The Function of HR – Accompanying notes
Understanding the Contemporary Human Resources Function – 5CMHR
CIPD Diploma in Applied Human Resources
Tutor: Tim Bates
Niall Jones
Word count (excluding references): 2,387
Views on the function of HR and how it is evolving
Slide 1:
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.
HR also serves organisations by handling administrative duties such as payroll, supporting workplace safety and advising line managers regarding employee relations (Mayhew, 2014).
However, these contemporary views of the function of HR were considerably different during the Twentieth Century.
Slide 2: During the course of the Twentieth Century there was a significant evolution of the function of HR.
The traditional HR functions in the early Twentieth Century included keeping employee records, implementing training, recruiting and monitoring employee welfare (Nayab, 2011). These HR functions have been dated as far back as the industrial revolution (Taylor & Woodhams, 2012; 23).
As the century progressed, the function of HR soon developed in line
The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.
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 HR function is responsible for initiatives to drive culture and engagement ensuring that staff are motivated and committed to the organisation achieving their objectives. This is demonstrated through their performance and validated through enhanced teamwork, and also that they are committed to go above what is expected of them to ensure
The HR Function drives performance and provides line managers with the tools and resources to increase the performance of the organisation’s employees. It must do this by identifying the business values and formulating a strategy in line with these. This strategy must then be effectively implemented at all levels.
Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business
The human-resources department is responsible for performing HR management. This includes overseeing numerous aspects of employment, such as compliance with labor laws, employee benefits, recruitment and retention just to name a few. According to APHSA (2016), there are four primary functions for which HR is responsible: Executing HR Administrative Functions; Developing Talent; Influencing Culture; and Influencing Direction. By executing HR admin functions the department; builds trust with administration, engages leadership in the development of jobs, recruits, hires, and assist with onboarding new employees. HR develops talent by creating employee development and training opportunities for increased performance as an organization. In utilizing this skill, it can create opportunities for leadership and promotions.
| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)
HR liaise between management and employees to ensure that policies and procedures are applied fairly and consistently and interaction with the HR department is
Working alongside the Line Managers, HR make sure managers have the information they need to manage the performance of employees of all ages, including older workers. HR professionals ensure the Performance review of all employees to prevent the risk of unlawful age discrimination. HR analyse details when employees are approaching the age of retirement, ensuring Line Managers ask all employees
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
How has HR progressed from the 1980’s to now? Provide examples of both Transactional and Strategic HR responsibilities
Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring
The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the
Before diving into our time machine to go future scaping, how did we get to the point we are now in HR? What people, places, and policies have made the workplace what it is today? I would like to look at four companies – Procter & Gamble, IBM, Hewlett-Packard, and Southwest Airlines who created places of work that stood out during various times of the last century. These companies are just a small sample of HR thinking today, although, they comprise of an important part of it.
Through Strategic Management Process we could find the inter-relations between HR functions and rest of the Organisation function . There are mainly three kinds of company exist in today’s economy , viz. Public , Private and Non Government Organisation . While the significant amount of public’s need is being catered by the Public Organisation , but the Private Organisation aims to maintain the substantial amount of Profit which usually takes the Government contracts to execute the project, so that they could later incorporate the revenue generated in the later stage of their respective business expansion through various means , for eg. hiring skilled labour force, joint ventures . On the other hand , NGOs mainly focuses on fulfilling the public needs by keeping an eye on the Government/Public companies whether the required amount of Corporate Social Responsibilities are being adhered upto the desired level of commitment.