• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

resposibility of HR department

Extracts from this document...

Introduction

RESPONSIBILITIES OF THE HR DEPARTMENT It is the responsibility of the HR department at WHS to find suitable staff, identify training needs for its staff and train them, development of WHS and deal with industrial related affairs. The above are possible through the use of HR functions namely HR planning, recruitment and selection, training and development and performance management if used together effectively they contribute great to the success and competitiveness of the school. HR planning Human resources planning is 'the activity of management which is aimed at co-ordinating the requirements for and the availability of different types of employees' Human resources planning is import to WHS because schools are competitive, they compete for students and the schools with a good reputation will always more competitive. In order for a school to have a good reputation it has to have good teachers with good teaching standards. Which WHS has dealt with by employing specialist teachers for every subject, which leads to good exam results, this is true for WHS as they have seen an increase in students getting A-C every year. A good reputation does not only attract students it also attracts teachers to come and teach at WHS were they feel safe and can get on with there job well. As in a normal organisation your reputation always determines how many staff you will recruit so the better your reputation is the more staff you are likely to recruit. Hr planning helps Woodbridge high school to control the number of staff employed and the cost of employing them far more effectively, the staff they WHS has the money it has to pay as salary. To manage the number of teacher WHS has it has employed a formula to work out how many teachers are needed depending on how many lesson per subject are to be taught a week. This helps WHS to manage its resources effectively. ...read more.

Middle

This makes it illegal for WHS to discriminate against a particular sex when advertising to fill vacant places, appointing employees for the job, promoting staff, determining the terms and conditions of the job and when offering employees training & development opportunities. The race relations act 1976 applies to WHS when recruiting new staff it states that employers can not discriminate on grounds of race however since WHS is a specialist language collage it can advertise for a French or Spanish teacher. However if WHS made any discriminations it could face legal prosecution. Recruitment and selection contributes to the competitiveness of WHS through a number of factors, employing the right qualified staff for the job is vital as under qualified staff will not be able to teach the subject to the best of their ability and deliver the same quality of material to the students. This will lead to students getting unclear information and not getting the right data for their subject, leading to poor grades. Poor grades lead to some students choosing not to come back to WHS and new applicants choosing to work in other school it also damages the reputation of WHS. Training and development Training is 'the acquisition of a body of knowledge and skills which can be applied to a particular job'. Training is very important to WHS as it motivates their staffs, which leads to good exam results. Training at WHS depends on the type of job and status within the school. New staff are give induction training which introduces them to the job and the school and the way thing work. They are shown round the school and where to report. Also support is given to beginning teachers from their line managers and also the school runs a training program scheme once a week for beginning teachers. The head of department acts as a mentor for new staff. ...read more.

Conclusion

Because training and development the school is able to remain competitive with good and high teaching standards. Also because teachers are trained to deal with students behaviour problems, it promotes the school with in the local community helping WHS gain a competitive advantage over its competitors. When it comes to dealing with conflict in the school a good HR department will discipline and dismiss inappropriate actions by the teachers. For example if a teacher had a fight with a student they would have to face the disciplinary team and issues would be discussed fairly. And the out come would be fair depending on what caused the teacher to fight back, if there was no reason for the teacher to fight the teacher might be given a warning depending on his teaching record or they could sacked. Good HR management will notice problems early before they occur and solve them, defending teachers and supporting them in difficult times. This will attract more staff if they feel that the school acts in their interests and helps them out in difficult times. For example if a student made fails accessions of being sexual assaulted by a teacher a good HR will defend the teacher and help them in these difficult times. Sometimes this can make a great difference between a teacher losing their job and going to jail or being cleared. If teachers see that the see HR actual supports them in difficult times this will attract more and more teachers meaning that WHS will not have a problem of storage of staff. This will mean that no member of staff will have to do other job apart from what they are required to do by the school. Also staff will have more time to spend with students helping them out with their work, this will greatly improve the grades of the students leading to good results and a good reputation for WHS. This will help the competitiveness of WHS making it a better working and help it retain good teachers. ?? ?? ?? ?? ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Managing Human Resources in Marks & Spencer.

    They may also be able to adapt more easily to a new job than an outsider. Some workers may also have been filling in temporarily and have experience of the job. Promotion internally would leave a vacancy further down the hierarchy, which would need to be filled.

  2. Business at Work - ASDA

    Asda operates both a democratic and consultative management style in terms of management styles, however when results are need immediately and when decisions need to be made quickly, elements of autocratic management do exist, largely on the shop and production floor itself, where production output and customer service are priority.

  1. Performance management - Tesco's needs to mange the performance of its employees effectively if ...

    her managerial attributes change over time or as his or her horizons broaden. Therefore an assistant manger at Tesco will feel that he or she obtain the qualities and experience to become a manager of that department in order to fulfil their desire.

  2. Boots has a policy of retaining good staff; this is because the recruitment and ...

    Boots stores and other functional areas notify the HR function of a vacancy and the HR function advertises the position and schedules interviews according to Boots policy. The HR function is also responsible for staff training and development activities. Normally, the HR function carries out induction programmes for new staff.

  1. 1. explore the process of recruitment planning

    considered desirable Correspondence with applicants 4.0 All applicants who receive an interview will hear from Boots within two weeks of the interview, irrespective of whether they have got the job or not. A decision will be made within two weeks and the applicant will be aware of the outcome.

  2. This report is based on functions of the Human Resource department at HSBC Bank. ...

    labour turnover is low; it is unlikely that they will terminate a contract with an employee unless they have done something wrong. HSBC do admit that employees do leave the organisation, due to them leaving the area, changing jobs, etc.

  1. Our interview sessions to learn the functions of the department, the roles of the ...

    Each department is a team and all teams work together to properly accommodate service and products to guests. This is more formally known as "Individual Hospitality Department Teams." 21 Each department manager we interviewed emphasized the importance of cross-functional communication of different departments.

  2. Human Resources- Employing and maintaining staff

    The coach will watch them perform the skills and give feedback till the employee can perform the skill to a high standard . Mentoring is another option , the employee will be paired with an experienced member of staff and they can discuss the employee?s progress and problems.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work