HND人力资源管理报告.docx

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1.0 Introduction Escape to the Wild is a successful company, which sells specialist clothing for outdoor leisure pursuits through mail order and through a small number of retail outlets. It is a privately owned company, which has been in business for over 15 years. Initially, the range of items available in its mail-order catalogue was extended and the company took over larger warehouse premises for stock and dispatch of goods. Four years ago, it opened its first retail outlet and, since then, constantly increased other outlets. Two years ago, it set up a website for customers to order goods online. As the business has expanded and become more complex, the workforce has increased from 20 to approaching 300. The need for more staff has been identified right across the company. But managers recruit the staff they need. Salary administration is outsourced. And staff training is ad hoc. Mangers think they spend too much time on what they consider to be routine and administration issues. And the increasing number of employees has resulted in the finance section spending too much time on staff-related issues and they feel out of their depth. So Escape to the Wild need to create a human resource function.The report is advising the managing director on the human resource function would be appropriate for the company. In the report, there have describe at least four activities that the function will undertake, the purpose of the activities and why they are important for helping the company to succeed. In addition, the report give the recommendations and reasons about the structure of the human resource function, include the number of staff should be employed in human resources, the roles they will undertake and their reporting lines. And explains the human resource responsibilities leave with line managers. Then is state the benefits for individual employees of the company having a human resource function. 2.0 Main body2.1 Four Functions of the HR Human resource management is concerned with the development and implementation of people strategies, which are integrated with corporate strategies and ensures that the culture, values and structure of the organization. Through a series of process for employees, mobilize the enthusiasm of the employees, play employees potential, create value for enterprises, to ensure the realization of organizational goals. Key functions of human resources management is human resources planning; recruitment, selection and induction; employee relations; pay and reward; job design and evaluation; training and development. Four functions that report suggest is recruitment, selection and induction; job design and evaluation; training and development; employee relations.Recruitment, selection and induction, recruitment is through various information ways to attract talent, and according to certain standards choose job candidates, with plenty of quantity to satisfy the organizations human resources need of process. Selection is select applicants from most likely to choose a job or organization effectively that the most appropriate personnel process. Induction is the candidates who own ability fit to the right position in company, at the same time, the process must be done fairly and lawfully. These function is allow the company to use the free managers from management tasks relevant recruitment, ensure a systematic approach to recruitment and a fair approach to recruitment, also continue to support need to more staff to support the expansion of the company. And these activities can display as formulate and send out application packs; make the advertisement; release the information online; or arrange selection meetings and other selection activities. In the case, the company is continuing to expand, and the need for more staff has been identified right across the company. Due to the increase in the number of employees, management employees was increased difficultly, so the company needs a special department to manage the employees recruitment, selection and induction. It can help the company pick out the suitable employees and ensure that the companys human resources application is sufficient and high quality. Job design and evaluation, job design is a according to organization and individual needs, to work contents, functions and working relationship, thus effectively designed to achieve the organization goals and meet the needs of individuals process. Job evaluation is according to certain job evaluation standard, to work the formal, the system of comparison and evaluation, also refers to measure a task or work for a group of relative value. Job design will help the company improvement and perfect of employee relations and motivate their enthusiasm, and evaluation can support fair employment practice and a fair policy about pay and reward. These activities include create common descriptions with employees about new jobs or current jobs, and arrange staff meeting to ensure job content, also can evaluate employees currently work performance. To the company, the managers also concerned about the inconsistencies in job descriptions, recruitment and selection practices and matters relating to employee pay and conditions. Companies need to have the job analysis and job design to employees, it will help employees responsibility and propitious to distinguish retain talent.Training and development, training means organizations to adopt various ways on employees with plans of training, so as to promote organization efficiency and the realization of organizational goals. Development is broader in scope and concentrates on get a new ability beneficial in the present and future work. These functions help the company better training employees and retain the high quality employees, and then it can grow its own managers and from internal promoted employees, also can enable training to be more focused, systematic and directly related to business goals, and provide a strategic approach to training. These activities such as undertake training needs analysis and any training administration, provide training advice and guidance to employees and managers, also produce costed training plans, source training providers, and deliver in-house training. In the case, the managing director has expressed his wish that the company take a more strategic approach to the way it recruits, trains and promotes its employees. It makes the company need to have employees training and development. Employee relations refers to the company and employees, staff and employee relation, employee relations will to enterprises development potential strong impact, the enterprise should guide build positive work environment. Employee relations can attract and retain good employees, improve employee productivity, increasing staff to enterprises loyalty, improve working morale, and promotes the company performance. Employee relations activities is the company should actively cultivate employee accordance degrees, strengthen and improve the employee relationship management, and fully respect employees opinions and Suggestions, also need fair and impartial evaluation staff, and to let employees feel own value, then they can provide communication opportunities to staff. In the company, some employees are leaving, as they are feeling dissatisfied with what they see as an unfair approach to human resource issues. Company has to realize the employee relation is very important, and to establish good relations.2.2 Factors and Effects on Choice of the HR Function At present, the size of the company has approximately 300 employees, and there have a large cost rather than benefit to HR function. And the companys growth rate is quickly, HR will be affected to expertise, such as recruitment, training and induction employees. And now, companys decision making by managers, etc, although they complain about spent many time on HR activities, they may not be happy to have decision made by HR function, when they previous had independence power. Company has many problems in currently, such as administration, finance section spending too much time on staff-related issues and they feel out of their depth, and inconsistencies. HR function is helpful to solve the current problems and will show that HR function can add value to the company. The activities the managing director would like to see addressed that is take a more strategic approach to the way it recruits, trains and promotes its employees. The current structure of the company will affect reporting lines for the HR function and how senior HR manager could be in the company, such as reporting to a director and to the managing director. Companys HR function has to provide fair employment policies and procedures to all employees. 2.3 The Structure of the HR Function Finance DirectorHuman Resources ManagerTraining and DevelopmentJob Design and EvaluationEmployee RelationsRecruitment, Selection and Induction3 people 4 people4 people4 peopleThe line manager is Finance Director, because the finance director has handles many HR queries, such as issues employment contracts and deals with requests for special paid leave. And manager director sometimes is the representative to decision making, therefore they would do not want to also do not like to have director line management for HR, it will weaken their rights. In addition, to the corporate management team, buy right of their knowledge of HR activities, wan to appoint and HR manager at the same level as themselves. There have 3 people in the recruitment, selection and induction, each people manage aspect. And because of the job design and evaluation are difficult to manage, so it has 2 people to work respectively, so as the training and development, each have 2 people. Employee relations key is communication, and communication is needed tim