Comprehensive Analysis of HR Systems and Processes: John Lewis Report

This report provides a comprehensive analysis of HR systems and processes, focusing on their application within the John Lewis Partnership. It begins by defining HR systems and processes, providing examples, and explaining their importance. The report then examines potential amendments to these systems and processes, highlighting the benefits of such changes. It explores the limitations of HR systems and processes, including technological advancements and the need for top management support. The analysis extends to HR tech tools, specifically employee engagement tools, and their advantages. The report also covers the HR systems used by other departments, the required standards for HR systems, and the importance of GDPR, including its impact on the HR role. It further addresses the consequences of publishing reports with inaccurate data and provides insight into data processing. The report identifies opportunities to improve HR processes, emphasizing the use of new HR software for keeping updated information. It also examines the impact of HR processes on performance, the importance of support during HR changes, and the required levels of authority for improvement plans. The report concludes by emphasizing the need for a systematic approach to HR systems and processes to enhance business performance and highlighting the significance of involving all levels of authority when implementing improvement plans.

HR Systems &
Processes

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Explanation of HR systems and processes...................................................................................1
Amendment in HR systems and processes..................................................................................1
Explanation of limitation to HR systems and processes..............................................................1
HR tech tools and evaluation of benefits of using one of them...................................................2
HR systems used by other departments of organisation..............................................................2
Standards required when using HR systems................................................................................2
Importance of GDPR and the impact of it on their role...............................................................2
Possible consequences of publishing reports...............................................................................2
Understanding of data processing................................................................................................2
Identification of an opportunity to improve HR process or performance....................................3
Impact of HR processes on HR performance..............................................................................3
Demonstration of support given during HR changes or HR projects..........................................3
Level of authority in place before beginning the improvement plans.........................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
HR system and processes are two different aspects that are focused by the human
resource managers of entities for the purpose of performing all their jobs in systematic manner.
With the help of them a manager can fulfil requirements of the role (Yeh and Hsiao 2017). The
organisation which is selected for this assignment is John Lewis Partnership. In this report
different aspects related to them are discussed and the role which is selected is HR manager. This
report covers various topics that includes different types of HR systems, processes, tech tools etc.
that are used by managers and divisions of the organisation.
MAIN BODY
Explanation of HR systems and processes
HR systems could be defined as the tools that are used by businesses for the purpose of
storing information regarding HR activities. Some of the examples of them are benefits,
workforce, training, recruiting, performance etc. focused software. The process which is used to
perform all the responsibilities of human resource manager like training, recruitment and
selection is known as HR process. Some examples of them are HRM planning, performance
management, employee relation etc. These are used by organisations like John Lewis Partnership
and HR managers of it for making sure that all HR activities are performed systematically.
Amendment in HR systems and processes
HR systems and processes could be amended because changes in them can benefit the
entities to build skilled workforce. For example, if the process of performance management will
be amended then it will facilitate the HR managers to find new ways to improve performance of
managers (Szyjewski 2020).
Explanation of limitation to HR systems and processes
Continuous changes in technology is the main limitation of HR systems because changes
in it may result in improvements in software and if John Lewis partnership will not be able to
comply with it then it may result in inappropriate execution of all the operations. On the other
hand, the main limitation for HR processes is lack of support of top management because if the
higher authority is not supporting the managers then it may affect their efficiency.
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HR tech tools and evaluation of benefits of using one of them
There are various types of tech tools which could be used by HR managers in John Lewis
Partnership as all of them can facilitate the execution of HR processes. Some of them are
recruiting software, payroll service, benefit management platform, employee engagement tools
etc. If one of them which is employee engagement tool will be used by John Lewis then it can
help to enhance the involvement of staff in their jobs.
HR systems used by other departments of organisation
The HR systems that are used by different departments of John Lewis are performance
focused software, benefits focused software etc.
Standards required when using HR systems
The standards that are required while using HR systems are time and attendance
management, learning and professional development, financial management, assessment of
employee information etc.
Importance of GDPR and the impact of it on their role
GDPR is (General Data Protection Regulation) is a law which is focused with protection
and privacy of data. It is very important as it can improve the protection of rights of European
data subjects and it also provide clarification regarding the safeguards that entities should focus.
The main impact of it on the role of HR is that it guides the managers to make sure that they are
complying with it ignorance of it may result in legal actions (Rasyid 2020).
Possible consequences of publishing reports
If the reports that are published by companies like John Lewis contain inaccurate,
unapproved and unsubstantiated then it may result in various consequences that includes
interference of governmental parties in business and bad market image.
Understanding of data processing
When the data which is published by the entity will be in line with organisational
procedures, policies, legal and ethical requirements then it will demonstrate formulation of
reports in systematic manner. For this purpose, HR manager is required to make sure that the
details that are mentioned in report are accurate and transparent.
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Identification of an opportunity to improve HR process or performance
The main opportunity which can help to improve the HR process is using new HR
software which can help to keep updated information of staff. With the help of it, performance of
HR could be improved that will result in enhancements of productivity of whole entity. The
thought process which is involved in analysis of the opportunity is brainstorming because it
facilitates the development of innovative ideas for development of business.
Impact of HR processes on HR performance
HR processes leave impact upon HR performance because if all of them will be executed
in systematic manner then it will facilitate the improvement of performance. In opposite situation
when the procedures will not be performed properly then it may leave negative impact upon
performance.
Demonstration of support given during HR changes or HR projects
For all the top level executives it is very important to provide support to all the HR
managers while carrying out changes in HR policies and procedures. It can facilitate the
execution of all the organisational activities and complete the projects with desired level of
success.
Level of authority in place before beginning the improvement plans
When the improvement plans are started or developed by HR professionals in entities like
John Lewis Partnership it is very important for managers to take permission from all the levels of
authority. Here, the top level of hierarchy will be vice president and HR director. At middle,
level HR manager, specialist and generalist will be required to be contacted. At the end, the
individuals who will be working are HR interns and other HR professionals. While beginning the
improvement plans these level are required to be focused (Papageorgiou 2018).
CONCLUSION
From the above project report, it has been concluded that HR systems and processes
should be focused by entities as it can help to improve performance of business. Apart from this,
in order to carry out improvement plans levels of authority which are top, middle and lower are
required to be contacted.
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REFERENCES
Books and Journals:
Papageorgiou, D., 2018. Transforming the HR function through robotic process automation.
Benefits Quarterly. 34(2). pp.27-30.
Rasyid, A. R., 2020. Prototype of the Strategy for the Development of HR Competencies in the
State Civil Service in Barru Regency. Jurnal Ilmiah Ilmu Administrasi Publik. 10(1).
pp.133-142.
Szyjewski, G., 2020. A rapid preliminary skills diagnostics for supporting the decisionmaking
process, on HR management example. Procedia Computer Science. 176. pp.2423-2433.
Yeh, C. R. and Hsiao, S. Y., 2017, August. Applying process virtualization theory in E-HR
acceptance research: Testing and modifying an experiment. In International Conference
on Knowledge Management in Organizations (pp. 39-48). Springer, Cham.
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