The key functions of a human resource manager at any organization includes dealing with payrolls and benefits pertaining to employees, record keeping as well as tax compliance, ensuring good relations and communication between employers and employees and ensuring adequate compliance on the part of the organization with all labor laws (Albrecht et al. 2015).
The human resource strategies in an organization are seen to play a vital role when it comes to managing all the people who have been employed at the workplace as well as in making sure that the culture and the environment at the workplace is one that is harmonious in nature (Ahmad 2015).
The three aims of human resources strategic planning are to make optimum use of the most valuable assets of an organization, ensuring the best kind of fit between jobs and employees and finally to avoid manpower surplus or shortage at any point of time, as both of these can prove to be detrimental for the growth and development of a business organization (Brewster 2017).
The five important information areas that need to form a vital part of a human resource plan in an organization are organizational culture, the process of planning for change, training and development, health and safety, and of course the process of recruitment as well as the retention of employees (Cascio 2015).
The four important steps that need to be taken in the process of human resource strategic planning are the analysis of organizational objectives, creating an inventory of all existing human resources, estimating gaps in manpower, formulating an action plan for human resource management and engaging in monitoring, control as well as feedback (Chelladurai and Kerwin 2018).
The introduction of technology has changed the manner by which an HR department of an organization is able to store files, contact employees as well as analyze the performance of employees (Dhar 2015).
The aim and scope of the Fair Work Act of 2009 instrument is to provide for the terms as well as conditions of employment and to set out the rights and responsibilities of all employers, organizations and the employees of such organizations (Joo et al. 2018).
The strategic objectives and operational priorities of King Edward VII College Strategic Plan include recruiting as well as selecting quality staff to the organization, set up a budget for the purpose of professional development, putting a formal system in place for staff retention as well as succession planning and also establishing formal systems for job analysis and job design. The college also has to focus on areas such as performance management, ensure diversity within the organization and especially at the time of recruiting employees to the organization, create a human resource information system, which is more than just basic by setting up accounting software and through the identification of costs (Lai et al. 2017).
Human Resource Requirements at King Edward VII College over the Next Three Years – An Overview
Review and Analysis of Emerging Trends and Practices that can Impact Human Resource Management at King Edward VII College
One of the emerging trends and practices that can impact human resource management at King Edward College is the introduction of technology (Lai et al. 2017).
Philosophies and Values that should Underpin Human Resource Management at King Edward College
The philosophies and values that should underpin Human Resource Management at King Edward VII College is the value of respecting human beings for who they are rather than their sexual orientation or economic background (Madison et al. 2018).
Human Resources Strategic Directions
Some of the strategic directions that can be taken by the human resource management at King Edward VII College entails the recruitment of employees based on high merit, and regardless of sex, creed, caste and religion (Albrecht et al. 2015). Recruiting employees of high merit is something that is needed if an organization wants to offer quality services. The same holds true for King Edward VII College. If the college intends on imparting quality education then it needs to pay special attention to the type of teachers that it recruits into the payroll of the college. The teachers of the college need to be sufficiently qualified and trained in order to provide students with a global and inclusive education. The college also needs to pay attention to the fact that people from diverse economic backgrounds should be recruited into the college. Additionally attention needs to be paid to recruiting people from different types of religion and gender to the college so that students from different religions and genders feel encouraged to attend this college.
Hire Employees Based on Experience and Not Just Credentials
One of the most important strategic steps that the human resource management at King Edward VII College should take in order to hire the right peoples for various positions that are offered in the college, is to select experienced employees rather than fresher only (Nankervis et al. 2016).
Be Transparent about Remuneration/Compensation
The second step that needs to be taken by the HR management at King Edward VII College when recruiting employees is to be transparent about the remuneration that is on offer (Ahmad 2015).
Recruit People from Diverse Backgrounds
A third crucial step that needs to be taken as a part of a human resources strategic plan is to make an effort to recruit people from diverse ethnic backgrounds (Mostafa et al. 2015).
Be Transparent about Job Roles and Responsibilities
Fourthly, the human resource management at the King Edward VII College must provide potential employees with a proper heads up as to the exact duties and responsibilities that they are expected to fulfill in the course of their tenure.
Take Regularly Assessments for Newly Recruited Employees
The human resource management at King Edward VII College needs to subject the employees who are freshly recruited to frequent tests and assessments to determine how good they are at fulfilling their job roles.
Offer Additional Incentives/Rewards
The human resource management at King Edward College also needs to provide a number of incentives over and above the basic pay that is mandatory for recruiting people to job positions in a college.
Risk Management Plan
A major risk management initiative that can be taken by the college in order to retain employees and avoid high employee turnover is to get the HR professionals to speak to employees on a regular basis to find out about their needs, concerns and requirements. Timely Payments
Another important risk management initiative that may be taken by the HR management at King Edward VII college is to make sure that the employees of the college are paid in a timely manner.
Granting of Paid Leaves
When it comes to avoiding employee turnover, the issue of leaves and paid leaves at that is something that becomes very important.
Regular System of Appraisals
Appraisals need to form a part of the remuneration process at the King Edward VII College.
Release of Salary on a Monthly Basis
The salaries of employees who are newly recruited should be released only after they have served at the college for one whole month.
Signing of Contracts by Employees
All employees of the college need to be made to sign a contract wherein they state that they adhere to all the rules and regulations of the college that includes the terms and conditions of their appointment. This is very important as employees of the college need to be made to agree to the fact that the rules and regulations of the college is something that they are aware of and that agree to the fact that violating such rules and regulations will invite penal or punitive action if necessary.
Implementation of Programs for Work Life Balance
The HRM at King Edward VII College can consider implementing a number of programs for the purpose of work life balance. A pot luck dinner can be held at the college in every three months that gives the employees of the college not only the opportunity to showcase their culinary skills but also the scope of mingling with each other in person. Family day can also be held at the college every once in a while in order to give employees the opportunity to bring their children to college. These are programs that will by and large not only help employees of the college to relax and unwind within the college premises, but will also give them the chance to value the institution that has employed them in the first place. It will give them the scope to socialize with fellow colleagues in the college premises, thus getting to know one another.
Programs that are likely to be most valid for the college include the family day program that allows employees to visit the college with their near and dear ones. A movie night can also be organized by the college authorities for the employees of the college, as this gives everyone the perfect occasion to socialize with one another and have a good time, apart from occasions such as a potluck lunch or dinner that is held in every three months.
The work life balance programs should be those that are incorporated into the college schedule for the whole year right at the start of the year. By doing so, the human resource management of the college will ensure that these programs will at some point of time be implemented, in the course of the calendar year.
Posters, social media notifications and verbal or in person awareness needs to be generated within the college campus about occurrence of the work life balance programs so that each and every person at the college is aware of such programs and makes an effort to be a part of them. The word of mouth notifications in particular are likely to go a long way, in addition to social media notifications, in getting people to know about these programs and attend them to make them a success.
The human resource management authorities of King Edward VII College can also consider sending out email notifications via list serves, in order to make a large number of people become aware of the work life balance programs offered by the college, in a short period of time. Sending out notifications via email will prove to be both inexpensive and convenient at the same time while also giving the HR authorities the scope to elaborate on these events in terms of details as much as they wish to while sending out such emails.
The work from home arrangements will likely benefit the employees of the King Edward VII College especially those who are married, and who have children to attend to most of the time. The work from home arrangements tend to offer plenty of flexibility for employees enabling them to perform teaching and administrative duties from the comfort of the home via video call or through email. Employees of the college can save a sufficient amount of money, which they would otherwise have spent on transportation costs when they avail the work from home arrangements as made available by the HR of the college. A lot of energy that would have been spent in going and forth from college is also something that employees get to save when they decide to work from home. Employees of the college who have families at home can tend to the needs and requirements of their family members while doing their professional duties at the same time, using the work from home facilities provided by the college. If employees happen to be performing against the objectives of the college, then it will be the duty of the HR department at the college to get in touch with these employees on a personal basis to find out what it is that is keeping them from performing up to the mark. Issues if any will have to be taken note of and identified immediately by the HR management after which solutions have to be drawn up in order to address the same.
Additional Actions that need to be taken to Support the Work from Home Arrangements and Performance against Objectives Issues
Some of the additional measures that need to be undertaken by the HR administration of King Edward VII College in order to support the work from arrangements that are made available by the college, include making it clear to employees that there are specific duties that they need to perform in the entire day for which they avail a work from home facility, and that they need to keep a record of such work in order for them to be paid for that particular day. Employees who do not maintain such a record and who do not provide evidence of the fact that they have worked from home, will be denied of the same facilities in the subsequent. It is therefore imperative for the HR administration at the King Edward VII college to implore the employees of the college to take the work from home facility seriously, so that they can enjoy such a facility over the long term.
When it comes to the performance against objectives issues, a few of the additional measures that can be undertaken by the HR management include imposing a payment deduction or salary deduction on the employees who are not meeting the objectives of the college in the manner that is desired. This is something that employees are bound to take cognizance of as it will hit them hard.
References
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent Business & Management, 2(1), p.1030817.
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Brewster, C., 2017. Human resource practices in multinational companies. The Blackwell Handbook of Cross?Cultural Management, pp.126-141.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation. Human Kinetics.
Dhar, R.L., 2015. The effects of high performance human resource practices on service innovative behaviour. International Journal of Hospitality Management, 51, pp.67-75.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human resource-related quality management practices in new product development: A dynamic capability perspective. International Journal of Operations & Production Management, 38(1), pp.43-66.
Joo, M.K., Kong, D. and Atwater, L., 2018, July. Workforce Gender Diversity, Human Resource Practices, and Organizational Outcomes. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 17603). Briarcliff Manor, NY 10510: Academy of Management
Lai, Y., Saridakis, G. and Johnstone, S., 2017. Human resource practices, employee attitudes and small firm performance. International Small Business Journal, 35(4), pp.470-494
Madison, K., Daspit, J.J., Turner, K. and Kellermanns, F.W., 2018. Family firm human resource practices: Investigating the effects of professionalization and bifurcation bias on performance. Journal of Business Research, 84, pp.327-336
Mostafa, A.M.S., Gould?Williams, J.S. and Bottomley, P., 2015. High?performance human resource practices and employee outcomes: the mediating role of public service motivation. Public Administration Review, 75(5), pp.747-757
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