Report on 3 HR activities that support the organisation’s strategy and 3 ways HR professionals support line managers and their staff
Thank you for the opportunity to present the HR competency in order to retain the HR function in the organisation. This reports states the various HR activities that support the organization’s strategy.
Recruitment:
The process of selection and appointment of suitable candidates for jobs in an organisation, in a short span and cost effectively manner. The process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting candidates, hiring and integrating the new employee to the company. It is a critical activity not only for the HR
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Studies have found a strong relationship between the levels of communication in an organization and job performance and satisfaction. Organizational communication takes place upward, downward and horizontally. The HR function helps to bridge the gap between the management and direct employees or vice versa.
The HR department has the responsibility to encourage management at all levels to communicate with employees regarding all matters of concern, including various company actions such as layoffs, promotions and important subject matters such as benefits, company policies and employment stability. Excellent communication between HR personnel and the company's employees keeps them constantly well informed. Employees need to be listened at all times so that it will not demotivate them. Hence communication done with the help of HR function has been shown to be linked to good company’s success.
“The art of communication is the language of leadership” – James Humes, 2011
Performance Management:
Performance Management encourages the continuous improvement of business processes and of individuals’ skills, behaviour and contributions. This evaluation system is an invaluable tool for all business. An annual performance review places all employees on an equal field and allows the managers to see which employees are creating the most value for the organization. HR function plays an important role, by ensuring that the process is
Conducting Significant HR activities: HR departments should reconsider their policies and also offer innovative and creative positions, should offer constant appraisals and career growth opportunities to their experienced staff in order to motivate them more, at same time also offer new positions with
I will explain, with related examples, why HR professionals are required to manage themselves, groups and teams, manage upwards and across the
While HR managers develop the system, managers conduct the actual performance evaluations. However, these roles can change depending on the size of the organization. For example, in companies where the HR department is small, managers must assume a larger role in effective HR practices. It was also found in the article Performance Management Research Review, “Research from the Institute for Corporate Productivity (i4cp, formerly the Human Resource Institute) that there are several well-defined steps that can make performance management an effective process in any organization. Their study, finding the Keys to Performance Management: A Study of Current Trends and Future Possibilities surveyed more than 1,000 HR professionals representing various industries and company sizes. There were nine key practices for effective performance management found, and are listed as: The performance management process includes developmental plans for the future; Training is provided to managers on how to conduct a performance evaluation meeting; The quality of performance appraisals is measured; There is a system in place to address and resolve poor performance; The performance appraisal includes information other than that based on the judgment of managers; The performance review process is consistent across the organization; Employees can expect feedback on their performance more than once a year; 360 reviews are used to support the
You have been commissioned by the CEO of your organisation to examine and report on the role of the HR function in managing the organisation and to demonstrate how the organisational and HR strategies are shaped and developed within it.
Performance management refers to a process by which managers monitor, rate and reward an employee for their work and contributions towards the achievement of organizational goals. The assessment of an employee 's contribution usually plays a major role in promoting individual accountability. This ensures maximum contribution of the employee. Performance management therefore forms an integral part of a business organization mainly because it creates a conducive environment for business where the staff is motivated and good working relationships exist among them.in most cases, performance management focuses on individual employees performance , the small groups in which they work or the various departments found within the organization. Some of the important roles played by performance management in an organization which makes it important today include;
“Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals” (HR Resource Center, n.d.).
HR strategy for processes,systems and activities indicates how the HR department intends to take care of weakness and threats and capitalise on strengths and opportunities. Each HR function that is HR planning, recruitment, selection performance management, training and development, compensation, labour relations will have to be re-evaluated in terms of its effectiveness in supporting the goal of the company (Mello,2006;Bratton &Gold,2007)
Performance Management in its simplest meaning is a method of computing employees contribution in organization growth and sustainability. And also evaluating whether the targets set by Organization own self is achieved or not. Performance management is a process of planning monitoring and reviewing the employees’ work and his objectives and his contribution towards organization objectives’. Performance management is all about measurement of employee’s skills, their competency, his development plans and evaluating whether the skills, their knowledge is in tune with the organization objective. The emphasis is on improvement, learning and development in order to achieve the overall organization goals and to create a high level of performance. Employee performance management process includes planning work and setting expectations, continually monitoring performance of employees , developing the capacity to perform, periodically rating performance , and rewarding good performance. An effective Performance Management process creates the groundwork for excellence by aligning individual employee objectives with the organization’s mission and strategic plans. The employees of any organization has already made up their mind focusing on their personal goals in their life and what are their future expectations from the organization and what should be their actions, and behavior for their growth and further about their development
Communication is a key factor in Leadership organizational behavior. This is important because in order to live up to our mission and envision our vision, you have to be willing to understand and comprehend the value that communication brings. An effective leader should have quality communication, because communication improves the effectiveness of growth from a leader’s perspective. When communicating, as leaders, we want to make sure our team or followers comprehend what we are putting out. The followers are allowed the choice to follow or not to follow.
Within this report, I will outline the reasons why it is both important and necessary to have a human resources function within a company and examine the purpose and benefits of HR management. Specifically, I will be looking at employment legislation, inductions within the workplace and the recruitment and employment process. Although it is imperative to have some kind of HR function within a business that hires staff, I will analyse the advantages and disadvantages of having either an individual person or a team of people as an operational HR function and evaluate my findings accordingly. I will discuss different types of employment documents and how these play a vital role within HR, alongside the methods and
Strategy –HR departments need to focus on how they can better support staff to achieve optimal behavioural patterns while supporting the company’s overall strategy.
The HR Function can and increasingly is making significant contributions to building an organization that is staffed by the right human capital to carry out the work of the firm and enable the accomplishment of business strategy. By doing this every end of the corporation will benefit from it, and be able to grow in the business world. (Johnson, 2015)
As businesses evolve and grow so do the purpose and role of an HR department. Once traditionally thought of only as an administrative department, HR has grown to become a vital part in any strategic organization. The traditional role for HR professionals focuses on recruitment, selection, salary, benefits, training, evaluation, rewards, and discipline. In many organizations, executives feel that their managers can do the work eliminating the need for HR. Human resources can be applied to any activity within the organization (Nica, 2013). HR professionals focus on finding the appropriate balance of workforce supply and how efficient and productive the workforce is. Employees are now being recognized as a vital asset to an organization 's success and have extended the strategic role of a HR department (Anca & Ramona, 2013).
Employee Relations – To maintain the relationship between employee and employer, HR plays a very important role. Resolving workplace conflicts, job satisfaction and employee engagement are some
Performance management system is a set of instructions to ensure employees about the level of performance which they are expected to follow. Their individual goals which they are expected to follow to achieve the objectives of the organizations. “Employee performance is the competitive advantage for creating a successful business. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product of service, as well as many other areas” (www.sucessfactor.com).