Human Resource Management Functions Of The Company

I, Marion Forbes the recently appointed senior human resources manager at Hallington Utilities Services (HUS), am facing with a dilemma; work out HR strategies with the Organizations mission and handle employee’s issues and concerns. HUS has made changes due external and internal factors encountered in the market as well as the new regulations happening within the sector. All are very complicated and my main issues are privatizing, downsizing, unionization, motivation, training and compensation. With the information collected, I need to figure out

As the Atha Corporation grows changes will need to occur to the structure of each functional area. Within H.R. we added two more Human Resource Generalists. These generalists will simply be used for management to delegate more tasks and take on the goals planned. One new generalist will focus on culture, incentives, welfare and safety, and employee counseling. The other will focus on recruiting, building space planning, performance management, and committee facilitation. Each of these focused tasks tie directly into the goal, objectives, and plan already laid out for this department.

The human resource department has insufficient system and practices to fulfill the objectives of the organization successfully. With a devalued sense of equity and expectancy of the HR and employee relations, any attempt of a flourishing organizational alignment is dismal. A human resource department is vital to the success of the management of people within an organization. The leadership team should realize this and utilize the strength that lies within the HR structure to its own advantage.

Bandag automotive is a family oriented business that has great potential for maximum growth. The only issue is that the human resource management function there is not operated in a productive way. Bandag automotive should focus on a brand new strategy to develop a more structured and organized human resource unit. The management function should be able to recruit great employees, handle payroll, administer benefits, and also provide services, such as help resolve work related problems. A new human resource management function

The human resource department has four employees. The hierarchy includes, McCain who supervises two HR assistants, a trainer and a payroll clerk. Given the new structure, McCain has created an autocratic leadership structure within her department and in cases of disciplinary action within the organization. The human resource manager remains hands-on with the daily operations and with several HR functions. She screens, hires, manages disciplinary actions and terminates employees.

Primary function human resource management can be divide into primary and secondary function primary function are directly involved with obtaining, maintaining and developing employee. Primary function included human resource planning, equal employment opportunity, staffing, recruitment, and selection.

Bandag’s Automotive human resource management should be reorganized because the executive assistant is outsourcing several duties that a qualified individual could handle their selves in-house. The executive assistant could hire a human resource manager to recruit and screen possible employees, a benefit specialist to administer employee benefits, such as the 401K plan and a personal accountant to do payroll for all the

Human Resources is an important department with in many larger companies and one that is greatly needed for such functions as; hiring, firing, insurance, and public relations. While in the past Human Resources has been able to operate with little friction from any outside influences, it would seem over the years some new challenges for this department have complicated their fairly standard sets of operations. These challenges while difficult to deal with are may not be enough to break down the functioning capacity of human resource departments, but challenges that are being faced by Human Resources because of technology, economic relations, and job descriptions are changing at a much more rapid pace than they once did. These ever changing

On the first day of my class,I did not have proper undertanding of what human resource management means.I entered the class with a view that it is going to be just a normal introduction and course outline would be discussed in the class.According to my understanding human resources dealt with just recruiting people,but to my surpise there is much more to it than recruiting.Debra asked us to talk to the person sitting next to you and introduce each other and once done,pair up with the other team of two people and share your experiences,interests,background information.It was pretty much fun talking to unknown people from different countries and getting to know their good and bad experiences.after the introduction,course outline was reviewed and we got to know about about the journal and debate that we will have top present later in the future.Debra gave a little introduction about herself followed by her work experiences in the different fields.It was great knowing her and I was honestly amazed to know her varied expereince in different fields and how well she has managed everything.We started our course with introduction to strategic role of HRM(chapter 1).

In addition, majority of the countries to which MNC’s outsource HR function are developing countries such as China, India, Vietnam etc., where the labour cost is cheaper compared to the host country (Andreff,2009). In addition, there is an opportunity to integrate network of operations, when outsourcing. A study by Batt et al (2006) showed that subcontracted call centres in the India perform and intensive monitoring is rather preferred to maintaining an in-house call centres in the US (Doellgast and Gospel, 2010). Although, there are pitfalls when organizations depend on HR outsourcing, for which it is necessity to maintain an internal HR function, to act as a link between the service provider and the the organization.

In the last decades, small national companies have grown in amazing scale all around the world. Companies that once were family owned have become huge multinational corporations. Corporations, which by the side of globalization, have expanded all around the world. International business has become one of the most important areas of business due to the need for companies to expand to markets outside their borders. Companies have had the need to adapt to another cultures and business systems. At the same time the way human resource management works has changed. Multinational corporations have had to adapt to new human resource requirements in order to be more effective and efficient. The business

The profound result of how HR outsourcing affects in an organization serves as a two-edged – double sword. That is to imply that, the employees can be highly challenged to do their best in the organizational performances or become highly demoralized to execute their roles and responsibilities. The HR outsourcing practices impact on challenging the employees as they feel charged to do better than the currently are doing to improve their performance than the outsourced employees (Ketter, 2007). For the permanent employees, it is not good to show the management that an external employee can do better than a permanent employee. In turn, one may risk losing their job to the outsourced employee, hence, feels challenged to do the best they can to outdo the outsourced employee.

In this era where the world is globally evolving, due to the nature of the roles, functions and responsibilities on HR in organizations, it outsources some of its organizational activities to line managers to carry out. Although, this form of practice does not involve training, hence I will say it is quite cheap for organizations to carry out because it relieves itself from some duties but it tend to limit the capabilities of the HR practitioners in organizations i.e. instead of adopting the need to in-source, they outsource. This practice has helped in relieving HR department in organizations from heavy workloads overtime (Armstrong 2009). Human resource activities such as recruitment and selection, workers’ payroll, learning and development just to mention a few are now very much outsourced to consulting organizations to carry out and bear whatever risks involved (Taylor 2008).

Outsourcing the human resource function has many advantages and disadvantages for organizations. When companies operate on a global scale, outsourcing that functions adds another layer of complexity. When evaluating various options for this department, research should be performed on (a) the culture of staffing operations on foreign soil (b) the structure of the human resource function in a global organization and (c) recruiting talent for a multinational corporation needs to be performed. This document will define problems associated with outsourcing the human resource function and the impacts on recruiting. A review of different situations that provided both successful examples and unsuccessful examples will also be discussed. Finally, a critique of possible solutions to the problem will be addressed.

After reading your case scenario as the Manager of Human Resource, I would like to recommend you following things as written below: