The HR Policies and Administration - Coursework Example

Human Resource Management of the of the Executive Summary The management of human resources includes recruiting and selecting the right people, training, managing salaries and wages, providing incentives and benefits, resolving disputes, evaluating performance, as well as communicating with the staffs at all levels. The main aim of this report is to understand the changing nature of human resource management in an international context with a focus on line managers about how they manage the employees well in an organization. The report will discuss the main priorities of the human resource and the major actions need to be taken to increase the effectiveness of enterprise. Developing the HR policies will help the organisation to make contracts with the local authorities. Table of Contents Introduction 5 Overview of the Company 5 Role of Line Managers 6 Human Resource Priorities 6 Importance of HR Policies 9 Developing the HR Policies and Procedures 9 Equal Employment Opportunity Policy 9 Safety and Security Compliance Policy 10 The Disability Discrimination Act (DDA) 10 Termination Policy 10 Actions need to be taken 11 Performance management 11 Equal opportunity and diversity in the workplace 11 Leadership and change management 12 Talent Management 12 Conclusion 12 Recommendation 13 Reference List 15 Introduction Management of human resources respond towards a complex and dynamic set of elements. It comprises all the management practices that persuade the relationship among the company and the employees. It includes practices, policies, and activities of attracting, engaging, developing, as well as retaining the staffs that a company necessitates to attain its goals (Thomas and Lazaova, 2013). Cross-cultural training to workforce is necessary because it assists them to make quicker adjustments towards overseas or foreign cultures and also aids in performing in a better way on the international assignments. Being proficient to complete the business operations encompasses being sensitive towards customs, business philosophies, religions, political structure, history, trade laws, language, and communication practices (Williams, Champion and Hall, 2011). The main aim of this report is to develop the main human resource priorities as well as the required human resource policies and practice for the organization which is a social enterprise of the United Kingdom and is also having a charitable status. Overview of the Company This social enterprise is based in the old workshops where paintwork, IT skills, carpentry, and gardening are taught, but the organization has developed quickly since found five year ago with more staff, many volunteers, more beneficiaries and better funding. It offers training as well as work opportunities for the people with considerable learning and physical disabilities. The enterprise also provides health solutions to the people suffering from various disabilities. In order to make sure the contracts with the local authorities, the managers should present the commonly accepted and legally required HR practices and policies in place. Role of Line Managers The effectiveness of organization depends on quality of administrative procedure and management the organization has in place. The managers of front line are regarded as the managers of first level and they manage large number of employees. At this level, the administration skills demonstrated have an effect directly on effectiveness of team and the individual. The role of line managers often comprise of managing people, allocating work rotation, budgets, measuring operational and quality performance, providing technical know-how, managing operational expenses, monitoring work, and dealing with clients or customers (Cipd, 2014). Whatever be the size of the company, managers are required to be fair, flexible, and consistent about the manner they treat the employees. They have the responsibility for attendance and disciplinary issues, team meetings, selecting employee to attend the training courses, writing employee reports, taking part in employee recruitment, and ensuring company procedures and policies. They are also accountable for listening to the complaints of employees, to guide and coach, to make sure they are dedicated to the business, and to check that staffs are meeting their targets (Acas, 2015). Human Resource Priorities Improve On boarding: Providing training sessions will improve the way how new staffs are brought in the enterprise. Aligning new staffs promptly with the culture as well as providing them the correct support will enhance the way things are carried on in an organization (Dhar, 2008). Support transitions: Getting promoted frequently needs creating definite new skills. Training smoothes or evens the process of transition and speeds up the system of learning (Beardwell and Gold, 2009). Drive performance: Training will offer thorough support for the top performers and thus help the employees of the enterprise go from fine to excellent. It will help to drive the performance of the employees (Taylor, 2008). Develop senior leaders: Top executives frequently need improvement in their task and executive training is the effective tool for their development and growth. Developing skills and involving teams: It includes developing skills, building commitment, sharing understanding and best practices, encouraging the customer focus, and offering the resources required for business evolution and growth. The charity can guarantee their continuous expansion by building up their staffs and assisting them in realizing their potential (Illeris, 2003). Predicting human resource need: To drive its development and organize for future, the charity could support its staffs through helping them to develop their skills in line with the needs of the enterprise and supporting manager mobility. The human resource department of the enterprise could set general procedures and policies and synchronize certain issues for example compensation policies, career development of manager, performance reviews, access of employee to information technology system, and workplace safety (Edenborough, 2007). The charity can also manage the needs of future employees as well as career paths more efficiently. They can establish a Career Management Group and could also encourage the country divisions towards setting up the same committees (Marchington and Wilkinson, 2008). Attracting talent and encouraging mobility: Recruitment is the main force of the company. They should prefer young employees who will be able to perform in a global environment. It will strengthen the finance staff and central marketing and its group of future supervisors and managers by providing more importance on the local recruitment (Cook, 2009). Promoting training as well as facilitating knowledge transfer: Training facilitates each staff to improve their performance and also to build their skills required to make the enterprise’ policy a success. It will facilitate and encourage the sharing of finest practices, and will unite staffs around common methods, goals, and values. The charity can also institute a training program for managers for their development (Laroche and Rutherford, 2007). Workplace health and security – a focus on prevention: The charity can employ programs with high benchmarks. These programs can be initiated through a main information campaign intended to increase awareness and safety of employees in all activities i.e. both at home and at work (Bratton and Gold, 2012). An open labour dialogue: The charity can encourage an open conversation with the representatives of labour union. Discussions should be centred mainly on the matter related to the required international human resource practices as well as strategic plan of the enterprise. When it will be required for the enterprise to restructure their operations, it will help the employees to search new occupations either outside or within the company through offering training as well as personalized support if required (Guest, 2010). An attractive reward policy: Building the commitment of employees involves an implementation of coherent and attractive compensation policy which the company could establish in a spirit of fairness and transparency. They can also institute staff profit-sharing plan and global staff-share ownership plan (Torrington et al, 2009). Integrating new technology: New technologies should be put into practice to make better utilization of intranet and internet in store. The managers’ role involves managing and spreading the information to staffs and also implementing technology of self-service in order to minimize costs (Kenton and Yarnall, 2010). Importance of HR Policies HR policies provide a positive work atmosphere to improve working relationships and enhance productivity. It is considered as a resource for dealing with different situations which occur at the place of work. It provides the standard by which workforce are expected to perform in the workplace. The HR policies are the written statement of the organisation’s goals and standards that comprise of entire areas of employment such as compensation, recruitment, benefits, employee relation and termination. It ensures that the company complies with pertinent rules, legislation, collective bargaining agreement and employment contracts. The HR policies protect the company and its workforce from the pressures of pragmatism (Boella, 2000). Developing the HR Policies and Procedures As the company is based in old workshops, its agreement with the local authorities is in danger. Therefore, there is a need to develop certain HR policy and practice which will help the company to get funding from the local authorities. HR policies guarantee a peaceful and safe workplace which provides benefit to the workforce. In case of this charity, the major areas which should be taken into consideration are the health and safety of workforce, employment standard, employee compensations and the human right. Equal Employment Opportunity Policy THE “Equal Employment Opportunity (EEO) Policy” states that equal opportunities of employment should be provided to all employees irrespective of their religion, race, colour, sex, age, national origin, disability, political affiliation, or veteran status. This policy forbids differentiation of any type. The charity should responsible for administering entire facets of employment such as hiring, compensation, classification, dismissal, job assignment, training, promotion, benefits as well as any other conditions and terms of employment in agreement with State and federal EEO laws. By complying with this policy, the charity will also give reasonable space to the quality employees who are having disability issues. This policy will enhance the organisational productivity and efficiency through the selection and recruitment of the correct people (Oshr, 2015). Safety and Security Compliance Policy The charity should be accountable for the safety of employees and should ensure that the tasks performed by them should be regulated in a safe manner. The organisation should pay more attention to the problems faced by the physically disabled employees and consequently provide them the safety solutions for handling the work in an efficient way. They should also comply with the health and safety regulations of the state, local and federal government. The Disability Discrimination Act (DDA) The main aim of the DDA 1995 was to stop the discrimination which is faced by disabled people. It provides individuals with the disability rights and privileges in the fields of education, employment, renting or buying property or land and access towards goods. The Act requires organisations to prompt fairness of opportunity especially for the disabled people (Nidirect, 2014). Complying with this Act, the organisation or charity should provide facilities, services and goods to the disabled employees according to their requirements. Termination Policy Termination policy states that the managers have to follow the relevant procedures before terminating the employees other than their resignation on their own will. Employees are also required to provide notice period in writing and the appropriate reason of termination (The Open University, 2009). By developing these policies and procedures the organisation will be able to make contracts with the local authorities. It will benefit the management, shareholders as well as employees of the organisation. Actions need to be taken Performance management The enterprise should develop a performance management practice through which the managers will be able to generate and sustain an environment that strives to accomplish ambitious goals, value continued improvement, encourage creativity, promote professional and learning development, and could also engage as well as reward the employees (Usf, 2015). Equal opportunity and diversity in the workplace Diversity is very essential to the staffs in the workplace because diverse staffs in the enterprise will help to drive economic development as well as to capture more share of the customer market. The enterprise should recruit personnel from diverse group of candidates which will help to bring more qualified people. An inclusive and diverse workforce will aid the enterprise to avoid the turnover costs of employees. Diversity will foster more innovative and creative workforce. Bringing together staffs with different backgrounds, experiences, and qualifications are a solution to efficient trouble solving on the work (Pilbeam and Corbridge, 2006). The enterprise need to get accustomed to the changing nation by becoming competitive in the aggressive market. It will be also necessary for the enterprise towards creating a competitive market (Kerby and Burns, 2012). Leadership and change management The enterprise requires developing innovative solutions towards the problems of the enterprise to become more competitive. The problems are that the enterprise is based on old workshop where carpentry and IT skills are taught. The leadership and change management application is designed to assist in overcoming compartmentalized, functional approaches of decision making and will help to take advantage of the innovative opportunities (Beardwell and Claydon, 2010). The application of change management program in the enterprise will help them in developing relevant skills in producing a vision for change, executing change models in order to increase the effectiveness of organization, diagnosing the areas of problem and opportunities within the enterprise, and managing expertise in competitive worldwide environments (Depaul, 2014). Talent Management The enterprise should implement a programme of talent management through organizing individual growth plans for skilled staffs who will play key roles and take responsibilities for the growth of revenues overseas. They can also invite talents from across the world to add in their success. The staffs who would be employed will be given the chance to learn the functions of business, to gain the understanding of the culture of enterprise, and to create interpersonal network. The international strategy will encourage the enterprise to turn out to be global in their perspective (Taylor, 2010). Conclusion The aim of the report is to develop the HR policies for the organisation which will help them to get the contracts with the local authorities with a primary emphasis on the function of supporting line managers. The function of line managers consist of directly managing individual teams or employees. The report includes the various human resource priorities required for the enterprise. By developing the HR policies and procedures the organisation will be able to make contracts with the local authorities. It will also improve the performance of the organisation and assist the company to remain competitive. Further, in terms of actions different methods have been discussed for the betterment of the enterprise. To name a few, performance management, talent management, equal opportunity and diversity and change management will help the enterprise in developing relevant skills to increase the effectiveness of organization. Recommendation The manager of human resources of the enterprise can also act as a facilitator. It implies facilitating the employer/employee connection, mainly through empowering the technologies that emphasize staff self-service as well as managerial independence. Through manager and employee self-service attributes, the information technologies could also place greater access and control over the information which are in the hands of managers and staffs, thus increasing independence and personal mastery. The actions such as implementation of talent management programme, global strategy for the maximization human resources value, performance management, leadership and change management, etc will help the enterprise to put the HR policies and practices in place and consequently help to get the contracts with the local authorities. . Reference List Acas., 2015. Promoting employment relations and HR excellence. 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