Professional Practice : Function and Working of Organization

Describe about the Professional Practice for Function and Working of Organization.

Introduction

This study is totally based upon the functions and working of an organization named as “Shiv Cleaning PTY LTD.” which is situated in Richland, Brisbane. This organization provides a platform for the employees to reach on the extent level of working. This study reveals the personal performance of HR executing his work over several pressures under many circumstances. It involves the study dealing with the concerning over the organizational goals achieved by making effective communication among HR and other workers of the company.      

1. For the efficiency in an organization, hiring and retention of HR is done to ensure compliance and consistency for the overall functions in the firm. The recruiting of HR plays the key role in a company by providing the skilled expertise to manage overall functions. Recruitment of HR includes:

• Inquiry about the personal details such as educational qualifications, skills and specializations.
• Queries regarding last educational curriculum are asked.
• Putting in a situation and asked to resolve it as the HR do.
• Questions about skills and specializations are put on.
• Evaluating the working performance after providing the HR responsibilities.

It was a comfortable experience as I was given sufficient times to formulate the thing that has been occurring in my mind.  It consists of exercise that helps to analyze the skills and level of proficiency. I was followed by several question which eventual gives them idea regarding my knowledge and skills. It was interview relating to the post of HR in a business. (Johnason, P. 2009)

2. Organization behavior deals with the study of both individual and group performance and activity within an organization. It examines human behavior within a work environment and evaluates its effect on performance, job structure, motivation, leadership etc.

If a boss believes that the HR performs the activities in firm smoothly, then he also has to ensure that his workers are able to sort out their issues. HR may seek this opportunity as for achieving the kindness of Boss. If HR implements this relationship, boss seems to be appreciative regarding this work.

During the floor polishing, the predicament referring to the issues related time factor that involved when a store was undergoing construction and reopened after some time. The store manager requires his store floors to be polished every day in short portions. Lacking the availability of the cleaners, due to perfectly operating various equipments, that is used during cleaning. The most crucial issue emerging is that unavailability of cleaners every particular night.      

They got the opportunity to work sourcing healthier products, with no unnecessary or toxic chemicals, and a promise that their products would work pretty much and also standard brands. They explored expert support creating products with a philosophy of “health first” that proceeds with today – when there's any uncertainty about the safety of an element for individuals' wellbeing and additionally, a more secure option must be found. (Armstrong, Michael 2006)

3. The interview continued with question regarding the definition of HR

The Corporate Human Resources Recruiter is answerable for providing all facets of recruiting accomplishment throughout the organization. This will be achieved through the progress of local and national recruiting plans, employing customary sourcing strategies and resources as well as developing innovative and creative recruiting ideas

 What are the role and responsibilities of HR?

The job role and responsibilities of a HR are as follows:-

• Develop and execute recruiting plans.
• Network from beginning to end industry contacts, association memberships, trade groups and employees.
• Coordinate and execute college recruiting initiatives.

While doing the recruitment there are some steps that HR has to follow listing below:-

• Identify the position available in the organisation
• Notify the individual
• Screening Criteria
• Defining the selection criteria

 What are the main qualities than an HR comprises of?

 The main responsibilities that an HR comprises of:-

• Leadership skills
• Compassionate and Approachable
• Fairness and Resolving Capability

What are HRM strategies?

Human resource strategy management is an exclusive plan that leads the implementation of particular HRM functional aspects. It trains personnel decisions that guarantee the optimally suitable for the organization. It is necessary that all functional areas of HRM strategies require meeting the overall business strategy. Ecostore divide such strategies into 4 main areas: human resource systems, organization, people and culture

 Have you heard about the term HRM? What it is?

The process of developing and hiring employees in order to make them more valuable is known as HRM or Human Resource Management. It includes communicating with all employees at major levels, solving disputes, evaluating performance, offering incentives and benefits, managing salaries and wages, training and orienting, selecting right people for the right job, conducting job analyses and conducting personnel requirements etc. The fundamental qualities of HR management are leadership, effective knowledge of the industry and sound negotiation skills. The sub-theories of HRM are listed below:

• Staffing
• Human resource development
• Compensation and benefits
• Safety and health
• Employee and labour relations

After such question, they ask about the goal of life and what contribution you are looking to give for the development of an organization or company. During this interview, I get aware of the experience which I inherited, while it boosted me up and helped me to learn the tricky skills to solve certain questions. The foremost and most vital thing was it enhances the communication skills and freedom to explore the thoughts and view in front of others.

Leadership is said to be the great matter of concern, and the main point of study is that from where it derived and debate within the field of organizational behavior. When one considers it associated with administration, it can be wide, engaged, decision-oriented, centralized or de-centralized, inherent in an individual’s identity or a consequence of a place of authority.

The initial step in the direction toward the solutions is recognizing the issues. This might seem predictable with the chirping alarm of smoke, but it is not so easy than issues that are more complex. This is especially a recognizable fact. (Armstrong, Michael. 1999)

The reason that it’s challenging organization to identify predicaments within themselves is the steep complicatedness of assess themselves. First, assessing can be a throbbing process; captivating inventory is by no means a fun.  There is need to recognize the facts and figures that one is willing to avoid. Third, the administration of an organization is time overwhelming and very little space is left to stand back and apply the essential assessment required to notice predicaments. In simple words, we have to repair the plane at the same time we fly it. Johnason, P. (2009).

5. Working on HR job, provides a great experience due to the processing of company. The firm if developing on a great rate provides a greater experience to the HR and employee as well. The things to be learned from the HR jobs are:

• Getting aware of the core trade – one experience that HR gets at the early stage of their work is advancing job report for the organization.
• Conflicts developing from undefined responsibilities and processes – the most important thing which should be valued in an organization is the friendly nature.
• Promotes clear internal connection – as the firm grows, clear and honest connection seems to appear as the great challenge. Hence, it is necessary to assure that the connection in an organization should be made transparent in the limited time.

During his job, HR get to know about the every aspect of his employee featuring his strengths and weaknesses, his skills, negative or positive characteristics and perception regarding the company he is working into. Hr needs to evaluate the employee performance on their daily basis. Employees work behavior over the last years of actions and execution, forecasts their organizational objectives. HR always has the sneak eye on every employee in an organization, which helps him to provide the performance appraisal during his effective input in the firm. HR –plays an important role in providing the promotion or the perks to the employee who works with full dedication to give his extent output to the company.

HR is also said to be a delegate of an organization which represents his/her company as the future most renowned company due to it effective working performance. HR plays the key role in making strategies regarding how to develop their business reputation in the market and how to satisfy their customers by providing them what they desire and even deserve. HR benefits his company by knowing the different marketing strategies by their competitors and implementing it beneficially for the expected outcome by the company. HR also helps his company by forecasting the future steps to be applied by their competitors.HR always get to know the significance measures which would help his company in future and always avoids the practices which would rather harm his company in future.

It was stressful – good communication & relationship with the workers. (Ana Curo, HR & Process Manager, 2015)

References

Trevisani, Daniele (2016). Communication for Leadership

Kaufman, Bruce E. (2008). Managing the Human Factor: The Early Years of Human Resource Management in American Industry

Mathis, R.L; Jackson, J.H (2003). Human Resource Management.

Paauwe, J., & Boon, C. (2009). Strategic HRM: A critical review.

Johnason, P. (2009). HRM in changing organizational contexts

Johnson, R. D., & Guetal, H. G. (2012). Transforming HR through Technology.

O'Brien, Michael (October 8, 2009). "HR's Take on the Office". Human Resource Executive Online.

Armstrong, Michael (2006). "Human capital management". A Handbook of Human Resource Management Practice

Armstrong, Michael. 1999. A Handbook of Human Resource Management Practice. Kogan Page Limited,

Mathis, Robert L., and John H. Jackson (2005) Human Resource Management. Thomson South-Western,

Berezin, M. (2005). "Emotions and the Economy" in Smelser,

Ana Curo, 2015, HR & Process Manager.

 

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