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Human Resource Management Functions | Assignment

   

Added on  2019-11-20

11 Pages3976 Words221 Views
Written Questions1. List five key functions of a Human Resources ManagerHuman resource management in the organization is considered as a simple process of efficientlyand effectively using the human capital to achieve the set goal of the organization. The humanresource manager thus plays a vital role in managing the ‘people’ part of the organization(Armstrong & Taylor, 2014). The key functions of human resource manager include recruitment,training and development, compensation and benefits management, performance appraisal andlegal compliance.2. Briefly, discuss the importance of a human resources strategy.Strategic HRM is defined as a process which links the human resource of the organization withits strategic objective and helps to improve the overall performance of the organization (Boselie,2010). The designing, allocation, and adaptation of HR strategy help to evaluate the existing HRpolicies, team building, to monitor the progress of achievements and to ensure the fair legalenvironment in the organization.3. Identify three aims of human resources strategic planning.The human resource strategic planning refers to the arrangement ofrightamount of employeeswho have desired level of skills and talent, motivating them to perform at the right time toachieve the set goal and fulfilling the long-term corporate vision (Boxall & Purcell, 2011). Theaims of human resource strategic planning are:1.Identify the number of employees required for strategic fulfillment and acquiring peoplewith desired skills for the organization2.Designing and implementation of motivation strategy to enhance the performance of theemployees.3.Creating a link between corporate objectives and people planning activities in theorganization.4. List at least five information areas that should be included in a Human ResourcesStrategic Plan.The human resource strategic plan comprises with the areas which need to be developed in orderto align them with the strategic goal of the organization. The information areas suchastechnologicalenvironment of the organization, cultural management, legal environment, sales,and marketing strategy of the organization, financial aspects of the organization should beincluded in the human resource strategic plan.5. Discuss four key steps in the human resources strategic planning process. Discuss eachstep in at least 2 to 3 sentences.The HR strategic planning includes first the realization about the current human resourcesituation of the organization and then designing a plan to make changes in the HR capital based

on the future forecasting and organizational requirements (Bratton & Gold, 2012). The four keysteps of strategic HR planning are as follows:Step 1- Assessing the current HR capacity- This step includes the gathering of informationabout the skills, talent, knowledge, and abilities of the current staff of the organization. The HRmanager can develop a skill inventory for the employees to maintain the information. Theperformance assessment of the employees should also be kept handy to get information about thecareer planning and till time performance of the employee.Step 2- Forecasting HR requirements- This step provides answers to the question such asnumber of employees required in the future to fulfill the strategic goal of organization, new jobprofiles or positions that should be introduced, changes required in the existing job role andresponsibilities of the employees and the skill set required for the new employees thatorganization is planning to recruit. Here, the HR manager also has to consider the impact ofexternal environment on the staffing process such as the impact of economic, technological andcultural shifts in the market.Step 3- Gap analysis- This is the most crucial step in HR strategic planning as it provides soundinformation about the gaps that need to be fulfilled. It includes the comparison of the number ofemployees working in the organization, their skills and abilities and the future requirement of theemployees in the organization. Lastly, to analyze the current HR management practices andidentify the changes that are required in the practices.Step 4- Developing HR strategies to support organizational strategies-The last stepofstrategic HR planning include firstly the restructuring of existing strategies, later introductionof new recruitment, training and development, outsourcing and collaboration strategies for thecompany. The HR manager has to ensure that the newly introduced strategies are aligned withthe strategic vision of the organization.6. Discuss in around a paragraph, how the introduction of technology benefited therecruiting function of human resources.In this wide world, every job, every sector and every function is affected or will be affected bythe internet (Kalika, 2000). The HR sector is no exception to this rule. The introduction of newtechnology has transformed the recruitment function of human resource management. Thecompanies are now maintaining the career websites which provide information about thecompany, promote an attractive image of the organization among the prospective employees andgenerate the job application (Cober, Brown & Levy, 2004). These websites help the HRmanagers to attract the potential candidate for the job openings in the organization. The jobboards available in the market are an easy way to communicate the job offers to a large talentpool (Founder, 2006). Also, the job boards provide information about the experience andqualifications of the candidate which helps the HR manager to shortlist the candidate andgenerate the call for the interview. Lastly, the new recruitment systems lead to cost reduction,improve the service quality, enhance the strategic orientation of the HR department and make itefficient (Parry & Tyson, 2008). In terms of social media sites such as LinkedIn and Facebook,the HR manager has got new social networking way to recruit employees. The emergence of theinternet also giving the opportunity to HR manager to recruit virtual teams which include

geographically dispersed employees. Thus, we can say the introduction of technology made iteasier for HR managers to reach out talented people, attract them and recruit them for theorganization.7. Discuss the advantages and disadvantages of using each of the following options for theprovision of human resource services.The companies can make the provision of human resource services using following threeoptions:External provision by a consultant or contractor- The HR department can hand over somespecific requirements like attracting the candidate for recruitment drive and arranging theirinterviews to consultants. The advantage of this method is that HR manager can save time asassigning the job to a consultant to increase the speed of work. It will improve the quality of theselection as HR managers can be focused on the interview and screening process. Thedisadvantage of the process is that HR department remains unaware about the talent poolavailable in the market and it becomes difficult to design the job profile as per changes in themarket.Outsourcing of HR services- The HR department can outsource the functions like recruitment,training and development and payroll to the HR experts in the market. The advantage of thisoption is getting high-quality service as the HR experts get involved in the fulfillment of the task,workload and cost reduction. The main disadvantage of HR service outsourcing is its impact onwork culture and issues related to maintaining the skills, talent and ability details of theemployees.Internal human resources provision- The HR department can solely handle all the HR functionon their own. This method provides the HR department the opportunity to make requiredchanges in the HR strategy as per the ongoing changes in the objectives of the organization.However, this provision increases the workload of HR department, required more staff in HRdepartment and sometimes decreases the quality of work.8. In at least two sentences, discuss the aim and scope of the Fair Work Act 2009?The Fair Work Act 2009 (Act) is a foundation of all regulations and standards for employmentwhich employers are bound to follow. The purpose of the national workplace relations systemwhich is outlined within Fair Work Act is to provide a balanced framework for relationships atwork, promote social inclusion and economic prosperity. The act provides terms and conditionsof employment, set of rights and responsibilities of employers, employee, and organizations,provide compliance for enforcement of the Act and provide administration of the Act by theestablishment of Fair Work Commission. Along with the provisions and guidelines, the FairWork Act gives the guaranteed safety net for fair, enforceable and relevant minimum terms andconditions in the form of National Employment Standards (NES),Modern AwardsandNationalMinimum Wageorders.

Human Resources Strategic Planning ProjectThe King Edward VII College had a successful run in the educational industry. The college plansto expand the operation and open two additional campuses based in Brisbane and Sydney. Theorganization needs a three-year strategic plan to execute the objective of business expansion. Thehuman resource planning is the essential part to ensure the achievement of the strategic goal ofthe organization. Thus, we present a report on the current human resource capacity of thecompany, the future requirement of the staff, the gaps at a strategic level and the new strategiesthat should be implemented for the success of the organization.Current HR capacityThe King Edward VII College currently has 24 full-time employees which include CEO, aMarketing Manager and Marketing Assistant, Human Resources Manager, Finance Manager,Administration Manager, Office Assistant, Receptionist, Academic Manager, Student ServicesOfficer and approximately 14 trainers. The employees are highly qualified in their domain andefficiently executing the assigned task. However, for the new branches of the college new staffmembers are not yet recruited. The skill inventory of the current human resource includesleadership qualities, domain knowledge (academic, HR, marketing & finance), administrativeskills and teaching ability. The present staff is capable of run one business unit for theorganization, but the additional responsibility of upcoming venture can increase the work loadand might affect the work quality.Forecasting HR requirementsIt is predicted that for each upcoming campuses the college will requirea receptionist, studentservices officer and 4 trainers. This provides that KingEdward VII College should recruit tworeceptionist, two student services officers and 8 trainers in the near future. Additionally, thecollege will also require IT manager, to take care of introduction of new technology to thecampus and marketing team to ensure the promotion of the college among the potentialcandidates. The college should also recruit team members for HR department for allocation ofnew employees and to implement the HR strategic plan.Gap analysisThe rapidly changing business environment requires the changes the policies and strategiesofKingEdward VII College. Advancement in technology, cultural changes, and the emergenceof the importance of work-life balance are the main aspects which affect the work cultureofKingEdward VII College. The current work system ofKingEdward VII College is nottechnically advanced as there is a lack of standardized policies which can support the expansionplan of the organization. Thus, there is a need to restructure the current policies of theorganization, to introduce new policies and to ensure the healthy working environment in theorganization.

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