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Human Resources Training & Development
Human Resources Training & Development
Human Resources Training & Development
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Recommended: Human Resources Training & Development
The Human Resource Audit as an Improvement Tool
Regardless of the type of company or the size of your HR department, the HR Audit is a simple, yet comprehensive tool to analyze and improve your effectiveness as a function.
The audit is made up of four main steps:
1) Define desired HR practices for your organization
2) Assess current practices against the criterion that you have established
3) Analyze the results
4) Establish improvement goals and take action
This simple four-step approach can be repeated as the annual planning and goal setting process occurs within your company. Progress can be measured against goals and a continuous improvement cycle naturally unfolds.
Purpose(s) of an Audit
The audit can serve any of the following purposes:
To clarify desired practices of HR work and roles within the organization (HR Department, Line Managers).
To establish a baseline for future improvement.
To evaluate current effectiveness.
To standardize practices across multiple sites within a division or company.
To assess current knowledge and skills required of HR practitioners.
To improve performance levels to key customers within the organization.
The Audit Process
Step One--Defining Audit Statements
Definition of desired HR practices can occur through in a variety of ways.
A good starting point is to take some time and reflect on the legal requirements and programs that the department must administer. Simply listing them is a good first step.
Next, consider your areas of responsibility and traditional HR practices covered by your function: They may include HR Planning, Staffing, Performance Management, Employee Relations, Compensation and Benefits, Training and Development, Safety and Wellness,
Employee Surveys, and Communications. Finally, other areas to consider are company initiatives that the HR function may be required to support, i.e. internal customer requirements. Specifics are unique to your company, but examples could include supporting a Total Quality Management initiative, Team Based Work System, etc.
With this list in hand, a statement can be written about each major practice that you want to define. Typically, they are stated in the present tense and in a positive manner. The following examples illustrate these traits:
The staffing process is documented so that the responsibility of each person in the process is clear and understood.
Performance appraisals are completed for each employee in the organization.
There is a train-the-trainer program for each major training program within the company.
New employees complete a new hire orientation program of key company policies and procedures within the first 30 days of work.
There is an issue resolution process that is well understood and used by employees.
As you may notice, definitions can be as complete or detailed, as the developer desires.
The HR Department has the task of communicating in writing and orally, to conduct training, makes referrals, and provide on personnel program policies and procedures. In addition, personnel prepare reports, claims documents, and training materials.
2. Detail the HR functions(s) that is/are the focus of this case. Practices include recruitment, selection, training and development, performance appraisal, compensation (including benefits), internal employee relations (including discipline and termination), and safety.
Human resources plays an important role in the field of healthcare industry. Some of the roles of Human resource department include-
“Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and
The Goal: A Process of Ongoing Improvement is a very popular and bestseller book in management section. Eliyahu M. Goldratt and Jeff Cox wrote the book in 1984. It comes in 390 pages. It published by The North River Press. In 20 years, over than three million copies were sold, translated into 21 languages and taught in over 200 collages. The way the book is written was like telling a story although the contents are science. That is because the author thinks it is the best way for education.
Will facilitate the employees to get a better understanding of the working of the company.
Mayhew, R., 2014. Six Main Functions of a Human Resource Department. [online] Small Business - Chron.com. Available at: [Accessed 14 Apr. 2014].
With current employees, the HR department handles things like health and safety training programs. They might handle other trainings like computer training or performance management training for executives. Sexual harrassment trainings are given by a human resource professional too.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
Overall, the value of training and orientation for new employees is immeasurable. While the orientation may mean they cannot get to their specific jobs for a few days, it will certainly more than fulfill its worth later on in their career with the company. Knowing all of the rules, regulations, and procedures from day one will prevent anyone being fired or embarrassed due to lack of knowledge of these things. A few days spent training early in the game will have benefits that will greatly help both the company and the new employees during their duration there.
...ing Handbook has been prepared and provided for the reference and benefits of administering the policies, work rules, and the various processes involved in the staffing. The uniqueness of staffing strategy, job analysis, job posting, application form, interview process, pre-employment testing and assessment, and three additional staffing elements have been described in this Staffing Handbook. This Handbook is compiled for the organization to review and ensure that the rules and procedures are followed appropriately for a successful staffing. This assignment has provided me with a lot of insights and inspiration on creating a staffing handbook. This course project will definitely benefit me as I move forward on my career towards job opportunities in the HR department. I have learned to become more organized and to plan in advance for any endeavor to be accomplished.
Goal Setting. In my organization for goal setting we follow the SMART method. SMART stands for S-Specific, M-Measurable, A-Achievable, R-Realistic and T-Timely.
As an organisation grows and expands, the human resource department. will know that the organisation needs to recruit more staff and they plan carefully and carefully. Recruiting staff in an organisation is very expensive. and costly, so the human resource function helps the organisation to.
Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring employees are high performers, dealing with performance issues, and certifying that existing methods are compliant to the rules, contracts and laws under which the organization operates. When HR succeeds in developing processes to attract, hire and develop motivated employees, managers are able to focus on the objectives of their department and the organization.
1. Define human resource management. What critical human resource management functions must be performed regardless of the organizations size? (Up to 10 pts.)