Managing and Coordinating the Human Resources Functions

This document discusses the objectives of HR, theories of change management, and ways to deliver HR objectives in organizations. It also explores how HR functions differ between organizations in different sectors and sizes.

Managing and Co-
ordinating the Human
Resources Functions

Table of Contents
INTRODUCTION...........................................................................................................................1
1.1 Organisational objectives supported by HR.....................................................................1
1.2 Theories of change management......................................................................................2
1.3 Evaluation of business Case for Managing HR in professional, Ethical and Professional
manner....................................................................................................................................3
2.1 Ways in which HR objectives can be delivered in organizations....................................5
2.2 How HR functions differ between organizations in different sectors having different sizes
................................................................................................................................................6
3.1 Methods of evaluating the contribution of HR function..................................................7
4.1 Evaluation of research evidence linking HR practices with positive organisational
outcomes.................................................................................................................................8
4.2 Ways in which high performance working and investment in human capital impact on
organisational practices..........................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource is a department of organization that plans, directs, and administrate
different function of organization. All the activities that are performed by HR are focused on the
improvement of organizational performance with in the target market. The activities that are used
by Human resources department manages the workforce in organization and provide them
various facilities to improve their motivation in organization (Mondy and Martocchio, 2016).
Gucci is an international organization that is performing its business on the international level. It
was established in year 1921 by Guccio Gucci. The headquarter of Gucci is in Florence,
Tuscany, Italy. Human resource management is an operation of recruitment, selection, induction,
providing orientation, designing training and development, talent management and performance
management of people around the world. This report is providing the brief of marketing function
on organization on national and international level.
The organizational objectives that are related to human resources department of Gucci are
explained in report to understand the basic knowledge of company. Major theories of change
management are studied in report to understand how these theories can be implemented in
organizational practices. Different ways are explained in study that can be used by organization
to meet HR objectives in organization. The variation in the HR function is analysed for different
organization which are of different size. Some other operations and functions of HRM also will
be studied in report.
1.1 Organisational objectives supported by HR
HR department of Gucci is responsible for delivering the following three objectives of
the organisation:
Effective workforce through recruitment and selection:
In order to provide effective quality services to the customers Gucci requires highly
skilled employees who can meet quality standards. The HR department of the organisation is
responsible for identifying such needs and to recruit suitable candidate. The employees of
organization interact with the customers and represent the actual brand value (Patel and et.al.,
2017). Thus, selection of appropriate candidates is vital for the long term success. It also
involves huge operational cost to recruit and maintain employees. Thus, HR department of Gucci
always emphasis on recruiting talented candidates.
Quality services through training programs and resource management:

The service quality of organization cannot be improved if its employees are not
compatible to changes in business environment. Thus, another important responsibility of the
HR department is to identify such needs and to provide training to its employees so that they can
provide excellent services. Further HR department also monitor and regulate that all necessary
resources are available within the organization so that employees can work satisfactorily. To
optimize the operational cost in business, HRM of Gucci also monitors that all organizational
resources are used in proper direction so that operational cost can be minimized.
Improving business practices through good employee relationships:
Business cannot achieve success without having good relationships between employer
and employee. Thus employee retention and good relations with employee is also one of the key
objective of Gucci. In order to fulfil this objective HR department uses various practices such as
development of positive work culture, motivation and feedback mechanisms to enhance the
quality of work (Noe and et.al., 2017). The motivation tactics used by the organization
encourages employees to work with better quality and with more creativity. If Gucci will not
emphasis on building good relations with their employees then it will lead to dissatisfaction and
eventually work performance will be affected in negative way. It can also increase the employee
retention cost and poor quality services to the customers. The conflict between employees and
employer can also influence the public image. Thus, it is very important for the HR department
to fulfil this aspect of organizational objective.
1.2 Theories of change management
For achieving the business goals and long term success it is required for the organisation
to respond and effectively implement change within its practices as per the demands of business
and customers (Maheshwari and Vohra, 2015). The successful change management practices not
only enhances the productivity and profit but also has positive impact on overall performance of
the organization. Gucci can use following change management theories and models to
incorporate beneficial changes for increasing its profitability.
Lewin's change management theory:
This theory states that organization can effectively manages the changes in following
three stages.
Unfreeze: In this stage Gucci must prepare itself for the change instead of resisting. For instance
if organization plans to launch new products for low income customers instead of luxury

products then it must analyse the need of change and its possible consequences in terms of
benefits.
Change: In the second stage Gucci must adopt changes through reassurance and good
leadership. It may require time to implement change after analysing the new market and business
strategy for its low cost products.
Refreeze: After implementing new product or change organization begin to stabilize again after
it has embraced and implemented change (Noe and et.al., 2017). In this stage organization ensure
that its change is accepted its employees as well as premium or loyal customers as well.
ADKAR change theory:
Another change management model which can be used by Gucci is ADKAR which is
goal oriented and allows organization to focus on specific activities for achieving change. Its
various stages are as follows:
Awareness: Gucci must be aware of changes which are needed for exploring more growth
opportunities.
Desire: To implement changes organization must be able to have desire to incorporate change by
overcoming resistance in terms of resources or willingness.
Knowledge: To implement the change organization must gather the knowledge from various
sources such as survey or market research or organizational analysis.
Ability: In the next stage organization must incorporate the proposed changes on regular basis so
that changes can effectively integrate with the organizational work practices (Maheshwari and
Vohra, 2015).
Reinforcement: For successful change management it is also vital for the organisation to retain
the changes and reinforced them later on as well.
These theories will help Gucci to successfully measure and implement changes in the
profitability direction.
1.3 Evaluation of business Case for Managing HR in professional, Ethical and Professional
manner
There are different cases are faced by Hrm on daily basis which are need to be studied
effectively to meet that organizational objectives with higher efficiency. These cases are mainly
concerned with the performance of people with in organization. This is important for
organization to manage all these cases efficiently to manage the performance of organization in

the market place. Gucci is an organization that is performing different operations on the vast
level in countries. The challenges that are faced by organization in operation are of three main
type which are ethical, professional and just manner (Bratton and Gold, 2017). The professional
issue can be considered as the issues which are concerned with the performance of their
employees in the organization.
Professional Issue
For example the performance concerns of employees is one of main problem that is faced
by organization on general basis. This is duty of human resource management to provide better
opportunities to the employees to improve their performance in the organizational operations.
For this they use various practices like employee motivation and training and development which
is based on what kind of situational and performance issue is faced by Gucci in market place.
Ethical Issue
There are some limitation of employees who are working in organization. In the peak
demand in market place there is huge pressure on organization to meet the market demand. In
this case the work load on employees increases slightly. Which is not ethically correct and this
should be avoided by organization. To solve this kind of issue HRM of company can provide
extra incentives to employees to meet their motivational demands. By considering the situation
Hrm can take effective action to reduce the work load on employees.
Just in Manner Issues
The just in manner are some immediate problems that are faced by organization in the
market place. This kind of issues are slightly different form other issues that are faced by
company in the market place. The issues that are related to the market place and which are
completely uncertain for Gucci are considered in just in manner issues. This is also important for
organization to find immediate solution for these problems to maintain performance of
organization in the market. This issues are not only related to external conditions sometimes
these issues are also concerned with internal problems which are related to operations,
performance and management issues in company (Chelladurai. and Kerwin, 2018.). For example
in the situation of conflict in organization, role of HRM is very important. It is important for
them to find solution on the immediate basis to prevent the operational failure in some teams of
company. In these process rthey can involve different people to provide better solution and
satisfaction to employees.

This is how all the issues that are related to the work force and performance are handled
by the human resource department of company. It is their primary goal to run the organization
effectively in the market place with maximum productivity. The professional, ethical and just in
manner issues of Gucci in Qatar market are tracked and resolved by their HR department.
2.1 Ways in which HR objectives can be delivered in organizations
Different organization have different HR functions but have common and almost same
objective such as to maintain working environment, motivate employees and make them able to
help the company in accomplishing their vision and pre-determined goals. Different sectors of
organizations adopt different ways of delivering HR objectives in their organization and to
employees (Church and Waclawski, 2017). There are several strategies and ways by which
different organizations deliver and introduce their objectives in their company. Some ways by
which HR in different companies and sectors deliver its objectives are described as below:
Strategically aligning company's mission and values: The main aim of any type of
company is to develop high quality products and finding the best way of marketing those
products and services. For delivering this mission and the main objective of the company, HRM
of an organization make aware to people and employees at the time of recruiting and hiring.
They tell all details and objectives of the company for which they are recruiting employees. After
delivering and making aware to employees about company's and HR objectives, HR also ensure
that hired people are aligned with the why of their company (Kavanagh and Johnson, 2017).
Maintaining adequate staffing: The main concern of human resource department and
manager is to ensure that the business is staffed properly. They also are responsible for
supporting the company in accomplishing its goals. For this purpose, it is important for HRM to
introduce and deliver the same objectives to employees because employees are the one and key
of the success of the company. For accomplishing goals, it is essential for employees to have
knowledge that for which they are recruited and performing. In the group meeting and one-to-
one section after recruiting employees, HR make them aware about the vision and objectives of
HR (Edwards and et.al., 2015).
So, from the above, it can be said that different ways are being adopted by HR as per the nature
ad type of objectives of the company. According to the needs and vision of HR and the company,
they select the ways of delivering objectives in organization.

2.2 How HR functions differ between organizations in different sectors having different sizes
HR Department plays an important role as it perform several function like recruitment,
motivation, pay roll, administration, training etc. All these functions differ and focus of HRM on
functions depends upon the nature and the size of the company. There is a difference between
HRM function in manufacturing and service sector industries which are being described below:
HRM function in manufacturing industries mainly concentrate on payroll,
administrative work and mediating between the manager and workers of the company. It is
stated that employees in manufacturing companies go for strike due to low wages and problems
in payroll (Marchington, 2015). They face several problems in communicating with manager. So,
the main function of HRM in this industry is to satisfy workers by focusing on their payroll and
improving communication. By implementing an effective tool of communication they work as an
effective mediator between manager and workers. Sometimes, HR give opportunity to workers to
communicate with managers directly. So, it can be said that HR function of manufacturing
industries are concerned with administration.
On the other hand, in service sector, the focus of HRM is on competitive advantages
and motivation on employees. They play a key role as the chief sources of competitive
advantages. In the type of financial and technology companies, it is important for this company
to measure brand value and making that image. For this purpose, HRM give motivation and
training to employees with the main aim of increasing their skills regarding their projects. These
companies believe that Skilled workforce can provide satisfactory services to customers and the
level of satisfaction of customers improve the reputation of the company. So, it can be said that
fucntion of HRM in service sector differ from manufacturing companies (Ehnert and et.al.,
2016).
In the context of retail sector it can be said that employees have direct connection with
customers and the main aim of retail sector companies is to improve relationship with customers
and satisfy them. For this purpose, HRM of retail sector focus on creating a productive,
motivated and innovative workforce. For making its environment innovative and making their

employees able to provide satisfactory services to customers, HR recruit diverse and skilled
workforce. They also mainly focus on training and development which increase skills of
employees and make them able to produce qualitative work.
So, from the above it can be said that HRM of service sector focus and runs on human
resources, whereas, in the manufacturing HRM uses equipments and tools as the key aspects of
the production. HRM of service sector companies need to ensure that human resources are able
to fulfil the requirements of the company and customers and for that it provides them motivation
and rewards. On the other hand, manufacturing companies are still in the process of orienting
their strategies towards RBV (Žitkienė, 2015). On the other hand, in retail sector, HRM is
concerned with training and development and skilled workforce.
3.1 Methods of evaluating the contribution of HR function
Human resource is an important function and department which plays several roles liked
planning, coordinating and directing functions of the company. There are several functions
which are being played by HR department which is the core and key of the success of the
company (Shortell, Rundall and Blodgett, 2019). In the context of Gucci there are several
functions of HR which helps it in taking competitive advantages and become the market leader.
Some functions and their importance of Gucci are discussed as below:
Employee satisfaction: HR department of Gucci is mainly responsible for satisfying
employees. They need to determine whether employees are satisfied or not with their job role. It
is an important and difficult task for the company and HR to measure effectiveness and
satisfaction level so, HR of this company designs employees survey, take feedbacks and oversees
focus group. The main aim of this function is to identify causes and reasons of dissatisfaction of
employees and solve them by providing motivation and rewards. With the help of this function,
HR satisfy employees and satisfied employees help the company in increase' productivity and
sales by providing excellent services to customers (Mostafa, Gould‐Williams and Bottomley,
2015).
Training and development: HR does not only recruit and select employees as per the
requirement of job roles of his/her company but it also provides them an effective training and
development opportunity. The main aim of HR for performing this function is to increase
knowledge and skills of employees. All employees have some areas which they want to improve
or decreases weaknesses. HR provide them opportunity to strengthen their skills by which they

can concentrate on their work in an efficient manner. When skilled and potential employees
work with concentration then it increases their productivity which direct impacts on the
reputation of the company. So, it can be said that this training function of HR of Gucci helps it in
increasing sales and attract wider range of customers.
Performance improvement: Performance management system is other function and
responsibility of HR department. HR makes a plan and a system which can measure
effectiveness and performance of employees it aware employees about their actual position in the
company. When they know their actual position and effectiveness of their performance then they
work and perform function accordingly Continuous appraisal and performance measurement
helps them out in improving their performance. Improved performance help the company in
satisfying customers by providing them satisfactory and qualitative products and services
(Maheshwari and Vohra, 2015).
So, from the above discussed functions and importance, it can be said that HR department
and its all functions are the key of the success of the company. Its all functions are employees
and relationship centered rather than task which shows than employees also play an important
role in accomplishing company's goals.
4.1 Evaluation of research evidence linking HR practices with positive organizational outcomes
There are several HRM practices that give several advantages to the company and Gucci
such as: safe and healthy working environment, knowledge sharing, fair evaluation system etc.
There are several advantages of human resource management and its practices which it has on
the performance, activities and results of the company (Tzabbar, Tzafrir and Baruch, 2017).
Some advantages of HRM practices which can help the company in accomplishing their goals
and outcomes are described as below:
Conflict resolution: There are several HRM practices which help the company in
resolving conflicts among employees. Fair treatment and knowledge sharing are one of the best
practice of HRM which makes employees feel valued and satisfied. At the time of conflicts when
HR and employer give fair treatment and take accurate decision than it solve conflicts.
Knowledge sharing via team working allows employees to communicate and interact with each
others. When employees communicate and interact with each others then it improves their

relations. This improved relationship create a peaceful and effective working environment which
is the key of the success of the company.
Reduce labour turnover: There are several factors that motivate employees and satisfy
them. Healthy and effective working environment is one of them which is called the best practice
of HRM. When an organization focus on this HRM practices then employees feel happy and
comfortable at workplace. Happy and satisfied employees are more likely to stay with the
company for the long run. It also helps them out in improving brand image of the company in the
market by which company and Gucci can attract wider range of customers towards buying their
products. Satisfied employees put their extra efforts and help the company in accomplishing their
goals. So, it can be said that an effective working environment and HRM practice help the
company in getting out positive outcomes (Hauff, Alewell and Katrin Hansen, 2017).
Improve employees performance: When an organization gives all benefits and
implement HRM practices like training to them, knowledge sharing, performance management
feedbacks then employees makes themselves able to increase their knowledge and skills.
Increased knowledge via training and knowledge sharing, they produce qualitative and errorless
work which increase their self-confidence. When employees work qualitatively then it increases
their productivity which is beneficial for the company as well. While working in a team they also
have an opportunity to learn something new and increase their knowledge which helps them out
in their career (Barnes and Adam, 2017).
There is a strong and positive connection of HR practices with getting organizational
outcomes. HR practices are all about recruiting, training, rewarding employees and are
employees centered. When employees are given training and rewards then they feel motivated
and encouraged, and then they work with concentration. It increases their willingness of
supporting the company in accomplishing their goals (Role of Sustainable HRM in Getting
Positive Outcomes, 2019).
As per the article and authors there are some practices which can lead positive outcomes
and increase firm performance which are described as below:
Union strategic and HR participation: The resource based view of the company
suggests that its unique human assets are fundamental source by which it can take competitive
advantages. It is also stated and suggested that if an organization or Gucci wants to respond
changing environment then it requires developing flexible human assets.

Training programs: By providing effective training to employees, employer of the
company can make their employees able to solve any type of problem at their own and improve
productivity. According to this HR practice, employer can pay extra to employees as per their
performance. If an employee work hard and improve his performance, and he gets reward by
employer then it will encourage to other employees as well. So, it can be said that this HR
practice can lead to positive outcomes (Link of HR Practices to Organizational Positive
Outcomes, 2015).
I think that this article is valid and useful because it has all informations and factors
which shows importance of HR practices as well as their relation with organisational
performance. This article has told about employee engagement, training and other practices
which actually can help company in motivating and increasing morale. Motivated employees are
more likely to leave with the company for the long run.
For implementation of HR strategy in an efficient manner which can help company to
accomplish its goals and motivate employees, HR functions should encourage workers in order
to accept strategic requirements. High involvement work practices should be applied by
company because it can help them I=in involving employee with the company and accomplish
goals.
So, it can also be said that an effective union participation HR functions can be made
more effective. For that it will require communicating informations about the firm's strategic
decision as well as operations to employees.
So, it can be said that all HRM practices implemented by Gucci have relationship with
company's positive outcomes and pre-determined goals.
4.2 Ways in which high performance working and investment in human capital impact on
organizational practices
High performance working can be defined as a group and combination of interconnected
HRM practices such as: selection, training, compensation, motivation, performance appraisal etc.
The main aim of high performance working system and alignment of all these HR practices is to
improve effectiveness and performance of employees. It is stated that this alignment of all

practices help employees in getting several opportunities if they have better skills and motivation
(Alsubaie, 2016). On the other hand, there are some organizational practices such as: actions and
behaviours of employees at workplace. There is a strong connection between alignment of HR
practices and organizational practices. Some reasons which shows that investment in human
capital like skills, knowledge and High performance working system has great impacts on the
behaviours of employees of Gucci:
Cooperation: When all HR practices are aligned and coordinated in an effective manner
than it directly lead cooperation. When an organization and Gucci invest in human capital like
provide training to employees in increasing their skills and knowledge then they are more likely
to cooperate each others in completing their projects and making them successful. It increases
their self-confidence. Employees see themselves as an important part of an organizational value
chain and become more open to ideas (Ahmadi and et.al., 2018).
Open communication: When an organization implements high performance working
and align all practices in an efficient manner then it leads to open communication and
comfortness. If an organization give training to recruited employees and on the basis of increased
knowledge and training when they appraise their performance then employees feel respected.
They feel comfort communicating with managers, leaders and colleagues directly. It directly
helps to the company in increasing financial results. It shows positive behaviour of employees.
Flexibility: Flexibility means adapt changes and increasing ability to make themselves
according to the market condition and situations. When company give training to employees and
invest in human capital for increasing their skills and knowledge then employees become more
able to take decision and solve critic problems. When company implement high performance
working then it makes employees feel respected and valued. Satisfied and motivated employees
are more likely to produce qualitative work and adapt changes in a positive manner. This ability
helps the company in taking competitive advantages.
Rather than all these benefits of high performance working it can also be said that this
alignment of HR practices company can increase loyalty and can bring new people with
innovative ideas in the company. It shows a positive behaviour of employees within an
organization. So, it can be said that alignment of HR practices have positive impacts on
organizational practices (Jeong and Shin, 2019).

CONCLUSION
From the above report, it is concluded that the effective management and coordination is
very important in any organization. Human resource functions plays a major role in the effective
operations and functions of the company. All the functions of the human resources are
interconnected with each other. The human resource has main objective is to provide effective
and best services to the employees, managers and leaders of the organization. Their major role to
develop managed environment in the workplace. HR takes necessary actions to improve the
productivity and performance of the workers or employees of the company. HR plays a crucial
role to add the value to their organization. They take various effort to control, manage and
improve the organization's operations and function. They indulged in several activities such as
recruiting, selecting the talented employees for the organization. They also organize effective
training programmes to develop the employees knowledge and skills, it is necessary for the
workers to increase their performances and productivity. Human resource also motivate the
employees towards the achievement of business objectives and goals. The effective human
resource management and development plays a great role to enhance the organizational
performances. Different sector of organizations plays different functions as it depends upon the
size and nature of their company. They adopt various techniques and theories to manage the
organizational changes greatly. They maintain the work ethics in the business environment and
encourage the employees towards the professional behaviour. Without the effective human
resource management, the organization can not achieve their objectives. So that, every
organization must have to invest more in the human resource department.
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