HR Plan for the UK High Speed Rail Link Project
10/24/2014
Business Report
OLUMIDE SHOFOLUWE
Contents
1.0 Introduction 3
2.1 Recruitment and Selection Strategy 4
2.2 HR Management Structure 10
2.3 HR Staff Structure 15
3.0 Conclusion and Recommendation 19
4.0 References 20
HR Plan for the UK High Speed Rail Link Project
Using relevant theories and approaches develop an HR plan for the UK Speed Rail Link Project.
Focus on designing, recruiting and selecting the HR team.
1.0 Introduction
2.1 Recruitment and Selection Strategy
There are various types of recruitment and selection strategies to consider when planning a project such as the UK high speed rail link. The HR team within such a big project will require a number of specialist roles such as; an organisational design professional, a payroll and reward professionals, a management professionals, and a talent/recruitment professionals. For successful completion of the project, each of the specialist HR roles will need to be filled by well capable individuals, who have the right talent and skills suited to the job. For each HR specialist role, the key skills are listed below:
Roles Key Skills
Organisational design professionals • To integrate the different parts of the organisation.
• To deliver clarity and define roles
• Ability to investigate design principles
Payroll • According to Colin Youle, the ability to have numeral and computer skills are required for expected payroll professionals.
• He/she
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,
The Human Resource category addresses employee selection and development practices, motivation, satisfaction and compensation as it relates to the growth and success of the company. The experts will review the work environment, the morale of the employees, the benefits and the company culture. The applicant will need to address workforce development, staff performance management, and how both align with the company’s goals.
In order to make a more accurate assessment of what you will need in your new HR system it is important that you involve key stakeholders of the company in the decision making process. The following is a list of the key stakeholders that should be included in the decision-making process:
The HR Profession map outlines that HR professionals need to ‘apply sound people management practices to build high-performing teams’ (2.4.2 HRPM) This required activity is key to upholding HR Professionalism within any organisation as high-performing teams are critical for productivity, performance and achieving results. Note the word ‘build’, it is unlikely that you will have high performing teams across any organisation at all times as they are complex and hard to sustain. A HR professional will keep reviewing progress within the team and always consider what they could do differently to maintain and improve standards and expectations.
HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals.
I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.
This study shows the career paths within human resources. It gives an overview of each human resource specialty by explaining in detail of possible duties conducted. It also discusses the strategic human resource planning conducted by a recruiting and selection specialist, training and development specialist, and compensation and benefit manager. Each specialist may conduct his or her duties separately or may cover all areas depending on the size of the organization.
HR Consultancy has an outstanding record of completing high volume campaigns providing Sales, Customer Service and Technical Advisors both on a temporary and permanent basis. This has involved working closely with a wide variety of clients on very specific campaigns whilst delivering volume recruitment and maintaining a high quality of service.
I have been asked to prepare a briefing note for a new employee who will be joining the company soon as a line manager. Below is information which will give this new starter a more in depth look of the organisation, what we do and how we operate.
The current function of HR can be defined as supporting “the delivery of the organisation’s strategy and objectives through the effective management of people and performance” (Taylor & Woodhams, 2012; 22). This definition is furthered by a CIPD survey (2007; 2-3), which indicated that the key functions of HR are: recruiting and retaining staff, progressing performance management to maximise the value of employees and increasing employee engagement.
To create a professional HR development programme that is fit for purpose and valued within MOD, and an internal means of communicating with and encouraging debate within the professional community – website, journal etc. A greater ability to lead the wider engagement with senior management. The ability to really influence the way in which our new HR community can work holistically, non heirarachically in order to deliver an even better service to the business. To include the potential for greater use of the centre of excellence approach in the new HR architecture – how that can really work. A real and practical ability to understand and make the links clearer
The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the
The Human Resource Map (HRPM) was developed by the CIPD it was created by generalists and specialists within the CIPD/HR environments to explain how HR add value to any organisation within the UK and around the world. The (HRMP) is a guideline/benchmarked on line tool which can help individuals and organisations identify immediate and future development needs. The purpose of this (HRPM) is to capture the key skills required for the successful and effective Human Resource Function. The HRPM gives direction and shows what needs to be done, what the individual needs to know and
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
The field of human resources (HR) plays a critical role in the performance and success of organizations. As organizations have become increasingly more complex, the effective management of HR has become even more important. The traditional perception of HR as only an administrative office is no longer valid. Instead, contemporary HR is directly involved with the internal organizational structure, business operations, and variety of functions carried out by employees on a daily basis (Reed & Bogardus, 2012). HR functions impact the organization’s strategic planning, improvement processes, and goal achievement. Six core bodies of knowledge provide the foundation for all of these HR functions. These areas are: strategic