The report below sets out the importance of the HR function, explains how HR activities support the organisation’s strategy and ways HR support line managers and their staff.
The HR Function is in a position to add value by proper formulation and implementations of the following activities and in turn support the organisation strategy. Recruitment and Selection Recruiting the wrong people can lead to a drop in productivity, lack of commitment, low morale, and rapid staff turnover, all of which can impact heavily on the bottom line. The Chartered Institute for Personnel and Development (CIPD) puts the cost of recruiting the wrong person at 2.5 times their annual salary, taking into account factors such as wasted salary benefits, severance package and money spent on training and induction – not to mention the added cost of having to go through the recruitment process again. ACAS, Get the right people for your business – available: http://m.acas.org.uk/index.aspx?articleid=3631 (Accessed: 11th November 2013) HR function aids in recruiting new staff with relevant skills and abilities, not just for a current role but identifies skills and abilities that organisations will need in the future. Ensuring the company has the right people with the right skills at the right time. This will also allow for consideration of suitable internal candidates for job promotion by recognising relevant talent. The HR Function saves Management time ensuring selection of the most skilful and competent person from the high volume of applicants at the time. This will allow for Management to then select from a ‘premium’ pool of shortlisted candidates. When successful in this endeavour, HR will provide support to the organisation strategy.
Training and Development
HR function plays an important role in developing a culture of continues learning. HR will identify training and development needs of existing staff and meeting those needs. HR would do this by either arranging training with a sourced provider or done internally. HR would establish a system which creates an environment conductive to learning through experience, coaching, mentoring and self-learning in addition to the traditional ways of training and development. Training and development will be aimed at improving the performance of individuals and groups of the organisation. HR would ensure all new employees undergo induction training ensuring all are compliant with relevant aspects of their job. This will allow for a uniformed approach in introducing new employees to company and the culture of the organisation. HR will maintain and monitor all employee personal development records and ensures company is getting best out of employees. In turn employees feel valued and see that company is invested in helping them attain personal growth. Training and development leads to improved profitability and more positive attitudes towards profit orientation.
The aim of managing performance is to continuously improve the performance of individuals and that of the organisation. It involves making sure that the performance of employees contributes to the goals of their teams and business as a whole. Good performance management helps everyone in the organisation to know: •What the business is trying to achieve
•Their role in helping the business achieving its goals
•The standards of performance required
•How they can develop their performance and contribute to development of the organisation •How they are doing
•When there are performance problems and what to do about them ACAS Advisory Booklet – How to manage performance available at: http://m.acas.org.uk/index.aspx?articleid=2927 (Accessed 11th November 2013) Maintaining a performance appraisal and reward system which is fully aligned with organisational strategy positively affects employees’ motivation. All goes a long way in attracting, maintaining, developing and retaining good employees. From probationary period to periodic reviews and annual appraisals, HR would monitor and maintain records of the performance journey for each employee. HR would ensure all performance issues are addressed and in a timely manner.
Having HR support line managers and their staff is very important in that it plays an important part in ensuring the company achieves success. Advice Conflict in the workplace is inevitable in this day and age where employees represent many different cultures and personalities in the workplace. When such conflicts arise line managers seek advice from HR. Line Manages generally feel more confident in dealing with these kinds of conflict when they have direct access to HR support. HR will advise on performance management of staff. Advise managers on any disciplinary and grievance issues. Help with advising on how issues can be resolved amicably. Support
Having a Human Resource function means there is always support for line managers when they need it. HR is there to guide in all aspects of employee development. Likewise if any employee wishes to address any concerns that they felt they could not address to their line manager HR can help resolve and aid in building those relationships. Support for Line managers and other staff in any grievance and or disciplinary process.
Human Resources function has an important role to play in coaching and working with line managers to help them to better understand all available tools at their disposal to develop and retain talent. Develop effective relationships and build on them. Help Line managers develop their talent management capabilities. Development of managers is important to influencing the organisational culture. Enable line managers to develop necessary interpersonal skills needed to deal with sensitive and emotional issues that come up in the workplace. Ensure continues development of line managers to enable them to avoid working relationship issues and easily resolve issues before it becomes ‘out of hand’.
In conclusion, having an HR Function in the organisation is hugely beneficial. HR plays an important role in developing the company strategy in addition to handling the employee focused activities of the organisation. According to Schwind Das and Wagner, “Human Resource Management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives.” HR can also ensure the employees in the organisation embrace the company’s philosophy and business principles and therefore create a cohesive work environment. For all the reasons in this report is why HR function should be
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