Report on Managing People: HR Functions and Practices at TFL

This report provides an analysis of human resource management practices at Transport for London (TFL). It begins by outlining the company's background, mission, and vision, followed by an exploration of the meaning, evaluation, and functions of human resources. The report details key HR activities such as staffing, development, compensation, safety, health, and labor relations, and how these contribute to achieving organizational objectives like international expansion and brand value. Factors influencing HR effectiveness, including technology implementation, the working environment, talent availability, and training and development, are also examined. The reflection highlights the learning experience gained from completing the report, including insights into ethical practices and the importance of HR in motivating employees. The report concludes that HR plays a vital role in increasing the workforce and achieving company objectives through various techniques such as staffing, compensation, and creating a healthy work environment.

Managing people

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Companies background, mission and vision. .............................................................................1
Human resource meaning and evaluation, function ..................................................................1
Key resources activities used by the company - .......................................................................2
Organisation objective - .............................................................................................................3
Factors influencing and effecting the human resource activity - .............................................4
Reflection- ..................................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource is the department which is hired by the department for hiring the workforce for
the office. These include the various activities that assist in achieving the company objectives.
It serve the services like staffing, creating the healthy environment with in the workplace,
providing safe environment to the employees and design a fair policies so that employees and
employers both gets satisfied with their jobs (Santhanam, and et., al., 2017). In this report
considering the TFL company it is transport company based in London UK. In this report will
cover the history and background of the company further it include the HR practices, functions
and meaning. In section 3 it will cover the key activities and company objectives in last it will
explain factor influencing the effective implemented by the HR in the relation of company.
MAIN BODY
Companies background, mission and vision.
TFL was founded in 2000 as the part of Greater London authority by the act 1999. The first
person of the organisation is Bob Kiley. It holds the business records for Tfl and its actioned
bodies and transport companies. Some early records are also held on behalf of Tfl group
archives at the London metropolitan archives. The chair person of the company is Mr. Sadiq
khan. The company deals in rail services, taxis, buses and many more. The company is well
known brand in UK or worldwide. The company majorly focus on earning a profit and brand
value in the market. The main mission of the company Is having a huge amount of outlets and
high rate of profit. The company constantly invest on advertising so that they can be in the eyes
of the people they are working on providing various facility to the public as they want to be in
the priority list of everyone. The vision of the organisation is to have a positive attitude and
behaviour of the consumers and they want build their centre in worldwide. They wanted to be in
count of the top branding companies. The owner aims to have impressive brand image with the
huge amount of workforce (Popescu, and Kyriakopoulos,2022).
Human resource meaning and evaluation, function
The person who is assigned in the company by company in order to hire a workforce that will
perform efficiently in the organisation. The body of the department is responsible for making a
policies that are beneficial for the for the employees and they have duty of creating a
communication between employees and their employers. They are responsible for having
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healthy atmosphere within the company. It include the human rights and many more. The Hr of
the institution are liable for hiring a skilled full work force that can do the operation fruitful and
productively. The importance are listed below.
 Strategy management - this is an essential factor of any company and it plays an
important role in the human resource manage (Legge, 2020). HR person build a strategy
to manage the workforce systematically and in fair means so that they can work freely
and efficiently.
 benefits Analysis - individual managers works towards reducing the overhead cost
which is being done in the workplace. These are the policies that are being design by
the company for the workers.
 Training development - these are the factors or programs which is organised by the
managers or human resource in order to train the workers so that they can understand
the working condition in the company.
 Conflict management - It is the responsibility of the manager to mange the conflict in
order to reduce them between the employees or employers. The individual has to manage
the conflict and come out with the resolutions.
 compliance - the HR manager is focused towards in making the institution with the
employment laws, as well as managing records of staffing process and members.
evaluation of Human resource -
it is being done over the periods it is essential for understanding the philosophy, functions, and
practices of HR that are adapted in various conditions so that relevant HRM practices are
evolved in the current situation. It is necessary part in managing discipline with in the
workplace. It assist in understanding the employee behaviour and the organisational behaviour.
Its their duty to solve the issues in the company or personal issues of an individuals (Karman,
2020) .
They are the person which are capable to hire or fire the person. They create a positive
attitude in the company they are the bridge that connects the worker and management of the
organisation. These practices are being working since many years these departments have to
select the skilled and smart workforce that can done the operation freely.
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Key resources activities used by the company -
In Human resource practice many of techniques are included which are used in the company.
Those action impact the organisation in positive way as they increase the productivity of the
company and innovation the work being done more creatively. Further discussed below.
 Staffing - it is the activity which is perform by the person in order to hire the worker
in the administration so that they can work in more expertise way and professionally in
the organisation. This states the action which states the activity of selecting a capable
person so that it can be attain in systematic way (Johansen, and Sowa, 2019).
 Development- it shows the method in which employees are being provided by the
training so that they can have the competition with the present technology and the
techniques so that work can be done properly or in a modern way.
 compensation - it is the term which shows the activity that are being evaluated on the
basis of performance of person. The manager allot the rewarded amount as per the
organisational performance.
 safety and health - this point states the policies with in the organisation that is being
implemented by the human resource with the motive of providing a job satisfaction to
the employees so that they can be stable in their current job (Hamid, Muzamil, and Shah,
2020).
 labour relation - this term states the employee relation with the management as it is the
factor which explain the communication or organisational behaviour it is the duty of the
management that they should create a healthy and happy atmosphere in the company.
these above discussed points states that in organisation these sectors plays a vital role in
developing the company these are the duties of the HR person so that company can achieve the
objective easily and successfully and can have a long run in the target market.
Organisation objective -
The basic objective of the company is to expand their business in international markets. The
company believes in performing activities in fair means so that the functioning can be smoothly.
The goals of the company is to have a good brand value in the market. Every organisation want
to have good profitability in the institution so that they can have a competing advantage in the
market and can have a long run advantage (Delery, and Roumpi, 2017). The organisation has
the value resources that are involved in the success of the company. The company mainly
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focus on building the healthy atmosphere in the institution. The company has the rights to make
a policies that are made by the governing bodies for the employees right so that workers can
feel safe while working in the organisation. They want the stability of the workers and want
them to make them feel satisfied and they will to have a happening surrounding in the company
and required to reduce the overhead cost so that company can save some amount.
Factors influencing and effecting the human resource activity -
Human resource management is the most important factors of an enterprise due to includes
impact managing of the workers in the administration. Workers are the biggest inventory of
any company. Which makes human resources management a domain that requires in regards
to build the workers as well as the organisation towards success. It is more complex than one
can assumption (Carbery, and Cross, eds., 2018).
 Implementation of technology - as the technology is changing rapidly the comp-any
need to adapt that quickly so that they can have the smart and fast working in the
company. As the Tfl is the company which deals in transport they should work on
adapting the automation and digitalisation rapidly to promote the goods and services in
the market (Bailey, Mankin, and Garavan, 2018).
 The working environment - this is the major factor and responsibility of the manager to
create a healthy environment in the company so that the employees can feel familiar with
the working and the team members. The Tfl company should keep the working
environment positive and effective they should not pressurise the worker to work more
than their efficiency this can reduce the productivity of the organisation.
 Availability of good talent - the human resource team hire the qualified ans skilled
employees so that they can have the expertise working in the company. The institution
want the professionalism in the organisation activity.
 Training and development - these are the technique and session provided by the human
resource that are being organise with the motive of making them the known of
organisational activity and ca understand the working of the company.
The above discuss points are the factors that the success of human resource management in
organization today. It assist the organisation in achieving the success (Cantoni, and Mangia,
eds., 2018).
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Reflection-
While working in this model I have got a nice experience by completing the model in proper
way including the research and development method I have learned many things related to the
industry and workplace. I have learned about the human resource practices which are involve in
the workplace and being conducted in the organisation the ethical practices and their fair means.
I have got a good experience I have learned how the interviewer take the interview to check the
confidence of the employee and the human resource importance with in the company. I have
improved my knowledge in business management and their operations. The human resource is
the department that plays a vital role in motivating the employees. These bodies apply a various
techniques to encourage the workers. The guider guide me in a good way , they were too
helpful in whole model. I have faced the issues while working on assignment that are the lack
of resources and sometimes I have faced the issue of network. But I have got a good learning
from all the learning . It will be useful in future and personal growth .
CONCLUSION
From the above report it is concluded that human resource is the department that plays a vital
role in the organisation as it assist in increasing the workforce in the company to attain the
company objectives. These practices involves a various technique to complete the task these
activities are the staffing, compensation, rewarding and creating a healthy environment in the
organisation. These bodies are bridge that joins the employers and employees with creating a
good communication system in the company. These are the decision that includes the decision
making process at hierarchy level all though it involve a strategy making processor that is being
planned by the management. These are the activities that are being operated in the workplace so
that the company can have the skilled workforce. Human resource practice are consider the v
various concept that influence the factors and actions in the components these directly hit the
performance of the worker in a positive way. These include training development,
compensation, rewards, working environment and many more these activity directly hit the
performance of the workers in a positive way .
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REFERENCES
Books and Journals
Bailey, C., Mankin, D. and Garavan, T., 2018.
Strategic human resource management. Oxford
University Press.
Cantoni, F. and Mangia, G. eds., 2018.
Human resource management and digitalization.
Routledge.
Carbery, R. and Cross, C. eds., 2018.
Human resource management. Macmillan International
Higher Education.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?.
Human Resource Management
Journal,
27(1), pp.1-21.
Hamid, Z., Muzamil, M. and Shah, S.A., 2020. Strategic human resource management. In
Handbook of research on positive organizational behavior for improved workplace
performance (pp. 260-275). IGI Global.
Johansen, M.S. and Sowa, J.E., 2019. Human resource management, employee engagement, and
nonprofit hospital performance.
Nonprofit Management and Leadership,
29(4), pp.549-
567.
Karman, A., 2020. Understanding sustainable human resource management–organizational value
linkages: The strength of the SHRM system.
Human Systems Management,
39(1),
pp.51-68.
Legge, K., 2020.
Human resource management: Rhetorics and realities. Bloomsbury Publishing.
Popescu, C.R.G. and Kyriakopoulos, G.L., 2022. Strategic Human Resource Management in the
21st-Century Organizational Landscape: Human and Intellectual Capital as Drivers for
Performance Management.
COVID-19 Pandemic Impact on New Economy
Development and Societal Change, pp.296-323.
Santhanam, N., and et., al., 2017. Impact of human resource management practices on employee
turnover intentions: Moderating role of psychological contract breach.
Journal of Indian
Business Research.
Yabanci, O., 2019. From human resource management to intelligent human resource
management: a conceptual perspective.
Human-Intelligent Systems Integration,
1(2),
pp.101-109.
(Bailey, Mankin, and Garavan, 2018)(Cantoni, and Mangia, eds., 2018)(Carbery, and Cross,
eds., 2018)(Delery, and Roumpi, 2017)(Hamid, Muzamil, and Shah, 2020)(Johansen,
and Sowa, 2019)(Karman, 2020)(Legge, 2020)(Popescu, and Kyriakopoulos,2022)
(Santhanam, and et., al., 2017)(Yabanci, 2019)
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