Name: Sherian Wedderburn ID: 20181600
1. Discuss HRP roles.
The roles and responsibilities that a successful HR professional is expected to perform
includes:
- Analysing the objectives of Company- Objectives are analysed to determine the type
and amount of work done in the organization.
- Take Inventory of HR- Number of employees, qualifications, their work performance
and the benefits they receive.
- Predict HR Demand- To plan for vacancies that could arise from forthcoming
company’s expansion retirements, promotions, job changes and retrenchment.
- Predict HR Supply- Sources of incoming human resources and how to fill the demand
should be known at the right time
- Undertaking Gap Analysis- Comparing the current level of performance with the
ideally expected level to plan strategies for narrowing down the gap.
- Creating HR Action Plan- Cut jobs in case pf surplus or hire in talent deficit; having
an action plan to implement changes in necessary.
- Monitoring the Plan- There is a need of taking appropriate actions in case of
deficiencies in the plan. A feedback from the employees or department heads goes a
long way is tweaking the plan for the better.
2. Explain the Functions of HRP Practitioners.
- The first HR function is all about knowing the future needs of the organization.
What kind of people does the organization need, and how many? Knowing this will
shape recruitment, selection, performance management, learning and development,
and all other Human Resources functions.
- Recruitment and Selection: The second HR function involves attracting people to
work for the organization and selecting the best candidates. Attracting people usually
starts with an employer brand. Businesses with excellent employer brands
receive 50% more qualified applicants. With a strong employer brand and the right
sourcing strategies, you’re already halfway there. Once candidates apply, the selection
process is an HR instrument to pick the best-qualified and highest-potential
candidates. It’s vital to build an effective recruitment a selection process, as bad hires
can cause productivity drops of up to 36%.
- Performance Management- Performance management is essential in ensuring that
workers stay productive and engaged. Good performance management involves
strong leadership, clear goal-setting, and open feedback. While (bi)annual
performance reviews in which the employee is reviewed by their manager are still
common, 69% of HR professionals believe that in the near future, performance
management will become more frequent and include natural conversations.
Performance management is also an instrument to close the gap between the
workforce you have today and the one you want to have tomorrow by helping
employees develop future-ready skills and competencies.
- Learning and development- Enabling employees to develop the skills they need for
the future is an essential responsibility for HR. This is also related to the first HR
function we listed, human resource planning, in which HR bridges the gap between
the workforce today and the workforce needed in the near future. Traditionally,
organizations have a set budget for learning and development. This budget is then
distributed among its employees. Despite the differences in regulations, almost all
employers understand the value of investing in the (future) skills of their employees.
It’s the responsibility of the HR department to lead these efforts in the right direction.
- Career Planning- The fifth function of Human Resources Management is career
planning, guidance, and development for employees, together also referred to
as career pathing. Showing employees how their ambition can align with the future of
the company helps to engage and retain them. For the organization, there are the
benefits of better succession planning, higher productivity, and a stronger employer
brand.
- Function Evaluation- Function evaluation is a technical aspect of HR. It involves
comparing various parts of the overall HR operation. This can include the quality, and
availability of workers, job location, working times, the economic situation, job
responsibilities, and how much value a job adds to your organization. The idea behind
function evaluation is that similar jobs should be rewarded similarly. Function
evaluation helps the HR department ensure that the company is successful at both a
strategic level and with service delivery and support. That way, the company is able to
deliver the level of services required while operating strategically.
- Rewards- Rewarding employees for their work is another essential HR
function. Compensation and benefits are integral to attracting the right kind of
candidate for the role, and company. These will vary across different fields, countries,
and cultures. The total rewards framework shows that rewards are more than just
money and other monetary benefits. They can also be relational and psychological
outcomes. Rewards include salary but also growth and career opportunities, status,
recognition, a good organizational culture, and a satisfying work-life balance. For
example, fantastic colleagues and meaningful work are also rewarding to employees.
The monetary reward of the job consists of financial rewards and other (secondary)
benefits.
- Industrial Relations- Another function of HR is maintaining and cultivating
relationships with labour unions and other collectives and their members. Maintaining
good relations with unions will help to spot and resolve potential conflicts quickly and
will also be beneficial in more difficult economic times when layoffs or other actions
are required.
- Employee participation and Communication- One of the key roles of HR is to be a
credible activist for the employees. Employees need to be informed and heard on
different topics that are relevant to them. Communication relates to spreading
information relevant to employees.
- Health and Safety- HR plays an important role in creating and implementing health
and safety regulations. Making these regulations part of the company culture is one of
the main functions of HR.
- Wellbeing- Another key HR function is supporting employees so that they can do
their best work. This involves proactively promoting mental, physical, and financial
wellbeing. HR professionals also assist and take care of employees when they run into
problems and when things don’t go as planned. Problems in the workplace and
outside can negatively impact employee performance, engagement, and productivity.
This, in turn, harms a company’s bottom line. A holistic wellbeing strategy led by a
HR department must work at the level of one-on-one communication with employees
and communication across teams and companies.
- Administrative Responsibilities- The final function of HR is its administrative
responsibility. These include personnel procedures and Human Resource Information
Systems (HRIS). Personnel procedures involve the handling of promotions,
relocations, discipline, performance improvement, illness, regulations, cultural and
racial diversity, harassment, bullying, and so on. For each of these situations, HR
needs to develop and follow policies and procedures to successfully handle employee
requests, concerns, and complaints or overcome these challenges. Human Resource
Information Systems (HRIS) store employee data. HR is responsible for purchasing,
implementing, and managing these systems so that they can use the data for better
decision-making.
3. Analyse the Roles of HR Planners and practitioner's Related to the SPHR Model.
Each role of the Human Resource planner we described corresponds to a step in the strategic
planning model. Hence, we base our conception of the HRP practitioner’s duties,
responsibilities, and behaviours on activities associated with SPHR. These roles thus match
up to many activities that have frequently and typically been linked to HRP. In this respect,
then, the roles make sense intuitively.
For example
1 The Human Resources Organizational Coordinator- Link purposes, goals/objectives of the
organization and HR function/plan
2 The Human Resources Work Analyst- Examines what people do.
3 The Human Resources Workforce Analyst- Examines what kind of people do the work.
4 The Human Resources Auditor Financial Measures- Examines present strengths or
weaknesses of the HR department.
5 The Human Resources Environmental Scanner – Predict future changes to work, people,
HR department.
6 The Human Resources Forecaster- Predict numbers of people/jobs needed.
7 The Human Resources Planning Formulator- Consider HR strategies and selects one.
8 The Human Resources Integrator- Implements a grand strategy.
9 The Human Resources Planning Manager- Manages the HR function.
10 The Human Resources Planning Evaluator-Evaluate HR grand strategy.
