Sga1617

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Please note that this Assessment document has 7 pages and is made up of 3 Sections.

Please note that this Assessment document has 9 pages and is made up of 9 Sections.

Please note that this Assessment document has 15 pages and is made up of 7 Parts.

Please note that this Assessment document has 9 pages and is made up of 4 Parts.

Please note that this Assessment document has 13 pages and is made up of 5 Sections.

Please note that this assessment document has 9 pages and is made up of 4 Parts.

Please note that this Assessment has 6 pages and is made up of 3 Sections.

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

1.2 Identify the range of HR data that organisations collect and how this supports HR practice.

Our people are proud to be a leading dental corporate in the UK” (Southern Dental, 2006). HR needs to understand where the business is at present, where is going and how to get to where the Company wants to be.

There are many factors that can determine the success of any organisation. It is not only limited to the physical assets such as machinery and technology, however it is the people working within the organisation bringing new ideas and special skills that can make a difference. This essay will investigate the influence of Human Resource Management (HRM) on the wider organisational strategy. A short description of HRM will be followed by a summary of its primary roles. Also, this paper will then critically assess these roles using qualitative examples in an attempt to determine the degree to which HRM really helps or hinders the organisation in achieving its strategic goals.

SCoR states that 'everyone has the right to be treated with dignity and respect at work' (p1, 2009). Rob also undermines the student radiographer by remarking on her image quality. SCoR (2009) suggests that bullying can sometimes take place because the bully lacks confidence or feels insecure (p10) and this may partly explain Rob's behaviour, as he is being bullied by Asha. Meena fails to report the bullying to anyone, however SCoR suggests that members must support each other at work where bullying is concerned and 'stand together' (p1, 2009). Bullying in the workplace can lead to staff absence, a lack of desire to go to work, seeking the help of a doctor, and searching for other places of employment (NHS, 2006). SCoR (2009) also suggests that there are more severe consequences in the form of behavioural effects such as smoking or drinking excessively; physical effects like insomnia and headaches; and emotional effects which include anxiety and depression. Employers have a duty to investigate claims of bullying and where necessary take measures to stop it from continuing (Directgov, n.d.).

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.

In simple terms, an organization 's human resource management strategy should maximize return on investment in the organization 's human capital and minimize financial risk. Human Resources seeks to achieve this by aligning the supply of skilled and qualified individuals and the capabilities of the current workforce, with the organization 's ongoing and future business plans and requirements to maximise return on investment and secure future survival and success. In ensuring such objectives are achieved, the human resource function purpose in this context is to implement the organisation 's human resource requirements effectively but also pragmatically,