Managing and Coordinating Human Resources Functions

This report discusses the management and coordination of human resources functions in organizations, focusing on the objectives, theories of change management, and the importance of professional and ethical HR practices. It explores the role of HR in delivering higher performance, the different ways in which HR objectives are delivered, and the variations in HR functions between organizations in different sectors. The report also highlights the business case for managing HR in a professional, ethical, and just manner.

Managing and co-ordinating the human
resources functions.

Table of Contents
INTRODUCTION...........................................................................................................................3
QUESTION 1...................................................................................................................................3
1.1 Organisational objectives and HR function responsible for delivering higher performance.
................................................................................................................................................3
1.3 Business case for managing HR in professional, ethical and just manner.......................5
QUESTION 2...................................................................................................................................6
2.1 Different ways in HR objectives deliver..........................................................................6
2.2 Analysis the HR functions varies between organization in different sector....................7
QUESTION 3...................................................................................................................................8
1.2 The major theories of effective change management.......................................................8
QUESTION 4.................................................................................................................................10
3.1 Evaluate the methods to contribution of HR function....................................................10
QUESTION 5.................................................................................................................................11
4.1 Evaluate research evidence linked with HR practice.....................................................11
4.2 High performance working and investment in human capital........................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Company stability depends upon appropriate management and also coordination with
various department regarding attaining the particular project. This report is based upon the
management and coordination of the human resources function regrading working under the
Code of professional practice. It refers to various standards and norms which is mainly provided
to companies and employees regarding working ethically and also handle the issues in right
manner (King, 2017). Present report is based upon the Arcadia group which was founded in 2002
carrying the retailer sectors in UK. Due to carrying the renowned brand name in market, they had
set up more than 2,500 outlets in UK with carrying a hundred of franchises of the business in
country. They mainly deal in Clothing, accessories and shoes products. It is examined that
around 22,000 employees are engaged with this group.
This report will include the matters relating to explaining the organizational objectives
that the HR function is liable to be performed or delivered. It also carries the matter relating to
providing summary of the two different way of HR objectives. Further it reflects the aspects
relating to determining the theories of change in management. At last, the reports carries with the
matter in respect of undertaking the article which linking up the matters with HR practices with
positive organizational outcomes.
QUESTION 1
1.1 Organisational objectives and HR function responsible for delivering higher performance.
The objectives of organization are mainly carried in respect of long term and short term
objectives. The objectives are mainly initiated in respect of developing the polices and allocating
the resources to sustain the organization in market for longer way. In relation to contemporary
organization structure, it mainly results in attaining the task as team to work on stipulated project
together (Rees and Smith, 2017). Thus, in such aspects the objectives of HR functions is to be
carried which is useful in relation to delivering the effective services as:
Performance appraisal: In this management is to be undertaken regarding managing the
performance of the organization or the employees or the process which they are adapting to
achieve the common objectives. Under the CIPD, government set norms and standards for the
company regarding working according to the given direction which is ethical and not affects the
right and values of any persons (CODE OF PROFESSIONAL PRACTICE, 2020). In such aspects
the function of HR is to examine the employees performance and also provide rewards in context

of behaving ethically at work place. In respect of contemporary organization structure, this
factors work in respect of managing the individual performances or motivating them to work as
team. For e.g. in case of ASDA they can use the report system in which they provide the detail
performance of the employees with other benefits which they gain regarding providing effective
services to company.
Motivating Employee: HR function is to engaged their employees in committing the work
in respect of bringing new and creative ideas at work place. HR initiates this functioning in
respect of providing flexibility to employees and also deal in organizing social gathering which
resulting in retaining their interest more towards the work (Carbery and Cross, 2018). In context
of contemporary organizational structure, this is adapted regarding appointing one of the
employees as volunteer of the team. For e.g. in case Arcadia group, by providing flexibility to
employees resulting in retaining employee for longer way.
Recruitment procedure: This is the basic function which is to be attained by the HR
regarding building the strong connectivity between the employees if they are working as a team.
In contemporary organizational structure, this can be attained regarding examining the
capabilities and skills before appointing them on any post or providing flexibility regarding
sharing their views with other employees (Reilly and Williams, 2016). This helps in building
innovative ideas at work place and also helps team members to work as team in respect of
reducing risk and also task is to be accomplished within the set time limit.
Development and Retention polices: Under the CIPD, the company impose changes in
their norms and regulation and provide more safety and health related polices to employees
working in company. Thus, HR function is to implement such polices in better way and also
make changes in their existing polices to secure their right and interest in work place for longer
way (Sparrow, Brewster and Chung, 2016). In context of contemporary organization structure,
HR function work in relation to providing adequate safety or also provide other benefits to the
employees if they are working in any hazardous places. For e.g. in case of Sainsbury they are
using the innovative ideas to retain the employees interest through providing the monetary
benefits in respect of providing quality work at work places.
Thus, in such manner it is examined that the HR role is beneficial in company, and they
had to work under the CIPD norms which secure the rights and interest of employees at work
place.

1.3 Business case for managing HR in professional, ethical and just manner.
Hr professional having various responsibility of adding values to the organization and
contributing to the ethical success of organization. HR team of Arcadia group is selected the best
practices and proper management for working under following all the rules and regulations of
company. The management is promoted various professional and ethics for managing human
resource of firm in effective manner by allocating equal responsibility to all employees.
Workplace harassment and poor treatment with worker highlighted ethics in where organization
is operates. Ethics is the heart of professionalism which is to create cultural of transparency and
trust.
Business case: in the 2018, new york time is reported the HR department of biggest
retailer company is to equipped to investigate discrimination complaint. In that some cases have
hidden with leadership behaviour and unfair treatment with woman or giving chance to male
supervisors. In this HR team, organizational policy wider and feeling of employees are tested by
per requirement (Ethics at work collected from CIPD, 2019). This creates more effectiveness for
business to manage working ability. In this role of HR been treated fair and equal to all
employees at workplace. Ensure about the development opportunity extended for the entire
workplace. Work with manager and work with proper allocation and provide equal opportunity
to all employees either they are female or male.
As per the case study, it had been understood that the make proper efforts which are
required to navigate organizational policies create strains and increased attentions of employees.
This help to reduce unethical behaviour and protecting employee from any discrimination which
is happens at workplace. As per that, management and HR professional of Arcadia group have to
provide equal opportunity to all employees by motivating them for leading team and free to
speak about work. In the fairness and justice, human resource professional have core principle
which is to ethically responsible for promoting and fostering fairness and justice for each and
every employee of organization. This is intent to create as well as sustain an effective
environment which is encouraged employee. This help to organization to reach the fullest
potential in the positive and productive manner.
In the similar case, to perform ethical HR can take guidelines to treat people with dignity,
respect and compassion to foster a trusting work (Brewster and Söderström, 2017). This help to
behave professional and ethical at workplace and in effective manner.

QUESTION 2
2.1 Different ways in HR objectives deliver.
There are different HR objectives which are delivers in some different ways for
managing and coordinating with human resource capital within the organization. This includes
various aspects which are discussed here.
Staff development:
The staff development is one of the best HR objectives which is help to improve
employees performance for working in better manner. Staff developments are most important
and effective HR objectives which is delivers in organization. For Recruitment is not enough to
ensure an employee in the specific team. Here is important to organize training and development
program. For example: In the Arcadia group is required competitive employee who are directly
connected with organization for working in better manner. This help to create more effectiveness
for business to maintain growth of company (Armstrong and Taylor, 2020). On the other side,
ASDA is organizing training session for improving skills of employees in effective manner.
Also management is focused on recruitment process. Training is help to build positive growth of
employees to working within the company. This help to improve employee’s performance at
workplace for performing task and project. This is the ways in which HR team deliver their
performance at company in effective manner.
Promoting good employee’s relations and employee engagement:
This is another important objective of HR which is motivated to employees for working
with company in effective and valuable manner. The employee engagement the customers in
face to face conversation and provide the excellent opportunity to gather as much information
from the letter as possible. This is very important and effective creation of work to transfer
important information and increase goals within the company. For example: Arcadia group is
organize rewards function where they are giving appraisal to employees for working better. On
the other side, ASDA company is provide equal opportunity to every employees for working.
Employee relations can be delivered the appropriate working process and employee policies for
interpreting all the laws relating to matters of employment. This creates more effectiveness for
working in effective manner. This is very important and effective code of conduct which is help
to ensure about the working ability at workplace.

Those the effective and valuable HR practices which is includes working ability to
confirm working at workplace (Marler and Parry, 2016). This delivers higher performance
opportunities to business and for its growth factors in effective manner.
2.2 Analysis the HR functions varies between organization in different sector.
There are different HR functions which are unique to specific organization in most of the
aspects. This highly consists with overarching similarities like improvement of employees and
increase profit margin of company. HR functions varies between the different organizations and
size because every organization have their needs to design HR functions and objectives
(Crawshaw, Budhwar and Davis eds., 2017). In respect of analysing different HR functions as
per different sector is select some organizations are as follows:
Private sector:
Human resource functions in private sector is totally different because this type of
companies are operates for earning profit from different marketing activities. Those are very
important to managed working capacity at workplace in effective manner. For example: Arcadia
group is the private retail company which have aim to earn higher profit margin by providing
products and services to customers. The HR function of company include various responsibility
for brining the best out of team (Petrick, 2017). Talent, reward, organizational development and
employee relations. They have main function to promote brand image at market place by
covering all over market in effective manner.
Public sector:
The human resource in the public sector administration concerns with the proper human
resource management which is applies to specifically field of public administration. The public
sector firms are government oriented which is run and published by organization in effective
manner. For example: NHS is public company is which have various human resources functions
to perform better at workplace. This functions are provide capabilities to manage healthcare,
record keeping and others. In this requires proper and effective communication skills to
providing better and fair treatments to patients.
Third sector (non profit organization):
Organization need for mission is centre on making money for shareholder to non profit
organization. These type of organization have aim to provide free services to customers and not
run for earning money. This creates more effectiveness for businesses. Company turn to an

expected HR board member to guide and counsel this individual (Stone, Neely and Lengnick-
Hall, 2018). The HR have role to make proper and effective communication between employees
and customers because they have requirement to managed higher responsibility.
Miscommunication in those companies are create negative impact on the businesses.
Recruitment in these companies are based on volunteers who are highly motivated for working
with higher skills and with proper management.
Those are the different HR functions which totally different from companies to
companies. Every company have own HR functions and objectives to perform effective and
valuable task within the company.
QUESTION 3
1.2 The major theories of effective change management.
Change management is the process and techniques to manage people and human
resources towards the change to achieve the requirement of business as well as goals of company
in effective manner (Brewster, 2017). In respect of here is used two change management theories
and Arcadia group for better understanding of change and its management within the
organization are as follows:
Lewin three-phase model of change: Unfreezing: Before the implementation of change within the organization it is very
important unfreeze the elements and process where exactly required change. For
example: company wanted to make changes in their organizational structure because that
is taking more time to conveying information from top to bottom level. For that Group
need to unfreeze their organizational structure. Changing: This is the moving stage where new possibilities are investigated and a
promising way to chosen sector (Lewin's 3-Stage Model of Change: Unfreezing,
Changing & Refreezing, 2017). Before this stage, human resources of company need to
learn their new behaviour, process of work and ways of thinking as per new
organizational structure.
 Refreezing: This is the final stage where company freeze the change in work. The new
way to work is implemented through symbolic actions.
This model can be evaluated by using more effectiveness for working and checking the over all
changes which are required within the company.

Kotter's Eight steps model: Creating Urgency: This is the first stage where management analysis the needs of
changes within the organization. This is simple matter of showing people poor sale statics
or talking about increased competition at market place (Chelladurai and Kerwin, 2018).
This help to analysis whole market and create needs for change rather than just want for
change. Form a powerful and guiding coalition: For management it is very difficult to handle
over all change with proper management of human resources within the organization. For
that it is very important to align the support direct from others like manager and staff of
Arcadia group. Setting vision for change: It is very important to create reason of change within the
company. For that Arcadia Group is created vision which is increase sales through
reducing time duration of conveying important information. Communicate vision: After creation of vision, it is important to convey and communicate
with whole human resource of company. Remove obstacles: this refers with remove problems and make focus on success of
company because few barriers can block changes path. Like encourage whole staff for
change. Create short term wins: Creation of short term wins another important aspectss, for that
Arcadia management is motivated to employees and give proper direction to them for
work (John Kotter's 8-Step Change Model, 2018). Building changes: many of the changes are fail in the end of project and it is not
completed. For management have to build long term goals and analysis them by making
continuous change.
 Changes in organization culture: This is the end stage, at there management of Arcadia
group make habits and processes of employees is not easy for accepting those changes.
For that management needs to keep with senior stakeholder and encourage employees for
working with changes.
This model is evaluated through making some changes for proper working process and measures
effectiveness for working. Evaluation of project is complete with implementation of changes
within the company after comparing work.

QUESTION 4
3.1 Evaluate the methods to contribution of HR function.
It is very important and effective to analysis the contribution of human resources and its
functions within the organization. HR functions are consists with the various activities and hence
it is not possible to always keep an eye on the performance and operations of staff member. Line
manager is help to manage work at workplace in effective manner. For that here is issue different
types of methods which are as follows:
Benchmarking:
This involves the ability of employee learning and adopting by comparing their human
resource management practices with others (Huemann, Keegan and Turner, 2018). With the help
of this method management of Arcadia group is able to measures contribution of HR function
within organization and performance of employees. For example: Building organizational
capacity is the best HR function at Arcadia group. In that people, system, structure and work
with technology is better or not analyse by using benchmarking. This is the evaluation of HR
practice, that is enables for manager to learn from others. In addition to that, this also helped to
create needs to change by identifying needs of improvement.
Balanced scorecard:
This is refers with four dimensions like financial performance, customers services,
capacity of employees to learning and internal business process. Employee engagement and
promoting employees relation is another function of HR which is highly contributed within the
Arcadia group and help to achieve high performance (Binyamin and Carmeli, 2017). It is very
important to analysis contribution of human resource within the organization in which balance
scored card is effective to measures this contribution. This because of the reason is evaluated
proper employee relation at the time of team working. This provides a balanced picture of
current performance and make proper focus on the future performance. This helps to managers to
align their business units and financial or human resource of organization.
Kirkpatrick (Training evaluation method):
This model is help to analysis the performance of employee after training. Developing
career and skills which are very important function of HR which is help to improve performance
of employees within the organization in effective manner. With the help of this model,
management of Arcadia group is able to evaluate the contribution of HR function which is

developing skills (Kirkpatrick's Four-Level Training Evaluation Model, 2019). In respect of that
management organize training and use method for evaluating training like skills are improved
and performance of employee is increased.
Those are the methods which are help to analysis and evaluate the contribution of HR
within the organization in effective manner. HR unction of human resources which are important
to perform by them in order to achieve goals and objectives of company.
QUESTION 5
4.1 Evaluate research evidence linked with HR practice.
From the article it has outlined that the firms have increasingly recognized potential for
their human resource to be sources of competitive advantage. Creating higher competitive
advantage companies needs to build motivation of employees as well as implement the best HR
practices for working in better manner. This help to create higher performance of employees
within the competitive edge. This research is examine relationship between different HR
practices. As per the view of Aldulaimi and Obeidat, (2016) it is examined that the relationship
between HR practices is very important and effective to measures higher performance of
employee in effective manner. In this article evidences are collected by US bank. This reacted
that HR practices positively related with profitability of organization. Providing and organizing
training is the best HR practices which is help to improve performance of employees at
company.
In fact here is noticed previously that the senior vice president of HR sought that data as a
way to influence these automated business units to more effective way. In addition to that
company has now developed a portal to aid business units presidents whose units are not
meetings their performance goals. In summary this study is used a highly controlled setting and
design to better analysis the processes through which HR practices might have impact on
profitability of company. The result is seems to indicate support for model. This research has
focus on more detailed and findings to add knowledge base exploring companies leverage people
as a source of competitive advantage. High performance working is aimed at employee
involvement to ensure highs level of contribution are always maintained in effective manner. As
per the article, the various evidence collected by conducting survey. The HR practice is the
bundled which is related to the quality and productivity on auto assembly lines. Performance
management is another aspect which is related with the operational performance among a sample

of manufacturing plants (Kanki, 2019). The outcome deal with the practices on employees such
as their attitude and behaviour. The behaviour of employee like absenteeism and turnover.
Organizational outcomes focus on more operational and effective measures of performance
management like increase the productivity and quality of performance is increased profitability
of performance.
The another positive outcome is with financial accounting refers actual financial
performance measures and include various expenses, revenue and profitability. This is also the
positive organizational outcome which is creates more effectiveness for working in effective
manner. From the article it had been identified that the extra role behaviour consists of behaviour
going outside the requirement for job has the positive effective on organizational performance
because through that market performance of company is higher effective and best. This help to
make effective and valuable positive outcome of company (Brewster and Söderström, 2017).
This is another reflect the financial market performance of company is created higher value of
company at market place.
4.2 High performance working and investment in human capital.
High performance working and investment in human capital is very important and
effective part of the company. This help to create more effectiveness for business to managed
higher growth factors. The HR practices are gives various positive and negative impact on the
employee performance. From the article “the impact of HR practices of the performance of
business units” concluded and explain high performance working impact on organizational;
practices. Human resource management has give impact on profitability has thus far eluded
empirical testing. HR practice has impact on employee performance. As per the stated theory,
performance is behaviour of people action have the impact on the organizational goals (The
impact of HR practices on the performance of business units, 2003). This can be a negative and
positive, behaviour prescribed as part of the job or outside duties of employees in effective
manner.
The investment on human capital is gives higher and best result which is help to improve
quality, productivity and more effectiveness of employees for working better. With the help of
high performance employees are regularly evaluated their performance, pay raise for job and
create various equal opportunity to each employee for working in better manner. This give
positive impact on businesses for productivity, performance and other performance outcomes.

The HR practices are giving direct impact on the employee skills, motivation level and job
design (Armstrong and Taylor, 2020). Those variables continuous improve organizational
performance at market place. This creates impact on the profitability as well as growth which
have a direct impact on company at market place. High performance working and investment on
human capital is impact on organizational practices on positive manner.
This because of the reason is to companies are hire eligible candidates for vacant post
within the company. Also, organized training for them to provide proper instruction to them for
working and knowing rules and regulations of performing task. With the help of this company
needs to understand the negative and positive aspects from employee performance for removing
negative aspects. In the article, it is suggested that the impact of HR practices on employee's
commitment to organization begins with the selection and staffing. The investing in staffing and
selecting employees is most highly skilled people come at workplace (Marler and Parry, 2016).
This providing them with increased skills through continuous training and development
opportunity. This creates positive working environment by satisfying needs and wants of
customers. By using valid performance system at workplace to elicit high performance and
employee can see the higher growth at market place. For high performance, invest on open
communication is help to feel free to employees for performing task in effective manner. This
creates a positive and happy working environment where employee feel listened and respected.
High performance working ad investment in human capital is give positive impact on businesses
and its organizational practices.
CONCLUSION
From the above study it had been concluded that the managing and coordinating with
human resource within the organization has most important and effective part of company. This
helped to make higher growth of organization in positive and effective manner. There HR team
have various organizational objectives which have responsible for delivering various growth
opportunities in the contemporary organization as well as behaving professional and ethics has
important to follow within the company. The report has analysed HR functions varies between
different organization in sectors and size like NHS and local companies. The change
management has another aspect which has important to used and evaluate by company for
effectively implementation of changes. In respect of that here has includes Lewin change and
Kotter eight steps form managing change effectively. Benchmarking, balanced scored card and

training evaluation method has helped to evaluate and measures contribution of HR functions
within the organization. At the end of report has been identified and collected various research
evidence of HR practice has give positive organizational outcomes. The high performance
working and investing on HR practice has created positive impact on organizational practices in
effective and valuable manner.
REFERENCES
Books and Journals
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practice. Kogan Page Publishers.
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Marler, J.H. and Parry, E., 2016. Human resource management, strategic involvement and e-
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Petrick, J., 2017. Total quality in managing human resources. Routledge.
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perspective. Sage.
Reilly, P. and Williams, T., 2016. Strategic HR: Building the capability to deliver. Routledge.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
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