HR Policies and Recommendations for Hogwarts and Lannister LLP

This report provides a comprehensive analysis of effective HR policies tailored for Hogwarts and Lannister LLP, an accountancy practice based in Exeter. It begins with an introduction highlighting the importance of HR management in bridging the gap between employee performance and organizational goals. The report then delves into the background of the company, outlining its structure and the need for revised HR policies. Key HR functions are explored, including staffing, development, monitoring, relationship management, evaluation, and planning. The report then examines resourcing, recruitment processes, and their significance for the company's expansion. It further discusses employee selection, training and development, and talent management strategies. The report also covers employee appraisal methods and the implementation of employee engagement and well-being initiatives. The conclusion summarizes the key findings and recommendations, providing insights into how the company can improve its HR practices. The report also provides recommendations for possible amendments for the company.

RUNNING HEAD: HR POLICIES
Title: Effective HR policies for Hogwarts and Lanninster LLP
Name of Student:
Name of University:
Author Note:

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Table of Contents
Introduction:....................................................................................................................................3
Background of the company:...........................................................................................................3
What are the major functions of HR management?.........................................................................4
Resourcing:......................................................................................................................................5
Recruitment:................................................................................................................................5
Importance of Recruitment in the current Organisation:.........................................................5
Process of Recruitment:...............................................................................................................6
Selection:.....................................................................................................................................7
Training, development and talent management:..............................................................................7
Functions of training and development in the selected organisation:..........................................7
Process Of training and development:.........................................................................................9
Talent management......................................................................................................................9
Employee Appraisal:.....................................................................................................................10
Implementation in current Organisation:...................................................................................11
Employee Engagement and wellbeing:.........................................................................................12
Steps for employee engagement:...............................................................................................12
Conclusion:....................................................................................................................................13
Reference List:...............................................................................................................................15

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Introduction:
‘ An effective and organised Human Resource policy significantly contributes to the
flourishing of an organisation. Thus, this discipline has been emerging as an important and
course of study. The main essence of the HR management is the bridging of gaps between the
performance of the employees and the strategic vision of the organisation. HR management feels
that human capital is the major resource for an organisation and hence, the proper management is
of utmost importance. The main objective of the proper HR management is to ensure the
prevalence of the willing and competent workplace that would in turn accelerate the productivity.
A HR of the company however, is not only responsible for the management of the employees but
also must have an eye on the development on the same. The paper, thus, focuses on the analysis
and evaluation of the key HR policies and function and at the same time co relates those policies
with the environment and need of the given organisation. It further recommends the possible
amendments for the company.
Background of the company:
The current company is a relatively small accountancy practice based in Exeter and
having 40 employees that includes administrators, trainee as well as senior accountant, managers
to supervise the small teams and the partners who own the shares of the business along with the
main managing partner. With the aim of extending the company’s prospect and having a market
eve beyond the national boundary, the main managing Partner Kate wants to rehearse the HR
policies and people management and hence promoted one of the administrator, John to the role
of HR manager, a post newly created. John or kate, have no academic or professional knowledge

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in the sector of Human Resource and thus need a compact idea of the process and an insight to
the factors that would develop the workplace condition and help in the acceleration of the firm.
The advisory report thus will focus to the key HR policies that the organisation may undertake.
What are the major functions of HR management?
The term manager is often, in general gets confused with that of leadership. While leader
is a person who is expected to do the right thing for the team, the manager is the one who does
things rightly. Moreover, the manager is also entrusted with the establishment of the work rules,
standards and processes of the organisation. Thus, the function of a HR professional is not just
the leading of a team but also to fabricate the procedures of work in such a manner that the
organisational goal synthesises with the individual goal. He must be at the same time a
disseminator and the spokesperson for the organisation. He is responsible for the following
functions:
1. Staffing: The HR management’s key role is the obtainment and the maintenance of the
required skilled people for the organisation. Thus, analysing the job profile and recruitment and
selection of the suitable employees are the primary task.
2. Developing: The HR manager is also entrusted with the analysis of the required development
of the employees to accelerate the productivity.
3. Monitoring: the task of designing the administrative culture and the reward system also rest n
the HR manager that includes job evaluation, performance appraisal and pay benefits.
4. Management of Relationship: the task of HR management also includes the designing of plans
that incorporates the employee engagement or participation.

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5. Evaluation: the HR must also evaluate the existing and newly incorporated designs as well.
6. Planning: one of the major issue of an organisation is the planning and forecasting to check the
further needs and strategies including the culture and structure of the organisation.
Resourcing:
One of the major areas of the Human resource management is the resourcing process for
the organisation. Any organisation with the aim of extending their wings and increase their
expertise must focus on the resourcing of human talents. The most important role of a human
resource management is thus, the acquisition of the employees and the development of their
skills to make them fit for the organisational vision.
Recruitment:
Recruitment is the process that involves the hunting of and obtaining the applicants for
the particular job among whom the most suitable ones will be chosen. Theoretically, the process
of recruitments ideally ends after the receipt of the application. However, in reality, the process
is extended until the screening of the applicants so that the unqualified ones are eliminated.
However, the primary aim of recruitment, theoretically, is the process of attracting as well as
obtaining the maximum amount of applications from the job seekers who are eligible for the
required post.
Importance of Recruitment in the current Organisation:
The current organisation is lone that is aiming at the extension of the company’s
prospect. The expansion thus, necessarily requires the recruitment in the new posts for the better
management purpose. The need for recruitment for the company is then,

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1. To analyse and fix the present as well as future requirement of the company in conjunction
with the job analysis.
2. Since the company is not a large one, recruitment will help the organisation in increasing the
pool of candidate at the minimum cost.
3. Will help in increasing the success rate in the selection process as the numbers of visibly
unqualified applicants are chucked off.
4. Identifying as well as preparing the eligible candidates who will be prospective for the
company.
Process of Recruitment:
The first step in the process of recruitment is the planning for the process with the aim of
attracting the applicants. In this process, they must first updates the existing contacts and attract
more people than they want to select. The next step will involve the developing of the strategies
of the recruitment process and sequence the activities for the whole process of recruitment. It is
upon the organisation to decide whether they will heir less skilled employees and make them
suitable for the task or they will directly ‘buy’ professionals.
The company must also decide in the process, whether to recruit internally or externally.
The internal recruitment of employees may consider the present employees as it helps in building
a good public relation and the morale of the employees. Employee referrals, Former employees
or previous employees are the good source of internal recruitment. Among the types of external
recruitment, e-recruiting, advertisements and the contract based workers are the best alternatives.

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Selection:
The recruitment process follows the process of selection. It is the task of choosing and
picking up of the right candidate. The process is being done through interview, aptitude test,
personality test, physical test. The final step of selection is the offering of job letter.
Training, development and talent management:
The process of training in an organisation refers to the development orb acquisition of the
skills, knowledge, attitude, technologies and experience that makes an individual able to
contribute to the organisation in the most effective ways. The main objective of the training
process by the organisation is to prepare the employee in carrying out his job satisfactorily and
enable him to take more responsibility in future. The effects of training are visible in the
measurable changes in the knowledge, skill and social behaviour.
Functions of training and development in the selected organisation:
Improved employee productivity –. Employees who are skilful and have deft knowledge in the
changing technologies helps the organization to hold a situation as a pioneer and solid contender
inside the business. the training will help them developing their acquired skills and at the same
time generate new skills that will encourage them in taking more responsibilities.
Improved employee satisfaction and engagement –once it is noted that interests have been taken
in improving the skills of the workers, a sense of esteem and belongingness generates among the
employees. An employee who feels that his contributions and up gradations have been
acknowledged develop more allegiance to the occupation.

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Less exposed to shortcomings – It is a general fact that all the workers in an organisation
will have some or the other short comings which needs to be reduced if not eliminated for a
better productivity. The training and development programme will help the organisation to
effectively increase the improvement in the abilities of the employees. Moreover, the training
programme ill update them ith informations that will help tem to rectify their mistakes.
Consistency –An effectively prepared training and development programme will ensure that the
employees will have foundation information and reliable encounter. It is desired the employees
should be well aware of the organisational strategies and vision. the consistency in their
approaches will bring in the commercial success of the company.
Expanded profitability and adherence to quality guidelines – the rate of productivity tends
to become higher once the organisation sticks to the guidelines. The training and development
programme will help the organisation to make the employees more knowledgeable about the
rules that will lessen the mistakes and increase profitability.
Process Of training and development:
According to Gary Dessler, the steps for the training and development include:
1. Need analysis step: Applying the theory of David McClelland, the organisation must recognise
the needs of the employees. This motivational model will attempt to explain the role of needs for
power, achievement, affiliation and esteem that affect the general actions of the people. Catering
to the needs will enhance the motivational needs for the employees.

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2. Designing the methodology for instruction: The organisation should design the methodology
and steps that must be used in the training process. In keeping with the organisational goals and
invention of new skills, methods may include performance appraisal, work sampling, training
progress or rating skills.
3. Validation of the training process: Validation is essentially the process where it is certified that
the training employees are receiving actually meets the standard that is expected. It is usually
expected that the learning outcomes will affect the measureable performance.
4. Implementation of programme: Analysing the task and the KSA of the current organisation the
company can develop sets of training programme that will increase the accounting and auditing
capabilities and at the same time enhance their skills in modern technologies.
Talent management
To put in simple terms talent management relates to the HR activities which generally
help in building up the competitiveness of the organisation. Thus, it can be said that it is a
process of attracting, choosing, training and developing, and promoting the employees of a
company. By designing a role that challenges the autonomy of a company and setting up suitable
retention policies by incorporating factors like- existing and meaningful work, recognition of the
contribution, having supportive managers flexible environment to work, suitable job location,
fun and enjoyable environment in work a company can effectively manage the talents and retain
the key talents of the organisation.

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Employee Appraisal:
Performance appraisal is generally considered to be the process adopted by the
management of the organisation with the aim of reviewing the overall productivity and
contribution of the employees in the organisation. The performance appraisal is mainly the tool
designed to evaluate the skill and productivity of the employees and measure their vision for
growth and achievement. The feedback that is being shared to the employees at the time of
appraisal acts as the justification for the incentives, pay scales, or even the decision if
termination. It is generally argued that the performance appraisal tool, used effectively and
efficiently can help in imparting a strong affect to the various levels in any organisation. The key
roles that play major part in the company like culture, morale, engagement level of the employee
are largely affected by the appraisal process.
Focal points of Performance Appraisal
1. An effective appraisal will help the management of an organisation to thoroughly understand
the working methods and attitude of an employee. the abilities and proficiency of the employees
are also recognised in the manner.
2. Through the process of performance appraisal and analysis, an employee will know where
exactly they are lacking or what needs to be improved for a better productivity. The supervisors
as well can put inputs to them.
3. The performance appraisal will help the management to know whether there is any need for
the training and development programme for the employees. it will also evaluate the efficacy of
the training programme as well.

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4. The appraisal programme will help the employees in making a competitive workforce as
they will want to prove themselves superior in the appraisal.
5. It causes the administration to put the correct workers for the ideal occupations relying upon
their abilities specifically regions.
6. On the basis of the appraisal, potential employees are generally rewarded or the incentive
scales depends on these appraisal processes.
7. the management of the organisation often uses the tool of appraisal to listen to the grievances
of the employees and their concern towards any particular sector.
Implementation in current Organisation:
Since the current organisation aims at the expansion of the markets and a compact
employee performance that would increase the productivity, the appraisals cone be implemented
by the line managers of the company. they can either approach to the traditional method of
appraisal or the modern method where the employees’ performances are appraised through
questionaries or Mintzberg’s management by objective. as a commercial firm they can also
implement HR cost accounting method.
Employee Engagement and wellbeing:
Employee engagement refers to the process, which determines the extent to which the
workers of the organisation feel passionate and involved in their jobs, and remains committed to
their company and are responsive in the taking up of the effort in their jobs.

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Steps for employee engagement:
The following strategies can be used t enhance the employee engagement and in turn look
at their well-being.
1. Listening: it is essential for the organisation to show the employees that they are being
listened. This gives them a feel of the fulfilment of their esteemed needs and if the issues
concerning the employees are identified and addressed properly this gives the sense of
satisfaction to them. This imparts to the employee the feeling that their opinion matters in the
organisation.
2. Share Ideas: sharing ideas and practices increase the employee engagement. The employees
will feel a sense of passion towards the work if they see their contribution being discussed and
praised. The sharing of ideas also inculcates the culture of participation and develop a talent
development platform.
3. Employee voice: a satisfaction survey done only once a year does not necessarily increases the
employee engagement. It is necessary for the organisation for the facilitation of the chanels
through which the workers can voice their concern.
Conclusion:
The organisational outlook that is being changed everyday needs a constant rehashing
and administering the organisational needs. This nesseciated the HR function in any
organisation. The emphasis on HRM is presently moved to the key use of workers and the
quantifiable effect of representative projects over business. presently, effective organizations
should be versatile, strong, client focused and snappy to alter course. Inside such a situation, the