摘要:本文是一篇留学生HR论文,主要根据HRM部分的驱动能力进行了高效节能分析,作者认为高效节能既是经济节约型的又是过程驱动型的,且为了实现目标的5%,做一个HR部门和时间的总结是有必要的。
h and recommendations as to how this can be done have been requested.
To achieve these efficiency standards the organisation is driving towards 'Excellence'. The HR team however is without an agreed HR structure. The organisation is yet to find a HR model which best fits SLHD.
The ideal HR service would perform the role of a strategic partner to SLHD targeting employee capability and loyalty; introducing and performance managing standards for employees whilst ensuring that managers receive the support and training they need to fulfill their role and complete the cycle of aiding HR in people management.
It has been identified that employees are a crucial stakeholder for SLHD and therefore of the highest value to the organisation. They directly influence the achievement of the organisation in 'Quality Homes in Quality Neighbourhoods' for the Doncaster Borough.
This point is perhaps reinforced by the fact that the primary driver for structural transformation is the desire for the HR function to be a more strategic contributor.
1.2 Aim and Objectives of the Report
Ultimately the aim of this report will be to recommend methods for improvement and review of the HR department in order to meet the requirements of a 5% efficiency saving. This will involve;
Review the HR Team Model; best practice analysis of improving communication, management of work, administration, better service to customers, more timely responses.
Identify methods for transition between the current state of the HR department to a more strategic one to best fit the organisation.
Examine how external service providers are managed and the standard of service they are required to provide. A reduced cost in the service and more beneficial aspects from the service.
Recommend tools from which the HR team can manage their performance which will aid senior management in guiding and mentoring the team in line with the organisational goals. This will also enable the team to demonstrate performance levels more effectively to the Audit Commission.
Recommend methods to reduce the costs of the HR department in order to reach or exceed a 5% efficiency saving.
1.3 Identification of the Client
The client for this study is the Chief Executive of SLHD who will make decisions based on the recommendations of the report. Decisions from the Chief Executive will be strategically implemented by the Director of Human Resources. The report will have a direct impact on the employees as a key stakeholder and add value to the service the HR department provides to them. It is therefore important that some consultation is given to stakeholders as they are directly affected by the outcome.
If recommendations of the report are accepted there will also be added value to the organisation as it will have a more strategically operational HR department providing better service which SLHD can be proud of.
2. THE LITERATURE REVIEW
2.1 Best Practice
It has been questioned by Marchington and Grugulis (
2000) whether the practices typically assumed to be 'good' are actually beneficial to workers. It is argued that literature that is 'out there' is underpinned by unitary thinking, the thought of 'best practice' can be sometimes problematic despite the att
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