HR Services Report - Human Resource Management Overview

This report examines the management of human resource services, addressing key aspects such as challenges faced by HR departments, the role of technology, and the core functions of HR practitioners. It explores the external business environment's impact on HR services, highlighting issues like recruitment, training, and workforce diversity. The report also discusses the use of HR software packages like Bamboo HR and Gusto, detailing their benefits. Furthermore, it outlines crucial legislation affecting workplaces, emphasizing the differences between policies and procedures and effective communication strategies. The report delves into developing HR policies, including key steps and review processes, and explains service level agreements, codes of conduct, and cost-benefit analysis. The report also includes the process of consultation within an organization.

Manage HR Services

Table of Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
CONCLUSION...........................................................................................................................................9
REFERENCES..........................................................................................................................................10

INTRODUCTION
Management of Human resource services includes the tracks and manages the services of
the organization’s HR department. This report will include the challenges and issues related to
the HR services and the use of technology in the HR department. This report will also highlight
the functions of HR practitioner, legislation that require for HR practitioner, key steps for HR
policy, explanation of SLA, objectives of code of conduct and process of consultation.
MAIN BODY
Q 1
1. As a HR professional, I can analyze broadly about the business with my best knowledge and
experiences. It is essential to identifying the factors that can directly or indirectly affects the
business of an organization. It includes the analysis of strategic planning process in the business
functions and operations. Department need effective human resource management strategy that
can boost employee performance and satisfaction. By identifying the weaknesses of the business,
HR can create a perfect strategy to conducts the operational activities in a very proper way. It is
developing the understanding of all needs of organization. Human resource management is
analysis the all factor is affect the company and many strategic is understand by human resource
management.
2. It enables to recognize the requirement of human resource. The creation of effective business
strategy needs high knowledge and best experience in the field of human resource (Berman and
et.al., 2019). It is very necessary that the HR of the company has sufficient knowledge regarding
the company’s policies and regulation to conduct the business operations efficiently.
Q.2 the most significant challenges and issue confronting in the delivery of human resource
services
Human resource management has faces many challenges and this are affect the many
services of organization. It is include managing relationship, training and development strategies.
Engaging the workplace and employee health and well-being etc. this are challenges faced by
human resource and this are significantly affect by the whole organization. It is important to
understand the all challenges and issue of organization. External business environment is affect
all challenges and this are main factor to understand by all company. Human resource services
provide in organization and its affect many issue and challenges and it is to recover by all
organization to fulfill all needs and performances of organization. It is include many issue and
challenges such as recruiting new staff, training provided, health and safety, workforce diversity
etc. are affected in human resource services. It is better to understand all significant issue and
challenges in organization. It is delivering to human resource services and it is understand the all
issue and challenges faced by organization.

Q3
1. Technology is important part for all organization and it is include many essential services
provided to the organization. Many software packages that are used in the workplace to support
human resource practitioner. This software is essential for all organization and it is used by all
company. Some software such as Bamboo HR, Gusto, Kronos workforce, ADP workforce etc.
Bamboo HR – it is modern software package developed by all business. This software package
is uses by recruitment and staff management process of organization. It is main package of
human resource management
People- This software is easily accessible human resource software package. It is analysis trends
outsider and inside the organization.
Gusto- This software combine the payroll amendment and it’s include various human resource
features such as timesheets, departmental organizational structure etc.
2. Software package are essential for all organization and it is support the human resource
practitioners. Its include many benefit for purchasing this software package using in workplace.
This software is important for human resource management and it is easily to find out all critical
condition in company (Hamilton and Sodeman., 2020). Toady this software are essential and it is
helpful for organization. It is include, many software fro purchasing and using this system in
company. Bamboo human resource software package are important software and this re useful
fro staff management and recruitment procedure of company and gusto is using by organization
to help payroll management under organization. So various software are purchasing and using
this system by organization.
Q4
Human resource management is responsible for a wide variety of activities and it’s including
across a number of core organization function. This function and responsibility of human
resource practitioner are essential for future organization. Human a resource management
includes many functions such:
Staffing
Compensation
Development
Employee and labor relation
Development
Safety and health

This is important function of human resource practitioner in organization and it is used in
future organization for growth and development (Bratton and Gold., 2017. ).
Human resource practitioner includes many responsibilities such as
Participate in development and [planning
Recruit and find employee
Serve as leaders of change
Provide employees with career assistance
So these are main responsibility of human resource practitioner and it is used by all
organization to conduct in future environment. This re essential for future organization. Human
resource practitioner it’s used this function and responsibility for organization and many changes
to this functions is occurring in future condition so it impoioertant fro all organization under
human resource practitioner.
Q5
1. Human resource practitioner is affecting many law and legislation. Human resource propel
must be aware of all laws that are affect the workplace such as
Workers safety laws
Discrimination laws
Health-care requirements
Sexual harassment
Labor laws
So this are main laws is affect the workplace of organization and human resource
practitioner it’s understand the all legislation affect the workplace. This are affect the human
resource management of all organization (Wahyudi, Setiawan and Wella., 2017).
2. Policy and procedure relating to the al legislation and it will need to develop the business.
Policy and procedure under legislation are intended to grantee the welfare and safety of all
individuals. It is important components for any organization. Policy is essential because they
address potential issue and utilizing both policy and procedure is using under decision making
process of company. All legislation is included under policy and procedure is to developed and
communicated ion business and to achieve better resource for organization.

3. Difference between policy and procedure:
POLICIES PROCEDURES
It is the set of principles acting and achieving
the goals of an organization is known as
policy.
Procedure is a systematic sequence for an
activity and which is predefined by
organization.
Policy is a guide for action and thinking
(DeCenzo, Robbins and Verhulst., 2016).
Procedures are a guide for performance and
action to achieve organization objectives.
It is making a superior order of activity in
executive responsibility.
Procedure is always subordinate to policy.
Policy is implemented when fully acceptable
by the people.
It is implemented when follow a logical
process.
Policy is directly related to the goals. Procedures are indirectly connected with goals.
Policy is stable. Procedure can be changes in the short-run.
4. The best way to communicate the policies- Staff meetings, one-on-one coaching, employee
oriented sessions etc. company should have to conduct a staff meeting to communicate rules and
policy updates. Staff handbook is also the great way to provide a constant message and updates
to all staffs or employees with involving procedures of standard operating.
Q6.
1. The development of human resource policy many key steps must be taken or issue must be
considered. It is important for organization to understand key step and its must be taken for
achievement of goals and objectives. Its include
Step1: indentify the need for a new policy and it’s aware of the new policy for people.
Step2: understand what you want to achieve with this policy of organization.
Step3: draft the policy
Step4: consult with the senior management
Step5: review the policy
So this are main steps is taken for developing the human resource policy and it is important for
organization.

2. Policy is important for organization and it is need to be reviewed or changes. Review policy
in organization under up to date with all regulations, technology and company best practice
(Candranegara,Sedana and Swatiningsih., 2019). Policy its include many reason for reviewing or
change such as determine the responsibilities of policy, revise the policy and review for accuracy
so this are main points to be considered for policy needs to changed or reviewed.
3. The procedures and policy is reviewed and changed after the approval of middle or upper
management in the organization. After the policy is adequately reviewed, it is provide final
approval.
Q7
a)
Service level agreement is a contract or agreement between an organization and it’s the level of
services expected by customers from a supplier. Service level of agreement is very important for
covering outsourcing agreements. Service provider needs a service level agreement to help them
manage all customer expectations.
It’s should cover many Ares such as not only the description of the services to provide and
their expected service; level but also include the services are, measures the responsibility and
duties of each party.
b)
Before selecting an external provider of HR services, they should have to ensure that outsourcing
helps to improve the organizational activities (Gutiérrez-Broncano, Jiménez-Estévez and Rubio-
Andrés., 2018). It is also essential to recognize that the outsourcing services are beneficial from
their expertise and experience.
c)
To monitor and manage the performances of external provider of HR services, company can
adopt perforce management standards to identify their benefits in the operational activities and
management. They also have to arrange regular meetings to discuss results and outcomes from
the external sources.
d)
The performance management of external service provider is totally different from the managing
the performance of en employee. To measure the employee performances, company will use
effective performance management software and many other tools. HR implements and designs
the performance appraisals. Employee performance management is an internal thing in the
organization.

Q8
An effective code of conduct establishes the all values of the organization that drives its actions
and principles for decision making process. The important purpose the code of conduct is to act
as a detailed description of what is ethical and legal in our business. Code of conduct is defining
the organization mission, values and principle. Its include serve as a valuable references, helping
employees locate the relevant document etc. are essential for code of conduct. The purpose of the
code of conduct is to conduct the organization of the company in accordance with the applicable
regulation, laws and rules (Bailey and et.al., 2018). In organization code of conduct is impotent
part for all organization. Code of conduct define company’s employee should act on a day-to-day
basis of organization. It is provide with a clears understanding of the standard of conduct
expected and code of conduct is a main part for all organization.
Q9
Cost/ benefit analysis is a systematic approach to estimation the strength and weaknesses of
organization. It is a process by which company can analyze decision, projects and system a value
of intangibles. Cost benefit analysis can help the teams identify the highest and good return on an
investment based on the resources, cost and risk involved. It is important for an organization to
understand the Cost/ benefit analysis (Ekström and Pallin., 2018). It is purchase of product and it
is necessary to understand this concept. This model identifies the benefits of an action and
associated costs and subtracting the cost from the benefit. This concept is important for all
purchasers and it is essential part for all organization to understand the Cost/ benefit analysis.
This analysis is also known as benefit cost analysis.
Q10
Process of consultation is the creation of a relationship with the all clients that permits the client
to understand and act on process events. Process consultant’s is important role of helping group
rather than directing their members with the expert advice. It is a part of human process
interventions. Process consolation aims at improving the groups and interpersonal procedures
used by administrators, teacher etc. so this are important fro organization. They process of
consultation is important fro the developing the policy and strategy. It is considered all factor is
affect the consultancy process. Process consultation include many principle such as always try to
be helpful, timing is crucial, it is the client who owns the solution and problems and be
constructively oppouryunistics with the confrontive interventions (Kaufman., 2019).
It is important for developing the strategy and policy. Process consultation is main part
for organization and many policies or strategy is uses with this process constancy process. It is
essential for the development of strategy and policy.

CONCLUSION
From the above report, it is concluded that the human resource services plays an
important role in an organization. It is very essential that HR services are perfectly managed. It
provides a huge assistance in the organization’s operations and functions. It helps to develop an
effective and positive environment at the workplace.

REFERENCES
Berman and et.al., 2019. Human resource management in public service: Paradoxes, processes,
and problems. CQ Press.
Hamilton and Sodeman., 2020. The questions we ask: Opportunities and challenges for using big
data analytics to strategically manage human capital resources. Business Horizons, 63(1). pp.85-
95.
Wahyudi, Setiawan and Wella., 2017. Capability Model of Manage Human Resource And
Service Agreement at PT X. IJNMT (International Journal of New Media Technology), 4(1).
pp.54-58.
Candranegara,Sedana and Swatiningsih., 2019. Village Institutional Management Training as an
Effort to Provide Excellent Service to the Community and to Manage the Village Potential in
Timpag, Tabanan. SINTESA (Jurnal Ilmu Sosial dan Ilmu Politik), 8(2). pp.119-124.
Gutiérrez-Broncano, Jiménez-Estévez and Rubio-Andrés., 2018. Theoretical Models of Human
Resource Management: The Anthropological Model as a Full Model to Manage Human
Resources. In Organizational Behaviour and Human Resource Management (pp. 157-172).
Springer, Cham.
Bailey and et.al., 2018. Strategic human resource management. Oxford University Press.
DeCenzo, Robbins and Verhulst., 2016. Fundamentals of human resource management. John
Wiley & Sons.
Bratton and Gold., 2017. Human resource management: theory and practice. Palgrave.
Ekström and Pallin., 2018. Challenge accepted: A qualitative study on how small firms can
manage human resources when growing.
Kaufman., 2019. Managing the human factor: The early years of human resource management
in American industry. Cornell University Press.