Managing and Coordinating the HR Function

This document discusses the organizational objectives of the HR function, major theories of effective change management, evaluation of managing HR in a professional, ethical, and just manner, and ways in which HR objectives can be delivered in organizations. It also explores the variations in HR functions between organizations in different sectors and sizes.

MANAGING AND CO-
ORDINATING THE HR
FUNCTION

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
1.1 Organisational objectives that the HR function is responsible for delivering and how these
are evolving in contemporary organisations................................................................................1
1.2 Major theories of effective change management and how these are implemented and
evaluated......................................................................................................................................2
1.3 Evaluation of business case for managing HR in a professional, ethical and just manner....3
LO 2.................................................................................................................................................4
2.1 Different ways in which HR objectives can be delivered in organisations...........................4
2.2 Ways in which HR function varies between organisations in different sectors and of
different sizes...............................................................................................................................5
LO 3.................................................................................................................................................5
3.1 Discussion of main criteria and methods used to evaluate the contribution of the HR
function........................................................................................................................................5
LO 4.................................................................................................................................................6
4.1 Identification and evaluation of research evidence linking HR practices with positive
organisational outcomes..............................................................................................................6
4.2 Explanation of meaning of high performance working and human capital and the way they
impact on organisational performance.........................................................................................7
CONCLUSION................................................................................................................................7
REREFENCES................................................................................................................................8

INTRODUCTION
Human resource is a division of business that helps in management of human capital,
management o administration and many more. HR functions plays a vital role within an
organization as it helps the organization in dealing with continuously changing business
environment, market, needs and requirement of employees and customers as well (Joshua, 2019).
Today due to advancement in technology and increasing competition importance of HR
functions within a firm has increased. This assessment will lay emphasis upon assessment of
human resource functions of BCB finance organization. This assignment will focus upon
organisational objectives that the HR function is responsible for delivering, change management
theories, ways in which HR objectives can be delivered, methods used to evaluate the
contribution of the HR function, link between HR practises and positive organizational outcome
and high-performance working and investment in human capital impact on organisational
practice.
LO 1
1.1 Organisational objectives that the HR function is responsible for delivering and how these
are evolving in contemporary organisations
HR functions and organizations objectives both helps in continuous development and
support of workforce. In fact, main objective of HR is to promote workforce improvement,
enhance capabilities of employees for growth and development of organization. There are
various kinds of organizational objectives that HR function is responsible for delivering. Some of
the main organizational objectives of BCB finance that HR functions are responsible for
delivering are as follows:
 Staffing: It is one of the main functions of HR is to hire effective workforce as per the needs
of work environment needs (Joyeau, Le Gall and Poilpot-Rocaboy, 2018). They are also
responsible for provision of training, provide constructive feedback to them to that they can
being improvement within their current skills and knowledge and enhance their overall
performance
 Alignment of roles and responsibilities of employees with organizational objectives: Another
function of employees is to align roles and responsibilities of employees with organizational
objectives by motivating them, enhancing their satisfaction level in order to maximize their
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performance and helping them in moving in a common direction and for this they use
different practises such as promotion, salaries and many more.
 Facilitating organizational change: It is one of the major organization objectives of BCB
finance which is main focus of every organization which is majorly influenced by different
kinds of forces such as market, client and technology. HR is responsible for identifying need
of change, adopt advance technology and support all kinds of change initiatives (Khashman
and Khashman, 2016). For example: changes within traditional employee management
system to implementation of new ERP system, HR functions need to be prepared and lead
role in this change process.
 Abiding with set policies and procedure: An organization has different kinds of polices and
procedures that help them in management of their employees, maintain brand reputation,
maintain effective communication and perform all the functions and operations of the
organization in similar manner. These polices and procedure are managed and maintained by
HR
1.2 Major theories of effective change management and how these are implemented and
evaluated
There are various kinds of change management theories that can be used within an
organization for implementation of change. Some of the most common change management
theories that can be implemented within an organization are:
Lewin’s Change Model
It is one of the most common and popular change management models that can help in
explaining ways in which changes within an organization are implemented. As per this theory
changes within an organization are implemented and evaluated in three stages:
 Unfreeze: At this stage Human resource team communicate with all the employees regarding
new changes that are required to be brought within the organization (Hayes, 2018). At this
stage HR department explains all the employees about need of change and benefits of new
changes for the employees.
 Change: At this stage all the employees are convinced to adopt the changes. Other than this
evaluation of process of change is also done i.e. ways in which these changes would impact
organization structure and would benefit the business. All the required changes are brought
within this stage using an appropriate method or procedure.
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 Refreeze: After all the changes are made refreezing of changes is done where all the
employees start accepting the new changes so that improvement within operations of
organization can be brought.
Kotter’s 8 Step Model
It is another commonly used change management theory which is being used within
organization for implementation of changes within organization successfully.
 Step 1: create a sense of urgency- At this stage potential threat are identified, and scenarios
are developed that explains ways in which it can affect organization. At this stage, business
need to analyse different situations and impact of potential threats upon business in a
particular situation. HR manager need to exploit new opportunities and should seek support
from all the stakeholders.
 Step 2: form powerful coalition- Here, people are convinced that change is necessary. For
this it is extremely important to have strong leadership and support of people within
organization. Organization need to focus upon identifying true leaders who can lead to bring
changes within the organization accordingly. HR managers need to focus upon creating a
sense of urgency by working with different teams within change coalition.
 Step 3: Vision of change is created- For this values that are centre to change are determined
so that a strategic vision can be created. HR managers need to create a strategy so that change
vision can be communicated to all the stakeholders in an appropriate manner.
 Step 4: vision is communicated- At this step main vision of change is communicated with all
the employees. So that they can understand importance and requirement of change and ways
in which it can resolve issues or problems that are being faced by employees. This change
vision is required to be applied upon all aspects of operations. HR managers need to
communicate change vision successfully and powerfully so that employees can understand
importance of change and ways in which it can help in resolving issues within organization.
 Step 5: Remove obstacles- Next step is to remove all kinds of obstacles in the process of
change. This can be done by hiring leaders whose main focus will be to deliver the changes
without any obstacles. Leaders will also talk to employees who are resisting changes.
Business can focus upon identifying, hiring change leaders whose main roles are to deliver
the change, so that those leaders can check that organizational structure, job descriptions, and
performance and compensation systems to ensure they're in line with change vision.
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 Step 6: Creation of short-term goals- short term winning goals can help in motivating people.
Winning small targets is a small step towards success which can motivate entire staff
members of the organization. HR managers need to focus upon creating short term wins by
rewarding people who can help them in meeting desired target.
 Step 7: Build on the change- Many times, project fails because victory is declared too early.
Real changes are too deep and are required to be brought in a correct manner. HR managers
are required to keep a track of all the goals achieved by them so that they can understand
what went right and what went wrong and areas that require improvement.
 Step 8: Anchor changes within corporate culture- in order to bring changes permanently it
should be made a part of core organization. For this, continuous efforts should be made so
that changes are seen in each and every part of the organization.
1.3 Evaluation of business case for managing HR in a professional, ethical and just manner
Role of HR is much more complicated than personal management. Increasing complexity
of business and increasing competition are continuously making functionalities of HR much
more difficult. Due to this increasing complexity it has become important for organization to
manage HR in professional, ethical and just manner and it can impact overall performance and
brand image of the organization. It is important to ensure that all the major functions of HR are
guided in professional, ethical and justified manner as these functions are extremely important
and crucial for an organization. There are many organizational objectives that relay upon
professionalism, ethical and justified functions of HR.
HR functions should be managed professionally, ethically and in justified manner because
of various reasons such as: Recruitment of skilled and talented employees is one of the most
important part of an organization. In this HR plays a crucial role as they are the one who makes
sure that development of workforce is done in a proper manner (Bailey and et. al., 2018). Not
doing so can result in failing in recruiting talented candidates can result in failure of fulfilling
need and requirement of organization. Due to this it becomes important for HR to be
professional. Provision of compensation to employees is another important function of HR as it
help in enhancing satisfaction and motivational level of employees so that they can work upon
enhancing their overall performance and achieve desired targeting a proper manner. This can
only be done if HR fulfil their functional in an ethical and justified manner. Objectives of BCB
finance have been set in such a manner that staffing, training, development can be carried out
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within an organization in an ethical manner. For this HR department has developed a set of
policies and procedure so that all the operations within an organization are carried out ethically.
There are various kinds of factors that can help in differentiating between ethical and
unethical organizations. CIPD code of conduct and equality act help organizations in maintaining
professionalism within the organization and run business ethically. These codes of conduct also
helps in defining which organization runs ethically and which doesn’t. There are various CIPD
guidelines that helps in defining ethics at work in which guidelines, action points for employer
has already been defined. For example as the these CIPD code of conduct an ethical organization
is a kind of organization that has pre-defined organizational policies and follows code of ethics,
communicate those code of ethics to employees as well. These companies focus upon developing
a procedure or protocol for all business operations. CPID code of conduct can help the
organization in achieving all the goals and objectives in an ethical manner. It will help in
adhering Equality Act so that employees can be protected from discrimination, unfair treatment.
For example Code of conduct will help organization in abiding by set policies and procedure so
that all the employees are treated equally and are provided with equal set of opportunities. This
will not only help the organization in running ethically but will also help in hiring effective
workforce as per the needs and requirement of organization. It will also help employees n
identifying their basic rights and initiative they can take if they face any kind of discrimination.
LO 2
2.1 Different ways in which HR objectives can be delivered in organisations
The ain and primary goal of HR is to focus upon achieving main objectives of the
business in order to enhance growth and development of a business.
 3-Legged Stool Model: Ulrich's three-legged stool model is HR model that involves HR
business partnering, centres of expertise, Outsourcing and shared services. Usage of these
HR models depends upon sector, industry, market in which organization operate.
 Shared services is one of the most common HR models which is used by organizations
for organizing their HR activities and delivering HR objectives. IT is used by
organizations for concentrating upon administration activities into a centralized or
commonly shared functions (Kavanagh and Johnson, eds., 2017). In many large
organizations they have shared HR services responsible for all HR solutions, process
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improvement, complete scope of transactional services such as recruitment, talent
management, payroll etc.
 HR business partners is another model which is a kind of Embedded HR model that helps
in providing dedicated support to business by aligning all the business units together.
 Centre of expertise is another model under three- legged stool model which is known as
capability management. It helps in crafting necessary HR policies and investments
though centre of excellence of expertise so that critical field of knowledge can be
maintained with core HR functional structure.
2.2 Ways in which HR function varies between organisations in different sectors and of different
sizes
Different types of organization of different size and sector has different types of HR
functions. However, many functions of HR are still common such as bringing improvement
within workforce, motivating workforce and many more but despite of these similarities in
function many other kinds of difference also exist among those functions. Organizational
management practises have explained that each organization has its own functional structure.
Many large organizations have clubbed their employee job roles and responsibilities with these
functional structures. This further helps them in reducing their wages cost and expenditure.
Whereas, small sized organizations mostly focus upon creating departments that are unique to
their product and service delivery program. It has been observed that most of the organizations
have adopted their HR structure as per the sector in which they operate. Size of HR department
and roles and responsibilities of HR also depends upon size of an organization i.e. large
organization have a complex hierarchical structure in which they have line manage, HR manager
and many other job roles (Raineri, 2017). Whereas, smaller organizations o not have a complex
and large hierarchical structure. In such organizations HR manager, recruiter, interviewer role
can be played by a single person itself.
HR functions varies in different organizations on the basis of HR model adopted by them.
This is because on the basis of adopted model their HR structure, functionalities required to be
managed is decided. These functions are unique in each and every organization but with some
similarities like bringing improvement of the workforce and with some silent differences as well.
Most of the organizations structure their staff on the basis of size of the company which further
helps in determining roles played in the HR department. Lie large firms can have ghierarchical
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structure who has a HR manager who oversees other line managers under them. However, small
organizations would not have a separate HR manager. In fact, they would have a single person
playing a role of HR manager, recruiter, interviewer, and overall professional.
LO 3
3.1 Discussion of main criteria and methods used to evaluate the contribution of the HR function
Due to advance in technology and increasing competition for organization, importance of
HR in success of an organization is increasing continuously. HR helps an organization to
develop effective strategies though which effective and desired results can be achieved in a
proper and effective manner. there are many different kinds of criteria’s and methods that can be
used to estimate and evaluate contribution of HR functions within an organization like BCB
finance. Some of the most common methods or criteria for evaluation of HR functions are as
follows:
Staffing
Alignment of roles and responsibilities of employees with organizational objectives
Facilitating organizational change
Abiding with set policies and procedure
 Balanced scorecard: It is one of the most effective method that can be used for analysing
contribution of HR functions in a proper manner. this scorecard consists of four perspectives
of finance, customers, innovative learning and internal structure (Jha and et. al., 2017). It is
one of the most effective method which is used by organization for evaluating ways in which
HR functions can be harnessed for ensuing overall growth and development of an
organization. Balance score card can be used to measure contribution of HR in achieving
organizational objectives like facilitating organzational changes, and abiding with set policies
and procedures.
 Effective HR matrix: It is one of the most commonly used methods which is used for
evaluation of HR functions. It helps in evaluating performance of organization in comparison
to its competitors which further helps in analysing effectiveness of HR to the bottom line.
ROI is one of the most common method used by companies. It is one of the most effective
method that can be used to measure involvement of HR in achievement of staffing
organizational objective, abiding with set of policies and procedure.
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 Employee Survey tools: It is another method of evaluating contribution of HR functions.
Employee survey tool helps in explaining or describing employee engagement, business
climate, organizational culture in a better manner. response gathered from employees can
help in evaluating whether Hr functions, policies have been a success or a failure.
 Line manager: They are the persons who monitor overall performance of employees
continuously. Line managers help in bridging the gap between employees and HR managers
which helps them to evaluate effectiveness of HR functions in a much better and appropriate
manner. Line managers are mainly responsible to check whether Staff members of HR
department are abiding with defined policies and procedure. Whether they are focusing upon
hiring effective workforce as per organizational needs or not.
LO 4
4.1 Identification and evaluation of research evidence linking HR practices with positive
organisational outcomes
Various kinds of research studies have been conducted till now that clearly helps in
linking HR practises with organizational outcomes. Many of these studies helps in explaining
role of HR practises and policies in enlacing overall performance of organization (Jha and et. al.,
2017). As per these studies it has been analysed that HR practises plays a vital and important role
in enhancing performance of an organization and can be directly linked with positive
organizational outcomes. Studies clearly explains that Hr functions not only helps in increasing
positive organizational outcomes but also helps enhancing overall performance of employees
which further helps in achievement of organizational goals and objectives in a much better and
appropriate manner.
There are many different kinds of models that can be used by organizations for achieving
positive organizational outcomes. Two most commonly used models that can be used for
creating positive organizational outcomes are: Purcell’s AMO Model and Pfeffer’s Model.
Purcell’s AMO Model: this model explains that there are three independent work system
components that helps in shaping characteristics and contribution of employees towards
organizational success. This model system that organizational interest is best served by a system
that focuses upon employee’s ability, motivation and opportunities. This model is made up of
three in dependent work system components that helps the organization in achievement of
positive organizational outcomes. This model helps in increasing ability of employees, motivate
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employees and provides opportunities to them to contribute towards success of organization.
Jhon Lewis is an organization that uses this model for creation of positive organizational
outcomes. Jhon Lewis used this model to bring improvement within their employment
relationship, motivate employees and provide opportunity to demonstrate discretionary effort.
Pfeffer’s Model: This model is based upon two- way analysis for creation of positive
organizational outcomes at individual level and at organizational level. This model is made up of
relationships between managerial actions and substantive and symbolic outcomes. This model
helps in explaining three perspectives of actions. First perspective is bounded, intended and goal
directed actions as perspective. Second is action as externally constrained and situational. Third
perspective of action is random and emergent. This model basically helps in building relationship
between managerial actions and substantive and symbolic actions. Virgin is an organization that
uses this model for creation of positive organizational outcomes. They used this model as an
influential approach so that all the identified HRM practises can help them in result in higher and
excellent performance. This model helped them to recruit right people, higher wages clearly
linked to organizational performance, employment security, reduced status differentials etc.
4.2 Explanation of meaning of high performance working and human capital and the way they
impact on organisational performance
High performance work can be defined as a kind of practise that helps in improving
organizational capacity so that they can effectively select, attract, hire, develop and retain high
performance of employees. High performance working helps an organization in management of
their human capital so that employees can work upon enhancing their overall performance and
contribute towards the organization in achieving their desired goals and objectives in a much
better and appropriate manner (Jha and et. al., 2017). One of the most important quality of high
performance working and human capital is open and transparent communication. It helps
employees to engage themselves completely within organizational operations and functions and
remain committed towards the organization in a much better and appropriate manner. this help
the human capital to enhance their knowledge and skills and increasing their efficiency which
further helps in positively impacting overall organizational performance in a positive manner.
However, it has also been observed that if human capital of an organization not completely
engaged and is not working at their highest performance then it can impact organizational
performance negatively as well.
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Human capital can be defined as stock of skills, knowledge, social and personal attitude,
and experience possessed by an individual that are valuable for organization is termed as human
capital. Human capital is one of the most important assets of an organization. It directly affects
overall organizational performance. Human capital can also impact. It includes assets like
education, training, intelligence, skills, health, and other things employers’ value such as loyalty
and punctuality. It can impact job satisfaction, motivational level of employees which further
impacts their overall performance. It is important for organization to focus upon human capital
so that they can motivate and increase job satisfaction of employees So that their overall
performance level can be increased which will help the organization in contributing high
organizational performance. NHS is a health and social care organization that provides regular
training to their employees, has developed different kinds of leadership programs for
development and enhancement of leadership qualities within them.
High performance working helps in increasing the employees knowledge, skills and
abilities, employees empowerment and participation in decision making and problem solving,
and motivating employees through incentives. It can further help in enhancing overall
performance of employees so that overall organizational performance can be enhanced. Guest
(2006) has successfully identified link between high commitment practises and financial
performances of an organization. For example: NHS has identified 11 high performance HR
practices for using their human capital and high performance working for achievement of overall
high organizational performance.
CONCLUSION
From the above assessment it has been summarized that HR functions plays an important
and critical role within an organization. It is important for organizations to focus upon emerging
and changing trends in business and bring those changes within organization. Human resource
plays a vital and important role within it as HR department helps an organization to incorporate
all the changes that are required to be brought by them within their strategy in order to enhance
overall organizational performance, achieve desired business objectives.
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REREFENCES
Books and Journals
Bailey, C., and et. al., 2018. Strategic human resource management. Oxford University Press.
Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. Human relations. 69(1).
pp.33-60.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Jha, J.K., and et. al., 2017. Contribution of HR systems in development of ethical climate at
workplace: A case study. South Asian Journal of Human Resources Management. 4(1).
pp.106-129.
Joshua, F.A., 2019. Assessment of the Role and Functions of Human Resources Department in
Small and Medium Scale Enterprise Companies in Ile–Ife, Osun. Journal of Human
Resource Management. 7(2). pp.32-40.
Joyeau, A., Le Gall, S. and Poilpot-Rocaboy, G., 2018. Part-time human resources functions: A
matter of health for SME managers?. Management Avenir. (3). pp.61-82.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Khashman, I.M.A. and Khashman, A.M., 2016. The impact of human resource information
system (HRIS) applications on organizational performance (Efficiency and
Effectiveness) in Jordanian private hospitals. Hospitals. 8(3).
Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and measurement
methods. Routledge.
Pugh, L., 2016. Change management in information services. Routledge.
Raineri, A., 2017. Linking human resources practices with performance: the simultaneous
mediation of collective affective commitment and human capital. The International
Journal of Human Resource Management. 28(22). pp.3149-3178.
Guest, D., 2006. High-performance working: HRM and performance. Skills and Economic
Performance. London: Sector Skills Development Agency, pp.173-195.
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