HRM4KW 5HRFB Report: Human Resource & Org Performance Analysis

This report examines the crucial role of Human Resources in organizational performance, emphasizing the need for professional, ethical, and just HR management. It highlights the evolution of HR from an operational function to a strategic partner, detailing how HR now contributes to strategic planning and decision-making. The report discusses different models for delivering HR services, including shared services and outsourcing, and analyzes how high-performance working and investment in employees positively impact organizational productivity and efficiency. It concludes that a skilled and well-trained workforce, managed strategically by HR, is essential for long-term organizational success. Desklib offers a variety of solved assignments.

Running head: HUMAN RESOURCE FUNCTION
HUMAN RESOURCE FUNCTION
Name of the Student
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Author Note

1HUMAN RESOURCE FUNCTION
The role of Human resource in an organization cannot be undermined whereby the
human resource department presently plays the role of a strategic partner and assists the firm to
achieve its overall objective and to ensure considerable success (Taylor and Woodhams 2012).
The aim of the given report is to highlight the impact support provided by the Human Resource
on the organizational performance.
Justification for managing HR in a professional, ethical and just manner
The Human resource department of an organization forms an essential part of the firm
and they are the department which must act as a Role model for the other departments and assist
them in ensuring that the different employees are treated well in an organization at large. The HR
department is a crucial department and thereby it becomes considerably important to ensure that
the HR department of an organization is treated in a just as well as ethical manner (Bratton and
Gold 2017). It is important for the department to act ethically as their actions act as a source of
reflection with respect to the overall treatment of the different members of the firm. If they fail to
treat the employees in a just manner then, it may lead to a mistreatment from other departments
as well whereby the HR loses its right to interfere due to its failure of acting in the right manner.
The changing role of HR which has evolved/are evolving in contemporary organizations.
The primary roles of the Human resource department in an organization is essentially
concerned with the management of the employees, their hiring , recruitment, training
performance analysis, pay related queries and general activities. However, these activities are
often known as ancient roles of the Human resource department, whereas the present role of HR
involves acting as a strategic partner to the senior management of the firm. According to
Collings, Wood and Szamosi (2018), earlier the role of HR was just operational in nature

2HUMAN RESOURCE FUNCTION
whereby they were a subset of the organization and were engaged in just ensuring the overall
happiness of the employees and their pay related queries but at present, they are not only
involved in the tactical operations but also in the strategic operations whereby they assist the
senior management in adequate planning and related activities with respect to their hiring of the
employees which shall then go a long way in ensuring the achievement of the organizational
goals at large (Taylor and Woodhams 2012).
Summary of two different ways HR objectives can be delivered in organizations
The Human resource objectives can be essentially described as the manner in which the
different functions in an organization relating to HR and their related objectives can be achieved.
The two different models for delivery of the HR services are as follows:
Shared Services:
The first model or the first way in which the HR objectives can be delivered is the model
of Shared Services. The shared services are a manner in which the different activities within the
realm of the organization are organized within a wider model of Human resource (Cipd.co.uk.
2018). In this kind of a medal, the Human resource function in an organization is not dealt with
separately but treated as a concentrated activities where the different administrative fucntions
like recruitment, hiring, performance management and other functions are commonly shared or
can be stated to be centralized in nature (Cipd.co.uk. 2018). This means that the different
departmental embers in a firm will look out for their own HR service at large.
Outsourcing:
The next model which is popularly used by the different companies is known as
Outsourcing. Many firms do not believing in having a designated set of people for their HR

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functions and instead sub contract the human resource functions to an external party. The level of
activities which is generally given to the external supplier depends on the organization. Various
companies have been designed for this purpose (Cipd.co.uk. 2018). This model seems to be a
cheap avenue for smaller companies and assists them in managing their activities at large.
Manner in which high performance working and investment in people impact on
organizational performance
As witnessed from the given analysis, it can be rightfully stated that the role of the human
resource department in an organization is very crucial and any firm which aims to achieve
success in the long run needs to see to it that, their Human resource department acts as a strategic
partner to the organization and that it needs to be the long term objective of any firm to ensure
that their investment in people is quite high and that if their different employees are high
performing and skilled then they will be able to perform better for the overall welfare of the firm
(Briscoe, Tarique and Schuler 2012). It is a proven fact that if an organization has a skilled
employee set who perform well and are trained regularly, the overall productivity and efficiency
increases which leads to a positive impact on the organizational performance.

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References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises
Cipd.co.uk., 2018. Hr-shared-service-centers [online] Available at: http://www.cipd.co.uk/hr-
resources/factsheets/hr-shared-service-centres.aspx (Retrieved on: 28 Oct. 2018)
Cipd.co.uk., 2018. HR profession map. [Online] Available at: http://www.cipd.co.uk/cipd-hr-
profession/hr-profession-map/ (Retrieved on: 28 Oct. 2018)
Cipd.co.uk., 2018.HR outsourcing [online] Available at:
http://www.cipd.co.uk/hr-resources/factsheets/hr-outsourcing.aspx (Retrieved on: 28 Oct. 2018)
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Taylor, S. and Woodhams, C. eds., 2012. Managing people and organizations. Chartered
Institute of Personnel and Development.