Human resource management is vital for the effective management of human resources in an organization. Therefore, for an organization to achieve its organizational performance, it must establish a human resource department that is headed by an experienced and qualified human resource manager (Al Mehrzi & Singh, 2016). In the Hogwarts and Lannister LLP case study, Kate, the managing partner for Hogwarts and Lannister LLP finds the need to recruit new employees due to the rapid business growth. She looked forward to recruiting the best employees and since she knew she was not suitable and experienced in the recruitment process, she established a human resource department and appoint a human resource manager who will lead the recruitment process as per the necessary legislation. Her main objective is to maximize organizational performance. She ends up, appointing John to be the human resource manager from within the company. However, John lacks the qualification and previous experience relating to human relations. As a human resource manager for a newly formed human resource department, John is expected to form a new set of human resource policies covering various aspects of human resources. This advisory report presents advice to John to assist him in developing the company’s first set of human resource policies and practices in the key areas of human resource which includes; resourcing, recruitment and selection; training, development and talent management; performance and reward; employee relations and engagement; and also wellbeing.
Resourcing, Recruitment, and Selection
Setting responsibilities is vital in Human resource management, therefore, John should set responsibilities among all employees. John needs to clearly outline individual responsibilities for the Human resource manager, the resourcing monitor as well as the recruitment team roles. The roles and responsibilities spelled out should be specific and detailed (Anitha, 2014). Therefore, John should consider making the recruitment team in charge of recruitment, the resourcing monitor to be in charge of resourcing and the Human Resource manager to be the overseer of the entire recruitment process and selecting the appropriate candidates who qualify.
Identification of a Recruitment Need
If there are proposed new positions or an established position becomes vacant, John advises the recruitment team and sought approval for the vacant position from the right executive director. He should ensure other governance regulations should be observed in advance before the beginning of recruitment (Osborne & Hammoud, 2017). After authorization has been granted, John should consider if the key accountabilities for the role are satisfactorily encountered on a job-sharing -basis or part-time
Job Description and Personal Specification.
During the recruitment process, John should consider there is the availability of a job description which is the main document for the process of recruiting workers. He should ensure that it is completed before further steps are taken in this practice. He should draft this document with the assistance of other HR staff in a situation of a new role (Chitsaz-Isfahani & Boustani, 2014). John should ensure that the job description should have a section specifically for the person specification and summarizes the importance and required criteria. All information created from the person specification should make available the formula for the assessment of a candidate during the recruitment process.
Advertisement for the Vacancy
John should use some advertisement methods to create awareness of the vacant position for Hogwarts and Lannister LLP. He might apply some of the internal methods like connect 2, HR updates, and Inside Track. In case of exceptional circumstances that a decision is made not to advertise internally about a vacant opportunity, he should make an effort to come up with an explanation for this decision to a relevant team at a possible time (Chandani, Mehta, Mall, & Khokhar, 2016). He may consider using external methods to create interest from people outside the organization by using newspapers, recruitment microsites, online job boards, LinkedIn pages, specialist journals, and recruitment agencies. John should also offer an incentive to existing employees according to laws developed from the Employees Referral Program to help in recruitment for their contacts. He should ensure this program is used with other attraction channels to come up with many candidates for the advert (Chandani et al., 2016). John needs to ensure that all adverts are made and effectively presented to ensure that many candidates of wide ranges are attracted. He should confirm that the advertisement is non-discriminatory and should add a monitor diversity statement to provide enough information for decision-making for the application of the post.
Application and Shortlisting
Treatment of shortlisting and application to be confidentiality is vital, therefore, they should be assessed consistently against the criteria (Ogunyomi & Ojikutu, 2014). He should be responsible for recording the reasons why applicants are not shortlisted or shortlisted.
Interviews and Selection
Once the assessment of a candidate has been successfully done by the human resource, John should invite the selected candidates to attend an interview in a panel and ensure the candidates have completed case studies such as presentations (Mundy, 2015). He should also be responsible to call back the candidates for the second interview in case they are required. It is also important for him to meet the applicants before the formal process for the interview takes place. This will only be done according to a candidate willing to find more information about Hogwarts and Lannister LLP. He also might call for a meeting in case there is a need for further screening to be performed before the interview (Festing & Schäfer, 2014). He is also required to ensure there are records against or the reasons for the progression of the candidate’s application. Make sure recorded.
Training, Development & Talent Management
In establishing the policy covering training, development, and talent management, John should ensure that the objective of the policy is centered on creating equal opportunities for all employees to be trained and undergo development through various means of talent management (Festing & Schäfer, 2014). John should ensure that learning opportunities are equal and provided for in the policy, therefore, no employee should be excluded from learning based on gender, ethnicity, religion, age, disability, sexual orientation, or marital status. In-office employees, trainees, and those working in the field need to be granted equal access to learning as well as development opportunities that are suitable for their roles. This will help in meeting Kate’s expectation of maximizing employee performance through improving competency due to employee training and talent management.
It is important to delegate responsibilities among staff members. John needs to delegate responsibilities among the top management to ensure that effective learning and development are achieved. Specifically, senior managers should be given the responsibility to promote a climate and provide resources for ensuring continuous learning, as well as individual development, is attained to meet Kate’s objective to maximize employee performance (Noe, Hollenbeck, Gerhart, & Wright, 2017). The middle managers can be a task to provide the support and local infrastructure as well as resources that allow staff to participate in staff development activities. John should also ensure that the policy he develops grants individual line managers the responsibility to provide support through actively participating in helping other staff members to determine their development needs, enhancing accessibility to staff development opportunities as well as evaluating the effectiveness and also increase in performance of staff development (Odierno, 2015). John should also consider giving an individual the responsibility to identify areas whereby their work may be developed, increasing their awareness and making them flexible to seize opportunities and apply what they have learned to their work. The policy should also outline the responsibility of staff development providers to consult staff regarding development needs as well as respond to feedback and request for particular services.
Identifying development needs
John needs to adopt a structured approach to determining individuals’ development needs and should document it in the policy. This needs to occur on different levels, exhibiting a top-down strategy and bottom-up approach. John should document ways the individual development needs to be determined (Yaro, 2014). For instance, John can outline that individual development can be identified through the initial induction as well as the individual’s role. It can also be determined through the annual Performance and Development Review process reinforced by frequent follow-up reviews.
Team/department development needs
John should also include the significance of identifying department development needs and ways to identify them. One of the ways to identify team/department development needs is through considering collective skills at the same time identifying needs as an often process that sets out operational plans (Gamage, 2014). He can also consider work performance regular review for any department that is in question.
Taking Action on Staff Development Needs
There are various ways of achieving the identified development needs. John should stipulate and make it mandatory that managers actively participate in a briefing and de-briefing of employees before and after engaging in every task because it is a way of supporting and maximizing learning among employees from the development activities. By doing so, Kate’s objective to maximize employee performance will be achieved (Gupta & Jain, 2014). It is highly recommended that John stipulates in the policy that before every task is carried out, a discussion should occur to cover the purpose of the development needed and precise outcomes; the way the new experience will be applied in the company, and also the preparations required before undertaking the development. He should also consider outlining that after every activity, the discussion should take into consideration if the development needs have been achieved. It also needs to consider the expertise gained from the development as well as the way it applies to the job.
Performance & Reward
Evaluation of hey job principles should be performed by John to strengthen the salary limitations applicable to each employee and annually rewarded (Satiani, Sena, Ruberg, & Ellison, 2014). He should note that in each year, boundaries may not or may be modified every year according to any award agreement at the national level.
Consideration of salary placement should be a priority for John to ensure senior professional service employees are always located in a specific band on basic salary following internal promotion or external recruitment (Al Ariss, Cascio, & Paauwe, 2014). It should be the lower limit of a salary in a relevant band unless the salary level currently exceeds the sum.
John should also consider integrating the annual consolidated award in the human resource policy since it influences salary movement up in the salary band. This is important, especially for the staff members whose general performance has been evaluated as Improved Performance Required in the latest PDR round (Collings, Scullion, & Vaiman, 2015). Essentially, the annual PDR outcomes enlighten suppose a professional employee is eligible to be recognized and rewarded. Rewards through salary movement increase employee morale thus increasing their productivity thus meeting Kate’s objective to maximize employee performance.
Employee Relations & Engagement
Employee Relations Policy
This policy should be prioritized by John as a necessity for Hogwarts and Lannister to help assist in the engagement of employees in all the groups, retaining employees and motivating them to increase achievements in their group or business group (Collings et al., 2015). The key principle to be considered in ensuring Hogwarts and Lannister has an operational approach is sustaining a helpful standing for the treatment of staff in the business to support bearable business success. Furthermore, it promotes a good relationship with staff, representative organizations, and external stakeholders.
John should have good details of policies to ensure there is a clear documentation process and appropriate policy for employee engagement (Ekwoaba, Ikeije, & Ufoma, 2015). This is vital for ensuring the direct and open relationship with employees and ensure human trafficking, forced labor and slavery are prevented. Besides that, it will help in complying with regulation and statutory needs in the local labor market.
Reporting to human resources needed on sector-specific trends and jurisdiction-specific should be emphasized by John in the government framework. This will play an important role in any vital changes a method for the Engagement of employees and consultation of staff (Collings, 2014). It also helps control practices about involvement by employees. John should immediately receive and act on reports for significant issues that are likely to influence either negative or positive Hogwart and Lannister’s reputation as a staff.
John needs to be aware that the workplace wellbeing policy needs to be capturing an organization’s commitment to employee wellbeing as well as the strategies it focuses on implementing to establish a healthy, corporate environment. He should keep in mind that for small-scale operations, a succinct overview of well-being goals needs to suffice. But, in bigger multinationals, an all-inclusive policy is needed, exhibiting the organizational mission, the approaches it aims at adopting, and the results it focuses on achieving due to the opted initiatives (Mundy, 2015). John will have to consider that with the availability of the company’s aims and objectives, the wellbeing policy needs to highlight every department’s responsibilities that promote health and wellbeing, with a particular outline of anticipations relating to the responsibility of their role. When putting into use a well-being policy, staff needs to consider how the workplace and current conditions can impact psychological and physical health. This includes factors like mental health advocacy and impartial support access (Ogunyomi & Ojikutu, 2014). John should ensure that this policy is customized to suit the company’s needs and created with staff consultation to make sure the plans proposed can address the workforce concerns. He must also ensure stakeholders are told about the proposal with certain outcomes in measurement to assess their success. John should also encourage feedback from employees through either the use of questionnaires or an internal and intranet system.
To sum up, Kate has a high objective which is to maximize employee performance. It turns out that John, the newly appointed human resource manager is the only hope to achieve Kate’s expectations through his position. Regardless of John’s incompetence and no qualification for the human resource manager position, John can still efficiently set up a human resource policy and effectively manage human resources by following the above recommendations stipulated in this advisory report. John should use some advertisement methods to create awareness of the vacant position for Hogwarts and Lannister LLP. He might apply some of the internal methods like connect 2, HR updates, and Inside Track. John should ensure that learning opportunities are equal and provided for in the policy, therefore, no employee should be excluded from learning based on gender, ethnicity, religion, age, disability, sexual orientation, or marital status. He also needs to delegate responsibilities among the top management to ensure that effective learning and development are achieved. He needs to adopt a structured approach to determining individuals’ development needs and should document it in the policy. It is highly recommended that John stipulates in the policy that before every task is carried out, a discussion should occur to cover the purpose of the development needed and precise outcomes. John should have good details of policies to ensure there is a clear documentation process and appropriate policy for employee engagement. This is vital for ensuring a direct and open relationship with employees and ensuring human trafficking, forced labor, and slavery are prevented. All in all, John needs to be aware that the workplace wellbeing policy needs to be capturing an organization’s commitment to employee wellbeing as well as the strategies it focuses on implementing to establish a healthy, corporate environment.