Critically evaluate, appraise and analyse the management of human resources to aid the development of business strategy within

an organisation.
Introduction

The concept of Human Resource Development (HRD) has been giving prominent role and focus in management during the last two decades. In any process of development economy Human Resources being the most significant role in a man is the essence of human resources development. HRD is the process of increasing the capacity of human resources through development. HRD makes an effective attempt on adding on adding value to the individual, term and organisation and human system. HRS philosophy The most fundamental part of HRD deals with HRD philosophy. It represents those basic beliefs, principles and views that are held by the management with respect to the development and growth of its employees. A well-established HRD philosophy plays two important functions. 1. It gives rise to, what one call style of management. A manager develops his practices on the basis of his philosophy. 2. In makes organizational goals more explicit. The following beliefs are essential for the success of any HRD programme: Human beings are the most important assets in the organisation. Human beings can be developed to an unlimited extent. Employees feel committed to their work and the organization if the organization develops a feeling of belonging in them. Employees are likely to have a feeling of belonging in them if the organization adequately cares for the satisfaction of their basic and high-order needs. Employees commitment to their work increases when they get opportunity to discover and use their full potential. It is every managers responsibility to ensure the development and utilization of the capabilities of his subordinates, to create a healthy and motivating work climate, and to set examples for subordinates to follow. The higher the level of a manager, more attention he should pay to HRD function in order to ensure its effectiveness. A healthy and motivating climate is one which is characterized by openness, enthusiasm, trust, mutuality and collaboration. It believes that it can effectively discharge its obligations towards its employees only; 1. By a realistic and generous understanding and acceptance of their needs and rights and enlightened awareness of the social responsibility of Industry.

2. By providing adequate wages, good working conditions, job security, an effective machinery for speedy redressed of grievances, and suitable opportunities for promotion and self-development. 3. By promoting feeling of trust and loyalty through a humane and purposeful awareness of their needs and aspirations; and 4. By creating a sense of belonging and term-spirit through their close association with management at various levels. Another example of companys HRD philosophy is provided by the well-known Indian Tobacco Co. This company has from its original business of cigarettes and tobacco, diversified into several new areas such as cottage sector products, edible oils and oilseeds. The group employs over 15,000 people. The human resource philosophy statement of the company lists seven cardinal beliefs as under:

2. Critically evaluate strategies for people recruitment, retention, training, learning and development which maximise the skills and contributions of people. Dimensions of HRD Now-a-days, HRD is considered as the key to higher productivity, better relations and greater profitability for any organisation. As far as the dimensions/ components/ subsystems of HRD is concerned, various thinkers and professionals have given divergent views and designed the mechanism of HRD in different ways, T.V. Raos opinion that HRD sub-systems comprise performance appraisal, potential appraisal, career planning, training, performance coaching, organisation development, employee welfare, rewards, qualities of work life and human resources information systems. Manpower planning Manpower Planning is a process for determining and assessing that the organisation will have an adequate number of qualified people, available at proper time, performing jobs which would meet the needs of the organisation and which would provide satisfactions for the individuals involved. It is an endeavour to watch demand and supply. It involves: a. Estimation of present and future requirements and supply of human resources based on the objectives and long-term plans of the organizations. b. Calculation of net human resources requirements based on present level of human resources. c. Initiating steps to change mould and develop the existing human resources to meet the future human resource requirements. d. Planning the necessary programme to get the rest of human resources from outside the organisation and to develop resources of existing employees. Recruitment, selection and placement Recruitment is generation of application for specific position for actual or anticipated vacancies. The ideal recruitment efforts will be to generate adequate number of suitable applications. Selection is the

process of ascertaining the qualification, experience, skills, knowledge etc. of an applicant with a view to appraising his/her suitability to a job. Placement is the process of assigning the selected candidate with the most suitable job. Scientific placement underlines the need for placing right men at the right job so that the best results could be obtained. Training and development Although the two terms are generally but together, they are not identical; meaning. Training is a learning process that seeks to bring about a permanent improvement in the ability and behaviour of the employees by enabling them to acquire new skill, knowledge and attitude for more efficient performance. Training includes: Identification of training needs. Developing suitable training programmes Imparting requisite job skills and knowledge to employees Evaluating the effectiveness of training programmes

Development, on the other hand, is basically an educational process which is directed to increase the ability of employees to perceive and apply knowledge in terms of cause and effect relationship. Development includes: Identification of the areas Conducting development programmes Motivation the executives Taking the services of specialists Evaluating the effectiveness of development programmes.

Performance appraisal Performance appraisal is a process of determining how well a worker is performing his job. In provides a mechanism for identification of merit and deficiencies observed in an employee in relation to his job performance. The object of appraisal is to determine the present state of efficiency of a worker in order to establish the actual need for training. The process of performance appraisal consists of: Job rotation Setting standards for performance Communicating the standard to the employees Measuring the performance Comprising the actual performance with the standard set.

It is said that distribution of responsibilities will result in specialization, but to the able to utilize their specialization in the best possible way, the work-tasks should be rotated amount the employees so as to broaden their field of specialization as well as their knowledge about the organizations operation as a whole. The work-tasks, therefore, be rotated once a year among the various employees operat ion as a whole. The work-tasks, therefore, be rotated once a year among the various employees depending upon their qualifications and suitability to perform a new work-task. Wage and salary administration Wage and salary administration refers to the establishment and implementation of sound policies and practices of employees compensation. It includes areas such as job evaluation, development and maintenances of wage structures, wage surveys, wage incentives, profit sharing, wage changes and adjustments, supplementary payments, control of compensation costs, etc. Career planning and development It is the planning of ones career and implementation of career plans by means of education, training, job search and acquisition of work experience. It is aimed at generating among employees an awareness of their strengths and weaknesses and at helping them to match their skills and abilities to the heads and demand of the organisation. Without development of people in the organisation, the organisation cannot proper. Individuals career development is considered to be a three step process: Identifying and organizing skills, interests, work-related needs and values; Converting these inventories into general careers fields an specific job-goals Testing the possibilities against the realities of the organisation or the job market.

Earnest efforts are needed to find possible congruence between the development of the organisation and the individual.

3. Critically appraise strategies for positive employee relations, performance management and reward. The ability to use appraisal to develop and motivate employees is a core management skill. Regular, constructive feedback on performance is vital if staff is to build on their strengths, achieve their full potential, and make the maximum contribution to their organization. Appraising staff equips you with all skills and techniques you need to conduct successful appraisals. It clearly explains the key aims and benefits of the appraisal process, and leads you step-by-step through the preparation, management, and follow-up of the appraisal interview. The section is packed with advice to help you encourage open discussion, interpret body language, build confidence, deal with performance problems, and more.

Clauddius Cruz (1995) conducted a study among workers at BHEL on appraising management (the objective of the study was to study the appraising management strategies among the workers. It is evident that more than half of the respondents (54%) have agreed to the nonconfrontation strategies. Capozzoli (1995) recommends using positive appraising resolution process, which overlaps with some of the recommendations discussed earlier. Other to put toward consider, include: Making sure that each team member understands his or her responsibilities to solve the problem by having each member write down his or her responsibilities.

Developing Profile Regular feedback develops staff and helps them to achieve their objectives. Create an environment in which people welcome continuous feedback, and use the appraisal interview as a formal round-up of these on-going, informal reviews. Providing Feedback: All employees want to know how their performance is viewed by their manager. It is important to provide this feedback continuously, whether it is positive or negative. Proper feedback helps team members identify where they need to improve their skills Knowledge and attitudes. Even highly successful achievers needs feedback to help them sustain their performance. On-going feedback improves morale, since people know exactly where they stand, and enables managers to express concerns than storing them up. GETTING THE MOST FROM APPRAISAL

Provide continuous informal feedback Formally review performance Formally review development

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nizational and team goals;

Defining Appraisal Effective appraisal relies on the provision of regular feedback. This feedback is then formalized in a two-part review of a team members performance and development. Appraising Effectively Think carefully about how you will give feedback both formally and informally. In order to build for the future, it is important to be constructive in what you say and to focus on the future in the way that you say it. Make sure that all feedback is two-way, and that discussions are honest and across, since people will react to the manner in which you provide feedback. Bear in mind that criticism can be difficult to take, even when an individual is aware that it is justified.

REWARDING SUCCESS Effective appraisal enables you to reward achievement and encourage continuous improvement. Plan to use appraisals to discuss rewards that satisfy the needs of the individual and the organization, rather than focusing on pay reviews alone.

4. Understand and critically appraise the importance of marketing within the development of business plans and strategies.
The Importance of Marketing in Organizational Success

Marketing:

The

Importance

of

Marketing

in

Organizational

Success

In the corporate world today, in 2008 creating a thriving corporation faces many challenges. These obstacles often affect their rate of longevity. Even industries that are internationally recognized and set the standards struggle daily to maintain status quo. Marketing is a vital

component to the prosperity of all organizations. The marketing strategies include obtaining new clients, branding, and influencing behavior. All of these tactics are performed to encourage sales.

Marketing

has many definitions. My personal definition is one that relates marketing to

societys way of promoting spending on particular products (Oswald, 2008). Marketing usually targets specific consumer populations depending on the merchandise type. For example, Coca-Cola is a United States based soda beverage company, and the target community is the global society. This excludes no one. However, Gerber products are infant specific and target new parents and caregivers alike. Whether the consumers targeted are in large or small groups it is important to understand who you intended buyers are to market victoriously. The interesting fact is that marketing of all goods and services purchased impact every one

who consumes. This is because it is already incorporated in the price of the merchandise. So, consumers actually pay for all marketing costs of purchased goods. Of course the cost is on the back end but never the less we do compensate for it. Marketing can be considered an activity created by communicating, delivering and exchanging offerings that hold value to society It is important that marketing (Perreault, 2004).

focuses on customer needs and specific target audiences

(Perreault, 2004). If this is done correctly the product will sell itself. A great example of this is demonstrated by the Lamborghini, Porsche, and Rolls Royce companies. All three of these organizations do very little marketing and rely on their reputations to promote the marketing of the products. This is a prosperous tactic for them and works. Not all companies are able to rely on reputation alone. There are different strategies that are appropriate for each industry Marketing and product.

can also be considered the process of planning and executing the conception,

pricing, promotion, and distribution of ideas, goods, and services of organizations (Carpenter, 2004). Other companies rely heavily on marketing to promote consumer consumption of their goods. Prime examples of this are Mc Donalds and Burger King. These fast food giants utilize commericials, billboards, and all sorts of advertisement available to acquire The importance of marketing sales. a business involves acquiring new clients, branding, and

influencing behaviors to encourage sales (Carpenter, 2004). To obtain new purchasers movie spotlights are done, sponsored events such as the Olympics, and sponsored charity event such as the Make a Wish Foundation. Movie spot lights utilize fame and the big screen to promote commodities and, sponsored events targets large populations all at once, and charity events appeal to the emotional side of society. All of these modes of marketing entice different clientele for different reasons and at the same time influences behaviors and encourages sales.

Branding encourages business growth and creates the reputation platform (Perreault, 2004).

For example internationally Coca-Cola is known. It is almost synonymous with soda. In Europe is you ask for a soda it is most likely that they will bring you a Coke beverage. Branding in association with slogans also promotes business expansion. The sharpie permanent marker slogan, write out loud, is perfect. In three catchy words the entire market of permanent markers is covered.

The challenges and obstacles involved with corporate longevity are faced and championed through marketing and its strategies. Important aspects of marketing are the acquisition of

new clients, branding, and influencing behaviors that encourage sales. Each of these categories promotes business expansion and prosperity. Each organization has their own recipe for marketing and success.

Marketing process 6.0 Marketing Plan/Analysis Marketing is a philosophy or a management orientation that stresses the importance of customersatisfaction, as well as the set of activities used to implement this philosophy. Marketing objective isvery important to measure progress for a small business. Our marketing objective is maintaining orincreasing market share. We will make sure increase our market share in the Malaysia by 3% in 2013and achieve revenue growth of 15% per year for the next five years. Next are developing newproducts or innovation. We will launch at least 5 new products into the industrial every year.Furthermore is meeting the needs of customers. We will ensure achieve at least a 95% excellentcustomer service rating each month and increase customer satisfaction. Beside that we will increasevisibility and memo ability of brand identity according to customer surveys 6.1 Description of product World Herbs Enterprise.is a company that publishes, produces and manufacturers healthy food that mainly made from an organic material industry. we market these product at domestic andabroad because of high demand from the consumer. The main factor of creating this type of product is because theres to many unhealthy food that can caus es many type of disease.we produce thisfood for our loyal customers. we manufacture this product also have good quality content. weguarantee that we are one of the best manufacturers and the first who create this type of product.We also put a low value to facilitate users World Herbs Enterprise , production companies are alsoeasy to understand and is not available on the black market.6.2 Target Maket World Herbs Enterprise . needs to produce a foodto the children, adolescents and adults.production is also marketed in our own country and abroad.DemographyTarget demographic for World Herbs Enterprise. is for any number of ages, our products can alsoapply to all races and no matter male or female. This product is also easy to be owned by theconsumer because of low prices and affordable for anyone. Our goal is also widespread as people

with in abroad also can have our product. We are also targeting production as much as possible,inone month we can produce about 5000 unit with 10 different type of product . Our goal is also toachieve an healthy life for malaysian citizen.6.3 Market size World Herbs Enterprise target market of approximately towards local place and abroad:1. whole malaysia2. abroad and maybe whole world6.4 CompetitorsCompetitors Strength WeaknessDunia herbs -have many workers-good marketing strategies- new to the industry, still in thestabilizing phaseDr rozmey Company lead by expert-well known company- less marketing strategiesMalay herbs Company -act as a market leader no parking lot6.5 Marketing Strategy1. product strategyBranding brands are from the best manufacturing in our countryQuality design, packaging, protection,easy to use,product differentiation, attractiveness,product safetyLabelling size and usage instructionAfter sales services get satisfaction and improvedDelivery services strategic location2. pricing strategyCompetition based pricing lower price and best pricing3. Distribution strategy

Fourth channel manufacturer, wholesaler, retailer, consumer4. Promotion strategyAdvertising television, radio, internet and promoter Market Segmentation segmentation VariablesDemographic

Income

Gender

Family

Status

Age

Social class Our product is reasonable, so it issuitable for people that come frommedium class level. Our product for all type of people. It product for all family member but our main focus is from age 9 25 yearsold. Our product also for employees toreduce their work stress. Psychographic

Personal taste

Sensitivity to price Our product is very save, because our product use organic sources and theprice is also affordable. Behavioral Our product is suitable for manyoccasions and functions such asbirthday party or as a souvenir inmotivation camping or much more