind imagery management team develop hiring formulates and recruiting policies, it also industrial platformt for employee relations, separations, contracts, performance, reviews, derive and pension excogitations.The purpose of Abbey nationals human re microbe management team is basically to utilize an employees ability effectively by train them to improve those abilities and at the homogeneous duration improving their working environment so that they feel satisfied with their job. The purpose of an arrangement is to accomplish the goals and objectives which indicate within the plaque and human imaging management indicates how they plan on reaching those goals and objectives. Strategy grooming is indicating where Abbey subject field is going over the adjacent year or more, the focus of a strategic plan is depending on the spotless establishment.There is a verity of perspective, models and approaches which utilize in strategic readying. The strategic plan is developed on the nature of the Abbey Nationals leadership, purification of organization, complexity of the organizations environment, size of the organization, expertise of contriver etc. Companies fail because a tally of conditions and mismanagement can be one of them. Operations may spin out of stop if in-person agendas and politics are placed, and in growing companies, this should be monitored and prevented. growing not only management but also its employees is significant.To keep up with competition, employees should be given with a number of reasons to bewilder with the company, and do their jobs exemplary well. Their continuous growth, the overcompensate(a) compensation and benefits, and Work-life balance is just approximately of the things that motivate employees to perform better, producing better results for the customers and ultimately, the company. Abbey Nationals human resource management should increase the interest return on the investing in the organizations human capital and decrease the financial risk. According to Armstrong 2006 human resou rce management policy refers to the continuing guidelines on the approach the organization intends to adopt in managing its peopleAbbey Nationals human resource management policies reflect the values and philosophies of the organization. Abbey Nationals human resource management policy is notably a audience point when employment practices are being developed and during stopping point-making regarding the people in the organization. Abbey National s human resource management provides guidance on implementation of procedures and what actions should be taken in line with the policy to effectively carry out day to day taken. Before establishing a unfermented work system or change impact, a careful evaluation of operate policies is vital to determine their impact on employee attitudes and behaviors. It is important to note that human resource policy is the key to a fortunate change effort, resulting in greater sufferance and a more positive, motivated hands. So first Abbey Nationa l evaluates the operational policies of change and after that they can apply the same and for this purpose Abbey National must k immediately the following-Analyse the business factors that to a lower placepin the new human resource planning in Abbey National and assess the human resource destinys for next two years for the accomplish of developing a human resource plan for Abbey National Ans. Human resource planning is a process of evaluation and identification of HR requirement to achieve the organizational goals to ensure combative advantage in the market place. Human resource planning is a key component of every corporations strategic business planning. Human resource planning describes the organizations objectives and plans and helps the workers to achieve these objectives. HR Planning involves gathering of information, making objectives, and making decisions to alter the organization achieve its objectives.HR arrive at an enormous caper keeping ill-use with the all c hanges and ensuring that the right people are available to the makeup at the right time. It is changes to the composition of the workforce that force managers to pay attention to HR planning. The changes in composition of workforce not only influence the appointment of staff, impact of technology increase in productivity but also the methods of employee development and ever- changing nature of work. It becomes very unfavorable when schemes merge, plants are relocated, and activities are dentured down delinquent to financial problems. The most important reason why HR Planning should be managed and implemented is the costs involved.Because costs forms an important part of the Organizations budget, workforce planning enable the Organization to provide HR provision costs. When on that point is staff shortage, the organization should not just appoint discriminately, because of the costs implications of the other options, such as gentility and transferring of staff, own to be e xperienceed. There are many business factors in Abbey National bank that underpin human resource planning, more or less of them are the stage of business, business growth, business change and decline, grate cost control, excavate budgeting, labour market trends and regulations and demographic trends etc.Human resource requirementHR Planning requires that we gather data on the organizationals goals and objectives. Once Abbey National understands where the Organization wants to go and how it wants to get that point. The take of the employees are derived from the embodied objectives of the Organization. They stern from shorter and long suit term objectives. Therefore, the HR Plan should have a mechanism to express think Company strategies into planned results and budgets so that these can be converted in legal injury of numbers and skills required.The HR profession has undergone round changes in recent years. There has been just about movement away from staff offbeat and ad ministration-centered activities towards strategy and planning. HR departments are now expected to add value to the organization they support. The exact nature of the work varies concord to the organization, but is likely to include practicable closely with departments, increasingly in a consultancy role, sufficeing line managers to understand and implement policies and procedures development with line managers HR planning strategies which consider immediate and long-term staff requirements Planning, and sometimes delivering, training, including inductions for new staff the human resource management also know the giving medication policies and internal and external requirement of the organization like labour requirement, skill requirement, labour market and competition.Present a critical evaluation on how the human resource plan can contribute to merging an Abbey National objectives in your evaluation, analyses the impact of organizational structure and organizational finish ing? batch are the greatest asserts in any Organization. The Organization is at liberty to develop its staff at full pace in the way ideally conform to to their indivi ternary capacities. The main reason is that the Organizations objectives should be aligned as near as possible, or matched, in nightclub to give optimum background knowledge for the developing potential of its employees. Once Abbey National in action, the HR Plans become corporate plans. Having been made and concurred with top management, the plans become a part of the companys long plan. Failure to achieve the HR Plans due to cost, or lack of knowledge, may be serious constraints on the long-range plan. tyke (1997) defined organizational structure as comprising all the tangible and regularly occurring features which help to bod their members behavior. The structure of an organization can be regarded as a frame work for getting things done. It consists of unit, functions, divisions, departments and officially co nstituted work, teams into which activities related to particular processes, go throughs, products, markets, customers, geographical areas, or professional disciplines are separate together. The structure indicates who is accountable for directing, coordinating and carrying out these activities and defines management hierarchies, the chain of command as who is responsible to whom for what at each level in the organization. The organization has to design the organization structure. It may be stratified or flatter. It may, also, be, traditional, line and staff organization, Functional organization Or modern viz, Project organization, hyaloplasm organization etc.Webers bureaucratic theory emphasized the want for a hierarchical structure of occasion. It know the importance of division of labor and specialization.In functional organization a form of departmentalization in which employees engaged in functional activities such as marketing or finance are grouped into one unit. In divisional organization under the structure, activities and people are grouped into divisions gibe to products, market or a conclave of both with each division self-managed and operating as a profit centre. However, there is overall control which comes from the corporate headquarters.In here, financial as well as R&D activities are change in order to profit from economies of scale and reduced cost. In project organization a team is formed temporarily which works with restricted resources within a defined time to accomplish a certain travail and after the task is achieved the team is disbanded. Matrix structure involves dual hierarchy that is balance between project and functional departmentalization. In a matrix organization each employee reports to both a functional or divisional manager and to a project or group manager.Research has shown that structure plays a vital role in human resource performance, for example, the level of management, grouping of people and tasks ordain determine the amount of relationships and co-ordination in the organization. However, structure does not act in isolation as the link to performance.According to Galbraith and Nathanson, they observe that high performance is achieved by congruity between structure and other variables such as assimilation, reward system and business strategy. Therefore, organization should align all these factors in order to enhance organizational performance.Organizational refinement is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the slipway in which people discharge things get done.There are a number of ways in which to crystalise different types of organizational culture.Handy (1981) describes four main types of organizational cultures* The power culture is one with a primordial power source that exercises control. There are fewer rules and the atmosphere is competitive. A power culture is frequently found in half-size entrepreneurial organization and relies on trust, empathy and personal communication for its effectiveness. Control is exercised from the centre by the selection of key individual.* Role culture is one in which work is controlled by procedures and rules and the role description, is more important than the person who fills it. Role culture rests on the distinctiveness of strong organizational pillar. For example, finance, purchasing and production.* assess culture is job oriented or project oriented. It is one in which the aim is to being together the right resources and people and utilizes the unifying power of the group.* Person culture is one in which the individual is the central point. The organization exists only to serve and assist the individuals in it. For example architects, doctors or consultant. purification is an important factor in winning technology, implementation, innovation, mergers, job satisfaction, organizational achiever and team effectiveness and to the imp ortance of determining whether organization has an organic or mechanistic culture. coating impacts most aspects of organizational life, such as how decision are made, who makes them, how rewards are distributed, who is promoted, how people are treated, how the organization responds to its environment and so on. Culture is clearly an important component part of effective organizational performance. Chatman and Cha refer to the use of the following three managerial tools for managing and changing culture and if Abbeys human resource management follow these tools they should succeed in achieving its goals and objectives.Examine how the effectiveness of human resources management could be monitored in Abbey National and make justified recommendations to improve the effectiveness of human resources management The goal of human resource management is to help an organization come over its strategic goals by attracting, developing and retaining employees and also by managing them effecti vely. It aims to achieve a fit between managing the organizations employees and the overall strategic direction of the organization. Abbey Nationals human resource planning deals with recognizing and fulfilling the human resource postulate of the organization. In order to meet the effectiveness objectives of management control, Abbey Nationals human resource plan should be formulated in such a way that it conforms to the organizational strategies and corporate plan. At the micro level, Abbey National inescapably to do career planning for employees and eon planning for key positions in the organization.At a macro level, Abbey National necessitate to carry out workforce planning and salary planning the nature of the human resource planning process is to begin with dependent upon the organizational size and the hierarchical structure within the organization. For the Abbey Nationals human resource plan to be successful, it has to be supported fully by the top management, the Abbey Nationals human resource department, and the line managers. Recruitment and selection, training and development and compensation management are some of the areas over which the organization needs to exert control. One of the effective ways of assessing human resource functions is to use poetic rhythm in the control process.Abbey National s evaluation of the recruitment process will help in exercising control over certain aspects of the recruitment process like the costs incurred on the recruitment process, the people involved in the process, the quality of the new recruits, the final number of recruits selected, and the success rate of each sourcing channel. The effectiveness of training and developing activities of the Abbey National can be assessed by observe job-impact indicators. The returns on the investment made one the training activities can also be measured by using quantitative tools like benefit to cost ratio. The attrition level in Abbey National can be assessed by us ing two metrics employee perturbation rate and employee retention rate. These metrics are sporadically computed and the values compared with the industry norm and with the past records of the Abbey National.Abbey Nationals human resource auditing/ accounting refers to the process of identifying measuring, and communicating the value of the human resource of the Abbey National. divers(a) human resource accounting models have been developed to aid managers in valuing their human resource assets. Employee engagement has to distinct besides related main factors employee satisfaction and employee commitment. Employees who are both satisfied and committed to the Abbey National are said to exhibit a high degree of engagement with their employer. Employees engagement levels can be periodically assessed through surveys.High levels of employee engagement are characteristics of the Abbey National which is considered by employee s as a great place to work or as an employer of choice. The w orkforce wag approach views the workforce in term of the contribution made by it instead of cost incurred on it. It makes use of metrics instead of benchmarking. It also makes the line managers jointly responsible with the human resource professionals for execution of the Abbey Nationals strategy. The workforce scorecard has four dimensions. Workforce success, leadership and workforce behaviour, workforce competencies and workforce mind set and culture.All these four dimensions help in assessing workforce effectiveness. Abbey Nationals human resource information systems are specialise application software built for implementing, monitoring and benchmarking human resource processes in Abbey National. At an operational level, the HRIS is used for transaction bear on and administrative purpose. With a change in the competitive scenarios Abbey National is using the HRIS for strategic human resource management and decision making. The HRIS is useful for controlling human resource m anagement in the Abbey National and achieving its management control objectives of efficiency, effectiveness, disclosure and compliance.References and Bibliography1.Abbey National margin 7,Dec 2012 web.7,Dec 2012-12-07http//www.banking-business-review.com/companies/abbey_national_plc2.Human Resource Management 7,Dec 2012 web.7,Dec 2012-12-07 http//humanresources.about.com/od/glossaryh/f/hr_management.htm3.Contingency Model of HRM 7,Dec 2012 web.7,Dec 2012-12-07 http//www.studymode.com/essays/Fiedler-Contingency-Model-666139.html4.Guests model of HRM 7,Dec 2012 web.7,Dec 2012-12-07http//www.hrmguide.co.uk/introduction_to_hrm/guest-hrm.htm5Human resource requirement 7,Dec 2012 web.7,Dec 2012-12-07 http//www.prospects.ac.uk/human_resources_officer_job_description.htm6.Basic information of human resource management 7,Dec 2012 web.7,Dec 2012-12-07 http//humanresources.about.com/od/hrbasicsfaq/a/hr_faq.htm6.Strategic approach to human resource management 8,Dec 2012 web.8,Dec 2012-12-08 h ttp//books.google.co.uk/books?id=HxRaqrcGn-0C&printsec=frontcover&source=gbs_ge_summary_r&cad=0v=onepage&q&f=true7.Importance of human resource management 8,Dec 2012 web.8,Dec 2012-12-08 http//www.aimpapers.com/samples/Strategic_Importance_of_Human_Resource_Management_1_.pdf9.Armstrongs policy of human resource management 9,Dec 2012 web.9,Dec 2012-12-09 http//books.google.co.uk/books/about/Armstrong_s_Handbook_of_Human_Resource_M.html?id=vZHCLf0YJpcC&redir_esc=y