Essay: HR Management's Vital Aspects" (47 Characters)

1. What can be the impact if the human resource service options do not comply with legislative requirements and organisational policies
2. Your role is to deliver induction training to new employees.  Following the recommendations of the HR department, you offer to induct staff to your work area.  What legislative requirements would you need to know Using the Consensus Decision-Making Flow Chart explain in your own words, how you would resolve a problem as a Manager.  You may use an example from your own work place to explain the flow chart.  Are there any ways in which to improve the process.

The Significance of Recommendation and Its Relevance to Groups

Recommendations are an important aspect especially to the human resource department of a company or an organization. Recommendations assist a company to explore new ideas and techniques so as to improve its functionality and growth (Van Eynde and Tucker, 2007). Through recommendations, the human resource is able to improve the job satisfaction of employees in a company. Employees are viewed as the engine of an organization. Recommendations enlighten the employer on new ways and techniques on how to improve employee job satisfaction. The HR department is also able to get new ideas on how to employ new workers. The hiring of new workers has become a headache for most firms and these firms are investing heavily in getting the right people for the jobs. Also through recommendations, the human resource department is able to learn new ideas on how to improve employee relations so as to ensure a peaceful and good working environment.

Policies serve various important functions in an organization since they assist to keep the company in compliance with legislation and provide protection against employment claims. Also, they support consistent treatment of staff, fairness, and transparency and also help the organization's management to make decisions which are consistent, predictable and uniform. Human resource services need to comply with the organizational policies and legislative requirements. Various consequences arise if the human resource services do not comply with these legislative requirements and organizational policies. Employees become less motivated due to such consequences. The work ethics are affected and non-existence of teamwork become a reality. Due to personality conflicts that arise within the organization, employees are less motivated and they become less productive (Delaney and Huselid, 2006). Due to the low employee satisfaction rate, staff turnover increases. Poor human resource services begin to reflect on the corporate ethos of an organization.

Induction of new employees is a technique that most human resource departments of different companies are using to hire new employees. Induction can be defined as a way of introducing new workers to the company so as to enable them to do their duties in a new profession within the organization (Lashley and Best, 2004). induction programs for employees are critical and essential when hiring new employees. Some of the benefits of the induction programs carried out include workplace safety, increased productivity, improved employee morale and workplace safety. Also, these induction programs save a lot of money spent on the hiring process. Various legislative requirements have to be followed when carrying out induction programs. Work health and safety requirements are important factors to consider. New employees must be trained and briefed on workplace health and safety requirements before starting their new duties at the workplace. They include how the employees should handle emergency procedures for employees working in a different building.

The Impact of HR Services' Non-Compliance with Legal Requirements and Organizational Policies

Consensus decision making is the process by which a group makes a decision by developing and agreeing to support a decision in the best interest of the whole. Sometimes consensus is not the best way of making decisions since not all members may sometimes be in agreement with the decision. A company using consensus is most of the time committed to finding solutions that at least everyone actively supports (Conradt and Roper, 2005). In an example where the introduction of technology in an organization such the use of a scanner. The introduction of the scanner will affect many people in the organization but reduce production time. The group should find a proposal that is able to address all those affected by the change. Introducing a scanner will lead to the layoff of workers but still will reduce the cost of production and save time. Also, some workers will be overloaded with work. After discussing and looking carefully at the proposal made the group should make a vote and everyone's idea is important in the decision making. The group may decide to introduce the scanner since it will reduce the cost of production and cost of wages.

Documentation can be defined as the written and retained records of events that concern an organization. events such as decision-making processes need to be documented. By the use of tools such as decision trees, documentation of decision-making processes has become an easy task. Also, documentation of the roles and responsibilities of the human resource team is an important aspect of an organization. the documentation is able to detail all the information needed to classify the roles and responsibilities of the HR team (Yahya and Goh, 2002). Through this, accountability, communication and responsibility are achieved.

Communication from the human resource department is an important aspect in the workplace. Communication between the employee and the human resource department ensure that employee satisfaction and morale are achieved (Ichniowski, Shaw and Prennushi, 2007). Various ways the HR uses to communicate include notices, guidelines and procedures that assist one manage his/her workforce. Information about wages decrease is an important thing in an organization. the human resource department needs to provide an advance notice on the decrease of the wages. In the notice, it should be clear on the reasons as for why they have reduced the rate of wages. Through communicating using notices, the human resource is able to communicate to all employees in the organization. also placing the notice in a strategic place where every employee can see the notice is important.

Induction Training for New Employees

The human resource department provides many functions such as employee hiring and payroll processing to an organization. these services provided by the human resource department are delivered to a large workforce and are necessary for improving the HR strategic business impact. Improving the HR service delivery in an organization reduces cost, improve services and leverage of human resource technology (Youndt, Snell, Dean and Lepak, 2011). So as to deliver these services, one needs to set realistic goals and develop an outline operational plan around it. For example, a company which pays two different computer companies to maintain the computer systems and three different organizations offering the same training services. The strategic plan is to find one provider for each of the computing and training services. The human resource department needs to set goals which are realistic such as selecting the correct company to provide services, hiring the correct employees and the required number, and reducing cost spent service providers (Boxall and Purcell, 2011). An operational plan helps focus on the specific goals set. By selecting a single company to provide a service will reduce the cost spent by the company almost by half. Also selecting the most suitable company to provide services to the organization, will help increase productivity.

Various gaps are useful for the human resource department as they help identify various differences between the current state of the company and future state it is supposed to be. This is helpful so as to achieve the various goals set up for the company. Such gaps involve training/coaching of employees. The HR needs first to assess the current state of knowledge, skills, and abilities of the current employees. After that, the HR needs carry out an analysis of the needed skills and requirements required to accomplish the job standards successfully. Identifying the critical tasks necessary is an important task. The gap between the current and future state will enable the human resource department to identify the objectives, needs, and purposes. Also through analysing of the gaps in a company, the human resource is able to set up goals which are more realistic and achievable.

The human resource department needs to evaluate the human resource service delivery. This can be done by establishing tools for collecting and storing information required to provide human resource services (Bowen, 2013). By the use of an HRIS, Human Resource Information System, a company is able to keep track of all its employees' information in a database. A survey of clients to determine their level of satisfaction is also an important tool to evaluate the human resource service delivery. This done by the use of a questionnaire where a client is required to fill in the questions so as to give feedback on the services offered by the company. The questions should be about the services offered by the company and whether the client feels that he/she is satisfied with the services offered. There should be a section where the client gives his/her remarks regarding the company and giving suggestions on what the company should improve concerning their services.

The Consensus Decision-Making Process

After receiving the feedback, the HR department goes through the response from the client and analyses it. Customer feedback is important as this gives the HR an opportunity to listen to its customers which the only guarantee that they will accept the services provided by the company (Batt, 2002). Also, through the feedback, they are able to ensure that the service is something that fulfills the customer's needs. After analyzing the human resource department need to provide results of the survey they carried out. They should use charts and graphs to present their finding. These charts and graphs should specify on the questions asked during the survey. As it presents using graphs, the HR needs to accompany the charts with comments such as over 60% of the customers felt that the company should improve its service delivery. The HR still needs to explain the reason as to why the results of the findings such most customers felt the need for improvement may be because of poor customer services offered.

Managing integration of business ethics in HR practices is an important factor. This can be done by ensuring that personal behavior is consistently ethical and always reflects of value on the organization (Rafiq and Ahmed, 2009). this can be done by developing policies that ensure that ethical standards are maintained at the workplace. They involve proving guidance along the way, consistently choosing to do the correct thing and settling expectations. Setting a policy such as protecting the rights of a client when delivering services is one way of ensuring that ethical standards are maintained. Client's privacy and confidentiality should not be disclosed to any third party. The human resource department has a duty to ensure that the code of conduct is not breached by anyone and is observed across the company. Also, the expectations of the code of conduct should be incorporated into the human resource policies and practices (Weaver, Trevino and Cochran, 2010). The HR needs to communicate effectively the policies and guidelines to all workers and also provide the required training to ensure that each employee understands the code of conduct.

 Sometimes employees may fail to follow the guidelines set. The human resource needs to deal with unethical behavior promptly. Any employee who breaks the code of conduct then should face the consequences. This can be done through firing or suspension and maybe termination of the contract signed between the employee and the company.

Documentation Used to Implement the Plan

At a certain point, the goals may not be achieved and one needs to redevelop and negotiate service agreements with the parties. The parties may include, the service providers which are the companies providing training services and system maintenance services, the human resource department and the customer. Through the agreement, an operational plan is set on how to attain the goals set (Cascio, 2013).

The next activity carried out by the human resource department after the presentation of the findings is to obtain approvals to variations in service delivery from appropriate managers. Before carrying out any changes, the management needs to approve the recommendations. The recommendations might include the best company to provide the organization with system maintenance services and training services (Redman and Mathews, 2008). It should support these approved changes across the organizations. Also, it should support the changes with strong arguments such acquiring services from one company is efficient than from two companies thus recommend the selection of one company to provide services to the organization. The manager, human resource manager is responsible for the approval of any variations in an organization. for a successful approval obtain, certain steps must be followed. First, the approval should be accurate and consistent. The approval should either agree or conflict with the current corporate policies. Finally, the approval should be usable and readable.

References

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Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.

Bowen, D.E., 2013. Managing customers as human resources in service organizations. Human resource management, 25(3), pp.371-383.

Batt, R., 2002. Managing customer services: Human resource practices, quit rates, and sales growth. Academy of management Journal, 45(3), pp.587-597.

Rafiq, M. and Ahmed, P.K., 2009. The scope of internal marketing: defining the boundary between marketing and human resource management. Journal of Marketing Management, 9(3), pp.219-232.

Redman, T. and Mathews, B.P., 2008. Service quality and human resource management: A review and research agenda. Personnel Review, 27(1), pp.57-77.

Cascio, W.F., 2013. Managing human resources. New York, NY: McGraw-Hill.

Weaver, G.R., Trevino, L.K. and Cochran, P.L., 2010. Integrated and decoupled corporate social performance: Management commitments, external pressures, and corporate ethics practices. Academy of Management Journal, 42(5), pp.539-552.

Van Eynde, D.F. and Tucker, S.L., 2007. A quality human resource curriculum: recommendations from leading senior HR executives. Human Resource Management, 36(4), pp.397-408.

Delaney, J.T. and Huselid, M.A., 2006. The impact of human resource management practices on perceptions of organizational performance. Academy of Management journal, 39(4), pp.949-969.

Lashley, C. and Best, W., 2004. Employee induction in licensed retail organisations. International Journal of Contemporary Hospitality Management, 14(1), pp.6-13.

Conradt, L. and Roper, T.J., 2005. Consensus decision making in animals. Trends in ecology & evolution, 20(8), pp.449-456.

Yahya, S. and Goh, W.K., 2002. Managing human resources toward achieving knowledge management. Journal of knowledge management, 6(5), pp.457-468.

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Chiou, J.S., 2004. The antecedents of consumers’ loyalty toward Internet service providers. Information & Management, 41(6), pp.685-695.