Analyzing HRM's Role in Enhancing Auckland Council Performance

This report examines the crucial role of Human Resource Management (HRM) in enhancing the performance of the Auckland Council. It highlights how HRM functions contribute to positive staff relations, effective influence, and the achievement of organizational outcomes. The report delves into the importance of HRM in managing people, policies, and processes, as well as its responsibility for structural changes, employee benefits, training, and appraisals. It discusses key HRM functions such as job planning, employee utilization, performance appraisal, and reward systems. The report also emphasizes the significance of employee development, technological advancements in HRM, and the role of HRM in fostering a productive work culture. Furthermore, it analyzes the challenges faced by HRM within the Auckland Council, including recruitment, retention, and global competition, while referencing the council's values and performance plans. The report concludes by emphasizing the impact of HRM on overall organizational success and the need for continuous improvement in HRM practices.

For your selected organisation, explain how human resource management (HRM) functions can
contribute to its performance by allowing staff to positively relate to others and effectively influence
and encourage others to achieve the organisation’s outcomes. Ensure that you also include the
importance and roles of human resource management in your selected organisation as part of your
answer.
Human Resources Managemnt for The Aukland Council
Human resources management plays a very vital role managing and designating to maximize the
employee performance to achieve the vision for the companies and most important tasks for the HR
is to manage the people, polices of the company, systems and process, relationship with the clients
and as well the organisation changes too. Human resources are also responsible for some of keys
over structural changes or reforms of the company such as employee benefits, trainings, rewards
and appraisals during the year. Human resources has have to ensure that the on- the job training
which they are providing to new hire employee to ensure they are trained and have continues
development as a career and personal growth in the organisation. For every successful business, HR
who drives all the aspects of the staff from bottom to the top level staff of the company and every
organisation should claims that there employees are keys assets of the company to achieve their
goal and vison for the companies. If companies have a positive approach towards their employee
they will definitely be able to achieve targets and goals.
In the recent time, there has more coming up start-ups where in HR has to make sure to perform
task and duties as per the guidelines or as per the HR rule handbook. In the larger companies, entire
focus is on the discipline and engaging in Decision making across all the business units with company
and every business requires a HR department but they depends upon the size or complexity of the
business whether it’s a small scale business, or a multinational companies so this will help to vary
the need and the decision making of the company. For the small business, before hiring a new
individuals many thing has be taken into the consideration. Can you new hire will able to meet the
requirement of the business or not? Will he/she be able to just in the new technology or process of
the company? so, many factors has be taken into in the consideration while hiring for the same
companies but where in the larger companies situation is not similar. Here are some of the benefits
of Human resources individuals that bring on the workplace such as: Improve employee turnaround,
high employee turnaround hurts a company's bottom of the pyramid, Conflict resolutions, Employee
satisfaction, Improve employee performance, Training and development and helps with budget
control. In the larger companies they offer you to do some of the short education course or post-
graduation for your career growth.
There are so many factors to be taken care off but out which where Human resources has to builds
the organisation culture which will help to develop the good will and to engage with people as well.
In the Aukland Council they have used the Value for money review (VFM) which will review of the
cost effectiveness of our services. It began on 1 June 2017, and follows the amendment of the Local
Government Act 2002, in 2014. These are type of changes or agreement information must be
available to employee which are at bottom of company so that they are also aware about changes or
the new contract which are happening in the companies. These types of initiatives must be taken by
the human resources so that employee are aware about changes. Also the Human resources of
Aukland Council, they have ruled out a three year performance plan sets out their goals, addresses
the expectations of Aucklanders in four main areas: engaging and enhancing communities,
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customer-friendly services, preforming the size work and a high quality performance culture and
further incentives which has been taken in the field of transportation, housing, we are planning for
future port needs and council services. The Aukland Council human resources also have to make
sure that there has been a proper relationship has been built with new and existing client. As stated
in the Aukland Council website, their vision is to unite us and drives our 9500 employees to deliver
world-class services and experiences every day for our 1.5 million customers.
As above example The Aukland Council and where HR faces challenges such as: recruitment
difficulty, employee retention, Global competition, training & Development and decline in
workforce. These are primary focus or responsibilities which are in line with human resource
management include: job planning and staffing, organization and utilization of employee,
measurement and appraisal of work , implement a reward system for high performance employee,
career development for workers, and number of work ratio during the course or the journey of
employee with the company. Job analysis contains of determining, often with the help of other
company areas, the type of role and responsibilities of various employment designations,
Organization, utilization, and maintenance of a company's work force is another key function of
HRM. This involves forming an organizational task that makes maximum use of an enterprise's
human employee and forming systems of communication that help the organization operate in a
continuous manner for life long.
There are many more responsibilities in these area includes foremost is the health & safety and co-
worker relationships. Performance appraisal is the one of the tool for assessing employee on the job
quality of performance and providing positive or negative feedback to those employees according to
the their work. Performance depends upon the companies where they choose the financial or
accounting year for appraisals and they are very important for both the employee and the employer,
for they are the best sources of data used in determining increase in salaries , promotions in terms
of designation, and, in the case of workers who perform low in terms of quality or not able to deliver
the task in time, dismissal accordingly to set parameters like quality can be a factor in services and
manufacturing companies and HR should be part of all the meetings which are held at the time of
evaluating the performance of teams and individuals. Reward & reorganisation are core obsjective
of human resource management, for it is the method by which companies provide their emplyees
with benefits for past performance and incentives for high performance in the due course of time. It
is also the method by which organizations address their problems within their work force, through
institution of disciplinary methods. Employee development and on the job training is an most
important responsibility of HR spoke to help. HR is responsible for needs of an organization's training
plans, and for evaluating the employee development programs designed for regular growth of an
individual. These planned training programs can range from new hire programs, which are designed
to give a background to new hires about company, education programs which are available and
familiarize workers with a new systems which are in place with help of technology. Technology has
also played a vital role on human resources in a more technology based profession to make sure that
the information is available and access able to whole company but latest information or any news.
Technology has improved many areas of the HR such as: E-Recruiting, Human Resources Information
Systems (Such as: SAP, Timco, Mytime are the HRIS tools), training and Development and this will
lead to reduces time doing administrative tasks, allow businesses to operate globally and cuts
operational costs.
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Finally, the medium business officers needs to establish and manage a productive working culture
for his or her work force. Employees are far more likely to be an assets to your company if they feel
that they are being treated honestly with high regards by the top management of the company.
Human Resource Management focuses on collects all the business needs and requirements of an
employees. There should be a proper meeting with the HR manger to understand the problems,
concerns or any conflicts with teams or departments. In medium business owner who clearly defines
the expectations and company vision, provides adequate salary, offers business opportunities for
career growth, anticipates best result from training and developmental tools, and provides positive +
negative feedback to his or her employees on a fair parameters are more likely to be successful than
the owner who is show disinterest in any of these areas. Human resources manages to control all the
department and sub-team with companies with equality for better growth and productivity or
outcome of work with high quality of work. At the end, there should be a reward from HR for an
employee where he/she help the company to improve the tasks, process, improves the process by
providing new ideas how to reduce the man hours work to an automation where the employee can
be more effectively used on other productive task to have effective works from the employees.
References:
Armstrong, Michael. A Handbook of Human Resource Management Practice. Kogan Page Limited,
1999.
Burstiner, Irving. The Small Business Handbook. Prentice Hall, 1988.
Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational
Strategies. Jossey-Bass, 1999.
Gubman, Edward L. "The Gauntlet is Down." Journal of Business Strategy. November-December
1996.
Phillip, Harris. Managing the Knowledge Culture. Human Resource Development Press, March 2005.
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