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The management of HR in a professional, just and ethical way is necessary because of the fact that it will help the organizations in generating better training and learning scopes for the existing employees which will also develop their skills and knowledge of them in the future. HR management also helps in identifying the fresh talents that would help in increasing the productivity and quality of performance of the organizations of different sectors (Galanaki and Lazazzara, 2020). Moreover, it will also help the company in increasing their brand value in the eyes of their own workers' customers. HR management also meets the necessities of employees along with solving their professional and personal issues.
The conventional and traditional HR practices include hiring, firing, selecting and administering the policies of an organization. The main focus of HR was linked to covering all the basic procedures a business organization needs for growth and development (Luu, 2018). This is only related to meet the staff requirements of the company but not exactly involved to the process through which the company can boost performance of the employees.
But the HR functions in the contemporary organizations are now not limited to recruitment and administering but also to enhancing productivity, skills of the employees, providing them a better work culture, maintaining the satisfaction and motivation of the employees (Kooij, and Boon, 2018). The ethics and values of the employees are also developed with organizational policies and schemes set by the HR managers. These are the main things required for developing staff to meet organizational strategy, planning and future goals.
The practices are more dynamic and involved as these are focusing on not only to recruit but also to train, empower, and retain the employees. These practices are changes as per the needs and requirements. Without having a good employee relation, the organization can face employee shortage, with meeting the productivity level, the customer’s needs cannot be met (Luu, 2018). It impacts the organizational performance. Revenue collection can also be hampered. This is why besides recruitment the HR needs to provide training to the employees so they can meet the expectation of the clients and company.
In the evolved HR functions, fair reward systems are provided to the employees for improving their motivation. Required vacations, holidays, variable pay, company-provided mobility, entertainment events, generous incentives, and subsidized cuisine are also included (Kooij, and Boon, 2018). The HR also pays attention how the employee’s satisfaction can be enhanced to help them stay in the company. Diversity is also implemented within the workplace as Human Resources can hire employees from different backgrounds and cultural areas (Neves, Almeida, and Velez, 2018). It improves employee motivation and a sense of engagement with the organization. The Human Resources in contemporary companies try to develop a work culture based on ethical behavior and beliefs. Therefore, these activities help the HR managers meet the strategic goals of the company for the present and future goals to become productive and developed.
This is a great contributor to the global environment because through the HR practices the HR department boosts the employability of a person, enhances the competitiveness of the company, improves ethical and moral behaviors of the employees, and chances to meet the satisfaction level of the customers. It thereby can help in developing a healthy work environment.
Every organization tries to develop a good and healthy culture, and this is the main objective of any organization. The responsibility of managing organizational culture lies in the HR department (Wang et al., 2020). HR plays a critical role in quickly identifying and solving workplace challenges, as well as encouraging frank and open interaction between management and the employees. HR has a beneficial influence on corporate culture in this way.
The HR department is responsible for two major functions. First and foremost, HR assists in the prevention and resolution of conflicts or disagreements between management and employees(Wang et al., 2020). Secondly, they assist in the development and enforcement of regulations that are reasonable and equitable to all people.
This is another objective of an organization that HR tries to obtain. A range of human resource processes that span the worker life cycle is used to recruit, hire, and retain employees. The area includes strategic strategy, employee engagement, training and development, performance evaluation, recruiting, hiring, transition, and retention (Wang et al., 2020). By doing this, HR tries to retain the skills and talent of the organization to meet the objectives of development.
Keeping the productivity rate of an organization is very important when the productivity of any organization is maintained effectively, it can develop and grow. For meeting this objective, HR recruits the candidates who have the highest potential to meet the organizational needs (Kooij, and Boon, 2018). Also. The employees are offered skills developmental training, bonus, and incentives that help them maintain their productivity.
HR plays a central role in maintaining organizational culture and managing the employees for the development and growth of the company. Except for the traditional and conventional methods, HR practices are also delivered in different ways.
Staff development plays a major role in the functions of HR department. The employees need to have the skills to approach the clients and customers, understand what they require and provide them the things the customers exactly want from an organization. The HR managers provide training and skill developmental curses for the employees to enhance their existing skills and knowledge so that they can meet the expectations of the company and the customers. High commitment practices can boost employee engagement (Chen et al., 2017). The HR needs to manage the employees in a better way. They need to give them proper training for increasing their skills. It can help them in making the employees more productive. HR can organize creative initiatives that will help employees be more productive. Properly trained employees can give more productive outcomes in the business operations. The innovative employee can get engage to the organizational work (Park, Bae, and Hong, 2019).
Different HR specialists collaborate with other departments, such as line managers and other stakeholders, to achieve HR goals. The integration of all business practices to be in line with the full HR practices of an organization makes it possible to provide shared services effectively (Nishii, and Paluch, 2018). To be more proactive in HR, shared services are necessary. Shared services are advantageous to a company because they are cost-effective, can minimize the repetition of activities, and streamline the operations of the whole HR department.
The HR in the voluntary organization has also a very crucial role. As the main purpose of voluntary organizations is to meet the requirements of the people for boosting the condition of society (Zhukovska et al., 2021). The managers of the voluntary organization can provide trainings and skills developmental courses for the employees to develop their efficiency and productivity. The staff developmental functions can help the organizations meet the requirements and needs of the customers. Enhancing the skills of the employees will also help the organizations increase the performance level of the employees. Using this model, the organizations can help the employees meet the expectations of the company from the employees.
The public sector organizations can work collaboratively with the line managers and other stakeholders. Using the shared service approach can help the public sector organization share the services effectively. Shared service can also help the public sector organizations accomplish all the operations of the HR department efficiently (Bankins, and Waterhouse, 2019). This model can help the public sector organization become cost-effective as this follows centralization of the operation of the back-office used by various divisions of the organization. It will also reduce redundancy in the organization. With this, the HR managers can also provide support to the employees to provide better customer service.
The HR here develops some policies and schemes for the employees to maintain proper values and morals, beliefs to enhance the organizational performance.
In the SME, HR needs seek candidates who are capable of meeting the organization's goals and objectives. In the SMEs, the operations and functions are various and numerous for that the employee are recruited to a large extent. This is why the organizations need to maintain a healthy employee relation. The HR needs to provide necessary incentives, and schemes for the employees to enhance their productivity. The employee relation can be enhanced by developing policies related to workplace about the conduction of the staff (Muller, 2020). They also need to ensure that the new employees are fit in the organizational culture. By reducing employee conflicts. Providing support and assistance, maintaining employee well-being are the major functions that the HR of SMEs need to focus to enhance employee relations.
The different HR metrics that are being used for evaluation of the function of HR are expense per hire, duration to recruit, duration since last promotion, previous turnover, potential and performance, rating of employee engagement, billable hours of each worker, absenteeism, turnover, impacts of HR software, ratio against each employee of HR business partners and others. Time to hire reflects the overall number of days that are being taken from an application for a job by a candidate to the day when he or she has been provided a job offer. Cost per hire determines the total expenditure that had been spent by a company for the recruitment of new workers.
SLA is defined as the negotiations that are being done between the organization and their customers that signify the way their bonding would operate in the future. The SLA also consists of three categories namely, internal, customer, and multilevel service-based negotiations. The SLA desires precise descriptions of each carrier supplied, beneath every feasible situation, with the turnaround instances protected (Frolova, 2021). Service description needs to consist of how the offerings are introduced, whether or not a protection provider is obtainable, and others. On the other hand, KPI refers to key performance indicators which are also defined as the metrics selected for measuring the way a group effectively performs against the fixed standard.
Staff survey refers to the metrics and tools that are being utilized by organizations for gaining response and feedback on and thereby, calculating worker morale, worker involvement, and performances (Cooke and Corke, 2020). A worker way of life survey measures the factor of view of personnel and is generated to evaluate whether or not it amalgamates with that of the business enterprise or its segments. Worker involvement surveys estimate employees' dedication, motivation, feel of motive, and ardor for his or her jobs and employer. Thus, it can be said that a staff survey helps in analyzing the level of progress that has been made by the employees in terms of productivity, skill, and leadership qualities (Kunz and Waniek, 2019).
It is defined as the method of enhancing the comparison of one's own company, its growth, infrastructure, operations, and working culture with another company of the same sector or in a global market sphere (Lankford, 2022). Thus, it can be said that benchmarking with other companies will help an organization in assessing the regions where they are stronger and weaker compared to its rival. Moreover, it will also help them in generating ideas about the regions where future development and improvement should be done by them.
Return on investment refers to the ratio between investment and net revenue. It is also termed as the overall returns that had been generated by a company in a particular business year. A high rate of return on investment defines that profits from an investment are very much favorable compared to the costs that had been borne by them (Devarakonda, 2019). ROI is also utilized for the evaluation of investment efficiency and comparing it.
The balanced scorecard can be utilized by properly connecting the well-defined departmental goals and performance or productivity to the organization’s strategic business objectives. On the other hand, it could also serve as the process of concentrating human resource employees on tasks which would assist the objective of the organization (Fatima and Elbanna, 2020). It also reflects the strategic importance of the human resource through calculating and underlying its contribution in factual properly known conditions. Moreover, it also helps a company in reducing turnover expenditure. Moreover, it additionally supports recognition of the major attributes of successful workers who seem to be in the organization for more than two years along with integrating brands' attempts into hiring (Miao and Cao, 2019).
Employee engagement and positive business outcomes are interconnected to one another. When the employees are engaged in the organizational work, it helps the company increase its positive outcomes. Positive rates of employee engagement can help in reducing low turnovers and employee absenteeism. It also helps in increasing higher level of productivity. Innovation in the organizational operations helps in boosting employee engagement. The employees who are more innovative can help in engaging more employees. Innovation increases profitability and high job satisfaction among employees. Thus the employee can become more engaged in the organization. It also reduces the chances of employee absenteeism. Measuring and analyzing the customer satisfaction data can help in identifying the units of employee engagement in the organization. By analyzing the service quality statistics, the organizational managers can recognize the levels of employee engagement. When the employees can give best quality services, it means that they are more motivated and engaged. When the employees are well trained and managed, they can produce better quality service.
The findings are important because depending on the findings proper decisions can be made. The findings have emphasized the importance of employee engagement for a positive business outcome (Sun et al., 2018). The information collected from the article is authentic and reliable because the source of the information is APQC, the leading resource for analyzing performance. It also serves more than 1000 different public, private and other organizations with research-based information.
The way the employee engagement and relations have been described in the article has helped in developing concepts of employee engagement. Also, the reliability and validity of the information sources are another important part for understanding the importance of the concept (Sun et al., 2018).
The information of this article is useful as it can help in further making any changes in the HR practices to boost the employee engagement procedures. With the help of the findings, it has become easy for making necessary decisions to approach strategies to increase employee engagement for delivering a better business outcome.
With the explanation, it can be understood that Employee engagement can bring positive business outcomes, allowing for better communication and collaboration amongst employees (Wanget al., 2020).
The high performance working and investment in people could affect the performance of a company through generating innovation in workplace transformation along with developing the infrastructure of the production place, adoption of new technologies which would improve the skills of workers. Moreover, extra studies indicate that the implementation of excessive overall performance operating practices in a company undoubtedly links with the charge of organizational increase, greater substantial creativity, and innovation, better worker delight, decreased worker turnover, and accelerated revenue margin (Hui, 2019). The investment in people generates better future growth scopes of the workers in the organization, thereby enhancing retention of experienced and talented workers for long.
The way I would transfer the new skills and knowledge that had been achieved into the working practices is by upgrading the process of staff survey operations, increasing the engagement of workers in the decision-making activities. Moreover, I would also use this knowledge by generating improvement in the efficiency of the HR metrics for inspecting the level of progress that had been done by employees along with effectively analyzing the different sectors. I should bring more sincerity in terms of quality compared to my rival competitors.
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