Human Resource of Adept Owl Games Company †MyAssignmenthelp.com

Question: Discuss about the Human Resource of Adept Owl Games Company. Answer: Arranging a meeting: Planning Adept Owl Games Company has developed a new contract which will meet all the organizational objectives. Participants Company Secretary. Trainer and Assessor. Chief Executive Officer. Other employees. Meeting Agenda The agenda of the meeting is to develop a new contract, which will meet all the organizational objectives with minimum entitlements of the National Employment Standards, while balancing the obligations and rights of the employees. The participants must be informed beforehand, regarding the venue, time and objective of the meeting (Kettner, Moroney and Martin 2012). Distribution of minutes preparation, refreshments arrangements, notice, accommodation and stationery arrangements, sitting area selection and others must be done beforehand (Austin and Pinkleton 2015). During the meeting Meeting papers, if any, must be distributed along with the companys press release and house journal. The facilitator or meeting leader needs to start the meeting on time. It is his/her duty to fix a time beforehand and let others know (Stone 2013). The meeting agenda should be fixed, including the purposes and aims of the meeting. This will help the participants to focus as well as understand the aims and objectives of the facilitator. They can present their ideas based on that issue and the items must be listed clearly that will emphasize on the topic of discussion (Lamba and Choudhary 2013). Effective meetings are interactive and participatory. It is the duty of the meeting leaders to get everybody involved. The leader must create a lively environment, to involve the participants. He/she can begin the meeting by a question, which can be answered by everyone. Moreover, it is the job of the facilitator to influence the participants with his/her opinions and views. Therefore, he/she is required to have sound communication skills and knowledge, to let everybody know his/her demands and requirements (Taneja et al. 2013). Explanation and justification The new contract consists of detailed overview of the company along with its goals and objectives. The reasons for the changes are to make the employees understand regarding the companys HRM policies and procedures, health and safety policies and training or development policies. It is important to let them know what the company requires and what the responsibilities of the employees are. The old contract paper didnt do much detailing on their policies and procedures. Therefore, the changes are done to make the employees understand better. Moreover, a brief information regarding the employees experience, working hours and leave policies are given, which is easily understandable (Van den Brink, Fruytier and Thunnissen 2013). References Ashleigh, M.J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale and its relationship with individual well?being: implications for HRM policies and practices.Human Resource Management Journal,22(4), pp.360-376. Austin, E.W. and Pinkleton, B.E., 2015.Strategic public relations management: Planning and managing effective communication campaigns(Vol. 10). Routledge. Cooren, F., 2013.Interacting and organizing: Analyses of a management meeting. Routledge. Kettner, P.M., Moroney, R.M. and Martin, L.L., 2012.Designing and managing programs: An effectiveness-based approach. Sage Publications. Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of employees.International Journal of Advancements in Research Technology,2(4), pp.407-423. Stone, R.J., 2013.Managing human resources. John Wiley Sons Australia. Taneja, P., Venkataraman, M., Sathananthan, S., Sather, E., Ramamoorthy, V., Kommineni, A. and Egger, P., Microsoft Corporation, 2013.Managing real time meeting room status. U.S. Patent 8,352,296. Van den Brink, M., Fruytier, B. and Thunnissen, M., 2013. Talent management in academia: performance systems and HRM policies.Human Resource Management Journal,23(2), pp.180-195.