Free Essay

Understanding Organisations and the Role of Hr

In: Business and Management

Submitted By bonham1
Words 2365
Pages 10
Executive Summary:
This report gives an overview of Sky Plc, it looks in to the products and services that Sky have to offer, like Broadband and TV packages. It also gives a summary of what the company want to achieve with its customers. With over 21 million customers across 5 different countries Sky is growing from strength to strength.
With a revenue of £11.3bn in 2015 Sky saw a 10% increase on the year before, showing that even in an ever difficult economy, staying committed to your goals and your people, growth is still possible.
The report looks in to external factors that could affect the company’s growth 2016 such as; The whole sale of its premium channels, this is something that is a long term issue for Sky as it doesn’t give them a unique edge over its competitors. Another element is the financial state of the global market, even though Sky is achieving its goals at present, this could change and could be affected by exchanges rates, rate of inflation and the amount that the public have to spend.
The function and structure of the company have a large impact on how the business is run, the report looks in to some of the functions such as: HR and Customer service. By different functions pulling and working together it can improve productivity and turnover. Building on these relationships and supporting one another can create great team spirit and a strong work force.

1.1 Who are Sky Plc
Sky is Europe’s leading entertainment company. The group serves 21 million customers across five countries: Italy, Germany, Austria, the UK and Ireland. Sky offer the best and broadest range of content, deliver market-leading customer service and use innovative new technology to give customers a better TV experience, whenever and wherever they choose [Sky.com; about sky plc].
1.2 Products and services
Sky offer a range of packages for both the TV, Broadband and Talk. * TV; Bundles, channels and shows, equipment, installations and set up * Broadband packages; Sky broadband fibre and talk, Sky broadband and fibre and Sky talk
Services to its customers: * Free broadband testing * Ability to compare broadband speeds * On line account management * Engineer visits * Helpline * Sky Go (to watch Sky on the go)
1.3 Sky’s Customers * Over 21 million customers [corporate.sky.com] * Committed to their customers by giving them great customer service * Improving the customer experience * They have invested in services to help people with disabilities and people who are hard of hearing * Sky want to be a family friendly company to all its customers
The Sky customer is someone that is after the most up to date programs, movies and box sets. The customer wants broadband that is reliable, quick and cost effective. They want to know that someone is there at the end of the phone to answer any questions, queries or complaints that they many have. Sky is committed to act quickly and effectively with its complaints, the customer is directed to the on line ‘Complaint code’ section of the website where it gives clear instruction about how to log a complaint and what happens next.
1.4.1 The Goals at Sky
Sky’s’ mission statement – ‘Making life better by entertaining and connecting people’ * Their moto ‘Believe in better’ * Making products affordable * Committed to providing excellent customer service * Committed to behaving responsibly and doing the right things within the community * Committed to their people * Build a long term durable business

1.4.2 Sky’s Business model * To provide great content to its customer * Market leading innovation * A customer focus – they are led by their customers * Growing Pay TV sales * Selling more to customers – up selling * Targeting opportunities with companies that complement their offering
Sky want to create value within its business model and they look to do this by investing long term to build a durable business. They look to see the bigger picture; they know that their business can have an impact on its communities. Driving efficiency – focusing on operating costs and driving down costs where they can.
Lastly they invest in people that they employee, this is critical to their success. Sky have and continue to invest in its people, having recently set up a ‘Sky Development’ portal offering e-learning, online seminars and video content.
1.4.3 Financial position - 2015 * Revenue for 2015; £11,283bn (Adjusted revenue to include subscription, Transactional, wholesale and advertising) * 5% growth on 2014 - £10,776bn * Operating profit; £1,400bn – this is an 18% growth on 2014 * Using complimentary brands has increased customer growth of 506,000 net new customers * 3.3 million new paid for subscriptions
1.5.1 External factors that could affect the business in 2016 Organisational factors | Short, Medium or Long term effect | Importance or impact | Internal or External | Sky has to wholesale some of its premium channels to its competitors | Long term | Unique edge over competitors is taken away - so could impact the business and its customers | External - legal.(Ofcom.com) | Technology | Short, medium and long term | A failure to develop technology in line with a changing market could erode the groups competitive position | External | Economic conditions | Medium/long term | The ever challenging conditions of the economy remains uncertain. A significant decline could see the group struggle to retain customers in certain territories. | External | Financial | Short, Medium, long term | The Group is exposed to financial market risks and may be impacted by fluctuations in foreign exchange and interest rates. Any increase in the financial leverage of the Group may limit the Group’s financial flexibility. | External |

1.5.2 Regulatory matters that are ongoing with Sky Plc which have an impact on the business: * European Commission investigation – formal investigation in to pay TV services in the EU; impact on the financial position. * Ofcom Competition Act – Complaint from BT, Sky abusing their dominance; impact on growth and profits * Virgin Media complaint – regarding competition law; impact of financial, growth and profit.

2.1.1 Sky Plc – organisational structure
Sky has a large board of directors consisting of 12 board members; * 9 non-executive directors * 1 Chairman – Nick Ferguson CBE * 1 Group Chief Executive Office – Jeremey Darroch * 1 Group CFO & MD – Andrew Griffith
Sky then have 12 executive teams with a ‘Head of’ for each of those teams that manage different areas of the business on a day to day bases. Sky Italia and Sky Deutschland have their own management teams
2.1.2 – Functions of the organisation:
Sky Plc is a large worldwide company with many different functions operating within the business, 4 key functions are: * Customer Service – Chris Stylianou is the Managing Director of the customer service Group, he would oversee the contact centre, in-home installations and service operations. * Technology Centre – Dider Lebrat is the Chief Technology Officer, he would develop the technology strategy with his team, look at development, IT and the internet. * Human Resources – Deborah Baker is the Group Director for People, she oversees the HR functions within the group. * Legal – James Conyers is the Group General Counsel for the group, he is responsible for all the legal and regulatory affairs.

2.2 Working together to optimise performance:
Each of the above functions will need to work together so that the whole of the organisation has the same aims and objectives. To achieve this, communication across the various functions is key.
Some key points are: * They need to perform together to meet the company’s set goals * HR will look to provide the right employees for each role, they will look to recruit if needed, so will work with that particular area to make sure the right candidate is put forwards * Technology will work with design and production, which will then get the backing of finance * Advertising/PR will work with Finance also to decide budgets for the year, they will also work with external parties * Legal will work with the group to make sure that every new product, design, regulatory laws are met and adhere to current standards/legislations
“A small number of people with complementary skills who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable” [Katzenbach.R and Smith.D 1993].
2.3.1 – What is Culture?
“It is the infrastructure, the glue that binds together people and processes to generate results” [www.creatingculturechange.com].
A business culture should be; tangible, measureable and observable. The culture reflects on the focus of its employees and processes, which in turn creates happy customers to the business.
Sky’s Cultures:
“As individuals, we believe that effective corporate governance is based on honesty, integrity and transparency, and can only be fully realised within an environment of open, robust and effective debate. This is the Board culture we foster at Sky” [corporate.sky.com]. * The commitment to act responsibly in all they do is integral to the Sky Culture * Sky aim to foster a culture which encourages their employees to fulfil their potential and to strive for continual improvement in all that they do, enabling them to achieve great things together.
2.3.2 – How a culture can affect operations:
“An organization’s culture encompasses everything it does and everything it makes. That is, it not only affects the manner in which managers manage (and consequently shape employee behaviour), but it also affects the way in which the organization processes its product and provides services to its customers” [hr.com] * It can affect productivity – Motivation thrives on a good working culture, if management can achieve this, it will create a long lasting culture for success * Employees – having a positive work force can create a positive mind set, therefore improving the culture within the business.

If Sky loses its focus on the culture they have embedded in to the business this could have a detrimental effect to its employees and its customers. The employees will feel as though they are not appreciated and valued which will in turn impact on the way they work with their customers. If the customer isn’t happy with the service Sky are providing, they will go elsewhere for the TV, Broadband and telephone requirements.
3.1 HRM/L&D activities which can support an organisation in meeting its goals and business objectives: * Staffing: HRM work with the organisation to make sure that it is appropriately staffed and that each staff member is fulfilling their role. A company organigram will be produced, which will show the structure of the company, who works where and what contracts people are working to. This then can create openings for new roles in which the HRM will work with the relevant team manager to form a job role/description and recruit. * Performance rates/objectives: They will need to make sure that all the employees that work for the company are motivated and dedicated to their role – this will help maximise performance rates therefore increasing profitability, employee longevity and loyalty. This can be done via a bonus scheme, promotion, company cars etc. * Non-performance of staff: HRM’s will be asked to assist in disciplinary procedures – they will work with the relevant manager to put a performance plan together to try and improve the employee’s work/mind set and if this can’t be achieved then the discipline route will be taken. * Administration: The HMR has the responsibility of keeping all employee records up to date, so terms and conditions, pay rates, appraisals, training etc. This is required for legal regulations such as National Insurance Rates. As well as employee records, they would have to make sure all staff handbooks, safety manuals etc. were kept up to date in accordance to the latest legislations. [Martin and Whiting 2013]
3.2 HRM and L&D professionals; how they can support line managers and their staff: * HRM and Line Manager: It’s within a company’s interest that both parties work together, mainly because both have a vested interest in the company and want it to achieve success. By working with the line manager and teaching them the role within HR and concerns their staff makes the line manager more efficient in HR tasks and frees up the time of a HRM to work on strategic projects within HR/The business. * The Employees: by working together the HRM can make sure that the company has the right employees with the correct skill set for each role, so increasing productivity without the need to increase the head count – this will then ensure that the staffing budget is within its limit, therefore reducing hiring costs and improving turnover. If new employees are required, an action plan/job role can be defined and the HRM and Line manager can look to recruit. * Conflict: if the HRM and the Line Manger have a close working relationship with each other as well as the employees it can help when it comes to issues such as conflict. The first point of contact for the LM is the HRM, so if there is no relationship there it might be difficult for the HRM to determine the under lying cause of the issue. If the relationship is already there, the HR team will have more confidence in the LM’s and know that each manager documents their employees’ actions, decisions and discrepancies appropriately. This will then make investigations in the work place easier.

4.1 References: 1. Sky.com; about sky plc. Available: www.corporate.sky.com/about-sky/ataglance/sky-plc. Last accessed 3rd Feb 2016. 2. corporate.sky.com/documents/annual-report-2015. Last accessed 3rd Feb 2016. 3. Katzenbach.R and Smith.D (1993) The wisdom of teams. Harvard School Press. 4. Patkinson.P – creating culture change; www.creatingculturechange.com; Google Scholar 5. corporate.sky.com/annual-report-2015 6. hr.com/en/communities/how-culture-affects-productivity – www.hr.com - The Human Resources Social Network.

4.2 Bibliography: 1. Hr.com, (2016). HR.com - The Human Resources Social Network. [online] Available at: http://www.hr.com [Accessed 6 Feb. 2016]. 2. Martin, M. and Whiting, F. (2013). Human Resource Practice. 6th ed. London: CIPD, pp.16-17 and 18 -20 and 262 - 263 and 20-24. 3. http://www.cipd.co.uk/hr-resources/factsheets/strategic-human-resource-management.aspx

Similar Documents

Premium Essay

Understanding Organisations and the Role of Hr

...------------------------------------------------- Name: Sarah Kearsley ------------------------------------------------- ------------------------------------------------- Centre Name: ICS ------------------------------------------------- ------------------------------------------------- ICS Student Number: 21000543 ------------------------------------------------- ------------------------------------------------- CIPD Student Number: 44235175 ------------------------------------------------- ------------------------------------------------- Qualification Title: Human Resource Practise ------------------------------------------------- Unit Title: Understanding Organisations and the Role of Human Resources (3HRC) ------------------------------------------------- Unit Code: 40552A ------------------------------------------------- Assignment Number: 1 ------------------------------------------------- Candidate declaration: ------------------------------------------------- ‘I confirm that the work/evidence presented for assessment is my own unaided work.’ ------------------------------------------------- ------------------------------------------------- I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant......

Words: 2283 - Pages: 10

Premium Essay

3hrc Understanding Organisations and the Role of Hr

...------------------------------------------------- Name: Helen Fox ------------------------------------------------- ------------------------------------------------- Centre Name: ICS ------------------------------------------------- ------------------------------------------------- ICS Student Number: 21006333 ------------------------------------------------- ------------------------------------------------- CIPD Student Number: 45736589 ------------------------------------------------- Qualification Title: Diploma in Human Resource Practice ------------------------------------------------- Unit Title: Understanding Organisations and the Role of HR ------------------------------------------------- Unit Code: (3HRC) ------------------------------------------------- Assignment Number: 40552/01 ------------------------------------------------- Candidate declaration: ------------------------------------------------- ‘I confirm that the work/evidence presented for assessment is my own unaided work.’ ------------------------------------------------- ------------------------------------------------- I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary......

Words: 1969 - Pages: 8

Premium Essay

Hr Practice

...Unit title Level Credit value Unit code Unit review date Understanding Organisations and the Role of Human Resources 31 4 3HRC Sept. 2011 Purpose and aim of unit This core unit provides an introduction to the role of human resources and learning and development (HR/L&D) within an organisation and the environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. This unit is suitable for persons who:  are aspiring to, or embarking on, a career in HR/L&D  are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills  have responsibility for HR/L&D activities and decisions within an organisation without a specialist function  are employees or independent consultants within the field of HR/L&D  wish to understand the role of HR/L&D in the wider, organisational and environmental context. Learning outcomes On completion of this unit, learners will: 1 Understand the purpose of an organisation and its operating environment. 2 Understand the structure, culture and functions of an organisation. 3 Understand how HR activities support an organisation. 1 Equivalents in Ireland = 5; Scotland = 6 CIPD unit 3HRC - Version 2 - 17.03.10 1 Unit content Indicative content is provided for each of the learning...

Words: 1846 - Pages: 8

Premium Essay

Assignment: Understanding the Business Context of Human Resources (5cbic)

...Assignment: Understanding the Business Context of Human Resources (5CBIC) | Name: Sian GluckTutor: Tim BatesDate: 29/08/2014 | No. | Understanding the Business Context of Human Resources (5CBIC)Contents: | 1.0 | Compare two different types of organisation and their operational/business purpose (AC:1.1) | 2.0 | Assess how business type and purpose affects the HR Function (AC: 1.2) | 3.0 | Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3) | 4.0 | Explain the role of the HR function in formulating organisational strategy (AC: 3.2) | 5.0 | Explain how organisational strategy is translated in HR strategy and policy (AC:3.3) | 6.0 | PESTLE Analysis | 7.0 | How does PESTLE or SWOT affect the organisation’s HR Function (AC: 2.1, 2.2, 2.3, 2.4) | 8.0 | Analysis of techniques/tools you used and conclusion(AC: 2.5, 3.1) | 9.0 | Reference List | 10.0 | Bibliography/Webography | 11.0 | Appendices | Assignment 1: Understanding the Business Context of Human Resources 1.0 Compare two different types of organisation and their operational/business purpose (AC:1.1) There many different types of organisations, such as: Large private sector, public sector, voluntary sector, SME’s, networked organisations and multinational organisations, as defined by Taylor and Woodhams (2014). This is a comparison of two of these types, focusing on the large private sector and multinational organisations,......

Words: 2784 - Pages: 12

Free Essay

4hrm

...Professional Map) The HR map outlines what a successful & effective HR professional would need to accomplish and deliver across all parts of the HR Profession. It sets out the required ‘skills, behaviours & knowledge to become a successful & effective HR Professional’. The HR Map has 3 main components; 8 behaviours, 10 Professional areas & 4 bands of ‘Professional competence’ and is suitable for everyone. The 2 main professional areas that sit in the core of the HR Professional map are ‘Insights, Strategy & solutions’ and ‘Leading HR’ – To work in a HR Profession you need to have a thorough understanding of your organisation & how it works and what factors effect it, Only then you can move on to Leading the organisation and making effective decisions. It is key you have this understanding to be able to make effective business decisions to lead HR in the organisation The 8 Professional areas are; -Organisation Design -Organisation Development ......

Words: 887 - Pages: 4

Premium Essay

Hr Professional Map

...HR Professional Map HR Profession Map is designed to develop in collaboration with HR professional’s competency and Learning and Development, senior business people, academics and their organisations around the world the activities, knowledge and behaviours need for success at all stages in their careers. HR Map determines what HR and L&D professionals have to know and understand to make a difference, in best possible option direct the performance of the organisation. The Map can be used in its form or in part or be incorporated into organisation’s existing competency structure. Most importantly the Map shows how professionals can use it and what they are doing in their HR functions to drive successfully in their organisations. The Map contains three key elements: 10 professional areas, 8 behaviours and 4 bands of competency and transitions. HR Professional areas describe the responsibilities and knowledge for each of the HR profession at four bands of professional capabilities. Two of which are describe as the Core of Professional Areas and are applicable to all HR professionals, regardless of role, location or stage of career: 1) Insights, Strategy and Solutions -where professionals need to show that they have a deep understanding of the organisation purpose and objectives. This area also defines that the HR person needs to have a deep understanding of the business activities, strategies and plans. The strategies created have to focus on the needs of the...

Words: 2588 - Pages: 11

Premium Essay

Developing Yourself as an Effective Hr Practitoner

... Introduction In this report I will demonstrate my understanding on what is required to be an effective Human resources practitioner. I will look at the HR Professional Map explaining the core professional areas, professional areas, the bands and behaviours. I will look at one professional area that is relevant to my HR role and identify areas for development. I will also identify how a HR Practitioner should ensure the service they provide is of a timely and effective manner. I will outline customer needs, effective communication and effective service delivery. Activity one Summarise the Human Resources Professional Map The HR Map can be found on the CIPD website. It is an on-line self-assessment tool created for HR professionals. It creates a flexible framework for career progression and is a convenient way to assess strengths and weakness. The map shows how HR is linked to sustainable organisational performance. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, the Map covers every level of the HR profession, from Band 1 at the start of an HR career through to Band 4 for the most senior leaders. 2 Core Professional areas The two core professional are relent o any HR professional regardless of their position within an organisation. * Insights, Strategy & Solutions This area defines that the HR person needs to have an understanding of the business activities, strategies and goals. They...

Words: 3257 - Pages: 14

Premium Essay

Managing Finance

...FOUNDATION DEGREE IN HUMAN RESOURCE MANAGEMENT HRM IN A BUSINESS CONTEXT ORGB50178 Contents Module Descriptor Assignment Brief Submission Feedback Sheet Contact Details Explanation of Assessment Process Specific Module Guidance Module Descriptor The complete, electronic, version of the module descriptor can be found through this link; http://www.staffs.ac.uk/current/student/modules/showmodule.php?code= BSR10390-5 |Contact |Email | |VLE | |Louise Harrison |l.harrison@staffs.ac.uk | |Blackboard | Pattern of Delivery |Credits |Contact Hours | |Site |Cost Centre |Cost Centre |Subject |Subject Description |Subject % |Hesa Subject %| | | |Description | | | | | |STOKE | | | | | | | |STAFFORD | | | | | | | |TAMWORTH & LICHFIELD | | | | | | | |COLLEGE | | ...

Words: 2779 - Pages: 12

Premium Essay

Multiple Choice Chrp

...Foundation Core Units Multiple Choice Test Section 1 Developing Yourself as an Effective HR/L&D Practitioner Question 1 “Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing Director. It’s about understanding what the organisation would look like if it was really humming, really succeeding. Translating that back into culture, working practices, learning, motivation, reward, selection – those are the strategic choices…to make” - Geoff Armstrong, CIPD. Aside from this, what other skills and qualities do you think are necessary for HR professionals today? Right Having an understanding of the purpose and role that HR plays within a successful organisation Question 2 How do the skills listed in Question1 help you as an HR professional carry out your role more effectively? Right Having an understanding of HR’s roles and purpose makes it easier to support change within the organisation Question 3 Log into www.cipd.co.uk and access the HRPM: Professional Areas. Review Professional Areas appropriate for level 3 (Bands One and Two). Why is the CIPD HR Profession Map important for HR and L&D professionals? Right The CIPD Professional Map provides clear competencies, activities and behaviours for HR professionals to aspire to in order to continuously develop their skills and experience Question 4 Which of the following are appropriate activities for Level 3 in the......

Words: 1882 - Pages: 8

Premium Essay

3 Hrc Workbook

...Understanding organisations and the role of human resources Unit 3HRC Workbook Cullen Scholefield Maxwelton House 41 Boltro Road Telephone: 0800 0185 052 Fax: 01444 459 221 Haywards Heath West Sussex Website: www.csgconsult.com Cullen Scholefield Limited a company registered in England No: 3298304 RH16 1BJ United Kingdom eMail: develop@csgconsult.com Contents Introduction 4 New qualifications 4 Overview of 3HRC Understanding organisations and the role of HR 6 Section one - Organisation context, purpose, aims and objectives 7 Section two - Different types of organisation 13 Section three - Understand how HR activities support an organisation 20 3HRC © Cullen Scholefield Page 2 of 27 This page is intentionally blank 3HRC © Cullen Scholefield Page 3 of 27 Introduction New Qualifications The Chartered Institute of Personnel and Development (CIPD) has introduced new qualifications in 2010 to reflect the knowledge and skills specified in the CIPD HR Profession Map and revised membership criteria The changes offer greater flexibility to you and providers, introduce a whole new suite of Intermediate level qualifications, and will meet the requirements of the new Qualifications and Credit Framework (QCF). What is the QCF? The QCF is a new way of recognising achievement through the award of credit for units and qualifications. At present, it is hard to understand all the different types of......

Words: 7268 - Pages: 30

Premium Essay

Hr Level 3 Cipd

...behaviours required to be effective in an identified HR or L&D role. The CIPD have developed an HR Profession Map (HRMP) that sets the standards for all HR professionals in order to be effective within their role. It is designed to help guide professional development within HR and focuses on 10 professional areas, and 8 behaviors essential to excellent HR practice. It spans across 4 bands, progressing from an entry level HR position such as administrator at band 1, to HR director at band 4. The HRMP identifies two core professional areas “that sit at the heart of the profession and are applicable to all HR professionals”(CIPD website) Insights, Strategy and Solutions, and Leading HR. Insights, Strategy and Solutions - This area deals with the professional’s understanding and insight into an organisation. Through knowledge of how the business works an HR professional can put into practice strategic solutions to effectively manage an organisation’s specialist requirements. Leading HR - To effectively lead in HR one must act as a ‘role-model leader’. This includes developing yourself professionally, whilst also leading, supporting, and tracking others development. Adding value and making a positive difference with the organisation, and then evaluating this impact is also pivotal within this area. The remaining 8 professional areas cover specialist activities and knowledge that include: Organisation Design, Organisation Development, Resourcing and Talent......

Words: 2475 - Pages: 10

Premium Essay

Hrpm

...4DEP (HR) Course: Human Resource Practice – level 3 Title of the unit: Developing Yourself as an Effective Human Resources Practitioner Activity 1.1 The HR Profession Map is a tool in constant evolution developed to enable professionals in all sectors to carry out a self-assessment of the method used by their organisation in HR.. The Map is divided into 10 professional areas and 8 behaviours, analysed in all the actions necessary to improve and optimize the HR competencies. Its core area concerns the Insights, Strategy and Solutions: people involved know well the context in which the organisation operates, the needs of customers and employees, and drive HR towards the best way to satisfy them. This area is combined with Leading HR that manages the HR so that they have a deep understanding of the organisation and the right capability to operate in the best way. Around the two areas above we can find a set of specialistic areas. The Organisation Development looks at where the organisation is now, where it wants to be and how to get there and the Organisation Design builds the best structure to get its short and long-term goals. The Service Delivery and Information ensures that all the HR data are managed accurately and the delivery of all the service and information from HR to leaders, managers and the rest of the staff within the organisation are always right, timely and efficient. The Employee Relations area ensures a professional relationship between the......

Words: 851 - Pages: 4

Premium Essay

Foundation Core Units Multiple Choice Test

...Effective HR/L&D Practitioner Question 1 “Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing Director. It’s about understanding what the organisation would look like if it was really humming, really succeeding. Translating that back into culture, working practices, learning, motivation, reward, selection – those are the strategic choices…to make” - Geoff Armstrong, CIPD. Aside from this, what other skills and qualities do you think are necessary for HR professionals today? Being able to distance yourself from staff, as HR are a separate entity from the rest of the business Being able to create a HR strategy and sticking to this regardless of changes in the work environment Having an understanding of the purpose and role that HR plays within a successful organisation Responding to events as and when they occur, rather than trying to create any contingency plans/procedures Question 2 How do the skills listed in Question1 help you as an HR professional carry out your role more effectively? By keeping your distance from staff it is easier when you need to advise staff on matters such as grievance or disciplinaries By sticking to a strategy that you have decided upon regardless of what happens, it shows that you do not buckle under pressure Having an understanding of HR’s roles and purpose makes it easier to support change within the organisation By not......

Words: 3588 - Pages: 15

Premium Essay

3hrc

...Practice Module: 3HRC (HR) Understanding Organisations and the Role of Human Resources By: Victoria Nicholls Date: 16th May 2015 Trainer: Sharon Barwood Word count: Activity Two - 1099 By submitting this assignment I confirm that this is my own work. Activity Two I have been asked to write a report to support the retention of the HR function within this organisation. All businesses have a range of legislation that they need to adhere to and as a large organisation with a very diverse range of roles, it is especially important for us to have a dedicated function to ensure that we are complying with legislation. One of the main functions of HR within an organisation is to provide the management structure with the capability to manage, in that they provide advice and support to managers. Supporting the management structure to manage ultimately allows all the employees to be motivated in their role and therefore able to achieve the long term goals of the organisation. Activities which support the organisation’s strategy The HR functions activities include include recruitment, the recognition and reward of employees, compliance with legislation, record keeping, learning and development and discipline amongst others. In this organisation the most important functions of the HR team are, compliance with all aspects of legislation such as health and safety through learning and development, as well as recruitment for all the diverse roles we have in this organisation and......

Words: 1160 - Pages: 5

Premium Essay

4dep

...The HR Profession Map (HRPM) - Core Functions – 4 DEP The HRPM is provided to give a distinct overview of the specific areas of business that HR personnel are concerned with. The map encompasses 10 professional areas, 8 behaviour areas and 4 bands of professional competence. The specific professional areas are defined by Bands which describe professional competence, with Band 1 being the entry level standard or those working in an administrative role up to Band 4 the HR Manager and elaborates on the transitional constraints between moving bands and how their contribution and ultimate success is measured. As previously mentioned the map includes 10 professional areas two of which are considered to be the ‘core professional areas’ these are ‘Leading HR and ‘Insights, Strategy and solutions’ which by there very nature are applicable to all those working in the HR field of expertise. They define the direction in which a HR profession works and outlines the fundamental aspects and the importance of the HR role to achieve high standards both on a personal level and that of the organisation as a whole. ‘Leading HR’ empowers the HR professional to act as a role model in all they do by maximising the contribution that HR or their particular speciality achieves throughout the organisation both by their own actions and by the process of supporting, shaping and driving forward HR across the spectrum of the organisation. ‘Leading HR’ is defined by 3 main areas encompassing the......

Words: 726 - Pages: 3