Management and Hr

Topics: Management, A Legal Matter, Organization Pages: 9 (1072 words) Published: April 26, 2015
APC Overnight
Report to the Executive Directors
Retaining the HR Function

Mohammed Bhayat

Table of Contents
Introduction3
How three HR activities support the organisations strategy4 Recruitment4
Disciplinary’s / Grievances4
Induction5
Three ways HR professionals support line managers and their staff6 Performance management6
Legal6
Training7
Conclusion8
REFERENCES9

Introduction
This report is to the executive directors and will be outlining the importance of retaining the HR function within the business. I will be explaining how HR activities support the organisations strategy and how HR professionals support line managers and their staff. HR is essential to the smooth running of the business. HR is there to ensure that the company do not have a high turnover of staff and that training is given to employee. HR is essential to help the company meet its targets, and ensuring that the company complies with legal requirements including Health & Safety.

How three HR activities support the organisations strategy
Recruitment
Recruitment is co-ordinated by the HR department and is a major factor on how your business recruits the right type of people to carry out the tasks required. HR will in this instance start from the beginning and advertise for the positions to be applied for, HR will also screen and interview the right type of candidates required and then Induct them once the candidate is successful in getting the position. This is a time consuming job which the department that HR are recruiting for will not have time for and can spend their time concentrating on their departments. HR are responsible for sending out the necessary letters and paperwork to the candidates.

Disciplinary’s / Grievances
Disciplinary’s are usually completed due to a employee mis conduct or absence related. The HR team usually monitors all absences and would notify the line manager of any concerns. HR support the line managers by attending these disciplinary meetings and advise on the best course of action to be taken, HR are also responsible for ensuring the necessary paperwork is completed for the disciplinary to take place. Grievances are dealt with by the line managers also and again HR is responsible for ensuring that grievances are dealt with fairly and equally.

Induction
The HR department are responsible for inducting all new employees who enter into the business. Inductions are quite important in how the new employee fits into the business and responds with the demands and the business strategy. All new employees should be inducted with the practices, policies and procedures and the culture that the company operates in. This will allow the new employee to familiarise and settle into their role with how the business works, this should help keep the employee retention level quite low. The induction process done ‘effectively reflects the employer brand and the values the organisation is promoting. It is important, therefore, to ensure that the induction process reflects the values and culture of the organisation’ (CIPD, 2014)

Three ways HR professionals support line managers and their staff Performance management
The HR function here will provide you with the best way to maximise the potential of your employees. If you have underperforming employees HR will be able to help you get the maximum out of them. The process is 'performance management' during this period the employee will go through a set of meetings to discuss their performance shortfalls. if after reviewing the shortfalls the HR department are able to advise of the further necessary steps to take e.g. disciplinary, warnings etc. HR are there to support the managers carrying out the meetings and advising of the best way forward. Legal

The HR function for the business in a legal matter would be to ensure that the...

References: CIPD. (2014). What is an Induction. Available: http://www.cipd.co.uk/hr-resources/factsheets/induction.aspx#link_2. Last accessed 04th December 2014.
Martin, M. and Whiting, F.. (2013). Human Resource Practice. 6th ed.. CIPD.
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