HR Department in Corporate World Order Instructions: TASK 4, INSTRUCTIONS ARE IN UPLOADED FILE.
HR Department in Corporate World Sample Answer
Abstract
The HR department is one of the pillars of the corporate world. The department plays a significant role in the human resource strategy. The Powerhouse Museum adheres to the necessity of having a human resource department.
Thus, they drafted a Human Resource Service Level Agreement (SLA). The service agreement is for the purpose of formally setting up the relationship between the Human Resource Department and the Powerhouse Museum, as well as to promote a healthy business relationship. The contract states the exclusive provider of services by the Human Resource Department as requested by the Powerhouse Museum. The SLA will be evaluated biennially for the purpose of incorporating changes. Furthermore, there was a communication plan signed by the CEO and HR representatives. The notification is deemed to take place within a month before the implementation of services. A report on the training program was also made available to address the decline in attendance and mandatory training requirements in the workplace.
Keywords: human resource department, service level agreement, communication plan, report on training
Human Resource Department
The human resource department is known to serve as one of the backbones of an organization, especially that of the corporate world. Human resource personnel is responsible for selecting and maintaining a high-caliber workforce in organizations (Robbins & Coulter, 2012). Robbins and Coulter further suggest that their role in the company is critical since the performance of the Human Resource Department in Corporate World depends on the proper selection, motivation, and maintenance of the human resource department. Moreover, their role in the safeguarding and maintenance of staff records enables human resource management information to be available to managers and ensures that they can meet statutory reporting responsibilities. There was a report saying that human resource can be the primary partner of organizations in providing that there is an association with what the group is saying and how they treat people within the organization (Strandberg, 2009). In this regard, the HR department wants to extend its tasks by providing human resource services to the Powerhouse Museum business and their agencies.
Service Level Agreement of the Human Resource Department and Powerhouse Museum
Under this, service level agreement is a contract between the HUMAN RESOURCE DEPARTMENT and POWERHOUSE MUSEUM for the purpose of formally setting a business relationship.
This service level agreement ensures the relentless cooperation and support of the HUMAN RESOURCE DEPARTMENT to the POWERHOUSE MUSEUM in providing excellent human resource services.
Scope of Contract
This service level agreement between the two consenting parties – HUMAN RESOURCE DEPARTMENT and POWERHOUSE MUSEUM, covers assistance that is inclusive of human resource services or other related tasks.
Human Resource Service Agreement Objectives
The HUMAN RESOURCE DEPARTMENT pledge to cater necessary human resource services to POWERHOUSE MUSEUM upon the request and demand of the last party.
The duties that the HUMAN RESOURCE DEPARTMENT will have grounds for the pursuit of the following objectives:
- HR Health Check – to provide a total assessment of your HR systems in place
- Strategic planning – setting up processes, implementing HR plans and objectives
- Equal Opportunity – creating a responsive organization
- Performance Management Systems – performance appraisals processing
- Job Analysis – creating proper job descriptions and specification
- Staffing the Workplace – recruiting candidates, developing & using application forms
- Employee testing, interviewing and selection – types of tests & selection techniques
- Induction and Training – inaugurating employees, providing training techniques, and processes
- Developing HR Managers – conducting on and off the job training which are essential factors for success
- Appraising Performance – utilizing appraisal methods and assessments in managing performance
- Remuneration and Incentives – pricing jobs for both low and high-level staff incentives
- Employee/Industrial Relations – legal framework
- Occupational Health and Safety Systems – planning for organizational health and services (OH & S)
- Staff Retention Programs
- Staff Incentive Programs – motivating employees
Other _________________________________________
Term of Agreement
The HUMAN RESOURCE DEPARTMENT services shall exclusively provide HR Services as requested by the Powerhouse Museum from _____________(date) to _____________(date).
CURRENT HR Situation Analysis
Is any of the following HRM activities formally in place?
If so, please mark and explain in space provided:
| Activity | Yes/No
|
Provide Details
Add details if necessary |
| Recruitment and selection of staff, (psychometric testing) | Yes | Additional HR staff are selected and recruited through different selection procedures (interview, psychological tests, drug tests, medical tests, and/or performance tests) |
| Inductions | Yes | Employees are formally welcomed to the organization through an orientation. |
| Payroll | Yes | Payrolls are provided and salaries are based on attendance (Daily Time Records) and performance |
| Leave | Yes | Maternity, paternal, sick, and emergency leave is applicable in the workplace |
| Industrial Agreements | Yes | There is a signed series of agreements between the company and other business firms |
| Staff Training and Performance | Yes | Company staff are trained biennially, and performance is checked using different methods (e.g. management by walking around, setting quotas, etc.) |
| Termination | Yes | Unproductive employees are trained, otherwise terminated if there are no changes in performance |
| Workplace Safety | Yes | Employees are provided with health insurances and other safety measures |
| Job descriptions/ classifications | Yes | Job descriptions and classifications are necessary because they provide a baseline of the tasks and performance of the employees |
| Policies and Procedures | Yes | Uniform policy is applied in the workplace, together with other guidelines and procedures |
Table 1. Current HR Situation Analysis
Service Timeline
This section provides a table of duties of the HUMAN RESOURCE DEPARTMENT to POWERHOUSE MUSEUM. This section further includes a schedule for the service delivery. However, the fixedness of the schedules is not assured. The timeline may change depending on the circumstances that will occur along the way.
Human Resource Staffing Levels Roles and Responsibilities
The table below also presents the human resource services and the responsibilities with their corresponding timeline.
| HR Service Deliverable | Responsibility | Timeline |
| Employee selection | Selecting, recruiting and terminating employees; use of appropriate psychological tests | 3 months |
| Workplace design | Ensuring a suitable and pleasant work environment that enhances work productivity | 1 year (whole duration of the contract) |
| Strategic planning | Involvement in the strategic planning of the company | 1 year (whole duration of the contract) or when necessary |
| Employee motivation | Ensuring that employees are motivated and carrying out tasks at their optimum level | 1 year (whole duration of the contract) |
| Employee relations | Ensuring good employee relations | 1 year (whole duration of the contract) |
Table 2. Human Resource Staffing Levels Roles and Responsibilities
To officially make this contract reliable and legal, the two parties thus come to an agreement to sign the treaty under the Australian business laws. The two approving parties will specifically make use of the Australian Consumer Law (ACL). This law states rules in the fair regulation of business trades and the protection of consumers (Commonwealth of Australia, 2016).
Client Name: _____________________________________
Authorization Signature: ___________________________
Date: _________________________
Upon introducing the service agreements of the CEO and board of Powerhouse Museum to its different areas, a series of duties were apportioned to the HR department. They asked the said department to take responsibility on the company’s decision-making and to take part in the enhancement and assessment of strategic plans. The company has foreseen the need for a service level agreement (SLA), which is deemed necessary and beneficial for the pursuit of the goals of the two parties. Implementation of SLA for the services in the Powerhouse Museum is advantageous since it set the grounds for the services that it ought to receive, as well as settle definite deadlines for the required services.
There will be a review of the service level agreement biennially; that is, every six months. The HR department will provide feedback to the senior management in regards to the SLA and the benefits of its implementation. In this connection, the HR department will utilize measurement tools to evaluate the steps that they did and those that they did not do, in accord with the agreement. Furthermore, the agreement will be updated as appropriate to reflect services that are new and those that were eliminated. The updated SLA will also include the changing business needs of the museum, as well as the measures that the HR department will take in addressing the current needs.
Communication Plan of the Service Level Agreement
The HUMAN RESOURCE DEPARTMENT and POWERHOUSE MUSEUM drafted a communication plan of the service level agreement, as shown in the table below. Both parties will give notice to their organizations about the services the HR department will provide under the service level agreement. These parties shall include the CEO and board members of the POWERHOUSE MUSEUM. Moreover, downline managers will also be notified, as well as lower level employees. Contractors and stakeholders will also receive notice. The communication plan will primarily contain a memorandum that the HR department will implement services under an agreement with the company. The communication plan will also include a brief message about the goals, tasks, and services that the HR department will provide.
This communication plan will be carried out through a formal memorandum letter which the department will send to the different levels of management in the Powerhouse Museum. The memo will come from the office of the CEO, drafted by human resource personnel, and signed by board members, the CEO himself, and HR representatives. The notification shall take place a month before the implementation of the services
| Target audience:
Who do we want to inform? |
Key messages:
What do we want to tell them? |
Communication methods:
How are we going to inform them? |
Who is responsible for doing it?
|
Deadline:
By when does this need to happen? |
Date completed |
| Human Resource Department and Powerhouse Museum (CEO and board members) | The services that the HR department will provide under the service level agreement. | Memorandum/memo note | Human Resource Department | (a month before the implementation of the services) | (a week before the implementation of the services) |
| Employees | The services that the HR department will provide under the service level agreement. | Memorandum/memo note from the office of the CEO; meeting | HR Department, Managers | (a month before the implementation of the services) | (a week before the implementation of the services) |
| Managers | The services that the HR department will provide under the service level agreement. | Memorandum/memo note from the office of the CEO; meeting | HR Department | (a month before the implementation of the services) | (a week before the implementation of the services) |
| Contractors | The services that the HR department will provide under the service level agreement. | Memorandum/memo note from the office of the CEO; meeting headed by the managers | Managers | (a month before the implementation of the services) | (a week before the implementation of the services) |
| Other Stakeholders | The services that the HR department will provide under the service level agreement. | A formal letter from the office of the CEO; business meeting | HR Department; CEO | (a month before the implementation of the services) | (a week before the implementation of the services) |
Table 3. Communication Plan of the Service Level Agreement
Report on Training Plan
The HR department will take measures in increasing organizational productivity and employee commitment. This measure is to address the decline in attendance of employees in the Powerhouse Museum. Absenteeism is considered a negative behavior in an organization. Thus, this shall be the focus of the department. The HR department will use training materials that are readily available for employees. The staff will utilize the training videos provided by a qualified service provider of workplace health and safety, and these materials will be posted on the company web page. Employees of the museum will be the target focus of the training since these problems are fundamental and apply to everyone in the organization.
The deadline for completion of the instructions will be within a month; wherein training is on a weekly basis. The contractor will report the development of the competency level for each employee. Furthermore, these plans will be communicated to stakeholders and departments through fax or letters. A meeting will also take place, where they will discuss the necessary strategies, changes, and others. The training will be evaluated through a demo of the employees. It will also be supplemented by a report observation of department heads. Since the senior management already approved of the suggestion to utilize the services of the company, the training will thus be easy.
HR Department in Corporate World Conclusion
With the growing importance of the human resource department in the business field, the HR department wants to extend its tasks by providing human resource services to the Powerhouse Museum business and their agencies. To formally set up the relationship between the two bodies, they drafted a Service Level Agreement (SLA). The agreement declares full support of the human resource department in supplying human resource services to the Powerhouse Museum. The agreement further gives Powerhouse Museum legal protection in case of loss of confidential intellectual property or disclosure of proprietary information. The employment of SLA is beneficial since it sets the grounds for the services that the concerned company receive, as well as settle definite deadlines for the required services. Furthermore, the HR department will communicate plans to parties concerned via a formal letter, and through a meeting. In training employees, the staff will utilize videos provided by a qualified service provider of workplace health and safety, and these materials will be available on the company web page for easy access. Overall, there are steps to consider in establishing human resource services at the museum, but none of them is significant compared to the benefits that the services entail.
Human Resource Department in Corporate World References
Commonwealth of Australia. (2016). Retrieved from Australian Consumer Law: http://consumerlaw.gov.au/
Robbins, S., & Coulter, M. (2012). Management. New Jersey: Prentice Hall.
Strandberg, C. (2009). ‘Role of Human Resource Management in Corporate Social Responsibility.’ Burnaby, BC.
