HR Services - Strategies - and Evaluation

HR Services, Strategies, and Evaluation | Task Knowledge

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Why should HR Professionals consult line and senior managers about human resources needs in their areas?

Task 1 - Knowledge
1.   Why should HR Professionals consult line and senior managers about human resources needs in their areas? Provide at least five reasons.
2.   What are the ten HR services that might need to be delivered in accordance with a service agreement or plan?
3.   What skills, knowledge, experience, qualifications, and abilities might be appropriate providers of one HR service (e.g. EAP Services) need to have? (75-150 Words)
4.   What is a ROI? Why can calculating ROI be difficult when it comes to the provision of HR services? Why is it important to make an effort to calculate ROI in relation to HR services? (100-175 words).
5.   Explain the difference between quantitative and qualitative information that might be gathered to evaluate the organization’s human resource service delivery. (150-200 words).
6.   Identify the key provisions of legal and compliance requirements that apply to managing human resources?
7.   Briefly explain how human resource strategies and planning processes link to business and operational plans.
8.   Briefly describe performance and contract management.
9.   Briefly describe how feedback is used to modify the delivery of human resources.

Task 2 – Knowledge

1.   In one sentence explain what each of the following is:
a.   Self-study
b.   On-site training
c.   Off-site training
d.   One-on-one training
e.   Mentoring
f.   Action learning sets
g.   Job rotation
h.   Job shadowing

2.   For each value listed, describe three of the behaviors you could display to ensure you reflect the organizational values.
i.   Value: Trustworthiness
i.   Behaviors might include:
j.   Value: Caring for others
i.   Behaviors might include:
a.   Value: Civic virtue
i.   Behaviors might include:
b.   Value: Justice and Fairness
i.   Behaviors might include:
c.   Value: Respect
i.   Behaviors might include:

3.   You are the HR Manager of an organization that uses an external agency to delivery training modules to employees.

You are concerned that the agency is underperforming. They are not complying with the service agreement governing the delivery of HR Services. You decide to take remedial action.

What action might you take? Provide at least five examples.

4.   You are a HR Manager of a large organization. Your department provides HR services to internal and external clients. You have decided to survey the department’s clients to determine their satisfaction levels of the services being provided to them.

Undertake your own research to locate information about:
a)   Client satisfaction surveys
b)   Service usage surveys
c)   One other type of survey which should be used.

Describe each type of survey in one or two sentences. Provide two examples of questions used in each type of survey.

5.   Explain each of these analytical methods in one paragraph:
a.   The audit method
b.   The analytical method
c.   The budget method
d.   The ratio method
e.   The balanced scorecard

Answer

Why should HR Professionals consult line and senior managers about human resources needs in their areas?

1.   Why should HR Professionals consult line and senior managers about human resources needs in their areas? Provide at least five reasons.
HR Professionals need to consult line and senior managers regarding human resource needs as both have vested interested in ensuring company’s success. Five primary reason for the same are;
Planning of department staffing
Workforce strategy
Performance management
Conflict resolution
For strategic HR management.

2.   What are the ten HR services that might need to be delivered in accordance with a service agreement or plan?
Primary HR services that needs delivery according to service agreement or plan are ;
HR assessment and development centers
Career management
Competency development processes
Counseling
Discrimination, harassment advice
Education and training program
Feedback
Flexible work arrangement
Induction and orientation programs
Occupational health and safety (OHS)

3.   What skills, knowledge, experience, qualifications, and abilities might be appropriate providers of one HR service (e.g. EAP Services) need to have? (75-150 Words)
EAP Service counselors education generally needs to be master degree in a mental health-related field as social work or counseling. EAP counselors need to have specific skills in effective roles, especially excellent communication roles. They should also possess skills to work with varied professionals. They need to be trained in EAP core technology which forms an essential component of Employee Assistance Professionals Association (EAPA). Certification Employee Assistance Professional or CEAP is a professional credential.

4.   What is a ROI? Why can calculating ROI be difficult when it comes to the provision of HR services?
Human resources is a soft industry as its quantifiable finance data is not possible. Return on Investment or ROI provides a quantifiable metrics for improving credibility of HR professionals. Upper management through ROI identifies specific, measurable parameters that can benefit organisation.
In order to calculate ROI in human capital all values associated with HR needs to be considered. It is often difficult to measure ROI in HR services as because all measures in HR is not quantifiable. The cost of salaries are also often difficult to assess.

5.   Why is it important to make an effort to calculate ROI in relation to HR services? (100-175 words).
It is integral to calculate ROI with all possible efforts in relation to HR services as it will allow strategic planning for HR. Allocating appropriate financial and other resources in HR is only possible by way of assessing calculating ROI in HR. Further through ROI it becomes possible to assess costs associated with various HR activities and then planning it forward.

6.   Explain the difference between quantitative and qualitative information that might be gathered to evaluate the organization’s human resource service delivery. (150-200 words).
Qualitative information in organisation’s human resource service delivery includes various workforce analysis. Quantitative data or information on the other hand includes rate, salary, hours of overtime worked, age, number of professionals and so on.