Managing Human Resources

This report discusses the HR operating model, resourcing proposition, and onboarding methodology for managing human resources effectively. It includes a case study of Airdri, a small retailing company in the UK. The report provides insights on building an employee-centered culture, involving employees in the recruitment process, and considering online sources for recruitment. It also covers the importance of HR orientation and touring the office in the onboarding process.

Managing human
resources

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
HR Operating Model.................................................................................................................1
TASK 2............................................................................................................................................4
Resourcing proposition and onboarding methodology..........................................................4
TASK 3............................................................................................................................................7
Development considerations to enhance skills and abilities of employees for
executing business strategy.....................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The process of human resource management consists of hiring, selecting, directing and
managing the human resources of an organisation to meet the objectives of business in an
effective manner. Managing the employees is the practice of business concern that provides
assistance in maintaining the workforce within the organisation. The process facilitates in
recruiting effective skilled manpower and building various capabilities to conduct business
practices in an efficient manner. Within present report, Airdri company is taken into
consideration as an organisation (Aminullah, 2017). Respective company trades in small
retailing sector and offer products as well as services in the market area of United Kingdom. In
year 19674, Airdri group was established and developed in Oxfordshire, UK. This organisation
was established by entrepreneurial engineers, that are, Peter Allen and Peter Philipps. Existing
company provides several kinds of products and services at standard quality which is important
to meet and satisfy various needs of customers. In this current portfolio, information about
different perspectives of Human resources management will be considered. HR operating model
is also going to be explained in this report which will provides assistance to SME for operating
business activities in an effective way. Furthermore, resourcing proposition will be described in
this project which helps in attracting highly skilled talent through innovative approaches along
with onboarding methodologies. The report also consists of development considerations for
enhancing all the skills as well as abilities of human resources for executing the strategies of
business.
MAIN BODY
TASK 1
HR Operating Model
Human resources are the personnel within an organisation that are having skills as
well as abilities to achieve business objectives. HR inside the business concern are one of
the essential part of business for managing and performing the practices of company
effectively and efficiently (Brewster, 2017). This is important for an organisation to think
on effective human resource operating model whose main aim is to improve the capabilities
and performance of business. The model of HR Operating is an ideal representation of how
the functions of human resources are organised as well as operated inside an organisation
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for providing results to its several stakeholders outside as well as inside the business. Airdri
is a small and medium size organisation operating in market area of United Kingdom. The
shared services of workforce expects a central part while performing the role of HR by
offering a range of work to manpower as well as administrators including advantage
administration, payroll handling and data management (Douglas, 2020). The HR operating
model of Airdri is encouraging its business organisation with an aim of accomplishing the
pre-determined objectives. To make effective functioning of Airdri, Multi-tiered HR
operating model has been considered. This model is based on “three-legged stool” model in
which issues regarding the human resources are handled through three teams of HR
professionals along with unique skills and abilities. The three legs within the model is
concerned with shared services, centres of excellence and HR business partners. HR
Transformation is associated with fundamentally rethinking and rechartering the functions
of human resources in the organisation. Although, it is concerned with digitization of cycles,
work processes and activities yet, HR transformation is a broad concept than merely this
innovative section. Fundamentally, HR transformation is concerned with creation of an
human resource function which reflects as well as supports the organisation and its strategic
objectives. The main motive of HR transformation is to convert the management of
manpower into a force that provides assistance to an organisation for reaching out to its
objectives of business and insert those goals in workforce. The model of HR delivery
service includes various layers, that are, Tier 0 support, Tier 1 support, Tier 2 support, Tier
3 support. These multi-layers of this model are explained as under:
Tier 0 Support: This tier falls under the HR shared services. Human resources as
well as administrators of the company give response to their own HR questions and
accomplish the transactions through an entrance along with the framework of self-
administration (Garg, 2021). It offers workforce as well as line managers with the
efficiency of technology of self-service. The human resources search their own solutions or
information without having interaction to HR directly. A few managers have arrived at 80 to
90% Tier 0 use while sending the model "top tier". This results in being a progressively
essential to cause processing worker experience to attain the expectations for human
resources as well as to hold and raise the intelligence of organisation which is more
important as old model of workers departing through certain learning hall setting up and
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planning for the work is becoming unnecessary. So tier 0 support is effective for
determining own information or answer without consenting or interacting the HR directly.
Tier 1 Support: This support is handled in the team of HR shared services. It
happens when human resources could not search for what they are finding for or are not
having an option of self-service (Kataria, 2021). Within this support, employees submit a
request that is routed to a representative of human resource who can give answers as well as
procedures. If the complexity is too typical for Tier 1, then it is intensified to the next tier.
With far reaching reception of Tier 0, far less inquiries rollover to Tier 1 – the HR shared
services place or help work area – with a larger portion of those research which are being
accomplished on the primary call. This tier is primarily controlled as well as handled by
team of HR shared services.
Tier 2 Support: It involve experts that are have capabilities of techniques as well as
specialised knowledge to overcome with the complex situations of the business. Within this
model, then, at a certain point, the period that concentrates on importance spend executing
administrative activity that is related with inquiries of human resources and is lessened by
70-80%, initiating up a lot of time to be centred around single person and cycles that drive
the particular business activity or business.
Tier 3 Support: In this support, the programs as well as policies of human resources
are designed. It also involves identifying the correct and best practices. The designing,
building and execution of new programs of Human resource are also considered in this tier
support. It is primarily engaged for the cases of relationship of workers which are called for
direct contact or engagement from a strategic HR professional. This type of service
facilitates in ascertaining the complexities and special cases (Malik, 2021). It cause
problems in keeping least queries going to HRBPs and COEs, it is the point where an
authentic human interaction and sympathy can have a leading effect.
Advantages: There are several benefits of Multi-tiered HR operating model. This
model facilitates in diminishing the escalations to experts of human resources by exceeding
70% which assists freeing talent to acquire more projects that are of more value. This model
is useful for business and it has also been studied that multi-tiered HR operating model is
more cost effective for business. With the help of effective and efficient performance of HR
operating model, the respective company will effectively use the technologies of HR as well
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as this model provides assistance in gaining more outputs. Multi-tiered HR operating model
facilitates in decreasing the cost with quick resolutions and responses. This model is a
proper framework for matching specific skills set as well as remunerations of human
resources in corresponding to the work.
Disadvantages: Within Multi-tiered HR operating model, there are some
complexities and problems (Mukhametova, 2020). The model is more analysable and hard
to know and understand. This operating model of HR is unable to give correct as well as
accurate solutions to the problems that are faced by Airdri company because of external
factors. This Human resource model does not consider various perspectives as well as
business components that directly influence practices capabilities of an organisation to meet
the pre-determined objectives and targets.
TASK 2
Resourcing proposition and onboarding methodology
It is very essential for any organisation like Airdri to have talented, highly skilled and
capable human resources within the organisation. Several approaches and methods help the
company in order to capture correct and highly skilled manpower. The process of resourcing
proposition provides assistance to Airdri in order to attract talented, capable as well as highly
skilled workforce with the help of innovative approaches, procedures or methods. It is analysed
that capturing and providing employees retention is one of the typical and large process of the
organisation. For small medium enterprise like Airdri, the managers of the company need to have
an appropriate resourcing propositions which facilitates in having appropriate as well as
effective skills of human resources which provides assistance in carrying out the business
practices in effective and efficient manner.
 Build an employee centred culture: This is significant for Airdri to build and develop
favourable working environment within the organisation for its human resources. It
results in capturing and retaining the workforce who are highly talented and skilled in the
organisation (Nawaz Khan, 2020). It is very important for the respective company to
think upon what they can offer employees so that they feel motivated and do more hard
work. If organisation is able to satisfy the needs and wants of customer-base then it will
be more motivated to work with organisation. It is analysed that correct and appropriate
approach needs to be considered by Airdri because it helps the company in having major
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impact on overall practices of respective organisation to hire right talented and skilled
candidate. Employees within the business concern feel valued and they like it when the
company offer flexible working environment and plan. For example, Candidates and
employees additionally like profession openings like hands on training and possible
promotions (Permatasari, 2021). It is considered as one of the most effective method or
approach which will facilitate the company in recruiting highly skilled and talented
employees in the organisation.
 Involve employees in recruitment process: It is examined that involvement of human
resources in the process of recruitment directly facilitates the company in increasing
entire practices of recruitment. This assists in having the favourable impact on
organisation along with the practices. It is recommended that Airdri must give
“Recruitment cards” to its human resources which can be used by the employees when
they do something amazing in their day to day existence. It shows that the respective
company is having skilled and talented employees and are having abilities to achieve the
targets of the business more effectively. This will help n promotion of functioning of
business as well as empower others to achieve the goals of organisation. It has been
analysed that cheerful employees as a rule stay longer. They additionally assist the
company by showing the best potential recruits at business concern. It helps respective
organisation to improve its recruitment practices as well as attracting talented employees.
 Consider online sources: There are various online platforms and sources which could be
taken into consideration by the organisation for attracting new highly skilled employees.
Social media is a nice platform for business experts to look and to be found. Airdri can
makes use of catchphrases such as job titles on LinkedIn, etc. to search employees that
are having experience and abilities which are required by the respective organisation
(Rao, 2017). At this central point, the respective company can reach them straight
forwardly to make a check whether they are interested to work for the company or not. It
is marked as one of the most effective and efficient approach to impact highly skilled,
capable as well as talented employees of the company. It facilitates in tracing the top
ability employees by sharing large amount of data of the respective company, like
photographs from company occasions, enrolling videos and testimonials from human
resources. This facilitates Airdri company in gaining competitive advantage and makes
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extraordinary work environment within the organisation. This kind of approaches or
procedures lead to have favourable as well as important impact over the process of
recruiting and talented capabilities of business.
Onboarding of employees is another significant process within the respective company that
majorly impact the human resources of the organisation (ŠIKÝŘ, 2018). In this process, new
employees are introduced into the environment as well as culture of the organisation. Airdri is
considering right and accurate method for onboarding of employees because it facilitates the
company in making the workforce familiar with the business as well as its practices. There are
various methods that helps Airdri company in making its new employees successful. Some of
them are mentioned below:
HR Orientation
The method of HR Orientation is significant and crucial within an organisation. When
human resources have a HR Orientation with the HR Manager, then at that time Airdri gives any
essential paperwork to newly recruited manpower for finishing up. Along with it, an employee
handbook and other documentation is provided to them so that they might have to push it ahead.
It includes information regarding shared values of the organisation which are to be achieved by
the employees within the business. It also helps them in building and developing the relationship
with others in the respective company.
Tour the Office
This approach of employees onboarding helps an organisation in gaining more
information regarding various perspectives of business. It involves tour of human resources from
collecting rooms to printing stations, restroom to office kitchen. This approach is a standard for
providing tour of office to the newly added member within the organisation on the day of
joining. Incontestable features of the business and additionally call attention to inaccessible areas
such as security offices, sorting room, HR room (SINGH, 2021). This flexibility within the
working environment of Airdri helps the company in making the process of recruitment easy as
more new candidates will be attracted towards the business because of such approaches. This
method is essential within the respective organisation while conducting onboarding practices of
new workforce.
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TASK 3
Development considerations to enhance skills and abilities of employees for executing
business strategy
There are various knowledge and skills which shows that a capability which enhance and
promote the efficiencies of organisations this is crucial to make understanding and identification
of skills which poses by employees on the basis of their abilities in this it creates respond
effectively by changing the requirement of organisation. In the context of issues inform the new
HRM operating my model is usually initiated while taking the focus on various complications
that is shown by personal capacities in order to acquire various information experiences from the
environment as per this the current model of organisation concentrate on the training and
development of employees which create positive impact on the employee learning practices
(Dachner and et. al., 2021).
Intradepartmental collaboration:
It is crucial for the selected form to create a structure within the different department in
such a way which help to promote alignment in order to perceive the aim of growth in the
businesses. The implementation of new operating model which is associated with the HRM
allows the employee to build there is strand and positive relations with their team members for
the successful enabling of businesses and create a productive approach (Meehan and et. al.,
2019).
Establishing induction programme:
It is very important for the selected organisation on the running operating model which
create in security to the employees which become integrated and well informed about the
organisation. The management is also focus on the minimising of overall turnover along with
managing the absent. In addition to this, the company require a new employee which go through
the successive induction process and orientation program which help to understand the
organisation needs. The enhance their ability in order to achieve the task and perform their
respective roles and responsibilities (Sellu and et. al., 2019).
Proper program:
The chosen organisation is usually recommended to formulate specific programs that
help to provide guidance and formulating the requirement and preferences of the employees. As
per the new HRM operating model, it also helps to assist to focus on the developing effective
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teams creating proper understanding of culture and generate efficient value and morals which
will be enhanced productivity through reduce employee conflicts.
Analysing dimension for culture:
There various dimensions of culture essential requirement based on a high level of attention and
the current situation of selected organisation. These dimensions usually consist of culture related
with the muscular unity femininity and a certainty avoidance index (Adhiatma and et. al., 2021).
CONCLUSION
From above explanation, this is concluded that it is very essential for a business to have
appropriate as well as accurate practices of HRM as it helps in better performance of business
activities. Within present report, it is analysed that the model of HR operations helps in
organising and operating the business aspects for providing results to stakeholders that are
present both inside and outside the organisation. It is also examined that Multi-tiered HR
operating mode is more cost-effective for the business. There are several approaches through
which company can capture highly skilled as well as talented employees such as staff
suggestions, online mode and many more. Organisation needs to consider ways of onboarding of
employees which helps in enhancing their skills and abilities and overall growth of the business.
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