3HRC Activity 2 Tracy King

PURPOSE

I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.

INTRODUCTION

The strategies adopted by our organisation can be influenced by both internal and external factors. HR are involved in the initial planning process and assisted with the formation of a business plan detailing objectives for departments to achieve.
HR liaise between management and employees to ensure that policies and procedures are applied fairly and consistently and interaction with the HR department is
* Creating performance records for legal purposes to support future decisions and reduce disputes.

SUPPORT FOR LINE MANAGERS

It is vital that close working relationships exist between HR and managers to ensure they work in partnership.
I will detail three ways in which HR supports line managers within our organisation:

1/ Coaching and Development
Line managers have a great deal of people management responsibility in addition to their day-to-day workload. They often need to deliver coaching and guidance to develop their team, and HR can help to improve these skills by providing them with accurate guidance and information. Having the correct tools gives line managers increased confidence in taking on extra responsibilities.

2/ Conflict Management
Line managers frequently have to manage disputes at work.
Identifying and addressing underlying tensions before they escalate is key to helping line managers to reduce incidents within their teams.
We do this by providing clear expectations on the behaviours required of all employees and encourage managers to hold monthly appraisals with individuals to evaluate performance and job satisfaction.
HR have improved consultation with managers by holding ‘case conferences’ to discuss grievances and consider the best solution. We act as mediators when