Ikea Human Resource Management Analysis

P1.1

As IKEA General Manager is not quite satisfied with the way the company is running, and since its reputation is running low compared to other companies in the region which may be attributed to poor training and methods of employees hiring, I will assist in the process of improving the company’s performance by distinguishing the difference between personnel management and human resource management.

Human resource management is the newer version of personnel management, however there are some differences in the following matters: o Personnel management is mainly the administrative record-keeping function that aims to establish and maintain fair terms and conditions of employment. While o Human resource management incorporates the traditional

Organization plan analysis:

The organization specifies its objectives and plans, taking the organization policies, technology, marketing, finances, expansion strategies and productivity into consideration to establish its planning achieving long or short term objectives.

2. Manpower forecasting:

Most organizations, and IKEA for one, determine their requirement of personnel, skills and talents needed depending on sales and productivity.

3. Assessment of manpower gap:

When IKEA determines whether there is deficit or surplus in future human resource planning whereas deficit implies the number of personnel required and surplus implies the termination of employees. Gap may occur in terms of knowledge and skills.

4. Active planning:

When a gap is identified then plans are directed to fill this gap. Deficit is of course filled through new recruitments, selection, and promotion, planning of surplus manpower or redeployment in other departments.

5. Monitor and control

When action plans are done, HR need to review, regulate, monitor and control. Of course, the right action at the right time must always be taken to remove the deficiency.

P2.2

Outline and clarify the stages involved in planning HR

- Managing operational skills.

- Providing technical expertise.

- Monitoring work processes.

- Checking quality.

- Dealing with customers.

- Measuring operational performance.

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Researches conducted about this subject found out that front line managers play an important role in implementing HR policies. They found that where the employee is positive about his relationship with the line managers have higher level of job satisfaction, commitment and loyalty which are associated with higher levels of performance.

Some of the areas where front line managers make a difference to people management practices are:

- Performance appraisal.

- Training, coaching and guidance.

- Involvement and communication.

- Openness.

- Recognition (where employees feel that their work is recognized).

Also, front line managers must maintain good relationships with their managers, are provided with good career opportunities, and are allowed to participate and feel involved in decision making

P 1.4

Keeping in mind all legal and regulatory framework (laws that have an immediate effect on the employee – employer relations). List some of these rules and regulations