The Role of Human Resource Falls under the Corporate Support Services Division - Assignment Example

Human Resource Management Name Tutor Date AC2.1: Describing the structure of the organization and at least four functions within it  Abu Dhabi Health Services (SEHA) is composed of a number of departments that work together to ensure that the organizational mission, vision, goals and objectives are achieved. According to its structure, SEHA is a line and staff organization. A line and staff organization is one whereby there is a line of management levels. Here there is a top subordinate below which there are support staff departments that give advice to line departments. At SEHA each official reports to another senior position above him or her like for example, the Head of Employee Services reports to the Human Resource manager. Departments are also divided hieratically. The diagram below represents the organization’s corporate structure as indicated in the company’s website (www.seha.ae, 2010). The department of Human Resource falls under the Corporate Support Services Division. The HR specialist under this department is for example charged with various roles which include helping in ensuring that the various procedures and policies within the Human Resource management are effectively interpreted and implemented. Another role of this specialist is to organize for all interviews held within the organization as well as help in the identification of the right candidates for the vacant posts in relation to the applicant curriculum vitaes, experience, references as well as other qualifications. The Head of Employee Services who reports to the Human Resource manager is charged with the major role of organizing as well as supervising the various activities carried out by the subordinates as a way of ensuring that each task is successfully completed as laid out by the department’s and organization’s policies and procedures. The official is also responsible for tracking any occurring changes that occur in the Human Resource policy. Other than these, the Head of Employee Services provides professional advice to employees as a way of supporting them in terms of all HR issues and as a way of ensuring that all policies and procedures are accurately implemented. Another important position in the Human Resource department is that of the Assistant Compensation and Benefits officer who is charged withy the major role of maintaining overall functioning of the entire section as well as that of standards related to customer service. AC2.2: Explaining how the different functions work together to optimize performance. As a way of optimizing their level of performance, the various departments as well as staff members within the departments and the organization as a whole work together in carrying out the various roles leading to the achievement of SEHA’s Goals. The organization ensures that there is a defined procedure whereby officials in the various structural levels work in liaison with each other. The functions of the HR specialist, Senior HR specialist, Head of Employees Services and the HR manager all work together to ensure that all tasks have been effectively performed at each level. The HR specialist for example reports all activities related to his roles to the Senior HR specialist who in turn reports to his seniors. The Head of Employees Services on the other hand reports to the HR manager while the Employee Services Specialist reports to the Head of Employee Services. it is through such coordination that decisions at all structural levels are effectively made and that information is passed down to all members of staff who then work together to perform the assigned roles. as a way of coordinating activities to improve performance, the Head of Employee Services liaises with the head of Training and Career Development area as well as with the Senior Training Specialist to allow for staff training as a way of improving staff performance. The Senior HR Specialist works together with the finance department on issues related to pay roll and issuance of salaries to all employees. AC2.3: Explaining how the culture of an organization affects its operations The culture of an organization is defined as the various norms and values shared by all organization members as well as groups. These norms and values determine the level and process of interaction that exist between the members and groups not just within the organization but outside as well. It is through commitment to the defined culture by all employees that members of staff are able to perform their various responsibilities and roles towards the achievement of designed goals and objectives (Black, 2003). As a service lending organization, SEHA works towards ensuring that there is quality service delivery to all their clients as well as other community members. It is through their focus on promoting quality outcomes, being respectful, reliable, comprehensive and culturally sensitive as well through providing comprehensive care that the organization has continued to ensure high levels of patient satisfaction and to meet the needs of the surrounding members of the community. Enhancing a culture of innovativeness is another key value of SEHA. This is obtained through various ways that include the promotion and even funding of research programs and education of staff members, promoting strong alliances and partnerships with stakeholders as well as ensuring that all members of staff remain empowered, have knowledge and are satisfied with the work they do. Provision of knowledge and skills to employees is one effective way through which their performance is improved hence positive outcomes are obtained. Through the Joint Commission International (JCI) Accreditation program, SEHA seeks to create a culture that ensures quality care and safety for its patients. It enables them ensure that they work towards improving the processes of patient care as well as patient outcomes. This is a key to quality service delivery, patient satisfaction and good health. AC3.1: How HR activities support an organization’s strategy Every organization has a strategy through which they seek to meet their various goals and objectives. The Human Resource department has a huge role to play in ensuring that this is successfully achieved. Their chief goal involves maximizing the potential that the organization has by using the available human resources. Without the activities they supervise, companies could not function successfully or fulfill their goals. One key role of the HR towards promoting the achievement of organizational objectives and goals is to ensure that the hired members of staff are well qualified in terms of skills and experience and are therefore capable of effectively utilizing their skills and years of experience in their various fields towards producing positive outcomes. The HR is also charged with the role of ensuring that all employees remain satisfied and that they are happy about their working conditions, benefits and terms. By ensuring that employees remain satisfied, the HR is then able to promote their performance and level of production as well as to improve their level of commitment towards achieving organizational goals and targets through quality work delivery. Other than ensuring that each employee is efficiently carrying out his or her assigned tasks, the HR is also charged with the role of promoting career development as well as training programs for their members of staff. This is one way through which organizations is able to impact necessary skills and levels of awareness to their employees and in turn improver their level of performance. Training employees on how to undertake various important tasks and roles is one effective way through which a company or organization is able to meet its goals as well as objectives. Human Resource Management deals with process through which individuals working in an organization develop. The HR oversees the implementation of programs that promote not only communication but also teamwork among employees as a way of nurturing their organizational growth and development (Ulrich, 1998). Enhancing team effort allows members to learn from each other, exchange ideas as well as to help each other in undertaking the various activities that will lead to the attainment of the set goals within the organization. Working together promotes a spirit of unity that is a key to improving employee motivation (Green, 1999). AC 3.2: Explaining the role of HR professionals in supporting line managers and their staff As Human Resource managers work towards supporting all members of staff working within the organization, they also have a huge role to play in supporting line managers as well. Earlier on, organizations had a centralized structure. This has however changed with more and more of these organizations seeking to decentralize their various operations and to develop working teams that are cross functional. It is with this change that senior managers find it important for HRs to practice a culture that decentralizes their support function that creates accountability to line management (Johnston, 1996). It is important for every organization to ensure that every recruited as well as retained member of staff is competent for the job position offered. It is for this reason that it becomes very important for HR managers to ensure that they support their line managers in the process of recruiting and even retaining their members of staff. This is mainly crucial for small organizations. In addition to this, HR managers should train and even encourage the line managers on how to get the best from their members of staff. Every line manager has the responsibility over a number of processes that include managing performance, enhancing employee development and effectively communicating with his or her employees. Ensuring that line managers are well prepared for such roles requires the provision of tools that are user friendly, management development, learning groups as well as help desks from the HR manager through which they will be able to efficiently carry out all of these responsibilities (Holbeche, 2009). References Abu Dhabi Health Services (SEHA). Retrieved Oct 27, 2010 from < http://www.seha.ae/seha> Black, R. J. (2003) Organizational Culture: Creating the Influence Needed for Strategic Success. New York: Prentice Hall. Green, P. C. (1999) Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. New York: Jossey-Bass. Johnston, J. (1996)"Time to Rebuild Human Resources." Business Quarterly. Winter1:72. Ulrich, D. (1998) Delivering Results: A New Mandate for HR Professionals. Harvard: Harvard Business School Press. Read More