Human Resources Department.

Human Resources Department

The employees are the most important resource in a business. There are many other resources, which are money (capital), buildings, equipment, land and materials.

The Human Resources department must motivate all employees in order to have a successful business. If employees work hard and are satisfied with there job then the Human Resources department have succeeded in doing there objective which will lead to accomplishing the departments aims.

To keep an employee happy the Human Resources department must make sure that the following is available for all the employees,

Good working conditions.
To be treated fairly by your boss.
To know you are working in a safe environment.
To have opportunities to take further training.
To be able to develop yourself and have the opportunity to gain promotion.
To have protection against victimization, harassment, discrimination, and unfair dismissal.
To be treated equally, no matter what your gender or race or whether you are disable in some way.

Human Resources department have many different activities, such as,

The recruitment, retention and dismissal of staff.
The training, development and promotion of staff.
The monitoring and maintenance of good working conditions.
Health and safety.
Liaison with employee organization and trade unions.

Recruiting

The Human Resources department is responsible for recruiting new staff. There is a recruitment policy, which everyone must follow.

The cost of recruiting is high so the Human Resources need to make no mistake because mistakes can cost more money for the business.

Recruitment is a lengthy process and can be broken down into stages, which are,

Notification of the vacancy.
Constructing a job description.
Writing a person description.
Finding candidates.
Sending out applications forms and job details to job center’s and other job agency’s to find people who are interested in that particular job vacancy.
Considering applications.
Shortlisting.
Interviewing shortlisted candidates.
Selecting.

Retention

All companies want to keep their staff turnover low. They can do this by retaining their staff.

Companies want to keep their staff over low because hiring new staff willing cost money because the company has to train them.

Companies can retain there staff by giving all employees good pay rate, promoting them, giving them a suitable working conditions, being equal to all staff, offering further development opportunities and making sure the staff do not get bored of the work.

These are factors, which can motivate staff.

Dismissal

The Human Resources department, have the responsibility ...

This is a preview of the whole essay

Retention

All companies want to keep their staff turnover low. They can do this by retaining their staff.

Companies want to keep their staff over low because hiring new staff willing cost money because the company has to train them.

These are factors, which can motivate staff.

Dismissal

The Human Resources department, have the responsibility of dismissing staff.

There are usually three stages to a disciplinary procedure,

A verbal warning for a minor offence.
A written (or final) warning for a serious offence or repeated minor offence.
Suspension, demotion, transfer or dismissal for a very serious offence. This is often called gross misconduct.

Training

Training is very important which the Human Resources department must provide.

New staff needs to be made familiar with work and with health and safety requirements.

Staffs need to be trained for new methods of working.

All staff needs to be trained to maintain organizational efficiency.

Staffs are known to be more motivated if training and further development is provided because this may result to a promotion.

There are two ways that training opportunities can be provided

On-the-job
Off-the-job

On-the-job training is where you are trained at your work place in a normal everyday environment. When working On-the-job you can be disturbed a lot because the person who is training you may needs to go and help someone else.

Off-the-job training is when you are trained outside your normal working conditions.

Development

Development is important to the company and staff.

All staff wants to develop further skills and this can benefit the company, by developing staff skills the staff are happy and this means staff are retained.

Promotion

The Human Resources department also decides promotion.

Everyone wants to be promoted to get a better job and a higher pay rate.

The Human Resources have to look out, to see how much potential the staff has to be promoted; they have to look out for:

Their interest in the work and organization itself.
Their ability to mange their current job and responsibilities extremely well.
Their commitment, enthusiasm and willingness to help out when necessary.
Their ability to get on well with other people in the business.

Working conditions

The Human Resources department must make sure that there are good working conditions for the staff.

At an interview you should be told what type of working condition you will be working inn.

I think the Human Resources department for J-Sainsbury’s is doing a good job in their activities because I know a lot of people who work for J-Sainsbury’s and they are all happy and satisfied with their jobs.

J-Sainsbury provides a work/life employment policies, which help men and women to balance the demands of paid work and family life.

J-Sainsbury’s offers a wide range of policies to there employees, such as

Part-time working.
Flexible contracts.
Job share.
Home working.
Enhanced maternity leave and pay.
Paternity leave
Parental leave
Careers break schemes of up to five years for childcare and special leave or up to one year for personal development of caring responsibilities.

This may attract people who would prefer one of these contracts.

J-Sainsbury’s Human Resources departments are committed in providing,

A working environment in which everyone feels valued, respected, able to contribute to the business
Also employing a workforce that recognizes the diversity of our customer and potential customers.

J-Sainsbury’s Human Resources department is dedicated in treating all their employees fairly; they were one of the top performing organizations on race and diversity in business in the community’s race for opportunity survey, which was published in June 2001.

J-Sainsbury’s Human Resources department also respect religious beliefs. This means a colleague may take time out during the day to pray or not work at all on holy days.

J-Sainsbury’s Human Resources department offers opportunities for people with a disability to gain work experience and employment with them. This is very important for the Human Resources department because you can’t judge to employee a person by his race, sex, appearance and disabilities.

The Human Resources department want to give everyone interested a chance to work for J-Sainsbury’s.

All adult employees’ colleagues are paid equal to or more than the national minimum wage.

Other benefits, which the Human Resources of J-Sainsbury’s provide, are save as you earn where all Sainsbury’s colleagues are able to purchase shares in the company at an agreed price and shares options are granted at a discount of 20 %.

Profit sharing scheme, this is where all colleagues have the opportunity to become shareholders by taking profit sharing in the term of shares, through they may take it as cash if they wish.

Staff discount, colleagues who have been employed by the business for six months by the business are eligible for a 10% discount when staff shop at Sainsbury’s.

Long service awards, all colleagues who have been working for J-Sainsbury’s for 15, 25 or 40 years are rewarded.

J-Sainsbury’s Human Resources department also provides other benefits like pensions, performance-related pay and bonus schemes.

J-Sainsbury’s Human Resources department aim is to be “ an employer for whom the widest range of people would like to work”. One key element in achieving this is their equality and diversity policy.

J-Sainsbury’s Human Resources department objective is to heighten awareness of the issues, make diversity decisions on equality and diversity and to communicate with colleagues on the subject.

J-Sainsbury’s success is measured by a series of quantifiable targets and through feedback in their six-monthly talk back survey of their colleagues’ attitudes.

J-Sainsbury’s Human Resources department also aims for all colleagues to be able to work in an environment free from discrimination, harassment and bullying and that all colleagues, job applicants, customers and suppliers should be treated fairly regardless of,

Race, colour, nationality, ethnic origins or community backgrounds.
Gender; gender realignment, sexual orientation, and martial or family status.
Religious or political beliefs and affiliations
Disability.
Real or suspected infection with HIV/aids.
Membership or non- membership of a trade union.
Differing working patterns.
Age.

The human resources department must make sure that they make the least amounts of mistakes in recruiting. I say this because recruiting the wrong people can cause loss of money to the company. If they loss money it will effect the quality of service which the provide because if they start loosing money they may cut down in jobs and give some redundancies which will cause a big problem in the general running of the store.

There are many job roles, which make up a Human Resources department, four of them,

Human Resources Director

The job role of the director is to decide the overall staffing policies of the organization. He also advises senior management. The director has to set the budget. He is also in charge of all the Human Resources functions in the organization.

Human Resources Manager

The job role is managing the Human Resources department and staff, involved with industrial relations and trade union negotiations, implementing the organizations Human Resources policies.

Recruitment Officer

The job role is, the officer is responsible for the recruitment and selection of staff. The officer has to make sure all vacancies all known by giving information to job centers. Then the officer has to shortlist the people, which have showed an interest. After that the officer has to make a final decision in whom to recruit. The officer must be fair.

Training/Staff Development Officer

Responsible for training and staff development. He/she has to make sure all staff is trained in how to operate any machinery, health and safety, customer service, laws, company policy and attendance policy.

Also if there are any staff which need more training, the officer has to make sure the staff are trained.