Introduction
The idea behind presenting this report is to discuss the different HR needs and how they are important for short and long-term planning and arranging the HR activities. This report also contains the options to deliver the HR options. Later in this report, the action plan for delivering those services have been given in context of JKL Industries.
Human resources needs
HR needs should be identified in order to analyse the activities of the organisation. They give a direct signal about the employee skills and knowledge and help in removing the gap in the organisation structure. HR needs in context of JKL Industries have been explained briefly below:-
Business Documentation: It is the written record of the business events. It includes legally and government mandated features, practices, and documents. Apart from this, it is a formal recordkeeping about various employment events.
Employee Feedback: They are necessary for improving business activities and environment. It can be taken through surveys, interviews, etc.
Organisational Structure: It best defines the organisational needs and business planning, and is crucial for efficient business performance. It also helps in curbing the challenges from the market and competitors. In JKL Industries, as the leasing out business is not giving profits, the HR manager have to think about the delineation of the new work to the workers who are associated with the leasing on rent business.
Policies and Procedures: HRM needs a handbook consisting of legislative requirements, legal practices, company policies, etc. This is helpful in ensuring that the workers are treated fairly (Bryant& Allen, 2013, p. 174).
Options to Meet HR Needs
As given in the scenarios, JKL Industries is planning to join hands with some overseas suppliers in order to gain an advantage over its rivals. The company is repositioning its sales and services and transforming its organisational structure. This can be done using various options to meet HR needs:-
Labour Relations: HR managers of JKL industries should focus on union-management relationship. It is a good HR practice to include clear and comprehensive performance standards and certain specified elapsed-time measurements in the union contract.
Training and Development: Training helps in maintaining the performance standards, increasing the employee morale, and assists in achieving the targets. Training helps in improving the team work and helps in personal development of the JKL industries’ employees.
Develop options for delivery of HR services
Recommendations to meet HR needs
Conclusion
In this report, different HR needs and how they are important for short and long-term planning and arranging the HR activities were discussed. It also contains the options to deliver the HR options along with the recommendations to meet HR needs.
Action Plan for HR Strategic Planning
KRA
Objective or target
Performance metric (KPI)
Result
Financial
Costs of new HR measures kept to forecasts
HR budget
20% of overall budget
5% growth in revenue
$ revenue generated
$18,000,000 gross revenue
90% HR managers agree to business financial success
% agree
60% agree
Customer value
Maintain market share in sales and service at around 15%
Market share
12% market share
10% Market share in trucks
5% market share
90% managers agree that
HR helps them to meet customer needs effectively
70% agree
People development
100% rental staff trained in sales
% rental staff trained in sales
60% successfully trained
25% managers engaged in career development
% managers
enrolled in
internal or
external programs
4% enrolled in further training
90% job satisfaction rate
% satisfied with role and career
prospects within company
70% satisfaction
Process
100% of performance reviews conducted in accordance with policy
% completion
80% completion rate
90% of administrative HR tasks completed on time
and in accordance with
policy
75% completion rate
90% managers agree their own HR officer is effective and personally helpful
80% agree
In the following report, the HR strategy and its importance in business context have been discussed. In addition, the role of SLA in improving the business performance has been talked about. Apart from this, different human resource strategies are also discussed in here.
Developing a good HR strategy requires a deeper understanding and knowledge of organisation goals and business plans. HR strategy defines HRM policies that can assist in identifying the potential threats and opportunities in both quality and quantity of human resource required by any organisation. Apart from it should this, it must put some strategic interventions (Festing & Schäfer, 2014, p. 121)
Some of the many benefits of a good HR strategies are that the process of integrating strategic goals of an organization with human resources, thereby improvising and strengthening the performance, flexibility, innovation, and gaining a competitive edge over others (Ulrich& Dulebohn, 2015, p. 189).
HR strategy not only provide competitive advantage over the rivals in the market but it also focus on areas, such as Talent management, overall Development of employees, personnel Management, reward management, and maintaining productivity.
SLA is a contract that states all the services an organisation is providing and is duly signed by the customers and service providers. It talks about various aspects of the business, such as response time, pace of the work, quality, efficiency, etc.
SLA establishes a mutual understanding between service provider and consumer. It is also required for HC management, employee relations, organization development, resourcing, high-performance management, corporate social responsibility, employees’ engagement, knowledge management, talent management, and learning and development.
Usually, HRM strategies are directed by the overall business strategies and help an organization in attaining its long-term goals. It is a revolutionary step in the field of HRM. The categories of HR strategy are:-
This strategy is directly linked to organisational performance as it employs high performance work systems for different business aspects, such as Training and development, performance management, recruitment & selection, and reward management.
This strategy talks about self-regulating the business instead of controlling it. This strategy aims at forming a trusted relationship. It makes use of many approaches to achieve commitment:
This is a unique approach that treats workers as the business partners. It is helpful for the employees as they can control their work effectively. It assists in communication for mutual understanding.
In the course of the presentation, the importance of a good HR strategy was emphasized along with its uses. In addition, the role of SLA in business performance was elaborated. Different human resource strategies had been discussed in this section.
Action plan for delivery of SLA
Service Process/Area
Expectation
Performance metric
Performance monitoring schedule
Position Management
Minimum Qualification Criterion
Candidate Evaluation: Ranking and Rating
5-15 days
Labour Relation
meeting or exceeding already established working hours measures
Number of Working Hours
30 days
Employee Relations
Timely resolution of clients’ issues
Customer feedback and meeting the already established time frames
20-30 days
Personnel Actions Processing
Timely delivery of PF, salary
Annual customer service survey, OHR’s performance assessment
25-28 days
Action plan for monitoring of HR service delivery performance
Strategic Action
Key Measures of Success
Relevant Quality Review Recommendations
Managing for Success
and Performance
Reviewing every key factor of the Performance Management and Development System (PMDS) and suggest improvisation.
Developing and implementing a ‘Managing for Success and Performance’ Toolkit.
Reviewing process of PMDS completed and improved within 12 months.
Developing and implementing MSPtoolkit within 12 months.
Processes are documented for managers to cater poor performance by attending to Frequently Asked Questions (FAQs).
Reviewing the PMDS in order to strengthen it appropriately for employees and service users.
Executive Summary-Recommendations
This report highlights the proposed recommendation for HR service delivery. Along with this, an analysis of the organisational policy, legal requirements, and performance data has been done. Later on, recommendations for service improvements has been proposed.
Performance, Ethics, values, and code of conduct
Ethics are directly related to management. An ethical business reflects the values, language, beliefs, attitudes, behavioural pattern. These characteristics of an organisation define its operating culture. HR managers who are unable to provide effective leadership and set up systems that ensure ethical conduct are similar to those who execute, conceive, and benefit from organisation misdeeds. Nowadays, companies are making policies for SLA. Customer-based SLA are being made to provide services to the customers based on their personal needs. This kind of SLA is made between a particular consumers groups that covers all the services the consumer are using. It details out the quality and nature of the service.
Usually, code of conduct serves numerous essential purposes:-
Compliance: It obligates the workers and organisational leaders to implement legislations within the work premises and summons them if they don’t follow the code.
Marketing:A code act as a statement of company’s vision, commitments, standards and ethical performance of an organisation in the market.
Recommendations for Service Improvement
In this report, the proposed recommendations for HR service delivery was highlighted. Along with this, an analysis of the organisational policy, legal requirements, and performance data was done. Later on, recommendations for service improvements had been proposed.
Action plan to support communication of changes and implementation of changes
Timeline and
Lead/Directorate/team
Overall Service Delivery
Quality Review Process – Preparing and implementing a quality improvement plan.
Reviewing different types of engagements HR managers have with key users of services.
Appropriate SLAs to be put in place for most frequently used transactional services.
Quality Improvement Plan (QIP) prepared and implemented.
Identification of different engagement channels and action plan to be implemented in place.
Re-customisation of staff feedbacks on HR issues.
Communicate protocols in work place.
Coordinating QIP using strategy and development plans (ongoing).
Establishment of new communication project (12 month timeframe).
Communicate protocols to be in place within 3-6 months. HRDs and VP for Staff.
HR Services
Developing and implementing Service Level Agreements (SLAs)
Reviewing standard contract policies of employment
Reviewing the organisational structure and processes.
Setting up Key Performance Indicators (KPIs) for every SLA and monitor until the achievement of customer satisfaction occurs.
Reviewing the contracts as per the terms and conditions of the Public Service Agreement.
HR Services – Work on the development of 2 Service Level Agreements will begin within a 6 month timeframe (recruitment and HRIS).
Contracts are being reviewed under the Public Service
First HRM legislation is the Civil Rights Act of 1986 along with its amendments. It illegalise the discrimination against workers or prospective employees on the basis of race, colour, religion, origin, and sex.
Second HRM legislation, the Workplace Relations Act 1996 obligates the employers to provide equal payments to male and female for equal work.
Once the management formulates a business plan or a strategic plan, the HR managers coordinate with employee for the initiative. They work with all the departmental heads in order to execute and accomplish different objectives of the strategic plan and discuss their requirements from the HR department. This might consist of recruiting new aspirants, scheduling, employees’ training etc.
Performance management is a process where the management and the workers plan, control and review the personnel’s contribution to the firm. Performance management in context of delivering the HR services include setting up business goals and objectives, performance review, training and skill development of employee, collecting feedback from employees, and assessing progress (Macías and Guitart, 2014, p. 22).
Contract management defines the process of contract creation, controlling, and analysing. The aim of contract management is to optimize financial and operational performance at an organisation whilst minimizing the financial challenges. For HR manager, contract management is often time consuming activity, but in a long-run it proves out to be a beneficial step from the organisation’s point of view.
In most of the organization, Human Resource survey are being carried out in order to know the performance of the HR department. Workers provide feedback to every HR personnel based on their personal experience and HR’s performance. Feedback can be positive or negative and can change the working strategies of the HR manager.
Legislative requirements
Health, safety, and rehabilitation policy
Workplace harassment, victimisation and bullying policy
Anti-discrimination and equal opportunity policy
Privacy policy
Recordkeeping policy
Performance management policy
Vocational education and training, apprenticeships and traineeships policy
Methods to communicate the code of conduct:-
For implementation of code of conduct in the work premises, the HR managers must consult the team leaders and departmental heads to convey the code of ethics to their subordinate. Employees usually obey their heads rather than HR managers.
Company can hire the compliance officer to ensure that code of conduct is being followed properly. To promote the code, the penalty and disciplinary action against those who violate any provision and if any employee found guilty of continuously violating the code, then she/he should be dismissed from the job.
First step is to identify and control the risk as this is the prime responsibility of every HR manager. They are required to make every employee aware and adhere to the established internal controls within the organisation. It is their responsibility to eliminate all risk, ensure employee’s compliance with all the regulatory information.
Methods like induction package, one-on-one training, online training course, company intranet, employee handbook are some of the ways to incorporate code of conduct into service level agreements.
It lead to increment in employee productivity
Promoting ethics in a firm's each and every operations, assists in making an environment long-term investment friendly.
Increase employee retention rate.
As HR is also a part of an organisation, identifying and controlling risk factors is the responsibility of every worker. HR manager is also required to adhere to the internal controls in his/her domain of responsibility and eliminate every risk, compliance and regulatory concerns.
Since, the confidentiality of the matter is breached, HR manager should enquire about the matter with his team. He/she should figure out the point of information leak and take appropriate action against the same.
If found guilty of breaching the confidentiality policies of the organisation, the manager can be expelled out of the organisation or would be transferred to another site of JKL industries.
Such activities can impact the business negatively as important strategies or information can be leaked out of the organisation. Rivals can make fortune by these unethical and suspicious activities.
The best way to ensure is to take interviews and surveys. Taking feedback from the HR staff can also serve the purpose. If anything find inappropriate to the organisation, then the issues can be resolved with proper training of the staff.
Since the legislation and company policies are being breached, as a manager one should not take steps that reflects discrimination of any kind. In this case, the selection process must be revisited by the manager and should be revised. Instead of hiring just older women, the organisation should consider every application.
When you discussed the situation with the manager, he stated, ‘how am I supposed to know this that it’s not ok to make that request? Is it written down anywhere? I’m a mechanic not an
HR expert. Why don’t you do this from now on?’
The code of conduct clearly states the policies regarding equality, discrimination based on age, breastfeeding, physically disabled, etc. Managers are aware of the code and should act in accordance with it.
As an HR manager, it is the duty to know that every employee is aware of the company’s policies, obligations, procedures, etc. For this purpose, a manager can take one-on-one interview, a small quiz on the code of conduct, employee feedback, etc.
There are procedures to take care of any kind grievances, such as complaints of unfair treatment, discrimination, harassment. Matter will be handled with utmost seriousness and special efforts will be made to resolve them as soon as possible, empathically along with high confidentiality. Victimisation of complainant/s and witness/es is immoral and elicit.
Digital technologies include the effective use of digital platforms, instruments, and tools to analyse, develop, use, and communicate data in a digital mechanism. To protect and secure information from getting misused, users can make use of safety features that comes with the tools. Choosing a safe digital tools designed on a robust operating system. By legal and ethical use, it is meant that the digital content must adhere to copyright attribution, privacy, digital ownership, and confidentiality guidelines (Macías and Guitart, 2014, p. 21).
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