Role of HR Function in Deloitte and Recruitment Strategies for Organisational Performance

This report discusses the role of HR function in Deloitte and the effectiveness of recruitment and selection strategies to maintain organisational performance. It explores different recruitment strategies used by organisations to hire top talent. The report also covers the importance of training and development, employee-employee relations, and maintaining company culture.

Human resource management

Table of Content.
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Role of HR function in Deloitte...................................................................................................1
Effectiveness of recruitment along with selection strategies to maintain organisational
performance.................................................................................................................................5
Plan of attack used by organisation to achieve high performance ..............................................7
Different procedures HR used to achieve business objectives ................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management refers to the strategic approach which can be effective and
efficient approach for the management of people within the organisation which can enable
organisation to use those for better and effective business profit and provide high competitive
advantage. This can also include maximising the employee performance that can allow to
provide positive outcomes. HRM includes different practices like recruiting, hiring, managing
followed by deploying an employee within organisation. HRM plays an important role in the
organisation which are not only limited to recruiting people and retaining them in the
organisation that can allow to provide better positive outcome but it also help to provide
management in the different activities through providing one of the best employee that should be
retained within organisation. It also remunerates and compensate their employee within
organisation that are effective to provide better workforce to the organisation for effective and
higher response. There are different theories and model which are effective and may influence to
affect the organisational productivity along with efficiency. This can also allow to motivate
employee and provide better carrier growth. In this report, there is discussion about the role of
human resource function within organisation in context of Deloitte. There is also discussion
about the effectiveness of recruitment along with selection strategies which are provide quality
workforce to organisation. There is also discussion about the approaches which can used to
manage talent for the organisational performance with exploration of good practice model. There
is also exploration about the human resource system along with procedures (Tebetso and et. al.,
2018).
MAIN BODY
Role of HR function in Deloitte
Human resource management plays an important role in managing people in the
organisation which are highly effective and may help in providing effective and efficient
workforce to the organisation. HR function is highly effective which can allow to provide higher
workforce that may include as a human element of business that allow for proper management of
company workforce. This may include routine operations along with core function to provide
better positive outcomes. There are some of the human resource function that are going to be
discussed further ( Islam and et. al., 2021).
1

Recruitment along with hiring- To run any of the business, there is need for the talented
employee who can perform well in the organisation and provide better positive outcome which
are associated with delivery of effective response towards the higher productivity and
profitability. There is need for talented workforce that can allow organisation to perform well
and run their business in more effective way without creating any type of error in the business.,
Here, human resource plays an important role in recruiting such type of talent in the organisation
which are effective and may help to get better positive outcome through using their talent. There
is need to hire talented and skilled professional which can play their crucial role within
organisation to conduct their proper job role and provide higher productivity to the organisation.
Here, human resource management also play an important role in getting better and effective
response that are associated with providing better and effective response through using talented
employee skills to use those to improve and increase the organisational productivity. Here, HR
should identify some specific qualities within candidates and should set the effective recruitment
strategy to attract and hire talented candidate for the organisation. Here, Human resources
management have authority to check background of candidates who have applied for the vacant
job and are eligible for it. Here, Deloitte start their recruitment process in summer when college
graduation is finished. This can provide better and effective number of candidates that can lead
to create high impact on the hiring process and recruitment of talented candidates. This can allow
large number of candidate to apply for the vacant job and grab the opportunity to get recruited in
the Deloitte organisation. Here, organisation collected large number of organisation who are
freshly graduated within UK which allow human resource of Deloitte to hire the most talented
candidate for the job role. Here, HR perform their role in more efficient way that can allow to get
better and effective response that are associated with hiring of talent for the organisation. Here,
candidate need to bypass different round which are made by the organisation. These round are
the hiring strategy which are used by the Deloitte to select different talent for the organisation
which are effective and can allow to provide better and effective profit to the organisation
(Fenech and et. al., 2019).
Training and development- Human resource have not only the role of hiring best talent for
the organisation but they also need to provide better training to their employee for their proper
development. This can be effective for the organising and allow employee to improve their skills
that can enable them to use those in their service delivery. Here, human resources should also
2

provide better training to their employee in which they should conduct the training session within
some interval. In this, there is need to ensure about the making better plan and strategy that can
allow to use those for getting better implementation of plan in better way which are associated
with taking care of better and effective role that can improve employee skills and their talent to
perform well in the organisation. There is need to use the appropriate strategy that can enable
new hired employee to share all the information about the organisation which should be shred to
them to work well and perform their job role in more effective way. Here, training and
development play an important role in which can allow employee to get learning about different
skills, education and providing technical training which are effective and may needed to perform
well in the organisation. This can be effective to provide and improve employee knowledge and
their learning which are effective and may help to contribute in the organisational development.
To provide better training Deloitte spent large amount to training their employee which allow
employee to possess some special skills which can be effective to provide better performance
and allow to perform well in the organisation for the better and higher productivity. This can also
help in increasing the profitability of the organisation. Here, Deloitte also perform well in
providing training to different team with different type of training which can allow to possess
different employee to different type of skill that can provide positive outcome for the
organisation (Triana and et. al., 2021).
Employee-employee relation- There is need to make better relationship within employee
and their seniors. Here, organisation should implement better and effective response which are
effective and allow to establish better relationship with other professional in the organisation.
Through making friendly relation with employee can help to motivate them to work at the
workplace and also help in getting better and effective care which are associated with providing
better management to the organisational procedure. Here, human resource management should
make better policy which can allow to establish friendly relationship with other staff member or
employee to boost their energy and allow to work together in organisation which also help in
increasing the productivity of the organisation. HR should make better policy for the
organisation which should be follow in better way and can allow employee to think that they are
valuable assets of the organisation. This can also help to motive them to perform well and
improve their performance for better and higher profitability followed by higher productivity.
Human resource should also perform well in resolving any disputes which occurs within
3

employee. This can allow to resolve any issue which can lead to create high negative impact on
the output of the organisation. Here, Deloitte take care of such type of operation which have
better and positive response to the organisation. Deloitte also help to achieve better response
towards taking care of effective management of employee and also ensure that there should not
be any type of disputes within employee. Deloitte HR also get ensure that HR policies should in
such a way that it should provide better support to employee for better and effective way for
higher productivity of the organisation (Randev and et. al., 2019).
Maintaining a company culture- Human resource have the responsibility to take care of the
organisational culture which can be effective and allow to provide better and effective response
towards the maintaining company culture. Here, human resource should perform well and should
ensure that hiring practices should be unbiased that can allow to get better and effective hiring of
the talent for the organisation. HR department should work constantly to maintain the
organisational culture which can be effective and allow to provide better response to the
organisation. This can also help in getting better delivery of activities which can allow establish
better relationship with other employee. Human resource should also perform well that can allow
to provide better and effective response to organise some activity program that can allow to
implement those activities in better way. This can help employee to interact with each other and
may help in getting better response form the organisational employees. HR should make policy
that should be employee oriented and in favour of employee that can also include better response
to the organisational productivity and provide better and positive outcomes. In context to
Deloitte, human resource performs well and make different policy which are in favour of
employee that it can attract employee to perform well to improve their productivity that can also
help in increasing the productivity of the organisation. Deloitte culture is healthy and provide
diverse workplace. They also focus on the inclusion of different people from the diverse society
or culture which allow to make better environment for the employee which make them satisfy to
work in that organisation. They also provide time to get fresh for reboot their energy which are
associated with providing better mental health sessions. They also provide flexible working hour
that employee can manage their personal work without facing any type of bound with the
organisation (Turulja and et. al., 2018).
4

Effectiveness of recruitment along with selection strategies to maintain organisational
performance
To run any organisation in smooth way, there is need for skilled and talented employee who can
perform well for the organisation and provide better help in getting better help in increasing the
productivity of the organisation. In this, there is need to recruit and select some of the best
available talent that can perform well for the organisation. Here, human resource should perform
well and can advert for the vacant job. This can allow to attract different talent for that job role
and provide better opportunity for delivery of better and effective way. Here, human resource
should hire the main talent for the organisation which can allow to provide better performing
employee to the organisation (YOKOBORI and et. al., 2020). Recruiting and selecting talent is
highly effective and can provide better opportunity to make the organisation with higher
productivity. Every organisation knows the fact that hiring best talent for the organisation is not
easy task. In this, human resource management should perform well and work hard to find out
the talent for the organisation for the vacant job. It is also hard to make them stay at the
organisation and being loyal to the company which can be effective and provide better help in
increasing the higher productivity for the organisation with higher profitability. In this, HR
should perform their job with higher effect and make better strategy for the recruitment and
selection which can be effective for the organisational setting. there are some of the
organisational strategies which are going to be discussed further (Thenikusuma and et. al., 2019).
Recruitment strategies- HR department of the organisation which have the role to
perform well while hiring talented employee within the organisation. They should perform
creative about hiring talented employee that can enable them to attract large number of employee
to get better and effective hiring for the organisation. In this, they need to use the social media
platform which are effective and may help in getting large number of talented candidates for the
vacant job. This can also help to provide better and effective response for the organisation which
can use the technology (Islam and et. al., 2021). Through using the latest technology can allow to
attract different talented candidate for better and effective hiring for the organisation. Here,
Deloitte human resource should perform well and show some creativity that can allow to provide
better response towards the hiring the candidate for the organisation that can play their role to
increase the productivity of the organisation. There are some of the example of the recruitment
5

strategies that are used by the organisation to hire the top talent for the higher productivity are
discussed further.
Sharing of company culture on social media- Each and every individual have the access
to social media which can lead to create high impact on their life. Through sharing the company
culture on the social media can lead to attract large number of talented candidate for the
organisation. This can also allow to attract diverse people for the vacant post within the
organisation. This can also help to gain popularity on in eyes of people that also provide benefit
for the organisation. Here, human resource should work effective and post some edited videos of
the organisational culture that can allow to attract large number of candidate for the organisation.
Human resource of Deloitte use this strategy in their organisation and share their activity videos
that help to share the organisational culture to the large population. They share different post
related with their organisational cultural activity on social media like LinkedIn, Facebook,
YouTube along with Twitter (Berman and et. al., 2021).
Use of written along with spoken employee testimonials- Organisational present
employee are able to understand the concern along with queries of interested candidates.
Through getting information from the working employee about the organisational work can help
to solve that queries and help interested candidate to get better understanding about the current
culture and working activity that can enable them to decide about apply for that organisation or
not. Deloitte also use this strategy to use those on the social media platform that allow to share
the view of present employee about the organisation.
Building talent network- Due to not having sufficient number of vacant job, organisation
is not able to hire some talent. In this, they get to know their talent and in case of hiring for that
post organisation use that information about the employee to contact on the priority basis. Here,
company digital record performs well and allow to recruit those on first place. Deloitte have the
capacity to run the talent network within analytics field, SAP, tax and pays on recruitment
women in technology.
Selection strategy-
Preliminary Screenings- Big organisation get large number of application for their job
opening which create difficulty in job openings. Here, should make some selection of candidate
which are better for the job which includes skills, knowledge and competencies. Deloitte use
6

their strategy to screen large number of CV to shortlist talented candidates for the better selection
process.
Telephonic and In-person interviews- After the preliminary screening, there is need for
the interview to get knowledge about the candidates for selection of rights talented candidate for
the organisation. Here, Deloitte perform different interview which allow to perform well to select
right candidate for the organisation.
Plan of attack used by organisation to achieve high performance
Talent management is the functional plan of action used by the human resource
department to enlist the new employs and its their duty to manage and built the strong hands in
organisation. Talent management consist of major activities like managing employs, hiring the
new talents, motivating employs for their work by incentives or to retain beneficial employs, to
withhold them in organisation. Talent management is affiliated directly to the gross action of the
organization as human resource department primarily focus to utilise adequate talent and ability
of employ accordant to organisation need. Widely used idea for proper functioning is the
Integrated Talent Management Model, where organisation aims to treat its employs in the best
way by providing them healthy and safe surroundings in their workplace. Additionally, their
purpose is to engage the most devoted and impressive employ to gain beneficial human resource
for a company (Bartels and et. al., 1998). Through Integrated Talent Management model, several
method acting for the management of talent which might upshot the proper structure execution
is covered below :
Workforce-planning : Strategic workforce designing is the most challenging act in any
organisation which also includes adequate hiring of talented employs. This is necessary to
guarantee the growth of the organisation. This approach is used to hire the accurate employ for
specific position in organisation. Its aim is to hire employ or resources which seem to be
currently beneficial for organisation and that should evenly be utile in future to. This consist of
processing proper action plan which provide better direction to employ, analyse employ week
point and try to polish them by effective manner, identifying internal or external obstacle of
organization in individual or in team. They provide guidelines or training to overcome them. The
reason for Deloitte's growth is they focus towards building powerful hands in organization and
also conduct proper motivating sessions for employs. They also focus on properly analysing new
recruits according to the required job profile (Erasmus, Swanepoel and Schenk, 2005).
7

Talent acquisition- it is the process of analysing or obtaining correct employ according
the requirement in organization. They focus to fill the employ requirement on the basis of long
term approach by properly analysing or comparing different candidates on the basis of their past
experience or skills. This is also done by relating candidate achievements or ability with the
required job. Deolite centring towards hiring the most appropriate employs who have versatile
quality (Marchington and Wilkinson, 2002).
Performance Management – This is the process of designing proper organization goal and
different approaches which are required to achieve high action objective in polite way. It is
basically used by group leaders or managers as a measure to supervise or evaluate the individual
employs performance. The aim for this procedure to design adequate environment for the
employers so that they will able to execute their talent in most effective way. Deolitte contains
special channel for world wide execution governance. This governance process helps managers
in conducting routine action in a fluent way. Through this they can analyse the required
advancement in employee working from better performance (Anlesinya and Susomrith,2020).
Learning and Development– This activity helps employs to be self-modify according to
the workspace need. Learning helps candidates to deal with the new task more easily without
taking much time and doing smart work with devising tough task to simplex. It directly link to
organisation profit as employs work efficiency increases. This motivates employs about their
importance in company as focused in done to improve individual candidate imperfection.
Deolitte focus in providing generous development opportunity to its employs by analysing
individual employs lacking point. They conduct time to time advance courses helps to modify
their profile and thinking ability. Courses conducted includes mainly how to practise risk stage-
management, research or how to work on legitimate matters (Hematian and et. al., 2020).
Successive Management- It is approach used for selecting or identifying new employs
for assorted responsibility to design proper employee team for future to. Employs are hired
which can perform with harmony in the sticky condition to. Here the hiring is done after
analysing current or new employs in every affirm-able prospect that can be occur in future to.
Hiring right people will lead to success as candidate will have better judgement making quality
in shorter duration. To hire role-oriented leader is really tough but deolitte has decent succession
governance plan and they also promote other businesses to state high acting employs into leaders
(Barrena‐Martinez, López‐Fernández and Romero‐Fernández, 2019).
8

Commitment and Holding – Employ engagement is the believe that the employer will act
as a productive candidate for the organization and will take organization through their
accomplishment and talent to great heights. Involved employs always try to add worth in
organization because of their productive activity support to organization. This engagement can
be retentive by providing employs regular appreciation for their work which act as as a
motivation to them. This can also be achieved by provide actual feedback to the employs what
the customers provide, it will help employ to work on more customer- oriented way. However,
this approach will help organization towards the success only(Knezović, Bušatlić and Riđić
2020).
Different procedures HR used to achieve business objectives
Human resource management is basically the process of managing and directing the
employers for achieving beneficial objectives for administration. Various human resource
management scheme are covered below:
Human resource Information System : It is the widely utilised system which records
every employ data those who work in particular organisation. It is a two way process where all
the employee data is managed for organization and employee has authority to review that. This is
the channel through which company and employs can connect more efficiently. This is used by
HR to manage employs training details, to analyse their performance and how to manage the
extra work they have done. Deolitte used this system to manage their heavy workflow.
Human Capital Management – This system of management is more on complex when
compared to human resource information system. It is used to screen all prospect of HR
operative function and different employee hands management. They involve every strategic
planning for wage make up and managing budgets plan for organization. Deloitte HR system
focus more towards the establishment of firm human capital.
Human resource Management System- This system includes all the attribute of HRIS and
some action of the HCM. It includes automatic pay sheet processing through proving labour
management to. Deolitte uses it to gain more efficient and productive management in
organisation (Santana and Lopez‐Cabrales, 2019).
To achieve goals in organisation, HR play key role through facilitating operation which
are basically the HR value chain model which has a relationship between the HR procedure and
its impact on organization objective. Various listed below activity have pleasing outcomes on a
9

business without any error which includes basically talent manometer, mentoring employs, their
on- boarding process, achievement and hiring choice duration, workforce designing and many
more.
CONCLUSION
From above mentioned report concludes about the impact of Human management
resource on the organisation execution and the goal accomplishment. It is characterised as the
very crucial part of the organization. HR department help to maintain healthy workplace culture
in organisation. Their role are explained with the linguistic context of deolitte. It also discussed
about the various HR function like recruitment, improve or enhance employs skills, improve
employs connection and effective communication between employs and authorities. The exercise
of endowment management was represented and it was also coupled to structure execution using
the Integrated Talent Management model which impact on various HR systems. This also
discussed about value chain model.
10

REFERENCES
Books and Journals:
Anlesinya, A. and Susomrith, P., 2020. Sustainable human resource management: a systematic
review of a developing field. Journal of Global Responsibility.
Barrena‐Martinez, J., López‐Fernández, M. and Romero‐Fernández, P.M., 2019. The link
between socially responsible human resource management and intellectual
capital. Corporate Social Responsibility and Environmental Management, 26(1), pp.71-
81.
Bartels, K.K., Harrick, E., Martell, K. and Strickland, D., 1998. The relationship between ethical
climate and ethical problems within human resource management. Journal of business
ethics, 17(7), pp.799-804.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2021. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Erasmus, B., Swanepoel, B. and Schenk, H., 2005. South African human resource management
for the public sector. Juta and Company Ltd.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource
management in an era of digital transformation. Journal of Management Information &
Decision Sciences, 22(2).
Hematian, H., Zargar, S.M., Mohammadi, H. and Vakilaroaya, Y., 2020. Modeling the Impact of
Internet of thing on Human Resource Management; Case Study: State Airlines. Public
Administration Perspaective, 11(3).
Islam, T., Hussain, D., Ahmed, I. and Sadiq, M., 2021. Ethical leadership and environment
specific discretionary behaviour: the mediating role of green human resource
management and moderating role of individual green values. Canadian Journal of
Administrative Sciences/Revue Canadienne des Sciences de l'Administration, 38(4),
pp.442-459.
Knezović, E., Bušatlić, S. and Riđić, O., 2020. Strategic human resource management in small
and medium enterprises. International Journal of Human Resources Development and
Management, 20(2), pp.114-139.
Konovalova, V.G. and Mitrofanova, A.E., 2021. Social and ethical problems of digital
technologies application in human resource management. In Current Achievements,
Challenges and Digital Chances of Knowledge Based Economy (pp. 735-742).
Springer, Cham.
Lv, Z., Tan, Z., Wang, Q. and Yang, Y., 2018. Cloud computing management platform of human
resource based on mobile communication technology. Wireless Personal
Communications, 102(2), pp.1293-1306.
Marchington, M. and Wilkinson, A., 2002. People management and development: Human
resource management at work. CIPD Publishing.
Randev, K.K. and Jha, J.K., 2019. Sustainable human resource management: A literature-based
introduction. NHRD Network Journal, 12(3), pp.241-252.
Santana, M. and Lopez‐Cabrales, A., 2019. Sustainable development and human resource
management: A science mapping approach. Corporate Social Responsibility and
Environmental Management, 26(6), pp.1171-1183.
11

Tebetso, T.T., 2021. CONFLICT MANAGEMENT SYSTEMS USED TO PROMOTE
EMPLOYEE RELATIONS IN THE BOTSWANA EDUCATION SECTORTE. Revue
Européenne du Droit Social, 51(2), pp.157-171.
Thenikusuma, K. and Muis, N., 2019. The effect of implementation regional financial
accounting system, human resource competency and infrastructure facilities to the
quality of financial report. Human Resource Competency and Infrastructure Facilities to
the Quality of Financial Report (January 10, 2019).
Triana, M.D.C., Gu, P., Chapa, O., Richard, O. and Colella, A., 2021. Sixty years of
discrimination and diversity research in human resource management: A review with
suggestions for future research directions. Human Resource Management, 60(1),
pp.145-204.
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management: Investigating mutual interactions towards better organizational
performance. VINE
YOKOBORI, Y., SUGIURA, Y., NOZAKI, I., FUJITA, N., TACHIMORI, H. and MIYATA,
H., 2020. Activity Report of “Project for global growth of medical technologies,
systems and services through human resource development”─ Synergic effect of
development and business through Pubic Private Partnership (PPP) by training
programs directly contributing to strengthening health services─. Journal of
International Health, pp.121-132.
12