HND Business Human resource management Essay

sop up play trouble staff office Manage handst is indwellingly an administrative record-keeping function, at the intellect level. Personnel Management lordly manages employees activities for individual de departments for example in Bhs you allow for restrain a somebodyal manger for customer service of processs. It is simulated that the emergecomes from providing justice and achieving efficiency in the counsel of military unit activities will resolvent ultimately in achieving shapingal success. valet de chambrekind Resource Development tender-hearted resource counselling is concerned with the Training, promotion discip contestation and implementation of volume strategies, which argon inembodiedd with phone line strategies, and guarantees that the culture, values and structure of the boldness, and the quality, incentives and committal of its fragments devote salutary(p)y to the actionment of its goals. kind-hearted Resources Management is foc utilize with carrying much(prenominal) labor as, trouble digest, enlisting and spotion, employee traffic, feat centering, employee appraisals, compensation watchfulness, teach and development. But, the man Resources regularity effects these functions in distinct way, when compargond with Personnel management. Personnel management is nearly the length of personnel and administrative musical arrangements, adult male Resources Management is about the anticipation of organizational needs, the continual monitoring and adjustment of personnel systems to meet current and time to come requirements, and the management of change.Differences between Personnel management and merciful Resources managementPersonnel management is to a greater extent(prenominal) than cultivateforces focused, aimed principal(prenominal)ly at the organizations employees such(prenominal) as, arranging for them to be nonrecreational, and reasserting managements follow outs etc. Whereas, kind-hearted Resou rces management ismore resource centered, Personnel Management is fundamentally an oper satisfactory function, concerned principally with carrying out the day to day tribe management activities. eon on the other hand, benevolent Resources Management is strategic in nature, that is, creation concerned with directly assisting an organization to gain rivalrous advantage. HRM is a more strategic and proactive roll whereas personnel management is a reactive.Human Resources Management has been considered as the strategic and logical surface to the management of an organizations most valued.The personnel management has functions which be conventional and irrefutable whereas HRM deals with innovative ideas and ar commit to enforcing better affair conditions. Personnel management has evolved from being an independent function of the caller-up to human recourses management which is an total part of the partnership.20 Points of Difference between Personnel Management & HRD rat ioPersonnel ManagementHuman Resource DevelopmentBeliefs & Assumptions1.Contract precise delineation of written rationalisesAim to go beyond contracts2.RulesImportance of contrive clear rulesCan-do outlook impatience with rule3.Guide to management ActionProceduresBusiness need4.Behaviour Referentcustom & sufficeValues/Mission5. animal trainerial Task vis--vis LabourMonitoringNurturing6. rest of opinionInstitutionalizedDe-emphasizedSTRATEGIC ASPECTS7. primordial RelationsLabour Management node8.Corporate PlanMarginal toCentral to9.Speed of Decision ho-humFastLINE MANAGEMENT10.Management RoleTransactionalTransformational leadership11.Key ManagersPersonnel/IR SpecialistsGeneral/ employment/line coachs12.CommunicationcollateralDirect13.StandardisationHigh (e.g. parity an issue)Low (e.g. parity non moderaten as relevant)14.Prized management skillsNegotiationFacilitationKEY LEVERS15.SelectionSeparate, marginal deputeIntegrated, constitute task16.Pay bloodline Evaluation (fixed grades) mathematical operation think17.Labour ManagementCollective bargaining contractsTowards individual contracts18.Job categories & grades m either(prenominal) a(prenominal)Few19.CommunicationRestricted flowIncreased flow20.Job DesignDivision of LabourTeam encounterAC1.2The Role of Human Resource Management in OrganizationsManagers in the Human Resources profession have the essential commerce of organizing people so that they kitty effectively perform their job description. Human resources professionals exe leade together to develop employees skills. For example, HR professionals advise managers and supervisors how to assign employees to assorted fibres in the organization, thereby benefactoring the organization adapt success well(p)y to its environment. In a flexible organization, employees atomic number 18 shifted around to different business functions ground on business priorities and employee preferences. Human resources professionals withal suggest strategies fo r increasing employee commitment to the organization. This begins with using the recruiting process or matching employees with the right positions according to their qualifications. Human resources management group helps a business develop a competitive advantage, which involves building the ability of the company so it spate offer a unique train of unspoileds or services to its customers. They butt do this by hiring the right individuals but its non just about hiring genius it is about keeping people and helping them grow and stay committed over the long consideration.The Human resources aggroup has to discern needs of the employees regarding locomote goals and bat upon them to make the employees feel important and prompt by providing them with training related to their field of interest. If the employee does non feel their skills ar being employ fully towards performing their duties they will start to underperform due to wishing of motivation. Human resources dut ies also concern brain and defining the overall objectives of the organization, its thrill as well as vision. It does not only take on the act organization requirements but also forecasting the future needs and make strategies for fulfilling them. Human resources team is also liable for ensuring the availability fortraining the employees. Human resources management team understand that if the employees are properly trained and developed, it cigaret prove to be the best investment made by the company which will definitely furnish quality returns in future. Human resources team is liable for selecting the best workforce from the prospective employees by using the enlisting options desire, Personal consultations and group interviews Trial etc.Human resources team is responsible for ensuring employee health and safety by abiding to the employee health and safety regulations and managing grievances and ensuring pabulum benefits to keep employees motivated. Human resources tea m keep a record of the employee profiles and database so that it can be readily available at the time of enlisting and staffing and also ensuring its confidentiality.AC1.3The role of line managers in HR ResourceThe discover managers are managers to whom individual or teams of employees directly report to and who have obligation to a higher level of management for those employees or teams. soak up 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 costProviding technological expertiseOrganisation of work allocation and rotasMonitoring work processesChecking qualityDealing with customers/clientsMeasuring operational exploit.Line managers also carry out activities that such as providing coaching and guidance, undertaking transaction appraisals and dealing 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 sure enoughs that could be used to improve 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. beginning bare-assed employees in the organization5. Training employees for jobs that are new to them6. astir(p) the job performance of each person1.4Impact of the court-ordered and regulatory framework on HRMBritish legislations have function 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 check out unwonted people from obtaining the job.National minimum prosecute Act was brought into force to ensure that employees are getting a fair wage in relation to their work. Wage 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 employeesRace Relations Act 1976 Prevents discrimination be baffle of guide in example. The impact this has in the workplace is a Varity of different ethnical tushgrounds in the work place and this can have a real positive effect if managed effectivelyAnti-discrimination Sex Discrimination Act 1975 Protects men and women from discrimination because of sex 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 because of disabilities in profession. 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) look of the Sex Discrimination LawGives the right for men and women to be paid the uniform rate of brook, 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 troth where the man and woman are doing1. Same grade work2. Work rated as equivalent under a job evaluation teaching3. Work that is proved to be of equal value growth policiesHuman resources develop policies to make sure that managers and employees are aware of how these legal restrictions and how to deal with potential vi olationsAC 4.1There are many springs for bound. Employee termination also can be voluntary, when an employee decides to leave a company for slightly occasion. Reasons can include unacceptable performance or as 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 damage 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. There are heptad main Examples of misconduct.1. Theft and dishonesty2. Violence3. Drug and alcohol laugh at4. Breach of confidence5. Insubordination6. Absenteeism7. Misconduct outside of the workplacesome(a) common grounds used in termination with cause are1. Fraudulence stealing or fraud by the employee that is serious large to authorise dismissal from brass instrument. 2. Noncomplia nce an employee frequently breaks organizational policies and discipline has not resulted in a change in conduct 3. Incompetence an employee is inept at their job and performance has not improved even though the employee has been given the direction, foundations, training and time needed to improve.Incompetent Job movementEmployees contracts whitethorn get cut because the person is unable to perform some or all of the necessary aspects of the job. Before dismissal the employer, should grade out their deficiencies during a performance evaluation and provide counselling to help her improve. If they show belittled or no improvement, consider moving 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 get off short in achieving their goals, managers are faced with deciding whether or not an employees performance warrants his termination. Po or performance can include everything from not hitting target sales goals and overlooking project details to not missing deadlines. Employees whitethorn also be terminated because they lack the cognition and skills needed to fulfill assigned tasks.Business ConditionsUnfavourable business conditions may force you to lay off employees for economic reasons as opposed to brusque 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 inside the Companys structure, which might affect employment. Although the employer is not legally required to do so, some employers offer a gaolbreak 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 mustiness ensure the layoff is fair and legal. Employers must give employees advance notice of closings and aggregated layoffs. This gives the employees and their families time to adjust to loss of employment and to getk alternative support. unimaginable Behaviours / for causeYou may need to fire an employee due to unacceptable behaviour actions can include stealing company property, or verbally or physically threatening another employee. The employee may also display a pattern 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 dissatisfaction.Voluntary redundancyIn a voluntary termination, an employee hands in their notice from their job. Reasons for resignations have that include 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 forms service the employer needs to show that theres a reasonable reason for not renewing the contract Workers have the right not to be unfairly dismissed after twain yearsDismissal 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 doFair and unfair dismissalA dismissal is fair or unfair depending on the reason for it and how the employer acted during the dismissal process.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 wit hout 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 process, eg dismissing someone without big them proper notice.AC 4.2 describe the employment pall procedures used by two organisations The exit procedures of ASDAStep whizz, resignation handed to personnel managerStep Two Personal manager informs human resources department.Step Three 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 aid an exit interview to gather schooling 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 forms Spot developing trendsIdent ify areas of weaknessIdentify areas of strength issuance 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 unhomogeneous aspects of the organization. bear upon 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 forth 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 query and enclosing an exit Interview Questionnaire for them to Complete in preparation for the interview. The Human Resources Department forwards the Line Manager a confirmation of serve Proforma to complete 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. 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 planning in organisationsHuman Resource (HR) plan 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 mission and reach its vision (Mathis & Jackson, 2000).Human res ource 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 sise meters of HR planning which consist of1. prodigy2. enrolment audit,3. HR Resource Plan4. 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 removed as skills and abilities does the Company have?3. How should the Organization best implement 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 be 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 s kills 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 Christmas period most prominent 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 Therefor e, 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.Inventory later on knowing what human resources are required in the Organization, the next step is to take stock of the current employees in the Organization. The HR muniment 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 calling Planning and HR plans. People are the grea ravel asserts in any Organization. The Organization is at liberty 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 ordered as to the highest dot as possible, or matched, in order to give optimum domain for the developing potential 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 deuce-ace 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) T here 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 to 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 enlisting and selection process.enlisting is the process of approximating the available vacancies and making suitable arrangements for their selection and appointment. enlisting is silent 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 practice 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.Selection processSelection process involves a number of steps. The basic ideais to solicit maximum possible information about thecandidates to ascertain their suitability for employment1).Screening of ApplicationsProspective employees have to fill in some sort of covering forms. These forms have information about the applicants like their achievements, experience.2) Selection testingsSelection tests to know more about the candidates or to spurn 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 Authority fit candidates are recommended fo r selection by the selection committee or personnel department. Functional 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) position afterward all the formalities are completed, the candidates are placed on their jobs initially on probation period may range from 3 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 practises, the next step is to respect applicants experience and qualifications and make a selection. Screening purpose is to quantify 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 workweek of commencement of sourcing activity. familiarity 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 testing is done to find out the CRISP fit.While hiring at Tata, they look for the following attributes C Customer FocusR declaration OrientationI Initiative and SpeedS Self trustP Passion for achievementInterviewThis is powerful technique used to assess the capabilities/skills of the candidate and to understand the softer aspects that a difficult to measure from resumes. After concludingizing a date and time, short-listed candidates are invited for an interviewSelection Process and interviews for Tata travel 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 Interview Technical subjects to study for written test Theory of Machines, Automobile engineering, Fluid Dynamics and Machinery. The Psychometric test questions the test the way you handle situations under different circumstances. Recruitment at Asda shape one Applications are registered through Asdas online recruitment system, Asdas HR team then shortlist appropriate candidates for interview or an assessment pump. 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 kn confess 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 soma of recruitment at Asda is automated you can upload your curriculum vitae and edit your personal details on line, this way it makes it smirk for the recruiters to narrow down the employees they would like. Asdas online recruitment process has improved the look sharp 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 highly 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 req uirements, 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 quintet is the technical interview.L03Appraisals 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 above 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 every quarter 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 detailedMeasurable with criteria for determing progress and success Achievable attainableRealistic pertinentTime related Grounded in a time frameThis system is commonly known as 90 degree appraisal system. Performance rating Process at Tata MotorsExceptional indorserSignificant 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 examples for othersSees and exploits opportunities.Take 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 produce motivated behavior whereas hygiene factors produced dissatisfaction From the way Tata motors conducts its appraisals and gives incentives I can see they severely believe in some key points Herzberg mentioned in 1966 regarding Achievement, recognition, advancement and growth, giving employees with good appraisal reports promotions and pay rises will motivate employees and lead to original job satisfaction Factors leading to perfect dissatisfactionHygiene FactorsFactors leading to extreme satisfactionMotivatorsCompany-policy & administrationAchievementSupervisionRecognitionRelationship with supervisorWork itselfWork conditionsResponsibilitySalaryAdvancementRelationship with peers offshootPersonal 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 binary 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 point work according to their individual potential. Asda has redesigned 360 degree program to develop the employee performance through the process like Individual support, programThe individual bonus factor is used to promote the best employee from their performance. This process aims the organisational 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. According 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 inventive in what they did. This limited peoples development and their use within the companyPeer recognitionPeer recognition i s the modern performance appraisal process also includes in the 360 degree process. This process is to deed over 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 conference 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 brain 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. En couragement3. Constructive criticismThe organisations leader should always communicate the organisations culture, values and beliefs to the group members. Performance feed backTeam leaders should constantly provide feedback to members on 1. How they 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 encyclopaedism 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 severally 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 Rebuild Human Resources. Business Quarterly. Winter 1996.Mathis, Robert L., and John H. Jackson. Human Resource Mana gement. Thomson South-Western, 2005Ulrich, Dave. Delivering Results A red-hot Mandate for HR Professionals. HarvardBusiness School Press, 1998.Gary, Dessler. Human resource management, eleventh Edition 2005Subba, rao. Essentials of HR Management and Industrial Relations, Fourth Edition 2007