Mullins Lawyers in Need of a Human Resource Manager
MULLINS LAWYERS IN NEED OF HUMAN RESOURCE MANAGER
MILKO ANTONIO B. PANES c3157023 Mullins Lawyers in Need of Human Resource Manager
1. Introduction The purpose of this report is to persuade the management of Mullins Lawyers on why they have to employ this applicant as Human Resource Manager in their organisation. The primary focus of this report is (1) the lack of the needed competence and focus of the Managing Partner to manage the Human Resource of the organisation and (2) on how the Human Resource Manager will address the challenge that will contribute to the objectives and success of the firm. This report is limited to the information about the Mullins Lawyers. The methodology used in this investigation is data gathering through the internet and research on books.
Three major topics make up the report: The role/functions of Human Resource Manager, Lack of competence of the Managing Partner, and Contribution of the Human Resource Management to the success of the organisation.
2. Functions of Human Resource Manager
This is the text of the virtual Job Advertisement posted by Mullins Lawyers, 2012 (Appendix A).
“The Human Resource Manager is responsible for all human resources operational functions within the firm that will encompass a mixture of day-to-day HR functions and administration, as well as the delivery of staff initiatives. The role sits within the management team and will be responsible for providing HR guidance, advice and support to the partnership, whilst building and maintain key internal and external relationships”.
Human Resource Manager’s roles and functions are vast that encompasses almost all corners of concern of an organisation. Too broad in a sense that the Human Resource Manager must have the holistic approach in ensuring that the HR services from the top down to the bottom of the organisations hierarchy were delivered.
The Occupational Outlook Handbook (2010 -11 Edition) enumerated the major work
MILKO ANTONIO B. PANES c3157023 Mullins Lawyers in Need of Human Resource Manager
1. Introduction The purpose of this report is to persuade the management of Mullins Lawyers on why they have to employ this applicant as Human Resource Manager in their organisation. The primary focus of this report is (1) the lack of the needed competence and focus of the Managing Partner to manage the Human Resource of the organisation and (2) on how the Human Resource Manager will address the challenge that will contribute to the objectives and success of the firm. This report is limited to the information about the Mullins Lawyers. The methodology used in this investigation is data gathering through the internet and research on books.
Three major topics make up the report: The role/functions of Human Resource Manager, Lack of competence of the Managing Partner, and Contribution of the Human Resource Management to the success of the organisation.
2. Functions of Human Resource Manager
This is the text of the virtual Job Advertisement posted by Mullins Lawyers, 2012 (Appendix A).
“The Human Resource Manager is responsible for all human resources operational functions within the firm that will encompass a mixture of day-to-day HR functions and administration, as well as the delivery of staff initiatives. The role sits within the management team and will be responsible for providing HR guidance, advice and support to the partnership, whilst building and maintain key internal and external relationships”.
Human Resource Manager’s roles and functions are vast that encompasses almost all corners of concern of an organisation. Too broad in a sense that the Human Resource Manager must have the holistic approach in ensuring that the HR services from the top down to the bottom of the organisations hierarchy were delivered.
The Occupational Outlook Handbook (2010 -11 Edition) enumerated the major work
References: Business Dictionary, 2012 (www.businessdictionary.com) Mullins Lawyers, 2012, (www.Mullinslaw.com.au) Nankervis, Compton, Baird and Coffey et al (2011, pp. 25) Human Resource Management: Strategy and Processes, 7th Edition, Cengage Australia Pty Limited Occupational Outlook Handbook, 2010 -11 Edition (Human Resources, Perry E. & C. Kulik (2008). When less is more: the effect of devolution on HR’s strategic role and constructed image