Human Resource Management (CIPD) Introduction

Human Resource Management (CIPD)

Introduction

Organizational success is realized from a combination of different factors of production. Some of the main aspects of production, including capital and land, once invested, are easy to manage as compared to labor, yet it is the most important. To manage labor, organizations must employ an effective human resource department that manages everything regarding the employees. Regarding programs and policies used for HR, Walmart Company has a stratified approach to program development and its implementation. Since it is large, each Walmart store has designated HR representatives. The stratified nature of HR in Walmart makes it possible to balance the specific HR supply and demand and ensure that the stores get the right number of human resource personnel to back operations.

At Walmart, a decentralized system and local information are used in the recruitment process. Strategies usually used include online recruitment, direct recruitment, and academic institutions’ use to identify talented individuals. Walmart has also introduced efficient communication channels to enhance job analysis and design for employees. These channels have enabled employees to give their managers direct feedback, which significantly improves operations. Walmart has also adopted a globally competitive strategy, ensuring that employees know how to approach more diverse customers.

• Factors impacting HR Functions

CPD concept

The CIPD HR professional map purpose describes the way the company’s value is added by HR. It also defines all professional HR employees’ tasks and responsibilities at all levels in relation to their qualification skills, experience, and knowledge. It is also a professional tool for self-analysis. It helps professionals define the existing gaps in current performance in comparison to future expectations. This us realized by mapping individual knowledge and skills to their responsibility, which will help differentiate training. A career path can be drawn out of a professional map.

Three main elements are covered by the professional map.  The professional areas show what is required of HR professionals. The professional areas are strategy, insights, solutions, talent planning and acquisition, talent development, performance, reward and information, and service delivery. The other core element is behavior. These elements demonstrate how HR activities are performed. These activities are divided into:

The will to deliver which determine the worker’s purpose. The worker should be assigned to the worker who will best provide and achieve the result. Workers should be able to collaborate effectively with a range of other employees within and outside the organization.

Decisive thinking is required to analyze and comprehend data and information by wisely using this structural ability to make the right decision. The ability of skilled influence is crucial in influencing other workers to attempt a complex environment if working to achieve the company’s goals.

The credibility of an employee should be outstanding. The employee should construct and deliver work, professional, by employing the best technical skills that add the company’s value. An employee should display confidence and courage to speak his/her mind. It is also essential to assure the impact of measuring training(Hollenbeck,Noe& Gerhart, 2019).

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A professional worker should be a role model. The worker should act with impartialness, independence, and integrity and lead by example always. The professional worker should tirelessly pursue the advancement and development of ways to add skills that increase the organization’s value.

HR plays a crucial role in managing change. At Walmart, HR encourages employees always to think positively. This will, in turn, lead to positive responses from employees to change, creating a high level of self-confidence, personal competence, and high esteem. Therefore, employees will always be open-minded in responding to change and view change as a good thing- for the organization and themselves. When employees align themselves with the HR department, they can help sell and support growth, organizational, positively to fellow employees(Hollenbeck,Noe& Gerhart, 2019).

Most employees do not enthusiastically embrace change. They do not jump readily accepting change, which might pose a new challenge. Some employees sit and observe from the sidelines. Through some activities, Walmart HR can help employees in adjusting to change. For instance, they may tell the employee that this is a new challenge and overcome it by learning. The HR, through different channels, explores the change possibilities and expresses a willingness to teach and train employee’s new procedures and techniques and implore the employee not to sabotage change.

2.1. Forces shaping the HR Agenda

HR Outsourcing

1. Recruitment

Recruitment is a problem that affects human resources. This is a major challenge that the human resources team faces. The human resources fail the lack of knowledge on the type of peopHumany should employ because they fail to recognize peoples’ talents. The human resources team in an organization usually fails to engage people who have the right attitudes towards work and also people who are always motivated to work. The human resource team also faces challenging recruitment because a third party should handle recruitment processes. The human resources team should always store people’s computer software applications so that selection will be easy.

The human resource team should also develop specific details which should be met by candidates in job recruitment. Sating specific objectives of the recruitment process will help the human resources to a team employ a team that is always motivated to work. The other challenge that the human resources team faces is training and compliance with governed by a state. Training is a significant part of the growth of peoples’ talents and other developments(Reiche et al.,2016). A human resource team that does not train their staff regularly faces the challenge of lack of quality in their products. With the increased technology applications, employees need to be motivated and trained to improve their production standards.

2. Training

Training is a problem in the human resources team because there are specific skills required at the workplace, which needs to be regulated and always emphasized through training. Compliance with the law is also an important aspect of the human resource department. Some rules need to be followed in an organization’s daily running, and if not followed, an organization can be closed for a breach of conduct. The human resource team should always ensure that the employees are trained continuously and comply with the organization’s rules and government rules. The human resource team should always remind their employees of the importance of keeping the training record so that they should not be reminded to attend training.

The human resource department should also keep records of training and pay for their employee’s training so that they will be efficient in their production processes. By keeping records, the human resource team is efficient in the delivery of services and production processes since new skills are introduced in the firm with training. The human resource team should always assess the type of training people to attend and the exams offered to meet the company(Reiche et al.,2016).

3. Mentoring

One of the major reasons for this briefing note is to lay on your options and necessary strategies to improve our management team’s output. What is mentoring? This is the relationship between one and another based on the mutual interest for development in one’s career aims and purposes. It is another form off of assistance, like coaching. In the relationship, the individual that is an experienced and reliable advisor is known as the mentor, while the one being advised is called the mentee. Mentoring gives both partners opportunities for development. It is not meant to be a substitute for the relationship between workers and their employers. Sometimes, many confuse mentoring with coaching, not knowing that the two have very different targets.

For an effective mentor-mentee relationship, there should be an implementation of very important aspects: Regular communication between the two parties needs to be regular. It is of no use if an individual fails to speak up. Their association needs to be lively and always try to communicate even in the most complicated situations. If a chance arises for you to have a meeting, make it take place.

Apart from that, planning is needed for how you are going to carry out the task. Ensure that you are clear on the topics you need to converse before a meeting or conversation. Be clear about what you would like to achieve after the meeting. Even if planning is needed, do not fear to deviate from the course as it can be helpful and sometimes more than what you have planned.

In addition to that, reciprocation is important in the relationship. It is usually hoped that the mentee gains something from the one mentoring him or her in the course of mentoring. The mentee should accept support and assistance from the mentor when asked to. In time, such backing enables the mentee to grow in essential skills to be a mentor someday.

Organizational Culture

Maintaining employee relations and performance management are closely related activities of management. HR management is responsible for conducting employee satisfaction surveys and creating ways to improve satisfaction rates. Handbooks, employee contracts, and labor law information should be provided during orientation for new employees. Although these are necessary tasks, employee relations entail much more than that; employee relations is the manner in which management addresses and interacts with the staff, and doing so effectively helps reduce workplace conflict, raise staff morale and increase overall productivity.

Problems at work, whether it be high turnover rates, frequency of accidents/errors, poor performance, etc. usually stems from employees being unhappy in their jobs. It is important for management to effectively communicate what the employee’s responsibility is, perform their duties to fulfill that responsibility, and assess whether they perform those duties successfully(Yaarubi, 2018). Employees need to feel motivated and proud of their positions, even when they are at the front line.

Management Structure

In Human resource management, there are concepts utilized by human resource managers, which help them to bring change in an organization. Concepts such as improvement of communication techniques in an organization should be analyzed since communication is not utilized well, and integration in the organization will be minimal. Communication is an important aspect of an organization, and it facilitates team building, which later increases motivation towards work. Human resource management should always advocate for the efficient use of proper communication so that knowledge management systems will lead to changes in the organization. Human resource management should also break down structures into small units because managing a small unit will improve the communication and proper method of sharing ideas, which will bring changes in an organization(Yaarubi, 2018). Breaking down large structures to small units in an organization will also make the organization increase employees’ relations since they will find it easy to solve problems in an organization, which always hinders the implementation and execution of workplace changes.

2.2 Tools for Analyzing Business Environment

1. Porter’s Five Forces

Porter’s five forces is a framework that attempts to analyze the level of competition within an industry and business strategy development. Besides, it is also called as simple tools to understand where power lies in a business situation. It helps understand both the strength of the current competitive position and the strength of a position firm consider moving.

In Porter’s model, there are five forces, including the bargaining power of buyers, bargaining power of suppliers, the threat of new entrants, threat of substitute products, and competitive rivalry among existing firms. Basically, if the forces are strong, the competition will increase, but the competition will decrease if the forces are weak.

• PESTLE Analysis

2.3 Formulation and Implementation business objectives as HR Role

One of the major reasons of this briefing note is to lay to line managers the options and necessary strategies to improve their managerial skills. For a productive performance appraisal, there should be a full register of data for workers’ activities. A useful practice is conducting three to four micro discussions every year. This way, the employee gets the privilege of having more frequent information, hence helping them gauge their organization’s productivity level. A mini-assessment contains reviewing previous goals, focus areas, and other accomplishments to be made ready and converted by the employee(Hollenbeck,Noe& Gerhart, 2019).

Performance appraisal is the orderly evaluation of employees with respect to their presentation on their job and their possibility for development. It measures one’s output in terms of proficiency and usefulness.The process of performance reviews includes six steps. The evaluation process starts with the establishment of performance levels. Managers determine what results, activities, and skills are to be assessed. These ought to have evolved from the examination of the job and its descriptions. These values should be clear with an understood aim. Vague phrases like “nice work” should not be used when expressing the workers’ standards.

After establishing standards, they are to be communicated to any corresponding employees to know what they are supposed to do. The employee’s responses to the standards should then be obtained.The measure of the actual routine is then implemented. Here, the worker’s actual performance is defined based on the information obtainable from numerous sources, such as on paper reports. Measurement needs to be objectively based on findings since this is important for the evaluation process.Actual performances are then compared with determining standards. This may expose the deviation between ideal and actual performance, enabling the examiner to proceed with the process(Stewart& Brown, 2019).

Performance management plays a significant role in a manager’s work; hence, they must deal with poorly rated performances. Managers should realize that low performance that is not quickly addressed is seen as being overlooked by the manager. To deal with poor performance, one needs to identify the reason behind the employee’s underperformance, confront their low performance, and then forward their actions to increase performance. When confronting unproductive performance, the manager should never confront rage, be private and specific, then have a precise aim on what to achieve(Stewart& Brown, 2019).Most fruitful appraisals are carefully prearranged and set for. Managers should carefully organize information gathering, rate their employee’s performances, give a positive reaction, and identify needed progressive activities.

3.1. Business Performance and Change Management

Performance management is a managerial tool used to ensure that companies retain their competitive advantage(Haneda& Ito, 2018). It is also defined as the way by which teams and individuals are managed to achieve optimal performance at the level of the organization by the Chartered Institute for Personnel Development (CIPD). Organizational goals should be understood and shared by its employees in an attempt to achieve them. A general approach has to be created to achieve this with which organizational employees understand their requirements and roles within the given framework.

This tool, performance management, support employees in meeting their expectations by offering them constant feedback in performance. In turn, employers and employees have the opportunity to contribute and discuss individual targets or that of a team. Performance management creates a motivating culture for employees. Basing performance management on open communication and trust will benefit the whole company. Also, both the employees and employers will experience the best possible satisfaction performance and eventually facilitate sustainability in the organization(Haneda& Ito, 2018).

Performance management as a process brings various people management practices together, encompassing learning and development. This process facilitates effective and efficient individual and team management to realize better organizational and individual development and performance levels(Langenegger,Mahler& Staffelbach,2011). Through performance management, a culture is created that facilitates teams and individuals to continuously develop and improve their skills, contributions and behaviors, and service delivery. Therefore, performance management is a strategic process with a lifelong nature that requires a lot of time and energy. Performance management will run smoothly if its basics are put in place. Effective performance management should comprise of the following components;

Expectations should be understood. Clear expectations and communication are very important. This is the first step in implementing an effective performance management system. Employees should be expressively instructed on the organization’s expectations. Employers should make sure that employees comprehend the message communicated. Employees should aim for positive, constructive, and consistent feedback.

An effective performance management system should ensure performance review. Reviewing employee performance helps employers to determine the direction of employees on the comparison of the organizations’. If the expectations are clear and understood by the employees, and the staff hired matches the organizational culture, then the performance reviews should be simpler. Reviews may be poor, demonstrating that individuals and teams didn’t understand their roles. In such a case, the expectations should be restated more guidance should be offered on the best way ahead.

Reward and recognition form a component of performance management. The current activities and organizational state should make employees look forward to working the following day again. The company’s culture should be engaging, fun, inclusive, and motivate both employers and employees. Rewards and recognitions can be simple, cheap appreciations that are noticeable. For instance, if an individual or team achieves a set goal, they should be recognized and rewarded. A thank you note, an employee of the day and recognition during the staff meeting can serve as a reward and recognition.  Original appreciation is valued more than extravagant rewards(Langenegger,Mahler& Staffelbach,2011).

Motivation is the will to behave in a proper and required manner, unmet and specific needs. Employee motivation is linked to attitudes, which are, in turn, related to behavior. A functional performance management system will support motivation by the clear setting process for goals, constructive feedback provided by the employers, and effective consequence management. Most organizations act on high performing employees and the one with immense potential. They fail to act in middle and lowly performing employees. Performance management has a crucial part, which is proper consequence management. The employees’ motivation is affected if there is no action taken on low performers.

Herzberg developed the dual-factor theory of motivation in the mid-1950s. This theory analyzes both negative and positive responses to feelings and perceptions about work. In this theory, only two factors influence employee satisfaction and motivation. Motivational factors like work enjoyment, career recognition, and recognition motivate employees. Lack of hygiene might dissatisfy employees who will, in turn, lack motivation. Hygiene factors include company policies, salary, benefits, and relationships. The dual-factor theory of motivation implies that the company must improve both the hygiene and motivating factorsfor one to have the most productive and fully motivated staff (Langenegger,Mahler& Staffelbach,2011).

Maslow coined the hierarchy of needs theory in 1943. This theory is founded on the notion that individuals’ basic needs must be met first before they are motivated to realize higher needs. The hierarchy is made up physiological, safety, belonging, and esteem and self-actualization levels. One must be in great health, secure with sensible connections and confidence before they are able to become the best version of themselves. Showing employees the value of their work, individuals and teams feel respected and motivated to perform better thus realizing the importance of their job(Teal, 2019). To get the best out of your staff, the employer must ensure support for other employee aspects outside the workplace.

Rewards in a performance management system contribute to better effective performance management in the place of work. It is not essential for the reward to be money. The reward should be desired by employees. Development of skill and choosing better careers is highly prized. For rewards to be effective they must be based on performance. As an employee achieves set goals, a certain type of reward should be offered to motivate other employees to attain their goals.

Reward management is a tool that can be used in recruitment and acquisition of top talent. The available benefit package is a beneficial aspect to attracting and retaining good talent. For the reward management system to be effective, the company operations must be transparent. Employees who understand the company’s ongoing activities and how they impact on them is more likely to work in helping the organization achieve its goals and the expected profit and growth(Bormann, 2015).

Employers know that to acquire and retain top talent, they must offer competitive salary reflects adequately on their company. The components of a total reward system are; compensation which includes salary. Compensation also offers other factors to be considered in the working system like short- or long-term pay incentives.

Employees’ hard work should be recognized and is vital in the company’s attempt to achieve goals. Companies should create a recognition culture that will provide routinely genuine, specific, and timely feedback.

Change Management

With society’s continual evolution and change in needs, new products and services are necessary. Most businesses are meant to make changes to stay in the competition. Various factors cause a re-evaluation of operational methods.

When a new competitor comes into a market can cause an organization to change its business strategies. For example, a hardware store needs to adjust its image when a wholesale store opens in the same locality using an advertising strategy to present itself as the local service provider.

Organizations also change technology-wise to keep up with the trend. Employees who are used to traditional methods of handling tasks need to learn how to operate a computer to introduce a new computerized system. Technological adjustments profit the organization in terms of efficiency and effectiveness(Bormann, 2015). For example, technology has made customer services in banks be dependable, unlike physically handling customer issues.

New production processes are needed to reduce wastes and be more efficient. When government regulations change, it affects how a company carries out its operations. New safety processes can force a mining company to change its methods of acquiring minerals. It may also desire growth hence regulate its methods.

3.2. Trends in HR and Business Planning process

The reasons for collecting HR data by organizations are varied. This information is stored and used to make a decision, meet legal requirements, and maintain agreements on contracts. It is beneficial to collect and keep relevant and accurate data records. This will ensure efficient and effective progressive planning, be competitive, and offer better services and products to their customers and employees. The reasons for collecting human resource data by any organization are; meet the required legal reasons and keep the employee contact information. The law requires that the company maintain and provide detailed and useful information in making decisions, consultations, and future planning and development. One has to be qualified to make sound decisions or be consulted. It is also binding record contract agreements and arrangements legally. The organization should also provide relevant information in the event of a claim for or against the company(Bormann, 2015).

Organizations collect varied data types that support human resource practices differently. The first type of data collected is organizational development. Organizational development is a systematic and planned approach that facilitates sustainable organizational performance, which involves its employees. Underlying organizational development characteristics work together to achieve commonality across the various organizational development areas that connect to HR. the organizational development work enables the containable effectiveness and health of the organization and creates a balance between projects, activities, and initiatives.

Employee Turnover

Labor turnover is an essential tool in measuring the effectiveness of the organization. HR managers are exclusively responsible for keeping and managing labor turnover records. The employer should collect both quantitative and qualitative data on employees who have departed resigned and dismissed. The company’s findings should establish a labor market that can show its turnover rates compared to other firms(Dai&Qiu, 2016). For an organization to effectively control and minimize the labor turnover, it should review, develop, improve, and implement effective changes to talent acquisition and planning, reward and pay management, talent development, and learning.

External Forces

External factors are things that negatively influence the ability of a person to perform better. The external influences may be physical disability limitations and distance of travel to and from work. Employees’ motivation in the workplace impacts internal relationships with leadership(Dai&Qiu, 2016). Workers who communicate confidently with management are content and productive. Companies should emphasize on rewarding employees on the role they play. Punishing or fining employees negatively impacts employees. The management of employees by human resources can affect the relationships at work. Internal promotion procedures, for instance, are factors for the respect of senior workers. Competitive salaries and wages are also a significant factor in influencing employment relationships. Employees need to feel valued.