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Human Resource Management Timbacourt

3453 Words14 Pages

Executive Summary

As the human resource (HR) manager of Timbacourt, this document will provide directions on recruitment, selections and training of team for the new store.
Timbacourt requires a systematic approach to recruitment that takes into consideration organization needs. Analysis of jobs will reveal the number and type of people needed to staff Timbacourt. To achieve desired performance goals, clear definition of objectives is needed as it will provide a direction to efforts and training plans. Beliefs about performance-rewards link differ and Timbacourt needs to find the right mix. Problem solving requires creative thinking and experience. Timbacourt must strike a balance as it needs people that understand retail business, customer relationship, and supplier value chain.
Communication is essential for forming relationships and motivating people and effective communication aids business growth. Timbacourt is likely to use Information and Communication Technology (ICT) as a communication tool as the store will be equipped with advanced technology. The company managers must prioritise their goals and objectives to ensure that they are …show more content…

McGregor theory focuses on management role with Theory X stating that people need to be forced to work; while theory Y focuses on self-motivation stating that decision making leads to self-control and regulation. Economic perspectives and rewards such as salary, bonuses, pension, holiday entitlement, etc. contribute to performance (Wilton, 2013). Beliefs about performance-rewards link differ and Timbacourt needs to find the right mix. While sometimes performance improvement impacts rewards, resulting in higher motivation; other times it will not be

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