Retaining the HR Function Essay

IntroductionThis subject is to the executive directors and volition be let onlining the importance of retaining the HR function within the edge of descent. I testament be explaining how HR fiddleivities incite the organisations strategy and how HR professionals relief enclosure managers and their staff. HR is indispensable to the smooth running of the business. HR is there to verify that the coiffe with do non have a high turnover rate of staff and that instruction is given to employee. HR is essential to help the beau monde meet its targets, and ensuring that the familiarity complies with legal requirements including Health & Safety.How three HR activities support the organisations strategyRecruitmentRecruitment is co-ordinated by the HR part and is a major factor on how your business recruits the right type of large number to carry out the tasks required. HR willing in this instance beginning from the beginning and advertise for the positions to be applied fo r, HR will to a fault screen and interview the right type of candidates required and then install them once the candidateis successful in getting the position. This is a time consuming job which the department that HR are recruiting for will not have time for and can spend their time concentrating on their departments. HR are obligated for sending out the obligatory letters and paperwork to the candidates. disciplinals / GrievancesDisciplinarys are usually completed ascribable to a employee mis conduct or absence related. The HR team usually monitors all absences and would notify the argument manager of any concerns. HR support the line managers by attending these disciplinary meetings and advise on the scoop out course of action to be carry awayn, HR are also trustworthy 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. proofThe HR department are responsible for inducting all new employees who reach into the business. Inductions are quite important in how the new 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 leave alone the new employee to familiarise and settle into their role with how the business works, this should help deem the employee retention level quite low. The induction 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 managementThe HR function here will provide you with the beaver way to maximise the potential of your employ ees. If you have underperforming employees HR will be able to help you get the maximum out of them. The process is performance management during this period the employee will go through a set of meetings to discuss their performance shortfalls. if after 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 increase, working time regulations. HR would have to know the physical exercise law to a degree in this way HR would act as an advisor for the company. We may also be making a decision on some occasions depending on the circumstances skirt the issue or speak to the line managers on further training. to a greater extent importantly HR are respon sible for keeping records e.g. disciplinary, absences, training, as these technical records can afford real protection for employers and managers who may need to asseverate 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 possibly face claims, and also the finishing 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 knock how the training is going to be given out, i.e. external 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 draw up the relevant training contracts so that the company would not lose out financially if the employee was to leave once they had received the training.ConclusionTo conclude the above points which I have mentioned, the HR department is an integral part of the organisation and is essential in meeting the business strategy. As you can see from the report without the HR department the business cannot function properly, by reducing the size of it of the HR department you may ultimately affect other split 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 split 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 genius this helps with employee relations. With the help of the HR department employees within the organisation are macrocosm given the necessary training. These employees who are given the opportunity of progress with the company are more devoted to meeting the business need and close of all the strategy.REFERENCESCIPD. (2014). What is an Induction. Available http//www.cipd.co.uk/hr-resources/factsheets/induction.aspxlink_2. Last accessed 04th December 2014.Martin, M. and Whiting, F.. (2013). Human Resource Practice. sixth ed.. CIPD.