Managing Human Resource Assignment - HSBC
Added on 2020-10-05
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Managing Human Resource
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1CONCLUSION:-.............................................................................................................................6REFERENCES................................................................................................................................7
INTRODUCTIONHuman Resource is a very important department in any organisation (Armstrong andTaylor, 2014). The work of this organisation is to appoint the capable employees in theorganisation with the motive of taking the organisation to the apex level. Here, the organisationwhich is covered in this report is HSBC. The report is focusing on the explanation andjustification of Human Resource Management policies and also on the process that help anorganisation to build up a competitive advantage and having effect of strategic policies (SnellMorris and Bohlander, 2015). Moving further the report lays its emphasis on how, the internaland external factors affect the working of an organisation. TASK1.) Managing of Human Resource Department refers to the functions that are to be performed bya manager, relative to the employees of an organisation (Taylor, Doherty and McGraw, 2015).Now, managing of a human resource includes the following:-Planning And Allocating Of Resources:- It is the function of a HR manager to do theplanning of what type of work is to be done by whom. An HR is required to appoint the rightcandidate at the right place and also at the right time (Quinlan and et.al., 2019). Allocation refersto, the proper allocation of resources by making a proper plan and then implementing it in aneffective way. The workload should be divided and the HR manager should decide that whoshould get what type of work (Cardy and Leonard 2014). Providing Direction; Vision And Goals:- A manager is the leader of the group. He hasto guide the employees or the team that is leading by him and also, has to give a vision to histeam members and has to set the goals for the team (Webb, 2017). So that the teams couldmanage and put their efforts in achieving the organisation goal. It all depends on the type and thelevel of group (Van Der Vegt and et.al., 2015). That is to which level the manager of theorganisation is providing the training. He may try to set the overarching goals for his teammembers. A good manager gives his team mates an opportunity to set the goals as per their ownlevel. And also taking the control of entire situation (Bamberger, Meshoulam and Biron, 2014)Now, for any organisation, vision is very crucial. Vision is set by the managers of theorganisation to know, at which level they want to take their organisation in the near future andalso, that, currently, at which level the organisation is surviving.1
Developing Environment Full Of Motivation And Contribution:- It is the duty of aHR manger to create a motivational environment for its team members (Burt, 2017). Themanager of a team should create and try to develop a motivational environment within theorganisation for the team members. By doing this, the employees of organisation will always feelmotivated and inspired for doing the particular task (Burt, 2017). The team leaders or themanagers should organise some activities from which a feeling of contribution and serving forthe well being of others will be generated within the mind of employees. They will think ofdoing contribution in the favour of organisation or someone else (Chelladurai and Kerwin,2017).Telling The Employees That They Are Doing Good In Their Job:- By making someparameters for the evaluation of the employee performance, a feedback can be given by themangers to the employees who are working in their team (Riley, 2014). This can be done bymaking a metrics that will tell the employees the feedback from their superiors that whether theyare going good or required to improve at some point (Wellin, M., 2016). Offering Formal And Informal Development Opportunities To The Employees:- Agood HR manager should provide an opportunity of whether an employee wants to develop byremaining in the formal or in the informal group (Turner, 2016). Managers should personallygive training to the employees by taking their classes and stretch projects. Such type of coachingcan be taken by the HR mangers by way of either formal mentoring or through providing afeedback of employee performance on a regular basis (Turner, 2016).Setting Some Good Examples In Front Of Them:- HR manager can set an example infront of teammates by showing them how should they, behave with others by being ethical,treating people in fairly manner, all such things gives people a sort of independence (Helmreichand Merritt, 2017). The mangers who are doing any type of partiality/discrimination, by playingin unfair manner against the staff members are just damaging the most valuable and importantresource of business i.e. people (Wellin, 2016).Leading The Efforts Of Organisation To Listen And Serve Customers:- Since HR isone of the most important department that recruits and hire the employees in the organisation(Chelladurai and Kerwin, 2017). So, if the HR managers will not be there, then the pool oftalented and capable employees will be wasted in the market if not recruited on the right time.2
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