Retaining the HR Function Essay Example for Free

Retaining the HR Function tryIntroductionThis incubate is to the executive directors and will be outlining the importance of retaining the HR bring inwardly the stemma. I will be explaining how HR activities subscribe to the organisations strategy and how HR professionals support line managers and their staff. HR is substantial to the smooth running of the business. HR is there to ensure that the conjunction do not piss a high turnover of staff and that training is presumptuousness to employee. HR is essential to help the attach to flirt its targets, and ensuring that the company complies with legal requirements including Health Safety. How three HR activities support the organisations strategyRecruitmentRecruitment is co-ordinated by the HR incision and is a major factor on how your business recruits the right type of volume to carry out the tasks required. HR will in this instance start from the beginning and advertise for the positions to be applied for, HR will also screen and interview the right type of candidates required and whence Induct them once the candidateis successful in getting the position. This is a term consuming antic which the department that HR are recruiting for will not have time for and can spend their time concentrating on their departments. HR are trustworthy for sending out the necessary letters and paperwork to the candidates.Disciplinarys / GrievancesDisciplinarys are usually completed due to a employee mis conduct or absence related. The HR team usually monitors all absences and would enunciate the line manager of any concerns. HR support the line managers by attending these disciplinary meetings and advise on the best course of action to be taken, HR are also responsible for ensuring the necessary paperwork is completed for the disciplinary to take place. Grievances are dealt with by the line managers also and again HR is responsible for ensuring that grievances are dealt with fairly and equally.InductionT he HR department are responsible for inducting all sore employees who enter into the business. Inductions are quite important in how the new-fangled employee fits into the business and responds with the demands and the business strategy. All new employees should be inducted with the practices, policies and procedures and the culture that the company operates in. This will allow the new employee to familiarise and settle into their role with how the business works, this should help keep the employee retention level quite low. The certainty process done effectively reflects the employer brand and the determine the organisation is promoting. It is important, therefore, to ensure that the induction process reflects the values and culture of the organisation (CIPD, 2014)Three ways HR professionals support line managers and their staff Performance focussingThe HR function here will provide you with the best way to maximise the potential of your employees. If you have underperforming employees HR will be able to help you get the maximum out of them. The process is motion management during this period the employee will go through a set of meetings to discuss their performance shortfalls. if by and by reviewing theshortfalls the HR department are able to advise of the further necessary steps to take e.g. disciplinary, warnings etc. HR are there to support the managers carrying out the meetings and advising of the best way forward.LegalThe HR function for the business in a legal matter would be to ensure that the organisation activities are complying with legislative requirements i.e. pay extend, working time regulations. HR would have to know the employment law to a arcdegree in this way HR would act as an advisor for the company. We whitethorn also be qualification a decision on some occasions depending on the circumstances surrounding the issue or speak to the line managers on further training. more importantly HR are responsible for retentiveness records e.g. disciplinary, absences, training, as these good records can afford real protection for employers and managers who may need to defend their actions at a tribunal or In other courts (Martin and Whiting, 2013). If the company fails act accordingly to the legal requirements they could perhaps face claims, and also the last instance close down the companyTrainingHR is responsible for the training aspect of the business, if a department identifies the need for a training requirement they will notify the HR department. The HR departments responsibility would be to find how the training is going to be given out, i.e. away or internal If external training is required HR who have to find a company who deliver the training and find out the necessary information. This may include costs, venue, duration. HR would also heave up the relevant training contracts so that the company would not lose out financially if the employee was to convey once they had received the training.ConclusionTo conclude the above points which I have mentioned, the HR department is an organic part of the organisation and is essential in meeting the business strategy. As you can trance from the report without the HR department the business cannot function properly, by reducing the size of the HR department you may ultimately affect other parts of the business and the strategy aswhole. This may lead to an increase in employee retention and legal costs in the form of claims, tribunals etc.The examples of the parts of the business given above where HR is essential are a few and many more functions within the business need the HR department. The HR department are also their to support employees and for them to come and see and speak to someone in private and confidential nature this helps with employee relations. With the help of the HR department employees within the organisation are being given the necessary training. These employees who are given the opportunity of progress with the compan y are more devoted to meeting the business need and most of all the strategy.REFERENCESCIPD. (2014). What is an Induction. Available http//www.cipd.co.uk/hr-resources/factsheets/induction.aspxlink_2. croak accessed 04th December 2014.Martin, M. and Whiting, F.. (2013). Human Resource Practice. 6th ed.. CIPD.