Human resource management manages the human resource. It focuses on the performance of the human resource in the context of fulfilling the objectives of the organization. This report will be describing the functions of HR in the organization. Strategies and practices of HR will be reflecting in this report which would be helpful to understand the role of HR in the organization. The importance of training and development will be showing in the report. Employment legislation helps employee to make ensure that they are working in safe environment. Change model in management will be showing the impact of changes within organization. The key function and planning of HR manager will be discussing in the report.
HRM
Human resource management is the process of developing and hiring the employees so that organization gets more valuable assets. It includes analyses of job, training and development, evaluation of performance, providing incentives as per performance of the employees, recruiting, screening, making good employee relations, resolving conflicts and communicating with all employees. It is the modern version of personnel management (CIPD, 2010).
The HR manager is responsible for ensuring that employee of the Palermo safe storage should be well versed. HR should be expertise in various fields such as recruiting, screening, training, payroll and safety. The functions of HR are mentioned below:
Figure 1: HR Function
Source: (Trueinfos, n.d.)
Recruitment: the main function of HR is to recruit the right people at right place for right position. To meet the strategic objectives of the company, it is the approach in which needs if the organizations are analyzed and recruitment is being done as per requirement (Mello, 2014).
Documentation: documentation refers the submission of completed details of recruited employee so that personal details of that particular employee keep in company for future reference.
Training and development: it is important for the organization to provide training and development to their employees. Proper training and development process help out employee to reduce hesitation towards performing task.
Compensation and benefits: in the context of compensation, the function of HR is covering the structure of the compensation and evaluation of competitive pay practice. Benefits of the employee should be taken care by payroll department of HR (Berber, 2011).
Legal issues and personal issues: it is the major function of HR to take care of compliances with labor and employment law. HR management should be aware about the employment laws so that they can tell about it to new hiring and existing staff as well.
Termination and transition: Employee relation is the key discipline of HR. it refers the employee engagement, job satisfaction and resolving the conflicts. In case of any issues between employees and employer, HR can raise voice regarding termination of employee who goes against norms of company (Bratton & Gold, 2012).
Performance management and evaluation: HR performs its role by analyzing the performance of the employee. HR motivates employee towards performing the task and provides monetary or non-monetary rewards for their performance.
The strategies and practices of HR are settled. It focuses on retaining top talent because it is very easy and cost effective (Manole, et. al., 2011). Retention can be accomplished by promoting a positive environment, developing skills, keeping employees delight. Keep concerning on the job satisfaction so that employee can remain in company for a long time (Karikari, et. al., 2015).
Human resource planning is a process which helps to identify the needs of human resource in the organization. It is considered as a link between management and strategic planning. Palermo safe storage has mission statement “our people are our future employees”. To accomplish its statement HR manager has planning to enhance the productivity of the employees. HR planning initiates by auditing and assessing the capacity of the existing employee (Becker, et. al., 2013).
Figure 2: stages of human resource planning
Source: (Guest, 2012).
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Analyzing condition It is the first step of human resource management to analyze the strength and weakness of the company. It performs when company deal with comprehensive audit of the quality, compensation, skills and demographics of employee (Elarabi & Johari, 2014). |
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Inventory of current human resource HR manager of Palermo safe storage can keep the updated information about the existing employees by using modern system. Under this strategy of human resource planning, internal and external promotions can be evaluated by HR manager (Ekwoaba, et. al., 2015). |
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Demand and supply forecast In this step HR manager need to check out the current supply of organization with the future demand. With this planning it is become easy to the human resource management to get know the forecast requirements of profile. |
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Estimating manpower gaps By comparing the demand and supply of human resource, the outcome has come in the form of deficit or surplus. Surplus defines the termination of the employee due to over staff and on the other hand deficit refers the more recruitment in the organization. HR manager can determine or estimate the condition and will be able to fulfill the gap. |
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Formulating the action plan for human resource The action plan will be made as per outcome of surplus or deficit. The aim of formulating the action plan is to maintaining the equilibrium. With the help of action plan, HR manager can fill the gap through terminating and recruiting of the employees in the organization. |
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Monitoring, control and feedback It is the step in which action plan is implemented. HR manager recognize the action plan with and efficient manner so that useless termination and recruitment could not be done in the organization and deficiency of the organization could be identified and removed within time frame (Itika, 2011). |
As per case study Palermo safe storage need to focus on various point. Training and development is one of them. Training and development is the program which is helpful to enhance the productivity and performance of the employees efficiently within organization. Training is the program which conducts to improving the skills of the employees so that they can perform their current role in the organization efficiently. Development is a wide process and focuses on growth of employee and further performance instead of focusing on immediate role (Khan, et. al., 2011). Effective training and development program in Palermo safe storage helps to keep right candidate and grow benefits. To tailoring the training plan in the organization, HR manager of storage need to concern some following points:
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Key source |
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Recognize business impact |
HR manager of Palermo safe storage should design the raining by keeping in mind the overall goals of the organization. |
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Examine skill gap |
It is important to analyze the gap between employee current and ideal skill. To create high impact employee training, HR need to add on three major aspects in it that is motivation, critical thinking and skills mastery. |
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Layered approach of training methods |
Training method should be designed by concerning layered approach. It is the best approach which determines that the time of the employees are using for making something best. It improves the performance of the employee. |
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Evaluation of effectiveness and gains |
The duty of HR is not end till providing training. It is necessary for HR to evaluate its impact in employees. Initial training will be stick if continuous support gets. |
Development is self assessed and organized program. Development is the lengthy process which consumes a lot of time in comparison of training but it focused on potential growth. It covers the multiple kinds of learning of the employees (Chen, et. al., 2013). Training and development would be influenced to the structure of Palermo safe storage and the staff of storage will be confident towards performing the task which enhances the profits or margin of the organization. Training and development program can be provided in to two terms on-job training and of-job training.
It is one of the essential skills of HR to being a master in a management of change in the organization. To managing the change HR need to be specialist so that he or she makes better understanding about the change management. The role of HR in change management should be specific and HR should utilize their knowledge and skill to set the expectations of the organization (Heckhausen et. al., 2010). Problems should be trouble shooted by the HR manager so that issues or conflicts while changing can be identified and resolved. Process for managing change is given below:
1-Urgency creation
2- Create a Team
3- Make a vision
4- Communication planning
5- Removing obstacles
6- Prefer quick wins
7- Provide time to change mature
8- Monitor the change
Eight step change management process is the approach of kotter’s change approach. It describes that changes in the management should not be the decision of single handed rather involvement of each employee should be existed in the decision of change. In the case of string convincing HR manager can build the team for bringing change in the organization. Create a team structure and make them free to feel that they are important part of the team. To make changes, vision is must. With the help of clear vision team member would do work efficiently and purposefully. Deriving the vision is not the solution it is important to communicate about the vision in the company. Obstacles are the necessary aspect of changes, there is need to identify the obstacles and HR manager should remove it from the plan as soon as possible. It creates the higher dignity of the business. As stated in case study that employee of Palermo safe storage does not get better treatment this change model brings the changes within the business. Quick wins will be motivated factor for change and management can see the initiative advantage due to bringing change in management. Early declaring of success can be the failure point for the change process, it is necessary to let the change mature. After changing monitoring and examining on the change is must (Ero?lu*, 2014).
Employment legislation provides the protection to the employee from the discrimination. It makes assure that employee will get treatment on equal basis. Palermo safe storage is unable to give attention in the area of health and safety, training and development, recruitment and selection, pay rates and union recognition rights. Due to inability of storage bring the worst situation in the organization. There are various acts which is helpful to make the employee relation for a long time. EOCC covered equal pay act 1963 and protect employee from illegal discrimination which might be race, gender or color. As stated in case study that the salary structure of employee is below at national average and employees are required for overtime on short period (Cavico, et. al., 2012). This act covers all aspect and makes ensure that employee of organization get right wages or salary of their work. Human resource management of Palermo safe storage can be affected by some federal laws that are occupational safety and health act 1970, employee polygraph act 1988, mandatory retirement act 1978 and worker adjustment and retraining notification act 1988. For instance, if employee of Palermo storage is facing issue regarding discrimination or harassment can complaint against those action, in that case employee care should listen all scenario from both parties and take action as per corrective form (Hameed & Waheed, 2011).
The equality act protects employee from harassment and discrimination in the work place as well as society. The aim of this act is to provide the equality in work place. Member or staff of the Palermo storage has the rights to get equal wages or salary. Men and women are equal in this act.
It provides some example to employer and employees to deal with grievance and disciplinary situation. ACAS provide training course to supervisor, manager and head of the company regarding run the business with positive environment. It is having codes of practice which helps to employer regarding maintain the employee relationship.
As an HR manager in Palermo storage, it can be recognized that in case not following the act as per UK Government. Organization has to pay penalty. The whole organization can get impacted due to mismanagement and lack of concern regarding health and safety and pay scale. It is important for the organization to keep concern on every aspects related to employee relationship because employees are the main resources that take organization from low position to high by putting their efforts.
Globalization is the process which develops the business in all over the world. It has been analyzed that the major problem in all over the world is unemployment. It amplifies the social crimes, illiteracy, poverty and many more. It helps to provide employment from one country to another and invite other culture, beliefs and tradition of other country. Globalization makes the aggressive competition in the country. It is considered as inevitable phenomenon. It has been working to bring the world closer by exchanging information, products, culture, knowledge and services (Sheffield, et. al., 2013).
Global human resource management consider as an umbrella which covers all aspects of the organization’s management and payroll on global scale. With the help of technology it becomes easier to the organization to expand their business across the world. It is important for the multinational company to have the HRM software that is capable to monitor the performance of employee around the globe.
Palermo safe storage can be benefited by the global HRM. Globalization is the medium to bring the world closer and by taking advantage of it Palermo staff storage appoint employees from all over the world that enhance the variety of ideas for making sustainable growth. Due to migration of work flow and ideas across countries bring the huge effectiveness and HRM can perform efficiently. Training development program get influenced from diversity and provide output with lots of variance in organization. Various cultures and beliefs make organization differ from other. The migration of flow of ideas will be good for an organization.
Conclusion
It has been concluded that Human resource management is the key resource for organization. It is reliable for performing activities by employees in the organization. Employee relation is must in the organization and to make it an efficient manner, HR plays a vital role. Various topic related to HRM has been considered in this report such as HR function, planning, training and development, legislation, change management and globalization. It has been analyzed that HR manager need to enhance the awareness about legislation towards employee. With the help of change management model, it has come to know that for staying in the competition change is must.
References
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Trueinfos, (n.d.). Retrieved on 19th april 2017 from: https://www.trueinfos.com/functionsofhr.html.
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