What does this Human resources management process happens in NBK "National Bank of Kuwait

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Student Name	·
Course Title	BUS 250: Business Organization and Management
Professor
Section	F1
Assignment title	Project Deliverable 3
Semester	Spring 2019

Table of Contents Abstract...……………………………………..…………………………..……….3 HRM Process Description…….....……………………………………………...4-5 Implementation of HRM Process in NBK………………………………………...5 HRM Selection Tools……………………………………………………………..6 Selection Tools NBK Use…………………………………………………………7 HRM Training Types……………………………………………………………...8 Training in NBK…………………………………………………………………..9 References……………………………………………………….…………..…...10

Abstract

This deliverable will discuss Human Resource Management chapter from Management Book. It will include a discussion of HRM processes, selection tools and training types. Moreover how these points are reflected and implemented on the National Bank of Kuwait.

Human Resources Management Process

The HRM process is the steps that the organization follow to achieve their vision and goals. This process help the organization in having decentralized decisions, open communication, staffing based on person job and person organization fit, and increase employee access to information. The HRM process starts with Human Resource Planning, which mainly means people forecasting. “Managers ensure that they have the right number and types of people in the right places, at the right time, capable of effectively and efficiently completing the tasks.” (Robbins & Coulter, 2018). This step helps in avoiding unnecessary hurdles and shortages in talents. Determining current human resources and determining future needs for human resources are the major steps in HR planning that managers should keep in mind. The next step is Recruitment; which is defined as “process of locating, identifying and attracting capable applicants to an organization” (Robbins & Coulter, 2018). This can be accomplished by identifying the hiring need; organization look for people with capabilities and talents that is needed, search for the needed people and identify valuable candidates. According to Matt Deutsch (2016) “Anybody can find candidates. They’re everywhere. But those high-level A-players, the kind of candidates your competition would kill for? They’re not everywhere”. The opposite side of recruitment is decruitment; “the process of reducing a surplus of employees in the workforce of an organization” (Robbins & Coulter, 2018). This can include firing, layoffs and transferring. This can result in increased opportunity for new employees and reduce cost. The following step is Selection, according to Robbins & Coulter (2018) “it’s the process of screening job applicants to ensure the most appropriate candidates are hired”. However, errors can occur in this step like rejecting successful applicants or accepting poor performers. Selection can occur by multiple tools like; application forms, written tests, performance simulation tests, interviews and background investigations.

Once we have selected from the required employees, we move to the next step which is orientation; like a lecture or “education that introduces a new employee to his/her job and the organization” (Robbins & Coulter, 2018). Job orientation include enlighten an employee with the goal of the work unit, introduction to the coworkers and define how job meet to the units goals. On the other hand, organization orientation include tell the new employee about the organization goals, history, rules, mission and vision. The next step is training; according to Business Jargons “systematic activity performed to modify the skills, attitudes and the behavior of an employee to perform a particular job”. Trainings can be happen in classroom lectures, workbooks, mentoring, coaching and job rotation. Other technology-based methods are e-learning, videoconferences and audiotapes. After employees get up-to-date skills and information we start with performance management; “establishing performance standards and appraising employee performance” (Robbins & Coulter, 2018). This process includes communication between the employee and the supervisor to determine the meeting of expectations, goals and performance. Following is the compensation and benefits process. This process helps in attracting and keeping high-performance employees, keeps individuals motivated and brings the best out of employees. It includes compensation, salary and other monetary/non-monetary benefits passed on from a firm to its employees; like medical insurances, company owned car and variable pay. Next is career development; “series of activities or the on-going/lifelong process of developing one’s career”(MBA School). Careers must be planned in a way that it moves the organization forward. It helps employees to move in the right direction and achieve goals. Once these processes are completed, the company aims now to keep and own high-performance employees.

References

Robbins, S. P. & Coulter, M. (2017). Management: Organization Design. San Diego State, Missouri State: Pearson Education.

Matt, D. (2016). The 10 Most Critical Recruitment Process Steps. Retrieved from https://www.topechelon.com/blog/placement-process/10-critical-recruitment-process-steps/

Business Jargons (n.d.). Training Process. Retrieved from https://businessjargons.com/training-process.html

MBA School (n.d.). Career Development. Retrieved from https://www.mbaskool.com/business-concepts/human-resources-hr-terms/1779-career-development.html