HR Function Analysis: Organizational Performance and Strategy

This report delves into the human resource (HR) function, exploring its core principles, evolution in contemporary organizations, and the business justification for its professional, ethical, and just management. It examines HR practices across various sectors, including government, private, and voluntary organizations, highlighting how the HR function varies based on organizational size and type. The report outlines key HR metrics such as SLAs, KPIs, staff surveys, benchmarking, and ROI, along with the application of balanced scorecards and HR dashboards for presenting these metrics. Furthermore, it analyzes the challenges HR departments face when implementing new strategies and references an online article to emphasize the importance of employee engagement in achieving business outcomes. The report concludes by assessing the convincingness of the findings, underscoring the critical role of HR in fostering employee productivity and organizational success.

Human resources function

Introduction
Human resource function refers to a process where group of people according to there
business size handles a range of different function with in an organisation. Where HR
department hires and fires employees according to there performances and train them develops
their skills set and maintain inter office relationships with employees and organisation to achieve
one individuals goals of business.

1.Provide a brief business justification for managing HR in a professional,
ethical and just manner
Managing practices in HR by a profession in ethical and just manner should be in comprehensive
of expansive principles, not dominating best practice. As a result, the agreeable needs of the
profession should be offer a vital structure for situational judgment that perform better than the
past improvements to approaches and resultant to performance. For this situation, all these done
by an expert, ethical and just manner. Through the proficient data base and ethical skills,
principled practices should be done in a fair way. This is a type for Human resource that in
business professionals and leaders could set resources into as promises and also set them for long
term organizational survival.
1.2 Explain how these have evolved/are evolving in contemporary organizations.
Evolvement of HR function
Every day, new arrival of new technologies emerge and from this new applications born
and new plans and new capabilities are required in the business. Now users have more and more
number as an option more than they've ever had before. HR professionals role has now changes
in the modern HR and the dependence is now on the human capital management, which is used
as greatest resource to put in the appropriate plans in place to accomplish HR function maturity
and systematization of best-rehearses long term growth. The first evolve of the HR function
being a main management as strategic partner. Rather than traditional practice where it was
working as operational work and routine as (personnel management), in modern practice , it is
comprehended strategy for the organization operations. For example, as used in the past where
HR function operated Through vague past HR improvement application, the modern applications
is that they focused on competency recruitment, compensation, employee benefits, employee
data, payroll, time and attendance employees development for work, enhancing communication
and upgrading skills, Where in the past interaction between employees and superior was
physical, in modern HR has created and developed tools and programs such as ERP's , employee
portals for communication, strengthening self -services , learning systems for training and
development programmes and employee databases. The modern HR function is progressively

computerized to include top line growth. This implies that HR function plays an instrumental
role in core competencies and work style.
HR Function
HR department is responsible for many functions such as recruiting, personnel, training
and development employees, compensation and benefits, and other related matters. Also
responsible for the development of programs that promote job satisfaction, productivity &
performance. For the development of employees and In addition to these functions, HR
departments are playing a vital role in the functioning of the organization planning, organizing,
controlling and monitoring and responsible for the implementation of policies and procedures
that are designed to improve the quality of work and increase the efficiency for all employees.
Some of organizational objectives that’s HR function should responsible to delivering:
- Business environment: provide fair and respectful environment for employees.
- Employee engagement and motivation: engagement is an agreement where company agree to
do something for the employees to ensure that the organization has an effective and strong
Workforce with high levels of commitment and loyalty.
-Performance management: To ensure that the organization is able to meet its goals and
objectives in an effective and efficient manner.
- Workforce Planning (Staffing Management): To make sure that there will be enough people
who will contribute to the success of the organization.
Human resource delivery in organizations
 HR Outsourcing Models- when human resources outsources employees and give them
health benefits plans, retirement plans, and workers compensation insurance. HR out-
sourcing reduced the fixed cost of managing employees. Others turn to an outsourced HR
model and have a knowledgeable professional who speaks to employees if questions
arise. (Adjibolosoo S 2018) a good example of this type of organization is the American
express corporation. They are one of the largest banks in America. The new initiated
management models provide integration technique over professional resources, increas-
ing management efficiency, and reduction in running costs in the long run. These changes

have been implemented by many companies, and it has been proven that the benefits such
systems outweigh any negative effects.
 HR Shared Services Models- Centralized shared services are likely to be the first
HR area in which "robots"-or robotic process automation (RPA) 一 will replace hu-
man labor. (Higginbottom, K., Jun. 2018) Outsourcing experts exonerates an organi-
zation from non-controlling responsibilities and alternatively transfers them to an-
other business entity. Also, noted that there is a growing trend of companies adopting
RPA with shared services as an alternative to traditional HR practices. It suggests that
this trend may continue into the future, with more organizations embracing RPA or
shared services has many ways to improve their workforce management processes.
1. A public authority (Government Sector)
2. A national private company
3. An SME
4. A voluntary (Third Sector) organization
2.2 Analyses how the HR function varies between organizations in different sectors and of
different sizes.
 HR function varies between organizations
Function:
The studies of organizational contingency variables and management practices have shown
that every company has a unique functional structure in the staffing role (Faubert B 2015.).
Researches of HR functions in government and private sector, gives a paradoxical view of
similarity and differences. I will explain as Saudi market organizations. Various HR for
government sector, large and small companies are mostly different in terms of HR functions,
roles, goals, responsibilities, resource and hiring. The different is clearly seen in show and
implementation of overall policy and procedures throughout. It is also might share similar HR
functions in recruitment, personnel, and training & development, payroll, but their road to
achieving those goals is different. Anyway they daily work to close the requirement and achieve
the goals that create a path of success.
Size

The size of government sector, large, and small companies is different with each other,
from headquarter, branch, office, number of staff, customers, levels everything depends on the
type of organization such as a small companies have from 1 to 6 employees to handle HR tasks
with other responsibilities besides HR, Simply larger companies have more departments or
sections which depends on the business type and have more staff available more than 15 or 20
distributed to achieve an assortment of goals on all levels, including management(Dias I and
Sousa M.J 2015). Also have an HR manager or HRBP to manage HR roles with daily tasks.
3 :Government sector is operational more than developmental, it has centralized work, HR
employee’s size in ministries more than anywhere due to the hierarchy they follow, anyway
centers are mostly responsible for specific tasks than employees with similar job titles in the
ministries.
1. HR metrics used to evaluate HR function contribution
2. SLA’s and KPI’s
3. Staff surveys
4. Benchmarking with other organizations
5. Return on Investment (ROI)
6. How a ‘balanced scorecard and/or ‘HR dashboard’ might be used to present HR metrics
"Business performance is a derivative of the teams that comprise it. Build high
performing teams, and a high performing business will follow". (Boss, J., Nov. 2016). To
evaluate the main criteria and methods used for human resource function of the firm different
modules, that's measurable tools an effective human resource function, and important
examination to evaluate this alignment level. Moreover, It is also necessary to consider the
factors that affect HRM function of a company(Youssef A 2016). For example, if there are no
good human resource functions in the organization functioning there tasks, then it cannot be
considered as a success or failure. Therefore, it is very important to measure the effectiveness
functions in human resource.
Human resource metrics are a way to measures the cost and the impact of employees programs.
Human Resource Metrics measures effectiveness for quantifying of human resource initiatives,

which comprises turnover, labor costs, expenses, training and development purposes. It further
evaluates the failure or success of human resource initiatives with in effective way. They allow
an organization to keep track of quarterly, Semi-annual or yearly trends and make necessary
changes in the variables. However, there also disadvantages associated with use of metrics. The
data gathered from the metrics may be sometimes misleading, which can eventually produce
negative outcomes. Another potential disadvantage is that risk is not calculated by the metrics.
-2 SLA's and KPI's
SLA stands for service level of agreement and KPI is for the performance indicator which
measure and pertain monitoring specific measurement of your business. The human resource
department is responsible for the management of all aspects of a company. It’s responsible for
the development of an organization and employees, include revenue, customer satisfaction, and
profit margins, suppliers, employees’ turnover and its overall performance to ensure that the
organization is able to meet the goals and tasks required.
-3 Staff Surveys:
it is type of survey which evaluate and obtain opinion and reviews of the employees. It's
one of the important internal sources for data, which may prove beneficial for measuring
effectiveness for organization and improve the survey can assist in exploring certain issues
associated with human resources and which can significantly assist in determining the opinions
of employees about the organization and its policies and procedures.
-4 Benchmarking with other organizations:
Data and information that is gathered from various sources to evaluate the business such
as market research Industry reports or annual reports for competitors’ and other sources.
Overview of the current and future trends of the organisation.
-5 Return on Investment (ROI)
ROl of an organization is calculated by dividing the cost of goods sold by the revenue
and profit margin earned from the total sales of each unit, and marketing. It is used to determine
how much money has been spent on the business.
-6 How a 'balanced scorecard and/or 'HR dashboard' might be used to present HR
metrics:

The benefits of using a BSC or HR dashboard is to help managers identify areas where
they need to improve their performance, such as in recruitment and selection, training and
development percentages(Pavel S and Jucu S 2018). What are some challenges that human
resource departments face when implementing a new human resource strategy and what is the
best methods used to evaluate the tasks (range, rate, turnover, result, percentage, No.), what's the
best ways to implement and measure to achieve the required success.
1. With reference to the article you have accessed from Online Services, what are the
key messages from the report?
4.1
This report emphasizes on the basic HR functions to support & enhance the business
performance and importance of the employee's engagement factor regarding the business
outcomes. It tells that the employee engagement thru various tools is vital to get better
employee's performance and productivity which leads to higher business outputs to meet the
organizational goals. It also states that the organization should be able to provide a good working
environment for its employees so as it can attract more customers, increase sales and improve
customer satisfaction.
For all the above mentioned observations HR is the body who designs the strategies related to
enhancing employee’s engagement, implements it and then analysis (Sometimes through the
external resources) the results.
4.2 How convincing do you think these findings are and why?
The finding in research are very much convincing and important. As discussed above human
resource is the body, which design, and implements strategies to enhance employee’s
engagement and high productivity which is the key for the business success. The examples
quoted in the articles shows that in 3M case study showed the results that employee’s
engagement was the factor behind their innovations, in INFOSYS that factor was leading to
customer’s satisfaction and SCHELUMBERGER study tells us that the service quality is directly
proportion to the same factor. So every organization needs to continuously develop and adopt
strategies under their customized environment for continues improvement of internal culture to

get the external results and seeing its importance and impact, it is clearly a core function of
human resource.
From your understanding of the findings in the report, how can high performance working
and investment in people impact on organizational performance?
Translucence and ethical behavior from the foundation of high performance working and
investment in employees, which is impact on organizational performance, therefore investing in
employees makes them more probable to feel they are part of the company to helps create a
culture, nurture and support high organization performance and keep them fully engaged to do
better in the long-term competitiveness improvement to achieve the goals. Employees with top
performing will tend towards high productivity levels with motivation, drive, and energy,
capability. However, the human resource functions play and handle a complex process that
involves both the organizations internal and external environment and open lines of
communication. Also, ensuring organizational sustainability not only depends on the
organization's competitors, but relies on the powerful internal attitude that embraces difference
with high employees participation, human resource practices and reward and commitment
practices. These cultures lead in higher performance and guarantee sustainable enterprise
success. Strong leaders are the key to make the high performance culture.
ADDITIONAL REQUIREMENTS:
This assignment has enriched the importance of a functional human resource department and
how managing human resource in a professional, ethical and fair. It is essential for contemporary
organizations to consider the emerging trends in human resource and incorporate them during
changes mode. I will transfer the knowledge by utilizing ethics in all my decision-making efforts.
I will also make sure that I train and motivate my team sufficiently to provide high-performance
working to achieve the main organizational objectives in the sections of human resource
department. Moreover, this assignment helped me in how to develop a strong relationship with
my team members to ensure that they are able to perform their best and how to use the methods
that’s used to evaluate main goals and tasks of human resource function such as KPI's, surveys,
and how to make them think for the new ideas that out of the box(Munteanu A 2015). I have
learned from this experience that there are many ways to manage people effectively, in order to

achieve success in any organization, one must be aware of the different types of management
styles and how they can be used to accomplish goals.
Conclusion
HR functions includes the hiring and firing and training development of employees and
this project also conclude the strategies and methods can evaluate the contribution in HR
function and HR function varies between organizations. This project have case study which tells
that human resource survey like KPI and SPI which measures the employee's performance.

References
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(JB) Theses Dissertations and Projects.