3HRC Activity 2

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Human resources plays a great part in the functioning of the company and could impact the success

In order to optimise Alan Howard’s performance the functions of the company work together HR implements company policy’s such as payroll, maternity, paternity and pensions for example payroll needs to be kept up to date from managers to make correct pay for staff. HR are also important for employing and resourcing the best staff offering the correct

Once an open position is approved for recruitment, Human Resources (HR) will generate job announcements electronically and post the announcements in designated areas within the building. Appropriate external recruitment sources will vary depending on the vacancy and will be determined

Human resources is the oil in the engine, that allow businesses to perform administrative duties (recruit, train, and retain employees and managers) to accomplish the goals set out by internal stakeholders. Being a business owner, I am responsible for resolving employee complaints, mediating conflicts, building effective communication strategies, conducting performance reviews for promotions or demotions, and making decisions on who to layoff or terminate.

It is for these reasons that organisations are focusing on human resources as “Companies everywhere are changing the way they manage in order to be competitive” (Walker, 1993: p1). These firms need to find a new competitive advantage, and the implementation of a HRS that is beneficial and supportive in achieving the overall strategic plan is a means of doing so, or put differently, achieving a desirable outcome through a set of processes and activities.

Due to skills shortages in this sector we put many hours into resource and talent planning. Within the HR team we have a Recruitment Administrator who deals with all of our recruitment needs right through to the selection process.

They promote dialogues to exchange knowledge and gain new perspectives. They allow employees to learn from experience, trial by error. They involve employee’s opinions in all important business decisions.

Recruitment refers to a process by which an organisation identifies, screens and selects potential employees. It is known to be an important part of the HR department since it contributes to the human capital of the organisation which plays a vital role in the success of a company. (Parry and Wilson, 2009). The first and foremost step in the recruitment process is the job analysis, which consists of the job description and the job specification. The job description explains the responsibilities to be taken by the applicant, whereas job specification lists the skills required for completing tasks successfully in the company. After the job analysis, the organisation shortlists a target group. The organisation will then screen the applications of the shortlisted group of applicants on the basis of whether the applicants’ skills align with the specifications of the job and interest in the job. If the applicant is hired, they will work for the company throughout the duration specified in the job contract. (Melanthiou, Pavlou and

Do you remember when you first decided to start a small business. The vision was clear and the excitement drove us from imagination to plan to reality. But, before we knew it, we went from happily wading in the waters of our areas of expertise into the deep and sometimes turbulent waves of the unknown; Human Resources. Human Resource functions include: Payroll, Employment Tax, Recruitment, Hiring, Employee Relations, Termination, Regulatory Compliance and Training to name a few. Each of these functions demanded specific skill sets and experience. They also began to expend valuable time and resources.

Human resources (HR) are so much more than the traditional view of an administrative function within the organization. If properly developed and initiated HR can become a strong, strategic business partner. This paper looks at the purpose and role of human resources as a strategic partner as well as its impact on the responsibilities of an HR department.

It goes without saying, that one of the most valuable companies’ assets are their workers and human resource departments specialize in satisfying their needs. By managing work related tasks, human resource

When it comes to human resource management, all of the human resource functions have to be perfectly aligned with the organization’s strategic plan. As the sole communicator of an organization’s views, human resource management expresses the thoughts and wishes of the company. With an organization’s strategic planning, there are many parts that human resource management has to take on including: selection and staffing, organization development, and training and development.

According to Miller (2010) efficient and effective human resource management is essential for every business unit and it is a challenge to all human resource professionals. Staffing, training and helping to manage people so that the organization is likely to increase the performance level is imperative to work in a productive manner. Human resource functions include capabilities, skills, data, personal histories and payroll records (Miller. S, 2010).

Recruitment: - Once the Human Resource department has completed its Manpower Planning it starts its recruitment process by advertising in various job portals (example Naukari.com) and periodicals, Company website, mentioning the skills and qualifications required for the Job description. On receipt of job applications it starts its selection process by administering various types of tests and final interview’s with the concerned heads of the department. Only the best are recruited that meet the required skill and competency for the job.