HR Function: Justification, Evolution, and Delivery Across Sectors

This report provides a comprehensive analysis of the human resources (HR) function, covering its justification, evolution, and delivery across various organizational sectors and sizes. It begins by establishing the importance of managing HR professionally, ethically, and justly, emphasizing its role in long-term organizational survival and the need for comprehensive principles. The report then explores the evolution of the HR function in contemporary organizations, highlighting the impact of new technologies and the shift towards strategic partnership. It details the key responsibilities of HR departments, including recruitment, training, and performance management, as well as the importance of employee engagement and ethical considerations. The report also examines different HR delivery models, such as shared services and outsourcing, and analyzes how the HR function varies between organizations in different sectors (government, private, SME, and voluntary) and of different sizes. The report emphasizes the importance of ethical practices, strategic alignment, and effective management in the HR function.

Human resources function

Introduction
Human resource function refers to a process where group of people according to there
business size handles a range of different function with in an organisation. Where HR
department hires and fires employees according to there performances and train them develops
their skills set and maintain inter office relationships with employees and organisation to achieve
one individuals goals of business.

1.Provide a brief business justification for managing HR in a professional,
ethical and just manner
Managing practices in HR by a profession in ethical and just manner should be in comprehensive
of expansive principles, not dominating best practice. As a result, the agreeable needs of the
profession should be offer a vital structure for situational judgment that perform better than the
past improvements to approaches and resultant to performance. For this situation, all these done
by an expert, ethical and just manner. Through the proficient data base and ethical skills,
principled practices should be done in more perfect way. This is a type for Human resource that
in business professionals and leaders could set resources into as promises and also set them for
long term organizational survival.
1.2 Explain how these have evolved/are evolving in contemporary organizations.
Evolvement of HR function
In more of recent days, there is development of new technologies which provides immense
satisfactions among the new capabilities and skills which is tuning out to be more efficient and
important in business development. HR professionals role has changed in the modern HR world
as there is major dependence over human capital management. This is used as greatest resource
to be allocated at appropriate plans to accomplish HR function maturity and systematization for
best-rehearses long term growth. The first evolve HR function being in main management as
strategic partner. Rather than traditional practice where it was working as operational work and
routine as (personnel management), in modern practice, it is comprehended strategy for the
organization operations. For example, as used in the past where HR function operated, Through
vague past HR improvement application, the modern applications is that they focused on
competency recruitment, compensation, employee benefits, employee data, payroll, time and
attendance employees development for work, enhancing communication and upgrading skills,
Where in the past interaction between employees and superior was physical, in modern
HR has created and developed tools and programs such as ERP's , employee portals for
communication, strengthening self -services, learning systems for training and development
programmes and employee databases. The modern HR function is progressively computerized to

include top line growth. This implies that HR function plays an instrumental role in core
competencies and work style.
HR Function
HR department is responsible for many functions such as recruiting, personnel, training
and development employees, compensation and benefits, and other related matters. Also
responsible for the development of programs that promote job satisfaction, productivity &
performance. For the development of employees and In addition to these functions, HR
departments are playing a vital role in the functioning of the organization planning, organizing,
controlling and monitoring and responsible for the implementation of policies and procedures
that are designed to improve the quality of work and increase the efficiency for all employees.
Some of organizational objectives that’s HR function should responsible to delivering:
- Business environment: provide fair and respectful environment for employees.
- Employee engagement and motivation: engagement is an agreement where company agree to
do something for the employees to ensure that the organization has an effective and strong
Workforce with high levels of commitment and loyalty.
-Performance management: To ensure that the organization is able to meet its goals and
objectives in an effective and efficient manner.
- Workforce Planning (Staffing Management): To make sure that there will be enough people
who will contribute to the success of the organization.
The HR manager were asked to have the clear understanding in to have the endurance over the
disorganization to clatter cooperates with respective level of due concerns. This should be done
in terms of fairness, integrity and justice both have the clears impacts over reductions of ethical
conflicts which is rising and dealing in proper management of company. The HR is asked to
have the Ethics with structures as retention efforts in place, the company will meet its employees'
expectations. It's an HR professional's responsibility to have proper maintaining the technical
ethical integrity at the time of supporting leaders decisions making of business which have
affect people.
1.3
It has been analysed by CIPD best practice, that HR must be managed in professional manner
and also the manner which is being used must be comprehensive and expansive principles.

Practices which is being used must not be dominating. It has also been analysed that all actions
which is being taken by HR professional must be done in ethical and systematic way and
manner. Data base must be proficient and also principles practice must be used in better way.
This can be termed as HR that professionals in business and managers can appoint so that long
term benefit can be given to firm.
Ethic are considered to be an important aspect in order to set up the cultural level of
transparency by the HR professionals. This will be helpful in creating heart of professionalism
along with developing role model with stronger integrity. This will be helpful in dealing with
employees in order to have the influence over organisation strategy
The HR manager have the important job to have dealt with varsity of ethical challenges which
have the clear inclusion of pitfall. These pitfalls can have proper damaging the company
reputation and with financial sustainability.
The right side of law where the manager should take care of respective breaches which make
the companies into legal trouble. The manager should have the development of comprehensive
ethic program.
Safeguarding the level of regulation into have introduction of additional challenges such as the
discrimination issues along with sexual harassment and unfair employment policies.
Keeping the level of employee loyalty which is regards to treat employee with more level of
trust and loyalty. This will be helpful in generating employee productivity contributing in
profitability.
The ethics make the clear contribution to have the depending the trustful level of relationship
among employee , customer along with suppliers and community.
Human resource delivery in organizations
1. A public authority (Government Sector): It has been analyzed that these type of
companies are being hold up by government, they work for the benefit of public. Like for
example BP PLC.
2. A national private company: In this firm is being owned and controlled by their private
owners. Like for example Tesco. Shares are majorly being owned by private owners.
They are involved in providing high quality products and services in order to grow.
3. An SME: SME can be described as small and medium size enterprises which also lay
impact on overall development of economy. SME is involved in bringing out new and

innovative products and services that has supported them in growing. Like for example
Captify.
4. A voluntary (Third Sector) organization: These type of organization are engaged in
providing services to public for free. Profit is not there main motive. Like for example
NHS, they work in order to improve health outcome of patients.
2.1 (250)
HR outsourcing models: In order to develop organization strategically, it is very necessary for
organization to appoint small number of team members as HR Team. This team can support
organization in making the transaction smooth. So outsourcing HR model can be used in which
HR can involve in asking workers question if arises any. Like for example American Express
Corporation is engaged in following this model. Company is considered to be one of the largest
banks in America. New initiated management model is being involved in providing combining
tactics over professional resources which has supported in increasing efficiency of management.
It also can decrease the cost related to running in long run. These type of modifications are being
implemented by various companies and also provided benefits to them.
Ways through which HR objectives can be delivered into organization
HR Shared Services Models:
This model lays emphasis on that robots or robotic process can remove Human Labor
from HR department. In these responsibilities can be made clear among employees so that chaos
does not exist in firm. This will support business entity in growing and achieving their
objectives. It has also been analyzed that company has made use of RPA and traditional HR
practices has been boycotted by various organizations. This model makes sure that traditional
HR practices do not get followed in near future. It has been analyzed that RPA will improve the
management related to workforce in the future.
HR shared the services with the way of proper organizing activities with wider level of
HR which is operating under this model. The terms of the tends to have references over the
concentration of the administrative HR activities which is tends o be centralized over commonly
shared function. The HR shred services are tending to be founded in the large organizations.
Th advantages of the shared service model have the proper level of inclusions in terms of
lowering the cost, better quality, more level of efficient resourcing along with efficient customer

services . on the other hand, the company have the disadvantages of loss of face to face level of
deskilling administrative jobs along with potentiality and remoteness of users in perfect manner.
 HR manager should have the proper level of understanding in term of core principles
along with values which will the company more level of uniqueness.
 The HR mangers have the strategically position by proper alignments of vision and
mission.
 The HR manager should have the maintenance of adequate level of staffing which have
involvement of proper level of recognition structures.
 This is also helpful in intensification in order to have recruitment and training.
 HR mangers should have the proper level of maximization of the employee performances
such as the promotions, increased in the benefits along with appraisal as individualize
employee performance.
 HR manager should have proper level of facilitation in appropriate level of change
management along with recruitment with necessary deals of leadership skills in order to
have the steering of the change process in more effective manner.
 To have ensured effective administration to have maintenance of acculturates and
inclusive the data individual. There is proper prescience recording keeping which is
necessary maintain the legal regulations at national level.
 There should be proper level of involvement in the planning, designing and implementing
of the business strategies. HR should have the development of the various authority level
which can have the clear involvement of the general manager and decision making.
 There are retroactive challenges in order to have interrogation of propel agenda along
with awareness of constructionist of all parts to business is orders to captive the business
goal.
2.2 Analyses how the HR function varies between organizations in different sectors and of
different sizes.
 HR function varies between organizations
Function:

The studies of organizational contingency variables and management practices have shown
that every company has a unique functional structure in the staffing role (Faubert B 2015.).
Researches of HR functions in government and private sector, gives a paradoxical view of
similarity and differences. I will explain as Saudi market organizations. Various HR for
government sector, large and small companies are mostly different in terms of HR functions,
roles, goals, responsibilities, resource and hiring. The different is clearly seen in show and
implementation of overall policy and procedures throughout. It is also might share similar HR
functions in recruitment, personnel, and training & development, payroll, but their road to
achieving those goals is different. Anyway they daily work to close the requirement and achieve
the goals that create a path of success.
Size
The size of government sector, large, and small companies is different with each other,
from headquarter, branch, office, number of staff, customers, levels everything depends on the
type of organization such as a small companies have from 1 to 6 employees to handle HR tasks
with other responsibilities besides HR, Simply larger companies have more departments or
sections which depends on the business type and have more staff available more than 15 or 20
distributed to achieve an assortment of goals on all levels, including management(Dias I and
Sousa M.J 2015). Also have an HR manager or HRBP to manage HR roles with daily tasks.
3 :Government sector is operational more than developmental, it has centralized work, HR
employee’s size in ministries more than anywhere due to the hierarchy they follow, anyway
centers are mostly responsible for specific tasks than employees with similar job titles in the
ministries.
1. HR metrics used to evaluate HR function contribution
2. SLA’s and KPI’s
3. Staff surveys
4. Benchmarking with other organizations
5. Return on Investment (ROI)
6. How a ‘balanced scorecard and/or ‘HR dashboard’ might be used to present HR metrics

"Business performance is a derivative of the teams that comprise it. Build high
performing teams, and a high performing business will follow". (Boss, J., Nov. 2016). To
evaluate the main criteria and methods used for human resource function of the firm different
modules, that's measurable tools an effective human resource function, and important
examination to evaluate this alignment level. Moreover, It is also necessary to consider the
factors that affect HRM function of a company(Youssef A 2016). For example, if there are no
good human resource functions in the organization functioning there tasks, then it cannot be
considered as a success or failure. Therefore, it is very important to measure the effectiveness
functions in human resource.
Human resource metrics are a way to measures the cost and the impact of employees programs.
They allow an organization to keep track of quarterly, Semi-annual or yearly trends and make
necessary changes in the variables. However, there also disadvantages associated with use of
metrics. The data gathered from the metrics may be sometimes misleading, which can eventually
produce negative outcomes. Another potential disadvantage is that risk is not calculated by the
metrics.
-2 SLA's and KPI's
SLA stands for service level of agreement and KPI is for the performance indicator which
measure and pertain monitoring specific measurement of your business. The human resource
department is responsible for the management of all aspects of a company. It’s responsible for
the development of an organization and employees, include revenue, customer satisfaction, and
profit margins, suppliers, employees’ turnover and its overall performance to ensure that the
organization is able to meet the goals and tasks required.
-3 Staff Surveys:
it is type of survey which evaluate and obtain opinion and reviews of the employees. It's
one of the important internal sources for data, which may prove beneficial for measuring
effectiveness for organization and improve the survey can assist in exploring certain issues
associated with human resources and which can significantly assist in determining the opinions
of employees about the organization and its policies and procedures.
-4 Benchmarking with other organizations:

Data and information that is gathered from various sources to evaluate the business such
as market research Industry reports or annual reports for competitors’ and other sources.
Overview of the current and future trends of the organisation.
-5 Return on Investment (ROI)
ROl of an organization is calculated by dividing the cost of goods sold by the revenue
and profit margin earned from the total sales of each unit, and marketing. It is used to determine
how much money has been spent on the business.
-6 How a 'balanced scorecard and/or 'HR dashboard' might be used to present HR
metrics:
The benefits of using a BSC or HR dashboard is to help managers identify areas where
they need to improve their performance, such as in recruitment and selection, training and
development percentages(Pavel S and Jucu S 2018). What are some challenges that human
resource departments face when implementing a new human resource strategy and what is the
best methods used to evaluate the tasks (range, rate, turnover, result, percentage, No.), what's the
best ways to implement and measure to achieve the required success.
Analyse how the HR function varies between organisations in different sectors and of different
sizes.
Public Organisation (government sector)
 The HR has the major roles in terms of hums developmental and human resources.
 As the human resources have the clear level of up gradation in terms of total level of
knowledges, creatine availabilities, skill, talents and aptitude of the reorganizations.
 There is proper level of offering of the common service provisions for the HR routines
which will be helpful in reducing the cost along with avoidance of the duplication of
efforts.
 In the public authority there will be application of HR shared services model which
have the implication the large, multi-sited organizations which can be more stretch to the
international boundaries in perfect manner. This will be helpful in improving the quality
of services towards the customers in mor way to be efficient processing which can be
delivered with greater level of consistency. There is more accurateness to have timely
level of information which advices the better customer services.
 Private Organization (SME)

The role of HR is to manage, create, implement and supervise policies/regulations, which
are mandatory for every employee and also have knowledge of its appropriate functioning.
There would be proper level of implication which is about the HR Business Partner or HR
Generalist with a high business savvy skills which is applicable to have the limited numbers of
the employees which have the major influences of the steer level of strategy along with strategic
implementation in accurate term.
 Monitoring attendance and tracking leaves forms a major chunk of major level of stage-
manage induction.
 The manager is private sector have major respectabilities such as measuring effectiveness
for quantifying of human resource initiatives, which comprises turnover, labour costs,
expenses, training and development purposes.
 To make the more level of strategic contribution in order to wok closely with senior
management.
 To have the increase in proper level of initiatives to develop and create a good level of
working environment.
 It further evaluates the failure or success of human resource initiatives with in effective
way.
Voluntary Organisation
This have the clear consisting of the organizations such as charities, NGOs, whose purpose is to
help people, provide services or promote causes. Voluntary organizations function on a ‘not-for-
profit’ basis.
In addition to that’s the most fit and the suitable model is the sole HR practitioner or HR
Generalist which can be capable in performing all level of business functions in more cost
effective way in order to have the better attractions investment and volunteer staff
 The more level of HRM function which are done by HR in order to have the attraction of
more level investments and volunteer staff.
 In addition to that’s their function are more need to be carried out are the supporting
rather than leading the function which is viewed in terms to have the contributions major
level of mission achievements.
 To have the reactive level of decision making towards the decision of others.

 To lacking in level of participations in proper way of identification along with selection
process in order to have the associate’s appointment of staff member who are clear
involvement in application of the corporate strategy.
 The organisation, which is the focus of this report, is voluntary social service company
limited by guarantee with charitable status.
 This is helpful in improving the survey can assist in exploring certain issues associated
with human resources and which can significantly assist in determining the opinions of
employees about the organization and its policies and procedures.

1. With reference to the article you have accessed from Online Services, what are the
key messages from the report?
4.1
This report emphasizes on the basic HR functions to support & enhance the business
performance and importance of the employee's engagement factor regarding the business
outcomes. It tells that the employee engagement thru various tools is vital to get better
employee's performance and productivity which leads to higher business outputs to meet the
organizational goals. It also states that the organization should be able to provide a good working
environment for its employees so as it can attract more customers, increase sales and improve
customer satisfaction.
For all the above mentioned observations HR is the body who designs the strategies related to
enhancing employee’s engagement, implements it and then analysis (Sometimes through the
external resources) the results.
4.2 How convincing do you think these findings are and why?
The finding in research are very much convincing and important. As discussed above human
resource is the body, which design, and implements strategies to enhance employee’s
engagement and high productivity which is the key for the business success. The examples
quoted in the articles shows that in 3M case study showed the results that employee’s
engagement was the factor behind their innovations, in INFOSYS that factor was leading to
customer’s satisfaction and SCHELUMBERGER study tells us that the service quality is directly
proportion to the same factor. So every organization needs to continuously develop and adopt
strategies under their customized environment for continues improvement of internal culture to
get the external results and seeing its importance and impact, it is clearly a core function of
human resource.
From your understanding of the findings in the report, how can high performance working
and investment in people impact on organizational performance?

Translucence and ethical behavior from the foundation of high performance working and
investment in employees, which is impact on organizational performance, therefore investing in
employees makes them more probable to feel they are part of the company to helps create a
culture, nurture and support high organization performance and keep them fully engaged to do
better in the long-term competitiveness improvement to achieve the goals. Employees with top
performing will tend towards high productivity levels with motivation, drive, and energy,
capability. However, the human resource functions play and handle a complex process that
involves both the organizations internal and external environment and open lines of
communication. Also, ensuring organizational sustainability not only depends on the
organization's competitors, but relies on the powerful internal attitude that embraces difference
with high employees participation, human resource practices and reward and commitment
practices. These cultures lead in higher performance and guarantee sustainable enterprise
success. Strong leaders are the key to make the high performance culture.
ADDITIONAL REQUIREMENTS:
This assignment has enriched the importance of a functional human resource department and
how managing human resource in a professional, ethical and fair. It is essential for contemporary
organizations to consider the emerging trends in human resource and incorporate them during
changes mode. I will transfer the knowledge by utilizing ethics in all my decision-making efforts.
I will also make sure that I train and motivate my team sufficiently to provide high-performance
working to achieve the main organizational objectives in the sections of human resource
department. Moreover, this assignment helped me in how to develop a strong relationship with
my team members to ensure that they are able to perform their best and how to use the methods
that’s used to evaluate main goals and tasks of human resource function such as KPI's, surveys,
and how to make them think for the new ideas that out of the box(Munteanu A 2015). I have
learned from this experience that there are many ways to manage people effectively, in order to
achieve success in any organization, one must be aware of the different types of management
styles and how they can be used to accomplish goals.
Conclusion
HR functions includes the hiring and firing and training development of employees and
this project also conclude the strategies and methods can evaluate the contribution in HR

function and HR function varies between organizations. This project have case study which tells
that human resource survey like KPI and SPI which measures the employee's performance.

References
Books and Journal
Adjibolosoo S 2018. The Evolution and Implications of Human Resources Regulations and
Policies. InThe Human Factor Approach to Managerial and Organizational Efficiency and
Effectiveness . Palgrave Macmillan Cham.
Bismala L and Handayani S 2017. Improving competitiveness strategy for SME’s through
optimization human resources management function. Proceedings of AICS-Social
Sciences 7 pp 416-424.
Davis D.N and Luiz J.M 2015. The devolution of the human resources function in South African
multinational companies.The International Journal of Human Resource Management 26
pp2763-2785.
Dias I and Sousa M.J 2015. Business Intelligence applied to Human resources management.
In New Contributions in Information Systems and Technologies. Springer, Cham.
Faubert B 2015. A review of The Principal as Human Resources Leader: A Guide to Exemplary
Practices for Personnel Administration, by MS Norton: (2015). New York: Routledge.
Gobble M.M 2016. Human resources as an engine of innovation. Research-Technology
Management, 59 pp.68-71.
Hunter I and Saunders J 2017. Human resources outsourcing: solutions, suppliers, key processes
and the current market. Routledge.
Kachanakova A and Urbancova H 2015. Practical application of selected theoretical knowledge
in human resources management. Економічний часопис-ХХІ, pp.48-51.
Munteanu A 2015. Develop and Implement Human Resources Strategies–Important Activities
Within an Organization. Revista tinerilor economişti, (25), pp.15-22.
Pavel S and Jucu S 2018 June. An evaluation of the human resources potential of the Western
Region (Romania). In Forum Geografic (Vol. 17, No. 1).
Youssef A 2016. A plan for the transformation of the human resources function at Jubaili Bros
(JB) Theses Dissertations and Projects.