Understanding Organisations and the Role of Human Resources
(3HRC)
Name: Sona Polakova
CIPD No.: 48855209
Date: 14 th
December 2017
Words:
Index
Introduction…………………………………………………………………………………. 3
The CIPD Profession Map……………………………………………………………. 4
Summary of the CIPD Map………………………………………………………….. 4
Resourcing and Talent Planning as the Most Esential For Myself….. 5
Understanding Customer Needs…………………………………………………… 6
The Three Methods of Effective Communication………………………….. 7
Effective Service Delivery…………………………………………………………….. 8
Reference List……………………………………………………………………………… 9
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Introduction
Me
My name is Sona Polakova. I have been working in Dixons Carphone CoE for a year and a half
as HR Administrator for UK colleagues. I have started in Admin Team mainly providing References
and supporting the Expences process. During a peak period, I have moved to Onboarding team
to participate in a newly held Contractors process. Systematic work and diligence on the process
gave me the opportunity to turn my career into a more senior role as HR Senior Administrator
a month ago. Thanks to this role, it is not just the Contractor process I am responsible for but also
for colleagues in my team who I support with advice in other Onboarding processes, helping with
outstanding queries, escalations and participating on calls with business partners.
Company
Dixons Carphone Centre of Excellence provides a wide service in departments such as
HR, Finance, Logistics and IT for the Dixons Carphone Group UK & Ireland and Nordics.
In Brno, Dixons Carphone CoE was opened in 2007 supporting the retail business for
Dixons Carphone which is Europe's leading specialist in electrical and telecommunications retail
and services. Brno Dixons Carphone CoE employs over five hundred employees from more than
28 various countries. One of the strongest values of Dixons Carphone is ''We believe anything
is possible!''
Three HR Activities Supporting Organisation's Strategy
Human Resources is indispensable in many of professional activities for each organisation. It is
the key piece in achieving organisation's objectives. In general, the pivotal role that HR has to play
in working with others to devise the strategy, integrate responsible business practices and engage
employees with the organisation’s values and o bjectives. I have decided to focus on three specific
areas.
Recruitment and Selection
One of the most important activities which Human Resources carries out is to ensure that 'the right
people with the right skills are employed at the right time and in the right place' by the organisation .
It is the core activity for the business as HR recruiters focus on the most effective methods for
recruiting new employees who are the best suited to the organization's needs. They advertise
job postings, making interviews and work closely with managers who responsible for making the
final selection of candidates. This leads to considering the cost and benefits of recruiting
new employees and working with the budget to save money to the organisation. In general,
Human Resources develops and implements recruitment strategies and organisation's needs.
Compliance
The vital and crucial function Human Resources has is to comply with labour and employment laws
because the legal framework helps in supporting and regulating the formal employment relationship
between employers and employees. To achieve this HR department ensures to comply with fair
employment practices, safe working conditions to prevent general employees' dissatisfaction which
could lead to affecting not just the organisation's strategy and the impossibility of maintaining it but
also the productivity and sooner or later the profitability of the business. Therefore, the HR
department's key value is the knowledge of state's employment regulations and laws. The crucial
message is that strict compliance management can help the organisation to avoid possible lawsuits.
Human Resources needs to avoid discrimination and bring the value of equality from the first steps
from interviewing potential candidates through hiring to the following workplace. Keeping and
storing necessary documents, such as contracts, right to work documents is the integral part of the
HR department as well. Also creating and implementing business policies and procedures protecting
all employees and the business itself.
Learning and Development
Human Resources can provide training and further development for recently new hired and current
employees to ensure that the business has competent and fully skilled people to maintain the
strategy, goals of the organisation and to operate effectively. It provides the benefit of personal and
working growth to the individual and to the organisation as a whole. The main strategy is to focus
and develop on those individuals who have high potential and talent and these are crucial for the
business success over a long time period. Achieving business objectives can be done by using
performance management techniques, setting individual's developme nt plans (PDR) and by
appraisal processes.
Three Ways HR Professionals Support Line Managers and Their Staff
Health and Safety
The supporting function of Human Resources is to maintain the safe working environment for all
employees. One of the HR roles is organising appropriate workplace health and safety training
for line managers and their employees, so that they know what hazards and risks may face and how
to deal with them. They also inform line managers about the policies what a riskless office should
look like. As stress and back pain are one of the main factors which appear in the workplace,
Human Resources department provide various kinds of activities such as a day-off 'not burnout
syndrome' programs or health weeks or physiotherapy courses. The HR department is posting
and hanging visible schedules and signs about health and safety laws, displaying emergency
procedures how to escape from the building in case of fire, ensuring emergency evacuation
procedures, creating policy and procedures to enforce safety rules of the organisation or keeping
records of caused injuries and death in service cases and help the employee to return back
to working process. The Health and Safety management ensures that the oranisation complies with
the law, secures the working enviroment and satisfied employees making them valuable for the
business.
Culture
Human Resources plays a significant role in introducing the organisation's values and culture. It is a
fact that anyone working for the organisation should build the correct and polite culture and
manners among each other. Futhermore, without the culture, the strategy of the business could
never be fully developed. Therefore, HR department provides training or sessions with line
managers to help them correctly understand the importance and purpose of spreading the unified
culture among their employees, so that everybody understands, contributes and behaves decently
and the working process continues steadily. HR department also ensures that all policies and
practices strenghten the values of the oranisation.
Recruiting
One of the main functions of Human Resources is to seek and find top talent employees to support
the business strategy. Therefore, HR department needs to be in contact with other departments and
their line managers to find out if criterias, skills and qualifications meet requirements. If any of the
requirements is missing, HR department cooperate with the line manager and they try to find the
suitable employee internally or externally. HR department reviews job descriptions, CVs, making
adverts which are being sent among line managers and employees.
Conclusion
From all the points mentioned above, the benefits that come from keeping the HR department are
striking. The organisation would not be able to compete with other competitors properly without
such a department because Human Resources participates and supports the overall business strategy
and help the oranisation to be the best.
