The Responsibilities of the Human Resources Function within IKEA

Introduction to Personnel Management and Human Resources Management

(HRM)

To succeed, an organisation need to acquire staff who are committed to

achieving its aims and objectives. To do this, the organisation must

provide adequate training for staff and motivate them by management,

to achieve their maximum potential. The organisation can motivate its

staff by personnel management or human resources management (HRM).

According to Business Vocational A Level, personnel management is

concerned with looking after the welfare of employees and the

day-to-day administration of policies affecting them. It is also

responsible for administration concerning employment, for example

staff records, absences from work, and pay and benefits. The personnel

management is involved in maintaining accurate personnel records, as

required by law. These personnel records are stored onto computers.

The personnel department is responsible for ensuring, that they are

kept safe, secure and confidential. Under the Data Protection Act

1984, personnel departments have to be aware of what they can and

cannot do with the information. It is necessary for personnel

departments to keep the personnel records, as they can be used to

fulfil the needs and activities of the business.

The main objective of the personnel department is, to ensure that the

business use its human resources as efficiently, as possible. For

example, employees need the right training to use computers, properly.

Another example is the staff absences that need to be recorded, as

they may affect pay and productivity, and the reason for absence need

to be established.

One of the main functions of a personnel department is to recruit and

train an appropriate workforce. Within this function, some of the

responsibilities of a personnel manager are:

1) To classify jobs and prepare wages and salary scales

2) To deal with disciplinary problems

3) To develop safety standards and practices

4) To provide periodic reviews of performance of each employee, and

recognition of his or her strengths and needs for further development

5) To plan and supervise training programmes

This type of management is best-suited to large organisations where,