Managing and Co-ordinating the Human Resources Function Report

This report delves into the multifaceted realm of Human Resources Management, examining its pivotal role in organizational success. It commences by exploring the diverse ways HR objectives are achieved, emphasizing employee retention, motivation, and development. The report then presents a business case for ethical and professional HR practices, including adherence to labor laws and maintaining confidentiality. The analysis extends to evaluating the HR function's contribution through criteria such as employee turnover and satisfaction, supported by methods like training and incentive programs. Furthermore, the report investigates how HR functions vary across different organizational sizes and sectors, using NHS, Oxfam, and Little Italy Soho as case studies. It also identifies research evidence linking HR practices to positive organizational outcomes and explores change management theories and high-performance working models. The report offers a comprehensive overview of HR's strategic importance in contemporary organizations, providing valuable insights into its functions, objectives, and impact.

Managing and
Co-ordinating the
Human Resources
Function

Table of Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
2.2 Explain the different ways in which HR objectives can be delivered in organisations. .....3
1.3 business case for delivering the HR function in a professional, ethical and just manner.....4
3.1 Three criteria that might be used to evaluate the contribution of the HR function, and at
least two key methods used to do this.........................................................................................5
ACTIVITY 2....................................................................................................................................7
1.1 Organisational objectives that the HR function is responsible for delivering and how these
are revolving in contemporary organisations. ............................................................................7
2.2 HR function and analyse how the HR function varies between three organisations in
different sectors and of different sizes........................................................................................8
ACTIVITY 3....................................................................................................................................8
4.1 Identify and evaluate research evidence that links HR practices with positive
organisational outcomes..............................................................................................................8
1.2 Major theories of effective change management and how these are implemented and
evaluated...................................................................................................................................10
4.2 High performance working and investment in human capital impact on organisational
practice......................................................................................................................................11
CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resources management is an effective approach adopted by large number of
organisation in order to gain competitive advantages at the marketplace (Bennis, 2017). It is
usually design to maximize the performance of employees in order to attain the goals and
objectives of the organisation within specific time period. In order to analyse the functions of
HR, three companies have been chosen in this report which are of three different sizes. In case of
public organisation, chosen organisation is NHS which is a large size enterprise. On the other
hand, Oxfam is a voluntary organisation varies from small to large size. At last, for a private
organisation Little Italy Soho is chosen as the base company which is of small size. It is the
report which is mainly divided into three activities where first part includes an analysis of
different functions, objectives and professional ethics of HR are going to be discussed. In the
second activity HR responsibility along with its functions are going to be explained in detail. At
the end of this report, various models and theories of Human resources are going to be explained.
ACTIVITY 1
2.2 Explain the different ways in which HR objectives can be delivered in organisations.
Human Resource plays very essential in the attainment of goals and objectives of the
organisation in an effective manner. Each and every organisation adopt various HR practices and
principles which helps the management team for accomplish the pre defined targets effectively.
In the present context of Little Italy Soho, there are ample number of HR objectives which helps
in achieving goals and objectives of the company within specific time period. Along with this,
performing all these objectives in an effective manner helps in enhancing the brand image of
company and gain various advantages at the marketplace (Sheehan and et. al., 2016). Some of
the essential HR objectives are as follows:
 Employees retention: One of the essential and most important objective of an HR is that
they should retain their potential and capable employees for a long period of time. In the
present context of Little Italy Soho, it has been identified that by providing regular
training sessions to their employees, managers will be able to retain their potential staff
members for long duration. Along with this, by providing various perks, benefits and

incentives employees get motivated in order to perform their task effectively and within
given time frame.
 Motivating employees: Along with retaining employees one of the major objective of a
HR is to motivate their employees in a positive manner, so that they will be able to
perform their task in an effective manner. In the present context of NHS, it has been
identified that it is an organisation mainly works for the development of society. This is a
public organisation mainly provide services for the enhancement and welfare of the
society. Higher authority of the organisation, provide extra benefits and preferences to the
family members of their employees which as a result motivate them in a positive manner
(Merrick and Bilmanoch, 2016).
 Development of employees: One of the most effective objective of a HR is to develop
the employees of organisation. This as a result, assist them in order to perform their task
effectively and in given time frame. In the present context of Oxfam, it has been said that
HR manager of the company provide time to time training sessions to their employees so
that they will be able to perform their work positively and satisfy the requirements of
needy people. It can be done by conducting regular training sessions for their employees
as well as by examining their performance.
1.3 business case for delivering the HR function in a professional, ethical and just manner
In the present world, HR professionals manage more ethical and moral, legal
responsibilities then before. So company need to look after this matter, all policies which are
made by the HR department have to work in effective way with proper and ethical method.
Know the Laws: As a representative of NHS organisation which is a public limited
company, HR professional take decisions for the development of employee’s. In case of taking
wrong actions or performing work in an unethical manner by the employee, HR manager need to
take proper action over it. Along with this, proper legal actions should be taken by the HR
manager of the company. In addition to this both Little Italy Soho and Oxfam organisations use
effective labour law and compliance practises, managers manage and resolve the issues arise
within the organisations in an effective manner (Pearson, Mitchell and Rapti, 2015). For
example, if the employee is requesting for short term disability that time HR of company should
know policies and eligibility to overcome issue.

Be an ethical HR leader: In every company a leader need to work in an ethical and
effective manner. Managers adopt legal rights and duties in order to perform their task within
specific period of time. In context of Little Italy Soho, leaders of the company work effectively
and ethically in order to gain positive advantages at the marketplace. Along with this, in case of
Oxfam and NHS managers adopt each and every ethical practices so that they will be able to
attain their potential employees. In addition to this, by performing in an ethical manner,
managers and leaders perform their task positively and attract large number of customers
towards their organization.
Keep information confidential: All the information need to be keep in a safe and secure
manner by the HR manager so that large number of employees as well as customers feel
protected and safe (Strike, Hanlon and Foster, 2017). In the present context of NHS and Oxfam,
managers of all these organisations keep the information of customers in secure manner that the
consumers feel protected and secure. Apart from this, in case of and Little Italy Soho, HR
manager of the company keep all the information and data of their customers confidential so that
they visit again to their place. In case of staff members, information of employees keep protected
and safe, so that they feel positive and secure in order to perform their business operations.
As per above mentioned professional and ethical rules and policies HR of the company
which need to work according to as per laws and regulation. Hence all plans and policies which
are made by human resource of organisation which has to be in favour of employees.
3.1 Three criteria that might be used to evaluate the contribution of the HR function, and at least
two key methods used to do this.
To evaluate the contribution of HR functions of training and development. Criteria of
rating of quality of training reverend by trainees can be used.
To evaluate the contribution of HR functions of training and development. Criteria of
rating of quality of training reverend by trainees can be used. There are numerous of HR
functions which are being performed by Human Resource manager of NHS in order to execute
their organisational performance effectively (Shittu, 2017). The main HR function complied by
NHS is described as below along with three different criteria's through which its contribution can
be measured:
 Employee retention: This refers to the capability of enterprise in sustaining its
employees within the company for longer period of time. It essential for Human resource

department of NHS to emphasize on reducing employee turnover rate so that
organisational success rate can be improved. It can be said that high employee turnover
rate increases expenditure of the company which directly affects its profitability as new
employees are not able to maintain productivity level of company because they takes
time to understand its policies and functionality which affects there capability and
productivity level. It has been observed that human resource manager of NHS uses three
different criteria for evaluating contribution of HR function. All three among them are
explained one by one below:
 Percentage of employee turnover rate: In this, HR manager checks that whether
percentage of employee turnover is increasing or its declining. If this percentage is
increasing constantly then it shows that HR manager of NHS is not able to retain
employee. And if in case this percentage is decreasing then it states that employees are
happy in company and are sustaining for long term (Waters, 2018).
 Satisfaction level of employees: Employee retention can also be measured with
evaluating satisfaction level of employees. It can be said if HR polices are developed in
the favourable conditions of employees then their satisfaction level is high but there are
probable chances that some policies are not effective and feasible for every employee
which might result in their dissatisfaction. In context to NHS, its HR manager
communicates to its employees at regular basis in order to check their satisfaction level.
 Profitability of company: Another criteria for checking employee retention is by
checking productivity as well as profitability of the company. It can be said that if
profitability of company declines at regular basis then there are high chances that its
employee turnover rate is increasing.
All of these three criteria's are used by human resource manager of NHS for evaluating
contribution of employee retention as a HR function. The HR manager further uses different key
methods through which employees of NHGS can be retained for longer period within the
company. The main two methods used by HR of NHS are described as below:
Training and development: HR manager of NHS can reduced employee turnover rate
within the company for longer period of time by conducting regular based training and
development session. This will help them in enhancing knowledge of employees. As a result,

these employees will feel connected to the company which will influence them to sustain longer
at workplace (Efe, 2018).
Incentive and reward system: HR manager can also enhance satisfaction level of
employees by providing hem rewards and incentivasha.re on the basis if their performance. This
will help them retaining them for longer period of time. .
ACTIVITY 2
1.1 Organisational objectives that the HR function is responsible for delivering and how these
are revolving in contemporary organisations.
Company purpose regarding to HR function is responsible while delivering and how
these are resolved in contemporary organisation
There are various functions of HR which helps in achieving goals and objectives of
organisation. HR plays a very important role in the organisation. HR deals with employees and
primary role of HR function is taking initiatives and giving guidance, support and service in
different matters pertinent to personnel in the company. Human resource is achieving goals and
objectives through people. The main functions of HR are training and development and
recruitment. Training and development is a function that is helpful in increasing efficiency of
employees and workers in the company (Johnson-Cramer, Berman and Post, 2017). The role of
HR function is becoming business oriented and it is contributing in achieving sustained
competitive advantage. The main objective of HR function is recruit talented employees. The HR
of an organisation is involved in designing organisational structure and identifying employee
group. This will help in increasing the efficiency and performance of employees. This will
gradually lead to increased productivity of the company. Motivating employees to do work is
also function of HR. Providing rewards and incentives to employees help in keeping them
motivated always and achieving organisational goals in specified time frame. HR managers of
company are having responsibility for facilitating smooth operations. A precise record keeping
of employees of company is essential for ensuring that organisation complies with all legal
regulations. This helps in working of the company in an ethical way. This is concluded that HR
functions help in attaining organisational goals and objectives ( Bryson, 2017).

2.2 HR function and analyse how the HR function varies between three organisations in different
sectors and of different sizes.
Human resource function which different between different organisation and varies sizes
which are been discussed below:
Small Size - Little Italy Soho: In the small size organisation HR plays major role for
development and hiring of skilled employees. In restaurants human resources which recruit right
person to the capable position. HR of Little Italy Soho which train employees and collect
documents by online modes forms which filled by candidate which are applying job are need to
be submitted soft copy (GALADIMA, 2016). The techniques and technologies which are used
by human resources of this organisation is unique and also staff and monitors employees and
workers according to the job role. Hence this sector is service sector which need to work
according customer need and demand.
Medium Size – OXFAM – This is a medium sized organisation that is focusing on
alleviation of global poverty. The HR function in this company helps in managing staff details
and motivating them to achieve organisational goals effectively. There is a proper monitoring on
work of employees so that those employees whose performance is not good are provided training
to improve their skills and abilities.
Large Size – NHS – This is a UK based healthcare organisation that is working at a large
scale. Function of HR in this organisation is crucial and important. The main objective of HR
department in NHS is to recruit talented employees and staff which will help in providing good
services to service users. Other functions like continuous training and developing skills is also
provided by HR department in NHS.
ACTIVITY 3
4.1 Identify and evaluate research evidence that links HR practices with positive organisational
outcomes
There are various practices adopted by the HR manager of an organisation in an effective
manner, so that they will be able to perform their functions in a smooth manner. With the help of
adopting all these practices within the organisation, employees will be able to produce positive
outcome (Rahman, Mahmood and Farooqi, 2019). Along with this, effective and positive result
assist in enhancing the brand image of company. There are some common HR practices, used by

each and every organisation in order to produce optimistic result. Some of these effective
practices are as follows:
 Training and development: One of the most effective HR practices used by HR
manager is providing training and development sessions to their employees on a regular
basis. With the help of this, staff members will be able to perform their functions in an
effective manner. In the present context of NHS which mainly works as a large scale
organisation, provide training and development sessions to their team mates according to
the situation. Therefore, it will assist in creating positive brand image of the company and
attain effective organisational outcomes (Akhyak and et. al, 2018).
 Selection and Recruitment: One of the most effective HR practices used by managers is
selecting and recruiting the best and fresh talent in the organisation. This as a result assist
them in order to gain positive result while producing effective goods and services. In
reference to Little Italy Soho, manager of the company decides to recruit best and capable
candidate in the organisation, so that they will be able to produce unique food products.
This as a result assist them in order to retain their customers for a long period of time.
Along with this, they will be able to create positive brand image among the marketplace
which as a result enhance the profit margin of the company.
 Provide security to the employees: Major role of a HR manager is to provide security to
their employees. HR practices includes provide security to the employees working within
the organisation. This will motivate the staff members in order to produce high quality
services. In the present context of Oxfam, manager of the organisation provide security to
their staff members in various manner which as a result motivate them in order to
perform their work in an effective manner. They provide extra preferences to the family
members of their employees which motivate them in order to produce positive result.
Some of these HR practises which results to positive outcome into the three organisation
which are providing security to employees which impacted a positive reflect to staff in a
effective manner which provides an effective role for development of business (Haak-Saheem
and Festing, 2018). Workers which are working in organisation need to have security charges for
better of their family. Hence these some of practises which aid to development of company.
Through these practises employees which are working in organisation is encouraged to do work

effectively in well manner. Moreover it aid to increase productivity and production level of
company in positive manner, so employees which need to work in proper manner.
1.2 Major theories of effective change management and how these are implemented and
evaluated.
Organisational change which is an essential concept and it shows an organisation changes
and its structure, strategies, operational methods and technology, organisational culture which
affect within the company and also it is a continues factor. It is change which is in dynamic in
nature which help to develop and adapt changes which occur into business. Growing of company
which sometimes affect individual behaviour. People which are working in organisation which
need evaluate properly (Coupe and Cruickshank, 2017).
Changes which take place inside the organisation is dedicated, expertise and efforts to
implement. Before effective and popular change management approaches and models an
organisation need to figure out where the changes need to made and how it is benefit to the
company. Major approach and models of change management which are as follow:
Lewin's Change Management Mode: A change model was given by Kurt Lewin that
includes three steps – unfreezing, changing and refreezing. In context of Little Soho restaurant, it
was a operating at small earlier so it was using flat organisational structural. When there was
development and growth in that restaurant then there was a need to develop matrix organisational
structure. This will help in smooth functioning of all operations of the restaurant. According to
Kurt Lewin model there are three steps unfreeze, change and refreeze. In case of Little Italy
Soho restaurant, The old way of working and functioning of the company was changed and then
matrix organisational structure was introduced within the restaurant.
Kotter's Change management Model: There are different steps involved in Kotter's
change model that are applied on any organisation. Change in inevitable in any organisation.
Whenever there is an organisational change, it affects operations and employees of the
company. Technological change always helped in increasing productivity and efficiency of the
operations. A firm can attain more productivity by adopting new techniques and processes in
organisational structure. Technology is known as integral to future of healthcare organisation.
This helps in eliminating faults and defects in result (Serafini and Szamosi, 2015). For instance,
new technology innovative environmental decontamination methods are adopted by NHS for
improving it's surveillance system. On the other hand, OXFAM is an organisation that is helping

poor individuals globally. At initial stage it was working in England and Wales but gradually it
started working in different countries. Leadership is very important in such kind of organisations.
So, change in OXFAM was in leadership style. Because of the effective change, it is able to
provide help to 49 emergencies and it has delivered life saving aid to many people.
4.2 High performance working and investment in human capital impact on organisational
practice
Large and growing company which is demonstrated a positive link between development
of human capital and organisational performance. Human capital in organisation which reflects
market value and less on tangible resources. Recruiting and retaining best employees is part of
development. For developing the company human capital which play an effective role and
contribute for growth. So investing on human capital will rise output of company. Higher
performance working which is considered as an emerging model and which operates in practise
for growth. There are positive and negative impact in investing in human capital. For high
performance working is when skilled and knowledgeable employees are given chance to explore
their talents into work which will help the company to make effective growth (Serafini and
Szamosi, 2015).
Investing in high-quality benchmarking on human capital analytics practice and through
which helps the company to take effective step to overcome issues. The performance of man
power which play an effective role for development of business. More over workforce which
helps organisation to work in appropriate manner. Some of the points regarding importance of
human capital investment to organisation which are discussed below:
Leadership Practises: Managers and leaders communication all those things which are
important for the organisation as well as for the staff members, performance of employees and
feedback which need to resolve quarries of staffs. More over key organisational values which
make efforts and ability to instil confidence. So leadership practise which need to play an
effective role for development of staffs and company.
Workforce Optimization: Organisation success depends on skilled and knowledgeable
labour. More over worker’s performance which play a major role for attaining higher
profitability so it is necessary that workers need to provide good working conditions so that
better output can be gained. So workers need to be used in effective manner then only it will be
beneficial for company.