Human Resources Report: Core Activities, Risk Factors, and Budget

This report provides a detailed analysis of the Human Resources (HR) department at St. Michael's Hospital, focusing on its objectives, core activities, and associated risk factors. The report begins by outlining key HR objectives, emphasizing the importance of fair and safe working environments, as well as training and development for employee success. It then delves into the core activities of HR, including compliance, performance management, and recruitment, illustrating these with flowcharts and explanations. Non-core activities like payroll and health and safety are also discussed. The report further includes an HR department organization chart and role profiles for core activities. Risk factors, such as sustainable business practices and financial considerations, are assessed, with an overview of the annual financial budget. The conclusion highlights the commitment and responsibility of the HR department in achieving management excellence, referencing various books and journals throughout the report.

HR and People Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. HR objectives..........................................................................................................................1
2. Flow chart of 3 core activities.................................................................................................1
3. List of HR activities non core.................................................................................................3
4. HR department organization chart..........................................................................................3
5. Role profile of core activities..................................................................................................4
6. Risk factors..............................................................................................................................4
7. Annual financial factor............................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7
.........................................................................................................................................................8
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INTRODUCTION
Human Resources Office will play an essential role in the success of the corporate
objectives. HR’s commitment and responsibility to provide high quality operations of the Human
Resources Office will assist in providing the company with Management excellence (Reilly and
Williams 2017). This report is based on St. Michael’s Hospital, which is basically located in
United Kingdom. The hospital has been very booming in the past 17 years and has full-grown
rapidly. In fact, it has just open other private medical building and plans to open a 3rd within the
next year. Further, it will cover structure objective and repaid improvement of maturation rate.
MAIN BODY
1. HR objectives Human resource policies and objective are applied continuation and fairly : This is
help to improve the current atmosphere of internal working environment. It will develop
the policies and procedures benefit to the company and employees as well. To provide safe working environment for all employees : Human resource department
will be ensure that each and every employees are safe and secure. Will activity work
safety training and record and follow done any work related injuries (Bratton and P
2018). On the other hand, training is most essential part attendant to health care or safety
polices in internal state of affairs.
 Training for the continuation development and success : This means giving new
employees extensive orientation training helping them transition into their new work
environment. Provide job specific training when essential, this will also include
leadership and professed improvement training for new supervisors. This is one of the
most crucial part that is assistance to provide complete information about work, internal
department, supervisors etc. All such is help to understand the internal environment of
worker and improve market share of organisation.
2. Flow chart of 3 core activities
This all such three core activities of human resource management are as most important
part in organisation (Brewster and Hegewisch, 2017). This is help to improve the current market
network as per the need of overall development of organisation. There are three different
activities are ass follows :
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 Compliance : HR will achieve this goal through annual HR audits. Audits will review the
performance of the HR department and its relative activities in order to assess the
effectiveness on the implementation of the various policies to realise the company goals.
It will also identify the gaps and irregularities in the implementation of the policies,
activities and processes of the HR department and provide recommendations. All such
kind of activities is help to improve the overall market conditions as per the need of
current overall development in market share (Marler and Boudreau 2017). Some changes
are made and internal audit is help to improve overall profitability and productivity will
be increase in market share. This will help to correct some important part and help them
to improve current performance. Performance management : In this context, Performance management is a creature that
further a two way system of human action between the supervisory program and the
employees to clarify anticipate about the roles and obligation. It is an possibleness to
communicate the structural and organizational goals and encourage employee
involvement which, if applied correctly will increase employee motivation (Brown and
Metz 2017). On the other hand, employees motivation is assistance to addition the current
structure of organisation. In addition, effective administration is assist to solve any
problem. On the other hand, some changes are made for the personal growth and
advancement of arrangement. With the help of monitoring and coaching is assist to
developed new skills and future development of organization.
 Recruitment : Determine the need for a new hire and do a job analysis. Create or update
the existing job descriptions outlining clear duties and responsibilities. Identify the
competencies required for the position. Decide whether there is internal potential and if
so, advertise the vacancy and recruit internally. This will give employees the possibility
of promotion and personal development (Wehrmeyer, 2017). To be focus on many
factors, which is responsible for future development and increase overall development of
market share. At the time of recruitment, human resource department is guide every new
candidate about the job role and responsibilities. This is one of the most important part as
per the need of current market network.
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3. List of HR activities non core
There are some non core activities of human resource management in internal working
environment are as follows :
 Payroll : In this context, human resource department is focus on ensure accurate and
timely submission of internal activities. This is most important part and keep all the
employees are regular updated about internal activities. This is beneficial for every single
employees inside work place.
 Health and safety : In health and safety is one of the most important part in overall
development of organisation. To be provide best training for guide employees about
health and safety working conditions.
 Employees relation : To maintain employees relation is help to reduce the turnover and
extra cost of organisation (Beltrán-Martín and Bou-Llusar 2018). Some alteration are
made as per the overall improvement and change of state inside organisation. With the
help employee relation is help to increase employee relation.
4. HR department organisation chart
This is human resource department chart of organisation. In addition, head of human
resource is divided into three parts like human resource control officer, recruitment and
employees relation officer and training and development officer. All three department is play a
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most important role to increase employees performance level and profit margin will be improve
for long time period. Human resource control officer is focus on this activity, which is more
important in organisation future growth (Hiby and Cleaveland, 2017). On the other hand,
recruitment and employees relation officer is focus on recruit new candidate for job. They are
concentration on right candidate, at the right job, at the right time. To be guide about new jobs
rules and responsibilities of other factor and manage them as per the need of market carrying out.
5. Role profile of core activities
There are different core activities are to be used in internal environment of organisation.
Some changes are made as per the need of current market share or future improvement in overall
development of organisation. Internal audit : Human resource control officer is conduct internal audit of organisation.
It well helps to identify the gap and inn regulation during internal activities in
organisation (Bratton and P 2018). Some changes are made as per the need of current
market environment or future outcome of organisation. To be provide support as per the
need of current market and solve any error related to internal activities.
 Performance management : To be focus on assist supervision on internal activities. This
is beneficial for long period. With the help of counselling new session should be
conducted and improve overall profit and employees achieve good performance (Hiby
and Cleaveland, 2017). It assistance determine the obstacles to effectual carrying into
action and assistance resolve
those obstacles through constant observation, coaching job and improvement. It also assists
advance personal growing and beforehand.
6. Risk factors
Sustainable business concern is about spectacular the equilibrium between the
establishment anticipate and the inevitably and concerns of the worker and the state of affairs.
Acting as a trustworthy commercial enterprise in lodge is not only an honourable obligation, but
will also change to lasting profitable success (Kerzner and Kerzner 2017). Hence, Organization
is about construction credibility, secure transparency and responsibility as well as hold over an
impelling channel of
Subject matter disclosure that would surrogate good firm carrying into action while, operational
the use of our beginning efficaciously and expeditiously.
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Hazard administration is an ongoing cognitive process which ensures befitting checks
and balances. Instrumentation systematized and well-planned modular operating process is of
vital value. With the help of audit community is focus on some changes and identify the risk to
solve any kind of issue in internal environment of business. Some changes are made as adequacy
of perception, prevention and coverage (Reilly and Williams 2017). An outside audit will at least
be necessary every 3 years. Human resource management is focus on internal as well as external
audit to improve current market performance.
7. Annual financial factor
Estimate annual budget
Annual expenses Estimate amount
Staff salary 180000
Staff benefit 27000
Training and development 14000
Office supplies 8000
Office equipment 10000
Only one expense
New office 30000
Office furniture 20000
Office equipment 20000
FIRST YEAR ANNUAL BUDGET 30,90000
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This is annual budget of hospital industry in market share. This is help to improve the current
market share as well as future development of organisation. Some changes are made as per the
need of current internal environment of organisation.
CONCLUSION
From the above report is focus on commitment and responsibility to provide high quality
operations of the Human Resources Office will assist in providing the company with
Management excellence. As per the above report is focus on regulation during internal activities
in organisation. Some changes are made as per the need of current market environment or future
outcome of organisation.
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REFERENCES
Books and journals
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Reilly, P. and Williams, T., 2017. How to get best value from HR: The shared services option.
Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Turner, P., 2018. The Role of the Board, the Executive Team, Line Managers and HR
Professionals in Talent Management. In Talent Management in Healthcare (pp. 315-338).
Palgrave Macmillan, Cham.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Marler, J.H. and Boudreau, J.W., 2017. An evidence-based review of HR Analytics. The
International Journal of Human Resource Management, 28(1), pp.3-26.
Brown, M., Kulik, C.T., Cregan, C. and Metz, I., 2017. Understanding the Change–Cynicism
Cycle: The Role of HR. Human Resource Management, 56(1), pp.5-24.
Botelho, C., 2017, March. The Role of Human and Social Capital on the Influence of HR
Practices on Organizational Performance. In ECIC 2017-9th European Conference on
Intellectual Capital (p. 26). Academic Conferences and publishing limited.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Beltrán-Martín, I. and Bou-Llusar, J.C., 2018. Examining the intermediate role of employee
abilities, motivation and opportunities to participate in the relationship between HR
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bundles and employee performance. BRQ Business Research Quarterly, 21(2), pp.99-
110.
Hiby, E., Atema, K.N., Brimley, R., Hammond-Seaman, A., Jones, M., Rowan, A., Fogelberg,
E., Kennedy, M., Balaram, D., Nel, L. and Cleaveland, S., 2017. Scoping review of
indicators and methods of measurement used to evaluate the impact of dog population
management interventions. BMC veterinary research, 13(1), p.143.
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