� Explain The Relationship Between HR Functions And Other Business Functions

Explain the relationship between Human Resources (HR) functions and other business functions
Human resources are like a secretary to the whole organisation. Whereas one team may just work with one other team, HR works with all teams. Human Resources ensure policies and training have been issued, thus ensuring the workforce is up to date with their efficiency and legal requirements. They gather the information such as personal information and CV’s required to hold interviews for new members of staff and will administrate such occasions if necessary.
They also work closely with the team managers when dealing with disputes, personal development etc...
Explain the purpose and process of workforce planning
With good workforce planning, an HR department

will be able to plan to ensure the right numbers of people, with the right skills, are employed to ensure legislative, regulatory rules are adhered to. It also helps to ensure both short and long term objectives are met.
This is an example of a cycle used in regards to workforce planning. With this process an HR department can analyse the needs of a company and forecast using previous trends and reports. Management may have set specific goals and it may be up to the HR department to ensure that staff are employed in time and are fully trained to achieve the goals set in place.
Workforce planning will also help the HR department evaluate their progress and improve their processes if necessary.

Explain how employment law affects an organisation’s HR and business policies and practices
There are many employment laws and regulatory bodies in place to protect employers and employees.
Human Resources will need to ensure that everyone in the company is up to date with current legislation advice and organise training if necessary.
Human Resources will need to have a range of policies in place for employees to access.

E.g, someone was in breach of not following a policy as advised, through HR, ensuring training has been given, ensures that the company's legal stature is correct, thus avoiding any unwelcome costs or court cases.
Evaluate the implications for an organisation of utilising different types of employment contracts & Evaluate the implications for an individual of different types of employment contracts
Different contracts such as permanent, temporary, part time, full time, sickness cover, all mean that the law affects these workers in different ways, so the HR department must make sure that all legislation is being followed no matter what contract the workers are on. This information must also be passed on to the various departments so that they know the various laws and legislation that relates to these workers.
For an individual the different contracts mean that if they are used to receiving rights on a different contract, this may not apply if they are on a temporary contract for example compared to a permanent contract. This can be very confusing for all parties, and if not followed there can be serious implications, such as employees taking their employers to court facing

allegations.
For the HR team, keeping track of varied types of contacts could be timely and take a lot of organisational skills to ensure the right employment law is adhered to. For example; flexible working for parents or the working time directive.
• People on zero hour contracts will have no security and no guaranteed income.

• People on part- time hours may need more hours, not be entitled to all bank holidays paid, may be on reduced income, not have the same progression opportunities as a full time employee.

• People on temporary contracts as stated earlier will have no security and could lose their job at any time. They won’t be entitled to benefits that possibly permanent employees are entitled to such as pensions or loyalty bonuses.