Manage human resource services
There are number applications of system management in a working environment. In its holistic application, a working environment system attributes to a company that brings together resources. These resources will be applied so as to acquire its objectives or set them. With regard to human resource planning and its associated systems, this is attributed to accumulating the resources which are required to make sure that the human resource objectives of a company are acquired.
The advancement and application of a working system is quite confusing and hard to understand. This is more so for systems which are applied to manage individuals, considering that there are limited complex resources which are applied in a system. Relatively one has delicate resources- polices and individuals to operate the system – as opposed to machines and procedures.
The system is like an organization which is composed of a number of resources. A successful system is composed of inputs, procedures, outputs and results. Of these aspects one acquires a response so as to make sure that every part operates to its best with the others. The system inputs are the resources required to operate the organization; money, tools and people. For the procedures, they are meant to make sure that they are able to offer what is needed (Vijayaragavan and Singh, n.d). This involves quality processes and standards which are applied to acquire how the company is to offer a working human resource system. For the outputs, this is applied to acquire the units of service, the means needed to create what is needed though hard to estimate. Ultimately, the outcomes are the implications that are experienced on the client and employees. This may be satisfied staff.
A successful human resource system
There are a number of aspects to a system. These system has aspects that make sure that what one advances acquires is in the best level to get the desires of a company in developing the human resource performance.
These aspects when advanced they are in a good position of being able to handle inevitable transformation which results from any modern company. They system first of all has to complement the company goals (Precision group, 2004, pp. 9). Every system has to be related with the objectives of the company. The plan that it’s advanced ought to acquire the company’s goal statement and apply this with regard to the system that it advances. The statement of a company is targeted at making sure that the company is sure of where it is going. Hence the plans that are formulated and the systems in the company ought to show this objective. It is through alignment with the company’s objective that the company is placed in a strategic level.
In the advancement of a new system, the management has to be integrated into the operations taking place. A significant duty of the management is to put in place strategic standards for the company. As a result of this, the company integrated every management level in the planning operation for the human resource management. These choices that are made are strategic and taking into mind the views of the top official is quite necessary for the success of the systems. Through taking to place the strategic opinions, one can be sure of that their operations are in line with the strategy and direction of the company.
The planning process may not be direct and simple. This may involve a lot of time to acquire the much needed system which will be working for the company. Through involvement of the right individuals in the planning process and making sure that each and every person is conversant of where they want the company to go, one will be in the right state, though after forming the system, it is relevant to apply the response from the company to advance it more. Hence the system will be done and be operative in handling the needs of human resources of the company.
The system planning is in line with the strategic planning. In the creation of any system, it is vital that one takes into consideration the objective at the end of it. The strategic operation may involve going through the objectives of the company. Additionally, creating a team for planning is necessary so as to make sure that the scope is right. The CEO, strategic planners, managers and clients ought to be integrated into the planning process. Fore plans for a system are offered to the CEO and managers, the planning for a system is applied as an integrate part of the company’s strategic operation and hence is applied by a strategic group. The planning service may involve an assessment and advancement sectors, response, training programs, dynamic work organization, self-analysis and tele-working processes among others. These services may highly rely on what the company requires for advancement and which is vital for strategic planning operation.
When one is taking into consideration the advancement of a system for a company, he or she will have to set up a number of choices so as to make sure that the system being advanced acquires of the objective of the company. When planning the system one has to take into consideration a number of things. One has to first to be keen on the outcome which will be of advantage to the staff and clients. The results are presented with regard to the solutions, learning or situations like the recruitment solution makes it possible for the manager to better choose from candidates. The system has to coordinate with a system that is present in a company. A number of companies have systems that handle how business work. This is hard when applying a new system in a company. This may mean there is an overlap in what is offered and the employee is not conversant with what system is to be acquired.
Indicators are applied to help a company to know if it is in the right direction. They are applied to relate with the desired results. The human resource model are advanced with a number of deliverables which is what the management needs from the system. The aspects of the system are applied to show how the system is successful.
Goals
The objectives that one needs for the human resource to acquire are necessary aspects of the planning procedure. One has to take into mind what one requires the system to acquire. The major goal is broken into smaller manageable objectives. This will offer a better basis to operate from. The goals are formulated so as to make sure that they are in line with the company so as to know if they are in line with the objective to be acquired. Guidelines that are set should allow you to know if an objective has been acquired or if there is more to be undertaken to acquire the objective. This objective may be targeted at solving a problem making the objective easier.
Processes
In terms of processes, one has to take into consideration what the system requires and the objectives one is acquire to acquire the goal. The planning stage will look into the main objective of the whole system and apply time so as to know is the procedure will meet what one needs or if one needs new procedures and services to acquire objectives one desires.
System resources and budget
The last procedure in the planning stage is to look into what resources one will need to acquire the objective. This will take into consideration the system’s procedure that one may relate to the resources required to acquire the operation. These resources may involve; costs, training, space, facilities and supplies among others. After one has acquired what they require, the procedure may start through having in place a budget for the operation, estimation is hence done. There are legal steps that come into play which have a vital function to acquiring the intended plan. Some legislation has to be met and may affect the OHS, industrial relations among others. They may be found in the code of conduct and company agreement.
Resourcing the plans
The resources are facilities or tool required to create products and undertake services for clients, they may involve; physical and human resources. The human resources are the major part involves recruiting and major welfare matters. Precision is vital here in regard to costs used.
Performance indicators
These are items that are applied so as to help the company in describing and estimating development in meeting the objective of the company. These indicators should show the success of what is planned and be a reflection of the objectives of the company.
Evidence Portfolio: HP human resource management
Hewlett Packard’s is a company that offers solutions to its clients, companies and global businesses. HP makes use of a management style that allows the cohesive association of every staff member from the top to bottom level of operation. The staff is made to feel free while undertaking the work for the organization. The office model is quite open for all to access. The decisions made by the management keep in mind the human resource. The manager in place has a record of personnel management in higher levels since the desires of the company were human resource-related and not line-related.
HP similarly makes use its management to develop the need surrounding. The company engages in periodical parties that make the staff to relate in more ways than just being co-workers. HP has made efforts to break down barriers to management to staff associations. There is selection and placement where the company applies its basic entry to begin from the bottom. The managers and staff engage in processes of recruiting staff together in the whole nation. The model of selection advances the company as they are chosen by people whom they will engage in operations with. The person to be acquired has hence to fit in the culture of the company. This also offers the staff a chance to engage so that those relevant choices are acquired which would be relevant for them. HP is among the top 10 best places to work in with 48,000 staff.
In the management level, the acquisition of talent is informal. They are assesses quarterly by a council. The company takes into consideration the performance of their managers through taking note of the manager’s ability to perform. This makes sure that the coming leaders have identified the needed culture and are ‘HP people’. Additionally, new big groups are divided into smaller groups that are applied so as to ensure that effectiveness and cohesion is acquired to the client. The operations that are undertaken by the management level and the staff are in line with the objectives of the company which is to offer excellent and quality service and products to their clients.
Appraisal
With regard to appraisal, every staff performance appraisal is done in line with the person’s objectives as well as the company objectives. This makes it possible to enable staff action that is in line with the culture of the company as states in the objectives (Fombrun, et al, 1984, pp. 224-227). It assists to form an environment that is better to a person and enables creativity and communicates the trust that the company has with the staff.
Its appraisal is similarly done at the group level. This advances the HP model even in the different units. For instance to evade issues of rivalry by the sales groups, the company creates tasks that are clear and which insists on functionality and not product responsibility.
Awards
The company offers rewards to its staff in a number of ways. With regard to quantity, their wages are taken into consideration. The reward system applied is an egalitarian system. The company is in an effort to form a uniform method of paying its staff. The benefits are assesses every time so as to ensure that the operation of the company staff are in top form. The culture that is applied shows of a ‘we’ family status and not an ‘us’ form.
Personal development
With regard to personal development of its staff, HP has a good practice making it be taken as a feeder organization that others are able to acquire skilled manages. The model of the company makes it is possible for managers to operate their division in a better manner. Hence every section acts a training section for better responsibility. The company hence takes note of its staff in every way.
Reference
Fombrun, C. et al, 1984. Strategic Human Resource Management. New York: John Wiley and Sons.
Precision group, 2004. Manage human resources services. Australia: NP.
Vijayaragavan K., and Singh, P. (n.d). Chapter 14 – Managing human resources within extension. [Online] Available at: http://www.fao.org/docrep/W5830E/w5830e0g.htm [accessed on 14th August 2012]
