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FBLT050 Human Resource Management

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FBLT050 Human Resource Management

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FBLT050 Human Resource Management

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Course Code: FBLT050
University: Conventry University

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Country: United Kingdom

Question:

Give examples of the main organisational objectives that the HR function is responsible for delivering and briefly explain how these have evolved/are evolving in contemporary organisations. In your answer, provide a brief justification for managing HR in a professional, ethical and just manner.

Answer:

Organisational objectives
In the current era, the Human resource management of the company is responsible to meet the goals of the organisation relayed to HR. Some of the examples related to the objectives of the organisation that HR function is responsible are given below: –
Staffing objectives
An objective related to the staffing is to ensure effective operations of the business. HR of the company ensure that their organisation have enough employees to perform the operations of the company. The objective of staffing involves proper scheduling, building skills among employees and cutting cost.

Scheduling: – HR is responsible for scheduling the employees so that the shift can be covered in order to perform the task which is essential for running the business operations effectively. To meet the obligation, the HR needs to hire the employees so that they can give their services in both day and night shift. Along with this, sometimes the company get the profit to complete the set amount of work for which they need to schedule the most efficient workers which helps them to complete the project quickly and effectively (Gartenstein, 2018). The responsibility of HR lies in hiring the person and then scheduling the best effective employees.
Building skills: – HR of the company ensures that they are able to build the skills among the current employees working within the organisation. This will help the employees to work out of their comfort zone which enables them to learn, maintain, and grow within the organisation. This will helps them to perform the diverse tasks which will help the company as their productivity will increase.
Cutting costs: – The HR of the company is also responsible for managing the budget of an organisation. This is the reason HR is responsible for managing for cutting the cost due to which they offer the low packages to their employees within the organisation (Gartenstein, 2018). Along with this, they need to schedule the employees in the shift of organisation.

Performance objectives
The performance objectives are one of the major organisational objectives that are kept by the company to maintain the operations effectively. HR of the company contributes in maintaining the performance of the company in some ways which are given below: –
Customer focused objectives: – The employees should be experienced enough to manage the quality of customer experience. Moreover, they should treat the customers like a king because they are the one who is offering the reason to the company to grow.
Employee-Growth Objectives: – The employees have certain growth objectives in the organisation that are linked with the goals of organisation. The employee’s objective can be in terms of personal development, good incentives, a higher position which will be fulfilled when they can meet the organisation (Fontana, 2018). This objective works as a motivation for company.
Employee engagement
HR of the company performs the function in which they ensure that the employees are engaging in the activities that are performed by them. The engagement can be within the team and within the organisation. Generally, the gap between the upper and lower management takes place which can be managed by the HR by conducting effective communication among the employees (Marchington et al, 2016). This communication can be developed with the help of seminars, meetings, games and some other activities.
Evolving in contemporary organisations
In the contemporary organisations, this has been found that functions that are performed by the HR to meet the organisational objectives are evolving. In the current era, HR is performing their roles effectively for which they are making use of the strategic alignment.
HR uses the business partnering which was not possible earlier but with the evolution, this has been developed. This partnership can take place with the consultants who can share the skilled employee’s profile to the HR so that they can select the appropriate employees within the organisation. This will help the HR in managing and scheduling the staff at the right location that helps the HR in building the skills and also cutting cost (Armstrong & Taylor, 2014). In the strategic partnering also the HR needs to act professionally for which they have to search for the benefits of the company informing the strategic partnership with the other person. Moreover, the legal obligations with the conditions need to be clear between the two parties and needs to be in the contract.
Further, the performance objective needs the internal strategy which needs to be formed by the HR of company. The HR needs to ensure that they need to keep the employees motivated by providing the extra benefits to customers in terms of incentives, salaries and many other (Bratton & Gold, 2017). Along with this, the HR of the companies needs to conduct the performance appraisal in which they can receive the hike in salary as well as in the promotion. This strategy will help the employees to work effectively which helps in meeting the organisation goals that is to satisfy the needs of customers. It is a must for the companies to follow the ethical guidelines in which they have to treat each and every employee equally which is must for the organisation (CIPD, 2018). This has been found generally that most of the HR and manager favour some of the employees while performing the appraisal which leads to the partiality. Therefore, the HR needs to be professional and fair with the employees while doing the appraisal of employees which is must to conduct and meet the objectives of the organisation (Ingram, 2018).
Strategic alignment is the extent to which the employees try to understand the goals of the company and their contribution to employees with the way it gets fits into and how it contributes. In the contemporary organisation, this has been considered as the crux of improving employee engagement. The turnover of employees will decrease and they will put efforts to work better to meet the goals of the company. HR ensures that their organisations are implementing strategies like coordinate alignment and develop the mindset with capabilities. The alignment in which the HR is getting involves the need to be done ethically and professionally. This means that there is a need to fulfil the legal obligations that are required in the involving into the strategic alignment (CIPD, 2018). 
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. London: Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. United Kingdom: Palgrave.
CIPD. (2018). Business ethics and the role of HR. Retrieved from: https://www.cipd.asia/knowledge/factsheets/business-ethics
CIPD. (2018). The HR role. Retrieved from: https://www.cipd.co.uk/knowledge/strategy/hr
Fontana, P. (2018). Examples of Key Performance Objectives. Retrieved from: https://smallbusiness.chron.com/examples-key-performance-objectives-57206.html
Gartenstein, D. (2018). Objectives of Staffing. Retrieved from: https://smallbusiness.chron.com/objectives-staffing-11150.html
Ingram, D. (2018). The Importance of Ethics in Human Resources. Retrieved from:  https://smallbusiness.chron.com/importance-ethics-human-resources-12780.html
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. London: Kogan Page Publishers.

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