The unit on Managing and Co-ordinating the HR Function is meant to introduce learners to the activities in the field of Human resources. It is a course unit that helps learners understand the roles of the HR function within the work place. It is a unit that helps the students focus on the objectives that the HR professionals in the HR department have to establish in the delivery of the HR objectives. The students should understand the values of the HR function to ensure that the organisational outcomes are achieved. As the organisations are evolving, the contemporary HR functions also change, for purposes of ensuring that the organisational HR functions are carried out in accordance to the organisational objectives. The unit will provide information on the contribution of HR to the organisation, with which the most important attributes of HR success are delivered within all the organisational departments. Learners should keenly look into the different theories discussed in the unit, as well as the HR information needed in making sure that the HR services are well delivered in the organisation to achieve organisational success.
The HR function delivers different objectives that are implemented to enhance organisational success. Recruitment is one objective delegated by the HR function to ensure that professionals are identified to play significant roles in the organisation. Safety is another HR function that the HR professionals seek to ensure that a safe working environment is developed. Employee relations are another HR function where HR professional work on developing good relations between the employees and employers. Compensation and benefits is a HR function that relates with the labour relations and the role of employers in ensuring that they keep the employees satisfied and willing to work in an organisation. The HR professionals seek to ensure that they relate with the competitive pay practices that should be implemented to keep the employees compensated. Another HR function or objective is compliance, where the organisations revolutionise to ensure that the legal laws are followed and the regulations are followed in delivery of HR objectives. Training and development is another HR objective that the HR professionals should take into consideration to enhance development of professionals from taking advantage of the learning opportunities within the organisation. It enhances development of skills and knowledge needed to carry out organisational roles (Armstrong, 2019). Students taking the unit should be ready to learn about the HR objectives, and relate with the objectives that the HR functions have to deliver to enhance proper running of the organisation.
The businesses seek to ensure that they work to ensure that the organisational objectives are achieved. In this perspective, the management within organisations should ensure that they communicate effectively towards ensuring that the employees understand what they are expected to do to achieve organisational objectives. In this perspective, the delivery of the HR objectives is important, and this can be delivered by either the senior managers or the individuals working in the organisation. The learners taking this unit should learn the importance of having senior managers in the organisation, and also learn their contribution in the delivery of HR functions. Depending on the different departments within the organisation, the senior managers should support the HR professionals to ensuring that they provide answers to the critical issues within the organisations. They also ensure that the HR functions are aligned to the organisational roles and objectives. Apart from the senior managers, the individuals working in an organisation work on the delivery of organisational goals and objectives. Individuals ensure that they become engaged to the organisational objectives (Reilly and Williams, 2016). The unit is therefore important as it helps the students learn the role of different organisational stakeholders in delivering value to the organisation and achievement of the organisational objectives.
Organisations continually experience change, and the HR functions are important in determining the extent to which change is managed. There is need to understand the different change theories developed in CIPD. Lewin’s theory of change explains the three stages followed in change management. The stages include unfreezing where the organisations prepare for change, changing process where the change has to be incorporated and implemented, and refreezing where organisations gain stability after change has been implemented. Another theory is the Mckinsey 7-S Model, where the seven steps of strategy, systems, shared values, style, staff, and skills are followed to help the HR understand how change is managed from the line of all the identified steps. Other theories include the Kotter’s change management theory, ADKAR model, Kubler-Ross Five Stage Model, and the Bridges’ Transition Model. Learners should understand these models and when to use them in order to enhance management of change, and for purposes of ensuring that the organisational objectives are achieved.
By the end of the course completion, the learners should;
The students pursuing the unit are those willing to develop their professionalism and careers in the field of Human resource Management, and in the development of the organisation. Students get to learn the different issues associated with the skills needed in carrying out different HR functions to enhance achievement of the organisational objectives. Persons already in the HR field and are wishing to increase their knowledge and competence ion carrying HR functions may also pursue the unit to gain knowledge on the same. The HR experts involved in the implementation of the HR policies and strategies may also get to learn this unit for purposes of ensuring that the HR policies are effectively implemented in the organisation. Finally, learners have the obligation to ensure that they gain the knowledge and skills needed in the delivery of HR functions, as well as ensure that they gain the capability to effectively coordinate HR roles for the overall achievement of business objectives.
Armstrong, M. (2019) Strategic human resource management.
CIPD. (2020) Change management, available at https://www.cipd.co.uk/knowledge/strategy/change/management-factsheet [Accessed 15th Sep 2020]
Reilly, P., & Williams, T. (2016). Strategic HR: Building the capability to deliver. CRC Press.