[Type the company name]
[Type the document title]
[Type the document subtitle]
[Pick the date]
“It is not the machinery, the money or the structure that is important. It is the people,” (Godrej, 2002). HRM is important because firstly it can be a competitive source of advantage; secondly it enables execution of organizational strategies; and lastly the treatment employees receive inevitably enhances organizational performance (Robbins, Coulter, and Vohra, 2010). The particular report therefore, identifies how these various functions are acknowledged and executed in distinct organizations, which in this study are chosen to be Scholastica Pvt. Ltd (SPL) and Mastermind. This paper lays forward that how the two renowned schools in Dhaka, Bangladesh differ in terms of their HRM process, like recruitment, selection, training, compensation, work environment; and how it disparately affects them.
Foremost, it is essential to understand the structure of both the schools and the relative relationships within those institutions. This is represented by the organograms of both Scholastica and MasterMind given below. Head of Section
The organograms are self-explanatory that SPL and MasterMind, both have the same structure except MasterMind do not have the Student Records department separately, which in fact is included in their Student Affairs. Moreover, since SPL has created an image in the educational sector before MasterMind, and has expanded vigorously in terms of image, businesses (i.e. diversified in other areas) and more branches of the school, they have managed to expand their HRM department as well. Thus, SPL has been able to conduct the HR functions separately from their corporate office, whereas, MasterMind being solely a school executes the HR functions by themselves, i.e. by the head or authorities present in the school. Moreover, MasterMind in contrast to SPL has only Vice-Principal and Principal, instead of having Academic VP and Senior VP as well like SPL does. Academic affairs: all the activities associated with effective delivery of the academic program, including co-curricular subjects. Student Affairs: maximizing the potential of each student by providing the psycho-emotional direction to their holistic development. Student Records: maintains students’ personal and academic records. General Administration: carries out all the functions which provide a smoothly running camous with adequate facilities and good maintenance. HR Functions
The relationships or ranking represented by the preceding organograms indicate that such structure is maintained by appropriate functioning of HRM. HR functions (also called processes) are carried out by the HR managers to fulfill the goals and objectives of the organization (Durai, Pravin, 2010). These HR functions include: * HR planning
* Recruitment and Selection
* Training and Development
* Performance Management
* Compensation and Benefits
* Employment Relations
(Bohlander and Snell, 2010)
Human Resource Planning
Planning is the primary function of management as it determines in advance, the objectives and goals and selecting a course of action to attain them. Thus, in case of HR manager, planning includes determining HR needs, checking the sources of procuring people, deciding about training and development needs, motivating employees in order to enhance their performance which in turn will increase organization’s performance (Randhawa, 2007). Master Mind (MM) which has established itself as one of the biggest schools with most number of branches in Dhaka has a HRM department in place, that although engages itself in HRM planning but...
Bibliography: Bohlander, George. and Snell, Scott. 2010. Managing Human Resources. 3rd edition. Cengage Learning Inc. Canada.
Durai, Pravin. 2010. Human Resource Management. 5th edition. Pearson Education Ltd. India.
Noe, Raymond A. Hollenbeck, John R. Gerhart, Barry. and Wright, Patrick M. 2006. Human Resource Management. 5th edition. McGraw-Hill Inc. New York.
Pride, William M. Hughes, Robert J. and Kapoor, Jack R. 2010. Business. 1st edition. South-Western Cengage Learning. USA
Randhawa, Gurpreet. 2007. Human Resource Management. 1st edition. Atlantic Publishers. India.
Shaw, Douglas G. Schneier, Craig Eic. Beatty, Richard W. and Baird, Lloyd S. 1995. Performance Measurement, Management and Appraisal Sourcebook. 1st edition. HRD Press. USA.
Thornton III, George C. and Rupp, Deborah E. 2006. Assessment Centers in Human Resource Management. 1st edition. Taylor & Francis Group. New Jersey.
Robbins, Stephen P. Coulter, Mary. and Vohra, Neharika. 2010. Management. 10th edition. Dorling Kindersly. India.
Please join StudyMode to read the full document