Human Resources Managemnt for The Aukland Council - Samples

Question: Discuss about the Human Resources Managemnt for The Aukland Council. Answer: Human Resources Managemnt for The Aukland Council Human resources management plays a very vital role managing and designating to maximize the employee performance to achieve the vision for the companies and most important tasks for the HR is to manage the people, polices of the company, systems and process, relationship with the clients and as well the organisation changes too. Human resources are also responsible for some of keys over structural changes or reforms of the company such as employee benefits, trainings, rewards and appraisals during the year. Human resources has have to ensure that the on- the job training which they are providing to new hire employee to ensure they are trained and have continues development as a career and personal growth in the organisation. For every successful business, HR who drives all the aspects of the staff from bottom to the top level staff of the company and every organisation should claims that there employees are keys assets of the company to achieve their goal and vison for the companies. If companies have a positive approach towards their employee they will definitely be able to achieve targets and goals. In the recent time, there has more coming up start-ups where in HR has to make sure to perform task and duties as per the guidelines or as per the HR rule handbook. In the larger companies, entire focus is on the discipline and engaging in Decision making across all the business units with company and every business requires a HR department but they depends upon the size or complexity of the business whether its a small scale business, or a multinational companies so this will help to vary the need and the decision making of the company. For the small business, before hiring a new individuals many thing has be taken into the consideration. Can you new hire will able to meet the requirement of the business or not? Will he/she be able to just in the new technology or process of the company? so, many factors has be taken into in the consideration while hiring for the same companies but where in the larger companies situation is not similar. Here are some of the benefits of Human resourc es individuals that bring on the workplace such as: Improve employee turnaround, high employee turnaround hurts a company's bottom of the pyramid, Conflict resolutions, Employee satisfaction, Improve employee performance, Training and development and helps with budget control. In the larger companies they offer you to do some of the short education course or post-graduation for your career growth. There are so many factors to be taken care off but out which where Human resources has to builds the organisation culture which will help to develop the good will and to engage with people as well. In the Aukland Council they have used the Value for money review (VFM) which will review of the cost effectiveness of our services. It began on 1 June 2017, and follows the amendment of the Local Government Act 2002, in 2014. These are type of changes or agreement information must be available to employee which are at bottom of company so that they are also aware about changes or the new contract which are happening in the companies. These types of initiatives must be taken by the human resources so that employee are aware about changes. Also the Human resources of Aukland Council, they have ruled out a three year performance plan sets out their goals, addresses the expectations of Aucklanders in four main areas: engaging and enhancing communities, customer-friendly services, preforming th e size work and a high quality performance culture and further incentives which has been taken in the field of transportation, housing, we are planning for future port needs and council services. The Aukland Council human resources also have to make sure that there has been a proper relationship has been built with new and existing client. As stated in the Aukland Council website, their vision is to unite us and drives our 9500 employees to deliver world-class services and experiences every day for our 1.5 million customers. As above example The Aukland Council and where HR faces challenges such as: recruitment difficulty, employee retention, Global competition, training Development and decline in workforce. These are primary focus or responsibilities which are in line with human resource management include: job planning and staffing, organization and utilization of employee, measurement and appraisal of work , implement a reward system for high performance employee, career development for workers, and number of work ratio during the course or the journey of employee with the company. Job analysis contains of determining, often with the help of other company areas, the type of role and responsibilities of various employment designations, Organization, utilization, and maintenance of a company's work force is another key function of HRM. This involves forming an organizational task that makes maximum use of an enterprise's human employee and forming systems of communication that help the organization ope rate in a continuous manner for life long. There are many more responsibilities in these area includes foremost is the health safety and co-worker relationships. Performance appraisal is the one of the tool for assessing employee on the job quality of performance and providing positive or negative feedback to those employees according to the their work. Performance depends upon the companies where they choose the financial or accounting year for appraisals and they are very important for both the employee and the employer, for they are the best sources of data used in determining increase in salaries , promotions in terms of designation, and, in the case of workers who perform low in terms of quality or not able to deliver the task in time, dismissal accordingly to set parameters like quality can be a factor in services and manufacturing companies and HR should be part of all the meetings which are held at the time of evaluating the performance of teams and individuals. Reward reorganisation are core obsjective of human res ource management, for it is the method by which companies provide their emplyees with benefits for past performance and incentives for high performance in the due course of time. It is also the method by which organizations address their problems within their work force, through institution of disciplinary methods. Employee development and on the job training is an most important responsibility of HR spoke to help. HR is responsible for needs of an organization's training plans, and for evaluating the employee development programs designed for regular growth of an individual. These planned training programs can range from new hire programs, which are designed to give a background to new hires about company, education programs which are available and familiarize workers with a new systems which are in place with help of technology. Technology has also played a vital role on human resources in a more technology based profession to make sure that the information is available and access able to whole company but latest information or any news. Technology has improved many areas of the HR such as: E-Recruiting, Human Resources Information Systems (Such as: SAP, Timco, Mytime are the HRIS tools), training and Development and this will lead to reduces time doing administrative tasks, allow businesses to operate globally and cuts operational costs. Finally, the medium business officers needs to establish and manage a productive working culture for his or her work force. Employees are far more likely to be an assets to your company if they feel that they are being treated honestly with high regards by the top management of the company. Human Resource Management focuses on collects all the business needs and requirements of an employees. There should be a proper meeting with the HR manger to understand the problems, concerns or any conflicts with teams or departments. In medium business owner who clearly defines the expectations and company vision, provides adequate salary, offers business opportunities for career growth, anticipates best result from training and developmental tools, and provides positive + negative feedback to his or her employees on a fair parameters are more likely to be successful than the owner who is show disinterest in any of these areas. Human resources manages to control all the department and sub-team w ith companies with equality for better growth and productivity or outcome of work with high quality of work. At the end, there should be a reward from HR for an employee where he/she help the company to improve the tasks, process, improves the process by providing new ideas how to reduce the man hours work to an automation where the employee can be more effectively used on other productive task to have effective works from the employees. References: Armstrong, Michael. A Handbook of Human Resource Management Practice. Kogan Page Limited, 1999. Burstiner, Irving. The Small Business Handbook. Prentice Hall, 1988. Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999. Gubman, Edward L. "The Gauntlet is Down." Journal of Business Strategy. November-December 1996. Phillip, Harris. Managing the Knowledge Culture. Human Resource Development Press, March 2005.