The utilization of human resources in large firms

1.0 Introduction

1.1 Introduction to the topic and an overview of the project

A large firm has the requirement of a large number of employee strength which is the human resource of the company. These human resources are playing a major role for the purpose of the improvement of the functionality of the company. There are different ways with the help of which improvements are possible to be incorporated in the human resources so that the utilization of their skills can be done in order to get benefits in the business.

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1.2 Aim of the research
The aim that this study has is exploring the role that human resource play in large firms and the technique in which the maximum utilization of human resource could be done by the mangers.

1.3 Objectives of the Research
• To identify the types of human resource available for the big organisations
• To assess demand for different types of human resources
• To recommend ways in which the skills of the human resources could be maximised in order to maximise organisation productivity

1.4 Research questions
• What are the types of human resources that big organisations can hire?
• How important are the different types of human resources for the growth of the organisation?
• What are the ways in which the skills of the human resources could be maximised in order to maximise organisation productivity?

1.5 Logical Structure
Introduction: It is going to introduce the topic the topic of the research.
Literature Review: The opinion that has been shared by different authors regarding the situation is going to be reviewed and the gaps in the literature are going to be identified.
Methodology: The methodology that is going to be followed is chosen.
Findings and Discussion: The findings from the research are discussed.
Conclusion and Recommendation: Finally a conclusion is reached and recommendations are provided.

2.0 Literature review

2.1 Types of human resources

Unskilled: It has been stated by Heller (2013) that the unskilled labours are the segment of workforce who are having limited set of skills or are providing minimum economic value in the work which is being performed. The unskilled labour does not have the requirement of the worker getting any special training. The utilization of intellectual capabilities or reasoning are not used by this worker in their work. In a large firm these labours are used in positions that have the involvement of manual labour like the role of the assembler, packager, or the apprentice. The salary of the unskilled labour is also lower than the skilled workers. These workers are also required to work in an environment that has exposure for unsafe conditions continuously.

Skilled: On the other hand Mountford (2013) has pointed out another category of labour which is the skilled labour. These are the people who have the training, education, experience, energy and devotion in their respective field of knowledge. They have the capability of doing the specific work in a way which is balanced as well as efficient. The large firms have the requirement of skilled human resource for the purpose of carrying out different types of developmental programs. Ognjenovic (2015) has pointed out that carrying out the developmental work becomes difficult for the company in the absence of their skilled labour. They are paying their role in a vital way by making the systematic utilization of the company's natural resources and they also play a role in conserving the resources. These labour well educated in their areas of experience as a result of which they have the capability of doing only the specific things that are related to their

Skilled- beginners: It was stated by Noe et al. (2017) that the skilled beginners are those who are skilled in their domain of knowledge due to the reason of their educational background. However, the organisations are needed to obtain skill in their domain of operation due to the reason of the fact that they do not have the skill for the application of that knowledge in the specific area of operation where their knowledge is required.

Experienced: It has been stated by Wright and McMahan (2011) the kind of labour comprises of both the skilled a well as the unskilled ones. These are the labour who has been performing wither the skilled job or the unskilled job for at least more than six months. When the unskilled labours are becoming more experienced, then they would be capable of performing the unskilled job which a slightly more efficiency or in a shorter period of time in comparison to the inexperienced one. On the other hand, it has been stated by Gatewood, Feild and Barrick (2015) that the skilled labours having experienced are extremely valuable for the organisation as they are not only having theoretical knowledge in their domain of operation, but are also having practical knowledge which is improving their level of skill in the work.

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2.2 Importance of training and development programs

It has been proposed by Noe et al. (2017) that there is a huge significance of training and developing the human resources. There are multiple of reasons due to which this step is considered crucial by the company. There would be increased productivity in the workers and the workers would also be capable of adhering to the different quality standards present in the organisation. There would also be an increased amount of stability in the organisation in addition to flexibility. There would be fewer requirements of supervision as well as flexibility and the labour would also be capable of making the utilization of the resources in an economical manner. There would be an increase of the employee's productivity in addition to the creation of better industrial relations (Gatewood, Feild and Barrick, 2015). The number of errors and accidents which are taking place in the organisation would also be reduced. As the employees would be capable of performing better their satisfaction and morale would also be increased.

2.3 Tasks associated with human resource management

Compensation and benefits: This is a sub-discipline in the domain of human resource as it would be focusing on policy making for the purpose of benefitting the employees and it also provides compensation to the employees. Compensation and benefits are the tangible reward. On the other hand, it has been pointed out by Martocchio (2011) that work-life balance, recognition and developments are the intangible rewards. However, when the combination of the tangible and the intangible rewards are done then it is known as total rewards.

Specialisation in training and development: The human resources are needed to be trained in the domain in which they are needed to work on. Until and unless they would be provided training in the domain they would not be capable of specializing in the specific domain.

Recruitment and selection: This operation is significant part of the HRM operation of the organisation. This operation is executed by the company for the purpose of the maximization of the employee strength of the organisation so that the goals and objectives of the organisation get fulfilled (Gupta and Shaw, 2014). This includes phases such as sourcing of individuals, screening them, short listing them and then selecting the right candidate for filling the vacant positions in the company.

Planning employee assistance: It was stated by Jackson et al. (2011) that this is planning is needed to be done by the managers by including a set of policies as well as rules for the purpose of the facilitation of assistance to the employees. It is a benefit program that is set up for the purpose of getting assistance in the work related problems. The issues or difficulties that might be affecting the job performance that is done by the employees in addition to their mental and physical health are needed to be dealt with the help of this plan.

2.4 Demand forecasting with human resource
Demand forecasting is a practice of human resource with the help of which the estimation of the future quality as well as quantity of the people that are required within the organisation, is done. The forecast of human resource is required to be done considering the views of the plans made by the organisation in a given period of time. The analysis of the trends of the employees, the needs of the replacement of the employees, resignation of the employees, their termination, the employees productivity, labour turnover, absenteeism are the factors that re the part of the human resource forecast.

2.5 Challenges that the MNCs face while managing their human resource
The challenges that are faced by the multinational corporations are the cultural divides of the employees working in the organisation. Since, there are employees who are of different cultural background the human resource manager faces problem while dealing with the employees due to the different languages they speak, the different way in which they express and are communicated with the help of the non-verbal communication. The human resource management has been confronting the problem in the way in which the attraction of new talent can be done by the organisation. The human resource management is also facing problem regarding the in which a culture of continuous learning can be fostered within the organisation.

2.6 Research Gaps
There gaps that has been identified in the literature is that the functionalities and the different methods in which the utilization of company's human resources can be done in the organisation has been identified. The way in which the organisation would be capable of making the maximum utilization of each type of human resource, for the purpose of improvement of the functionalities in the organisation, is needed to be explored. Moreover, the way in which the importance of each of the different types of human resource can be improved within the organisation is needed to be clarified. The way in which the maximization of the productivity of the organisation and is taken by the managers of the big firms are needed to be clarified.

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3.0 Method of conducting the research

3.1 Research philosophy
The research philosophy being chosen is the positivism research philosophy. The reason due to which the selection of this research philosophy has been done is due to the reason of the fact that this philosophy adopts a scientific approach. Moreover, this philosophy would also be complying with the quantitative and the qualitative research methodology.

3.2 Research approach
The research approach to be chosen with the intention of conducting the research is the deductive approach. This research approach would be appropriate for the intention of conducting the research is due to the reason of the fact that there is no requirement of the development of new theories related to the topic of the research. Since, the purpose of the research is only the evaluation the topic with the help of the theories that are already present; the deductive approach is going to be suitable.

3.3 Research design
The research design that would be helpful for the purpose of the execution of the research is in the form of the descriptive research design. The application of this research is going to be helpful for the purpose of the execution this research due to the reason of the fact that this research design is going to facilitate the functionality of both the explanatory as well as the exploratory research design. The descriptive research design would be providing the description of the scientific methodology as it would be involving the phenomenon of observing as well as the description of the behaviour in the subject without making an influence in the subject in any manner.

3.4 Data collection method
In order to execute the research, there is the requirement of the collection of information for execution of the research. The methodology of data collection that would be used for the purpose of conducting this research is qualitative research. The reason due to which the selection of this method of data collection is needed to be done is due to the reason of the fact that this method world be enabling the researcher to obtain information which in-depth in nature (Taylor, Bogdan and DeVault, 2015). In the qualitative data collection method an interview is needed to be conducted with the research participants.

3.5 Sampling method
The selection of a sample population is needed to be done for the purpose of collecting information related to the research, out of the research population. For this research, the research population are those who are the human resource manager of different multinational large organisations. With the help of the utilization of the random sampling method, the selection of the 4 managers working in four different MNCs has been done.

3.6 Accessibility issues
Accessibility issue that is going to be faced in the research is due to the reason of the fact that in this research the participants are the managers of large multinational corporations. Hence, approaching them for the purpose of conducting an interview is going to be a significant problem.

3.7 Ethical issues
Ethical issues are also going to be faced while conducting the research. The ethical issues that are needed to be kept in mind are that the reason or the intention due to which the research is being conducted is needed to be communicated to the research participants. Moreover, if the research participant expresses the wish that their identity should not be revealed in the research paper, their demand should mandatorily be acknowledged.

3.8 Data analysis plan
The data analysis plan that is needed to be chosen in the qualitative data analysis is based on the concept of interpretative philosophy. The examination of meaningful as well as symbolic content is done in the qualitative data that has been collected. While analysing the data the primary message content is analysed with the help of an evaluative attitude.

3.9 Research limitations
This research is needed to be conducted in spite of facing a number of limitations. The first limitation that is going to be faced in the research is that a huge amount of money is required for the purpose of conducting a research. Since, this is an academic research there is an absence of a significant amount of money with the intention of conducting the research, making it a limitation of the research. There is also the limitation of time as the completion of the project is needed to be done within a stipulated time.

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4.0 Conclusion
Hence, it can be concluded that in order to accomplish the research the application of the above mentioned methodologies are needed to be done. This is going to be helpful for the purpose of filling the gaps which has been identified in the research and subsequently meet the objectives of the research.

Frequently Asked Questions

  • Q: How can HR ensure we're hiring the right people for the future of the company?
  • Q: How can we develop and retain top talent?
  • Q: How can HR measure the success of HR initiatives?
  • Q: What is the recruitment process for new hires?
  • Q: How can we develop a strong employer brand to attract top talent?
  • Q: What are some of the biggest challenges facing HR in large firms?
  • Q: What are some of the emerging trends in HR for large firms?
  • Q: What opportunities are there for professional development?
  • Q: What technologies can HR use to improve efficiency?
  • Q: How can HR departments work collaboratively with other departments?

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