HR Framework for ‘From us to You’

This article discusses the HR framework for 'From us to You' and its importance in shaping employee relationships and managing diversity. It also explores the influences of professional frameworks and key features of the framework.

Human Resource Management
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Contents
HR Framework for ‘From us to You’........................................................................................3
Rationale for the HR Framework for ‘From Us to You’...........................................................4
References..................................................................................................................................6
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HR Framework for ‘From us to You’
Fig1: Source: Made by Author (2019)
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Fixed Entry and
Exit Policy
Fixed norms for recruitment and selection based on job analysis
Fixing responsibility of HR staff for the purpose
Fixed
Organisational
Growth and
Development
Criterion
Fixing process and responsibility for training and development of staff, performance
appraisal, career management, talent management and retention policies
Communication to all employees regarding HR role in the above process
Clarity In Process
of Reward,
Recognition and
Compensation
Clear process of fixing compensation along with promotions policy
Communicating HR role therein to entire staff
Process for work
culture
management
Process for grievance redressal with clear role of HR in resolving issues
Policies on work health and safety, anti-discrimination or any other staff related issue
Communication of all the processes to staff with high involvement of HR in all employee related
matters.
Workforce
Diversity
Management
inculcating a work culture for appreciating the opinion of others so that people can work with in
a diverse workforce
Carrying out annual monitoring and diversity audit to ensure inclusion of all the employees
Identifying talented employees from all types of ethnicities, cultures and geographic regions and
giving them opportunity to undertake key roles
Creating special work force policies like work timings, pay and promotions as per requirements
of rural and urban areas.

Rationale for the HR Framework for ‘From Us to You’
1 Relevant issue in shaping up the framework
Major issue in the HR functioning of ‘from us to you’ has been that employees did not
understand the importance of human resource management in the organisation. It is important
to make them understand the HR functions clearly. Additionally, the HR functions used are
very basic like recruitment and selection. Therefore, efforts like training, talent management,
rewards, motivation and work culture management need to be added to create better
employee relationships (Banfield & Kay, 2012).
Another major issue is that the firm has been expanding. Hence, including a diverse work
force has become a necessity. Therefore, HR policies pertaining to diversity management are
required. Policies like annual workforce audit need to be included in the framework to
understand the extent of diversity in the workforce. Also, policies of inclusion of employees
from all types of backgrounds in key roles is also required. Therefore, a special diversity
management aspect of HR has been added to the framework.
2 Influences of professional frameworks in shaping up the framework
Major influencer in the making of this framework was the logical framework of human
resource management given by Armstrong in his works on HRM (Armstrong, 2017). As per
this framework the human resource needs of the organisation were evaluated and based on
the evaluation the problem areas were chosen. Various human resource steps were evolved to
generate solutions for the problem areas. Another source from which the framework was
drawn was the framework of human resources given by Gary Dessler (Dessler, 2008). In this
book various important functions of HR are listed which help in identifying processes for the
improvement of HR orientation in an organisation.
3 Key features of the framework
Following are the key features of the framework
 The framework establishes important HR functions so that all the
employees can understand the role and importance of HR in the
organisation. The framework also emphasises the role of communication
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between HR department and all other employees pertaining to the HR
functions.
 The framework establishes step by step guidelines of the functions of HR
so that there is no confusion in the functions.
 The framework provides all relevant guidance for functioning of an
expanding organisation such as training and development, rewards, work
culture, entry, exit and retention policies.
 The framework clearly establishes the goals of HR and helps the
employees in understanding the importance of the HR functions.
 As the firm is expanding, the framework also focuses on diversity
management and the role of HR therein. The framework provides
guidelines to HR for inclusion of all employees in talent management
drives and key roles. It also helps in understanding the culture difference
in rural and urban areas due to which different HR policies pertaining to
work timings etc need to be adopted.
4. Design of the framework and the key messages
The design of the framework is simple and easy to understand. All important criteria are
listed clearly. The reason for choosing this design is that the framework should get easily
communicated to all the employees of the organisation (Armstrong, 2017). As the employees
do not properly understand the role and importance of HR and profile of HR is not clear; a
framework is required which positions all HR functions clearly for all employees to see .
Also, a simple design will ensure better communication and access of HR functions by all the
stakeholders.
Key messages communicated in the framework include the major polices of the organisation
like the entry and exit policy, work culture policy, performance appraisal policy and so forth.
The framework also communicates various growth policies like training and development,
reward and retention policy. This can help the employees in mapping their growth path
within the organisation.
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References
Armstrong, M., 2017. Handbook of Human Resource Management Practice. London: A
Handbook of Human Resource Management Practice.
Banfield, P. & Kay, R., 2012. Introduction to Human Resource Management. Oxford: Oxford
University Press.
Blyton, P. & Turnbull, P., 2014. Reassessing Human Resource Management. London: Sage.
Dessler, G., 2008. A Framework for Human Resource Management. New Delhi: Pearson
Education.
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