Report on the Human Resource Management

Human Resource management is that kind of department in the organization that makes the hiring of new staff easy and consistent. Human resource management is that term in any organization that explains the responsibilities of a person in an organization that manages the systems of that organization. HR is the person who holds the overall working methods of an organization. The major responsibilities of an HR in an organization involve the following: staffing of new employees and firing the old ones based on their poor performances in the organization. These hiring and firing may not be based on its grudge or any other personal issue. (Smartsheet.com, 2019)

If there are, many issues placed in between employees of an organization then there would be an atmosphere of conflicts and disputes, which cannot be a good sign for an organization. Therefore, it is the most and essential responsibility of an HR in an organization to listens to the point of view of every employee working in that organization. An HR must be friendly with all the employees so that in case of any dispute or problem he may be already aware of that, which helps him in solving that dispute. An HR is responsible for providing the tasks to the employees, which are according to the skills and capabilities of that employee. One should not burden a person about that which he/she are not capable of doing it. (Tichy, 2010)

Project Human Resource Plan

These plans make the working in a way that how could it be able to manage the hirings according to the need of the organization. There has been set the plans by the HR departments to run the workings efficiently and effectively. The human resource is used to define the labour working for the organization that makes up the workforce, responsible for the control of the business sector in an economy. The term human capital is sometimes co-related to what the human resource produces, that is the human capital and intellectual capital. The human will, however, relate it to the narrow effect where the term is concerned (Solomon, 2020).

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The human resource will also be responsible for the controlling of the productive establishment of the organization, the recruitment process of the employees, the responsibilities related to carrying out the training of the organization and the recruits, making sure they are familiars with the work environment, preventing all kind of discrimination in an organization and making sure that the employees can carry out the tasks properly. The human resource will also be responsible for resolving all the issues which a worker might be facing (Patidar, 2020).

Responsibility Assessment Matrix

The human resource theory aims at bringing all the strategies, tactics and objectives for the formation of the correct structures and planning the business operations for decisive decision making. The theory is used in all the organizations for the perfect business running The problem in our organization is the policy drafting, its implementation, the role of recruitment and payroll for employees. These are two of the major functions of the human resource department in any organization however the organization is currently facing problems regarding these two main issues (WIllis, 2015).

The essay will be in-depth discussing this problem, the policy drafting procedures and the problems surrounding implementation. On the latter half, the problem with the relation to policy drafting in regards to the recruitment process will be discussed and a brief elaboration will be provided. A policy is defined as a sum of drafted principles that control the functioning of processes and procedures in an organization, just similar to how laws in a country over the citizens of a place and without which there will be the total chaotic and anarchic situation. The guiding principles for a firm to function in a standardized manner is called the drafted policy functioning of an organization (Projectmanagementdocs.com, 2019).

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Policies can also be defined as statements of intention which are drafted to achieve a rational outcome in an organization. The procedural protocol is what a drafted policy implements in different parts and departments of an organization. Policies in an organization are also responsible for aiding both the subjective and operative day to day decisions where the senior management is concerned. The decisions must always be dependent upon the merits of relativity. Life and balance are also a concern in the question of policy drafting in an organization. The human resource thus is also responsible for this task of drafting policies in an origination. Their implantation and the breach will also be in question (Skinner, 2018).

Project Closure Report of the Human Resource Management

The development of policy involves the identification of the needs in an organization and collecting data and information regarding the issue and then formulating a suitable policy as per that the following steps summaries the key stages involved in developing policies. The identification of a need and the response it provides is what the most important question in concern is. For example, in an organization, there needs to be a policy that needs to be made regarding the labour laws as the organization is short on such and so. The legal responsibilities in an area and the understanding as per the accuracy is how the organization tackles a problem. Whether there are existing templates available for the work in question and if there are any do they work as per the demanded requirements of how policies shall function solving the problems of the firm (Dowling, 2019)?

The wording and the lengths of the document on which the policy is drafted are up to that which any person in the organization would not feel tired reading and whether it will come in handy for those who will try to implement it. The next step after the draft preparation will be the consultation with the stakeholders Consult with appropriate stakeholders. The policies will be more effective if they are consulted and supported for the opportunity under consideration with the people involved the probable implication of the policies are discussed and the consideration for external and internal law procedure for the created policy. The supporters and the accepters of the policy can be the volunteers in an organization, or the staff, the users of the service or the beneficiaries, and even the other members of the organization which works in the support of the policy drafted (HEATHFIELD, 2020).

Post Implementation Review of the Human Resource Management

The development of policy involves the identification of the needs in an organization and collecting data and information regarding the issue and then formulating a suitable policy as per that the following steps summaries the key stages involved in developing policies. The identification of a need and the response it provides is what the most important question in concern is. For example, in an organization, there needs to be a policy that needs to be made regarding the labour laws as the organization is short on such and so. The organization will make such by-laws for their vicinity which will solve laws (Noe, 2018).

The organization will look at access to the activities of the organization. The second stage will be the identification of who will be responsible for the lead responsibility, the delegation of tasks, and the working groups while working for the subcommittee, and the expertise required will also be the cause of concern. Gathering information is the foremost important aspect when drafting policy is in question. The legal responsibilities in an area and the understanding as per the accuracy is how the organization tackles a problem (Griffith.com, 2018).

Whether there are existing templates available for the work in question and if there are any do they work as per the demanded requirements of how policies shall function solving the problems of the firm? The wording and the lengths of the document on which the policy is drafted are up to that which any person in the organization would not feel tired reading and whether it will come in handy for those who will try to implement it. The next step after the draft preparation will be the consultation with the stakeholders Consult with appropriate stakeholders (Folger, 2018).

Outline of the Human Resource Management

·         Incorporation of Findings

The finalization of the policy and the approval gained from it so whether the approval will be the top tier or the other tier will be the question for the approval of the policy If the issue is a strategy based then it will be approved by the committee of the management department. If the committee is confident whether the dealing of the policy can be done by the concerned department. Regardless of all, in the end, the human resource and management will be responsible for overlooking the process which needs to be followed. The policy drafting will also require it to look at the procedure and to look at whether they are required. The procedures and the implementation, the internal policies will be required. The firm will also need to look at how the procedure of the policy will be implemented and by whom will it be followed. The next question will be who will be responsible for implementing these procedures.

·         Lessons Learned

Consider whether procedures are required. After all this, the implementation of the policy will communicate what the policy had wished to achieve and whether there is a need for training for the implementation of the policy in the organization and whether the organization in question is popular and hugely scalable to an extent that they need the press release for the policy implementation in their organization. After the implementation, the producers of the policy will be responsible for the reviewing of the policy and to look at how the implementation of it is in place. If there are some shortcomings and loopholes in the policy the amendments and the revision of the policy will be done and the policy will be corrected where required, In the entire procedure where one department will be responsible for the formulation of the policies the human resource will be responsible for making sure that the process of the drafting worked perfectly and after that the implementation of the policies was as per the mark for which the policy as needed in the organization.

Skills Development Needs

The trouble which human resources face is that even if the policies are implemented the organizations do not follow them diligently. The policies pass under the supervision of human resources so if anything goes wrong after the final policy passes the human resource would bear the burdens and the circumstances will be borne by the seat of human resource management. The human resource will be responsible for policies such as those which will be provided for the needs of the employees, the hr policies will be responsible for making everyone respect the same rules as everyone has a different opinion of their decision in the organization so the implementation of policies will make everyone respect the same opinion. Even before the hiring of employees, the human resource manager will be responsible for the formation of policies that will avoid conflicts in an organization (Project-management-knowledge.com, 2020).

I Revision and Distribution

II) Is it possible to make amendments in this plan? Why and why not?

This plan can be amended by making things to be more improved and more attempted. If the human resource has done a poor job at the formation of the policies, the whole organization would have to face certain consequences. The individuals in an organization have their morals and roles and it’s never necessary that these people working under the same roof be following the same cultures and sets of values

When these people are working under the professional ambience they will each be allowed to exercise what their perception provides, they will be able to distinguish between what is wrong and what is right under their supervision. For the environment of the business to be kept professional the policies drafted need to be consistently followed. But even having such documented rules and procedures, there are always the trouble makers in an organization. The human resource thus needs to be diligent and on their feet when deciding such policies for those trouble makers to ensure sustainability in an organization.

III) Project Sponsor Approval

IV) State the purpose of HR Management Plan

The human resource and the company must sit together to consider what is over the line behaviour and what they consider inappropriate behaviour inside the firms' environment. After the policies have been formed the employees must be informed, to make them aware of their rules and once they are made aware, the company will penalize those working against the standards set by the company.

If the organization punishes these troublemakers on time the policies and human resources can be considered to have success in the biggest goal of the running of the business and that is the implementation of policies and laws which help the organization run effectively. Once the trouble makers are eliminated the human resource can start with the process of recruiting new employees for the firm. this will make sure that the peace is maintained in an organization, however, to sum it up for a better company the employees must work together for the peace instead of for creating trouble in the organization (McMahan, 2017).

V) HR Requirements in Overview

VI) Description of Roles & Responsibilities

Roles and Responsibilities of Key Stakeholders

VII) Responsibility Assign Matrix (RAM)

VIII) Staffing Management

a)      Staff Acquisition

There are certain tools which the human resource will utilize, these tools will be used by the human resource to meet up their duties and other tasks efficiently. The providence of employee’s handbook, the manual of the policies of the company, the procedures, and guidelines of the company and other forms where the company meets troublesome situations are all provided to the employees to make sure that the right procedure is followed.

b)      Resource Calendar

The in-house training, the culture, policies, addresses, grievances, familiarization of the workplace are all provided to the new employees so that they become familiar with the rules and policies of the internal behaviours of the firm. The training and the cultural familiarities are what is needed by the employees to make sure that they are made well aware of the rules and policies of an organization and they are not involved in the breaching of policies due to not being familiar with the terms and conditions in an organization. Recruitment refers to the act of recognizing, airing, choosing and employing potential resources for satisfying the unoccupied spaces in a firm (Boxall, 2011).  

c)      Training

This is a major function of human resources management. Recruitment is the task of locating a satisfactory person for the given position at given time Recruitment procedure involves examining the demands of a job, captivating employees for that job, selecting and screening contenders, employing and blending the employee into the task given to them in that firm. Thus it is a tough and a tiring job where the hiring of the employee is a day to day activity for the human resource in an organization.

d)      Performance Review

The recruiters of the organization are specialists for the job, they will focus on the task which will include the screening of the data of the employee, checking the resumes, looking at the curriculum vitae. All these tasks are complex and need to be conducted with utmost care or the slightest err can lead to heavy consequences for the whole organization. The role of human resource manager thus requires one to be highly professional and keen in what they do, they need to have objectivity, professionalism and need to be matured enough to cope with all kinds of races, religions, and casts without discrimination (Armstrong, 2016).

e)      Recognition and Rewards

The experience required for the tasks can be the mid-level experienced one, which can be an experience of about three to four years in an organization, depending on what the standards of the organization say about that. After the process of recruitment is done the selection of employees takes place and the process begins for identification of the right person for the process, this can be done through the written test, either oral test, the discussion of the group the discussion of the groups, the ramifications, and then the final interviews of the candidate checking their final information. The end of the process is filling up the vacant job availability in the organization. After the policies and procedures, the recruitment process is another one of the main jobs of the human resource department. The human resource manager needs to be cautious when the recruitment of the employees is in question. One wrong selection and the consequences can end in a lawsuit or a scam.

IX) Project Closure and Post Implementation Resort

End Project Report

a)      Outline the variance and specify the performance against plans and tolerance

b)     Mention the Benefits delivered from the Project

There are certain policies that the human resource will be looking upon during the process of recruitment and selection of a new worker.

c)      Discuss the Residual Benefits

Then orientation will be done to make the employee aware of the different roles in the organizational structure of the firm, then the employee status and the record will be checked and processed, the human resource will be allowed access to the individual employee accounts, the employee's background, files related to him, performances, last experiences and every little piece of information which the human resource will require for the employee’s status for working in the organization.

d)     Outline the required changes

One of the troubles which the human resource can see the recording an up keeping of the data of all the employees. He will be looking into the terms and conditions, the benefits of the employees, insurances, holidays, and the reimbursements of the employees.

e)      List the project issues

The payroll will also be decided if the employee gets selected. general so happens is that the payrolls are advertised with the advertisements, so they are pre-decided but the interviews for recruitment can also be one event for the deciding of the payroll, looking at the skills and accomplishments of the interviewee.

f)       Discuss your Recommendations

The policies related to the wages, salaries, and deductions if any will be given to the newly employed worker. the human resource sometimes faces trouble where the policy awareness is concerned, for example, however, one of the employees wasn't aware of the policy and commits a breach which leads to a major loss to the company.

2) Post-Project Review

a)      Mention the Dates

These carry the dates within 2 to 3 months so that all the tasks can be done efficiently and perfectly.

b)     Who own the Responsibilities

Managers, Higher authorities can manage things more efficiently and more effectively.

c)      Discuss the plans

There are few of the plans that are going to work in terms of making the workings more effectively and more effectively.

3) Follow On Actions

a)      Open Project Issue

b)     Ongoing Risks

Lessons Learned

a)      Report Summary

The workplace guidelines are like arrangements that are defined as conveyances for the flex timing and the usage of the assets of the company. While recruitment the employee conducts policies and the diffraction between the conduct and misconducts is also elaborated to the interviewee.

b)     Key Areas for Improvement

The internet Policies and the code of conduct are also explained to the employees while they are being trained for working in the organizational environment. Some organizations allow labour union formations in them to allow motivation. However, this step through can be advantageous but disadvantageous when there are conflicts between the managers and the labour.

c)      Lessons Learned Summary

4. Controls and Tools

 References of the Human Resource Management

Armstrong, M. (2016). A Handbook of Human Resource Management Practice. Kogan Page Publishers.

Boxall, P. (2011). Strategy and Human Resource Management. Macmillan International Higher Education.

Dowling, P. J. (2019). International Dimensions Of Human Resource. 1-13.

Folger, R. G. (2018). Organizational Justice and Human Resource Management. SAGE.

Griffith.com. (2018, June 17). The Importance of Human Resource Management. Retrieved from https://www.griffith.ie/blog/importance-human-resource-management

HEATHFIELD, S. M. (2020, March 19). What Is Human Resource Management? Retrieved from https://www.thebalancecareers.com/what-is-human-resource-management-1918143

McMahan, G. C. (2017). Theoretical Perspectives for Strategic Human Resource Management. 295-320.

Noe, R. (2018). Fundamentals Of Human Resource Management. 1-15.

Patidar, M. (2020, February 14). Functions of Human Resource Management. Retrieved from https://www.enotesmba.com/2014/11/functions-of-human-resource-management.html

Projectmanagementdocs.com. (2019). Human Resource Plan. Retrieved from https://www.projectmanagementdocs.com/template/project-planning/human-resource-plan/#axzz6N57VrJs2

Project-management-knowledge.com. (2020). Human Resource Planning. Retrieved from https://project-management-knowledge.com/definitions/h/human-resource-planning/

Skinner, W. (2018). Managing Human Resources. Retrieved from https://hbr.org/1981/09/managing-human-resources

Smartsheet.com. (2019). Welcome to the HR Revolution: Strategic Human Resources Management.

Solomon, M. J. (2020). PMP Exam Cram: Explore More Elements of Project Planning. Retrieved from https://www.pearsonitcertification.com/articles/article.aspx?p=1412024&seqNum=2

Tichy, N. (2010). Strategic Human Resource Management. 1-35.

WIllis, R. (2015, June 14). How to Benefit from the Responsibility Assignment Matrix. Retrieved from https://yourprojectmanager.com.au/benefit-responsibility-assignment-matrix/