Analysis of HR and Employee Relationship - Coursework Example

? HRM Question one Dealing with human resources includes a broad range of specialties in any organization. These specialtiespresuppose hiring employees, recruiting, payroll, safety, performance management, policy, training and development. The main functions of HR include administering employee training records, establishing and maintaining approved educational and training supplier list for enough knowledge of supplier’s products, documenting and maintaining organization charts and job descriptions that include education, skills and qualifications. In order to set up an effective HR department, the first step would be to review current policies and practices. This involves reviewing the various HR functions and expectations. In this case, the HR functions will include recruitment and selection, performance management, reward management, workplace management, capacity building, employee relations and establishing an effective HRM system. The HR takes into account the organization’s structure, systems, politics, positions among others. The next step is to discuss the beliefs and values of the organization with senior management. Here, the HR takes it upon himself discuss issues such as the organization’s short term and long term goals and objectives, the expectations of the HR department and how the HR contributes to the objectives of the organization. The HR should also discuss the current organizational culture, as well as core activities and business drivers with senior management. By now the HR has a wide view of what the organization is working towards and is ready to be part of it. The next step is to formulate the HR department’s objectives and strategies. This involves drafting job description, job analysis, job specifications, payroll and compensation. The HR will also have to lay out appointment, termination and resignation procedures. As a function of HR, it is necessary to draft induction and orientation programs. At this point, it is essential to review main functions of HR department. These key functions include job development, recruitment and selection, organizational behavior policies and programs, organizing, HR planning, performance management, HR development, reward management, employee relations, health and safety of employees. With this in mind, the next step is to note what is necessary for the organization in order of priority to make up the HR system. Here, the HR should write a report detailing the situation on the ground, the HR department required priorities, the action plan and the time schedule. The HR can now form the department as the HR manager with the assistance of one training manager, one salary administration manager and recruitment and selection manager. The HR then seeks approval from senior management to implement the plan. Question two The most appealing HR function is the recruitment and selection process. This is because it is the core function of the HR department. Without recruitment and selection, there would be no workforce; hence, there would be no HR department. Absence of workforce to carry out the activities an organization will lead to its closure. The information in the article is detailing the importance of the recruitment and selection process in any organization. The article details the steps that the HR manager should follow in the recruitment and selection process. Any organization requires qualified and competent employees; hence, the article emphasizes the need for a thorough recruitment and selection process. According to the article, the recruitment and selection process should be as efficient as possible, because the success of any organization depends on it. The article attempts to solve the problem of managers who take the process lightly. A HR manager, who fails in the selection and recruitment of employees, will be responsible for the failure of the organization. The articles also insist that team charged with recruitment and selection should have the required skills. This is because this team has the mandate to make the most crucial decisions and should have the right skills. The key points made in the article are the steps involved. These are: sourcing of candidates, reviewing applicants, conducting interviews and selection for employment. Sourcing candidates involves using various methods to find candidates for vacancies in the organization. The next step is reviewing of applications and resumes and determining the applicants to be interviewed. Selected applicants above are then interviewed. This narrows down the number of applicants for the final selection. The last step is the hiring of the successful applicant. The article has useful information, which I intend to use in my career. I will implement the information into practice by following the various steps in recruitment and selection of employees. Question three The three companies are Intel, PricewaterhouseCoopers, and Deloitte. Intel The company takes business ethics and corporate governance seriously. The code of ethics at Intel is ‘doing what’s right’. It serves as a compass for the firm’s employees, directors and partners to act consistently with profound integrity to build trusted relationships all over the world. The company portrays to potential employees as one where there are brilliant minds working together in a contagious spirit of collaboration. The company featured on the top 100 list because the company moves employees to new positions on 18-24 months basis. This focuses on encouraging employees to venture into new fields. New employees hired are told that they are being welcomed to their next five jobs. PricewaterhouseCoopers It is an audit firm with branches all over the world. The company has a large network of firms in more than 150 countries. The appealing part is that the company engages in helping individuals and organizations the kind of value that they are looking for. The company is popular for its thorough audits in fraud hit firms and acts in a transparent and professional manner. Its main aim is to fight economic crimes. The company commits itself to people’s diversity and, most importantly, to career development for women. The company was selected as one of the best companies to work for. This is because it recently launched a program dubbed “reverse-mentoring program”. The program entails junior staff helping senior staff have an understanding of Millennials. Deloitte It is a large company with branches all over the world. Deloitte has tens of thousands of independent firms whose dedicated professionals offer services such as consultancy, auditing, risk management, tax and finance to clients. These independent firms are members of DTTL, which is a UK private company. Deloitte portrays itself as a career destination where potential employees can give back to the community and impact positively on the environment and find the coaching, support, and training necessary to develop their careers. The company featured on the top 100 list because its consultancy services doubled down on development of employees the previous year. According to Robert Levering, co-founder of Great Place to Work, a great workplace is one which an employee can trust the people he or she is working for, have pride in whatever he or she does and enjoys working with the workmates. From this statement, the three critical elements of an exemplary workplace are: trusting the people that an employee works for, having pride in what one does, and enjoying ones workmates. Trust is a fundamental principle of a great workplace. It is created through the employer’s credibility. Employees must feel that they are treated with fairness and the respect they deserve. Pride in one’s job helps in increasing the productivity of employees. Trust is the single most ingredients for a great workplace. The employees will feel at ease when they can trust the management. This trust can be achieved with proper HR planning. As a HR executive, providing an enjoyable workplace would entail compensating employees reasonably. This will create trust between the employer and the employees. Continuous training and capacity buildings is another vital aspect that will lead to a great workplace. This ensures that employees are competent in what they do. As a HR, it is also essential to create a conducive working environment so that employees can enjoy what they do. Motivation of employees will ensure employees enjoy working with their fellow workmates. HR managers should organize extra curriculum activities in which employees can compete in a bid to create a spirit of togetherness. Question four As a student in a human resources course, there are numerous things that I have learnt. The functions of the HR were the most important part. The course was extremely helpful as to what entails the role of HR department in any organization. These functions include hiring employees, assigning positions and ensuring that these employees perform. The HR is in charge of compensation of employees. I have also learnt that the HR plays a crucial role in planning. I have also learned the qualities of an excellent HR manager and challenges facing the HR department. These will be extremely useful concept in my career, and I will take upon myself to undertake all the functions learnt so as to create an effective HR department. I will also try as much as possible to overcome the challenges that HR managers face. In my opinion, I think most of what I expected to learn in the course has been covered. All in all, it will be quite helpful if students are taught more about how HR deals with personal issues with sacked employees. In order for the course to be more helpful, it would be useful to introduce in depth analysis of HR and employee relationship. On top of hiring, training and compensating, there some issues that involve employees that a HR manager may encounter. Some of these issues have not been documented, but all the same they arise. Some involve personal problems affect the way an employee carries out activities in the organization. I think it is in the best interest that HR students be enlightened on how to deal with personal issues of employees. Some HR managers may end up firing an employee for deteriorating performance caused by personal problems. This will not quite solve the issue because the employee will yield the same results in any other organization. This issue should be addressed as part of the HR course. References http://managementhelp.org/humanresources/index.htm http://humanresources.about.com/ shrm.org Read More

 

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