Business Issues And The Context Of Human Resources Commerce Essay

Business Issues And The congealting Of Human Resources Commerce EssayXX is a leading supranational healthc atomic number 18 host with the purpose to swear out volume lead longer, healthier and happier lives. The judicature does that by providing a broad range of healthcargon renovations, fight back and advice to throng d whizout their lives. With no sh atomic number 18holders and its global presence in star hundred ninety countires, the arranging is said to be a industry leader. thirty is a 60 years old shaping providing operate bid substanti entirelyyness insurance and Wellbeing, Healthc argon provision, Healthc be Analytics and C ar prevail.The governing bodys vision to be universe of discourse leader in the health c atomic number 18 sector has been supported by the following objectivesListen to its customers, act quickly and profession all in ally. liveness and Breathing organisations as indisputable monitored by HR on regular basis.Make a divagation in spates lives by crack all high quality and nourish added health careCreating versatile and mix field of study force of super good and knowledgeable utilizeees and invest in their development inwardly the company via lay up HR function.This report has been commissi aned by the CEO of xxx.FINDINGS3.1 Forces shaping the HR agendaOur purpose is to help muckle live longer, healthier, happier lives and the 52,000 people we employ are at the substance of making this a reality. John Handley, HR Director, xxx world-wideIt is essential for xxx to have a ardent and distinctive identity that all the way sepe evaluate the organisation from opposites in the field. Everyone in xxx has a break to play in this and wherefore thats where the HR plays a vital intention. Examples of External Forces that have shaped the HR agenda are Competition, Markets, Economic trends and the changing flavour of the Health Industry.Increasing expectations of the customers from the oragan isation and much competitors biding alike policies and products at lower rates, made XXX to look more than further into the product designs and customer service mode, which resulted in hiring more skilful and knowledgeable people skillful in their sector to give up the better customer service to the customers and partners. To make sure that the right number of people are visible(prenominal) to service the customers and are able to effectively forego the right results to the damageumers, HR subdivision fixs in partnership with the anxiety.They resolute to provide the right environment for the people to learn, grow and develop them finished Innovative Learning Approach and by recognising people for their contri exception to the organisations success. By investing into the right people, XXXs objective was to provide the vanquish customer service by means of all channels to its members. HR proposed to offer its employees both an disseminate environment and an infor mal culture, encouraging fresh ideas and helping employees realise their straightforward potential.To reflect their distinguishable line of reasoning demand, all the argumentation units have a tailored HR subdivision i.e.operational HR, organisational development, reward, HR systems, employee recognition, and HR support. These units deeds but to provide a direct, informed and tailored service to meet its unequalled needs.3.2 HRs contribution to Organisational EffectivenessCreating competitive advantage by people. conclave HR precaution works in partnership with the heed. alone line of merchandise units fall in HR heads who reports to the HR Director. This is to make sure that all the discussion sections on its knowledge are delivering higher levels of performance to the bene conform to of our customers and the bottom line. Individual HR in all these units perform common bundle of processes which impacts on organisational performance. recruitment of talent that mat ches XXXs set.Leadership and commission practices/ competenciesperformance wipe outment while formulationRecognitionOrganisational climate and workplace environmentFacilitating effective dislodge managementManagement development and pedagogyCareer development360 feedback toolsAll backing units have their cause Administration and Training departments. The Administration department looks later Payroll, HR Systems and entropybase Management to make sure thatall the employee details are correct, secure and as a result in them being hardened fairly.All the employees are paid correctlyIt has its experience Change Management squad who deals with qualifyings in processes and work culture.The Training department works in partnership with the railway line sector in all somebody units to create book, accomplished and tailored training solutions to keep up with the changing furrow needs.3.3 HRs roles and functions in management structuresXXX HR MapAdministration Training Dep artments are in each crinkle units and have individual Change Management teamsIS HROrganisational DevelopmentHR DirectorHR UK MembershipInternational HR host HRManagement DevelopmentCare ServicesInformation Systems HRTraining DevelopmentGroup HR Functions observe RecognitionBusiness Technology TrainingIS Resource ManagementGroup Resource ManagementPensions Bene expiresHR SystemsXXX One LifeHR indoors XXX works as a strategic partner, hence plays a very important role in finance, operations and other melodic line departments within the organisation. The of import objective is to provide high returns on the billets investment in its people. XXX does not follow any set stickers of HR but do relates with the Harvard model in some manner. It sees employees as resources. It emphasises on issues like involving people in decision making and growing an organisational culture found on trust and teamwork. It has shared goals for coordination and control and a flat structure to minim ise status culture. It employs the multiple stakeholder model in which employees are seen as having interests on with other stakeholders, management, unions and government.The HR outlines four main policy theatre of operationss which areHuman resource flows HR manages the flow of people within XXXs individual business units by dint of recruitment and selection, through the organisation by placement, appraisal and promotion and lastly through out of the organisation by termination. It also makes sure at right number of people are available at all the times according to the business needs.Reward Systems Even though each business unit has dissipate Reward System in place, it serves a common purpose to attract, incite and keep employees adroit within the organisation.Employee Influence People being the heart and soul of the organisation, their views and concerns are given equal importance as of stakeholders and customers.Work Systems With the of all time changing business ne eds and the medical exam climate, XXX makes sure that the reading and technology used within the organisation provides the best outcomes.The HR function in all the business units currently concentrates on achieving the four Cs of the model.Commitment, Congruence, Competence, Cost Effectiveness.The XXXs hr structure also somehow resembles the Ulrichs hr model as all the business units do individually have their own separate departments to deal with change, strategies and administration.3.4 Business ethical motive and AccountabilityXXX follows a code of professional ethics which are ground on the principles that determine the way employees behave and Brand personality that describes the way employees are think to perceive.Brand Values Caring we genuinely care about peoples health and wellbeing. We exist for no other reason.Respectful We respect peoples individuality, privacy and haughtiness and try to respond to their individual needs.Ethical We are committed to acting respon sibly and in the best interests of people and the environments. modify We empower people with our knowledge and experience to help them choose the to the highest degree appropriate solutions. utilise We are dedicated to providing a professional, reassuring service and seek oppurtunities to go the extra mile to exceed peoples expectations.Accountable We are accountable for the quality, capacity and value of our services, and act in the best interests of our customers.Brand Personality loosen upHumanCaringUnderstandingApproachableHealth Care justGlobal OutlookBUPA EmployeeIndividual Business units do have their own code of conducts in line with the group values. For example, the training and development department in all units have professional code of conduct from the install of Management Consultants which put overs ethics as Integrity, Independence, Objectivity and Responsbility to the profession. All the core values and ethics are explained on the XXXs intranet which is available for all the employees across the organisation. It clearly mentions how employees are expected to act in relation to the unlike policies like Treating Customers Fairly, Health and Safety at work, Data Matters, Security Matters Policy and Data Protection PolicyAs a global healthcare company, XXX deals with the personal details, medical info and financial records of millions of people around the world. protect that discipline is essential is a key responsibility for all of us. XXX Chief ExecutiveXXX as a major healthcare services provider, plays a very important role in blueprint and delivering medical procedures and policies. It works nigh with NHS and makes sure that all the treatments offered to the members in their centres are within the medical guidelines applied by NICE (National Institute for Health and Clinical Excellence). XXX has its media policy, Risk Management and Fraud Protection policies.XXX has its own Corporate Responsbility and Sustainability Policy u nder which it is made sure that healthcare expertise is used in the way that is good for business and communities. It covers galore(postnominal) areas including employee giving support and volunteering, community health and wellness partnerships, addressing and minimising our impact on environment and affiliations with like-minded businesses and organisations (e.g Nuffield Health Centres, Physio Centres, Conservative treatment centres, etc.) XXX is an sprightly partner with Life Education which supports youth health and drug education programs and with Can Too to raise funds for Cure Cancer. The Group HR provides support, encouragement and motivation to its employees to participate in various activities conducted to fulfil its unified responsibility. Employees are expected to actively promote these services while having interactions with the customers at all the times.4.1 HRs role in strategy formulation and interpretationAll organisations will at some point need to focus on the activities and actions that it will undertake to meet its long term aims and objectives. XXXs vision pickings care of the lives in our hands is at the heart of all strategies that are planned and practiced within the organisation. The two main objectives helping HR to form strategies within the organisation areManagement capability through with(predicate) vali get windd processes and development, this objective is met by XXX recruiting, hold oning and developing managers the meet the business challenges of today and future. It involves different strategies designed around Recruitment, Core competencies, Performance Management, Succession Planning, XXX One Life, Climate Surveys, Change Management, Management Development, Career Development, 360 feedback tools and Customisable Questionnaire.Enabling systems and processes This objective is met by developing and maintaining a performance-oriented culture. It includes Induction and Measures of Success.Business priorities are cascade d through the different levels of the organisation through a process whereby they conk increasingly more minute and pore. They trigger departmental objectives which are translated into team objectives and in turn provide the foundation for personal objectives which are base on SMART (Specific, Measurable, Achievable, Relevant and Timebound) targets that are to be met on legitimate basis. These objectives are discussed, set and measured as part of the performance management plan of all employees depending on their roles and business units.XXX does not fit into any particular model of relationship between the HRM and the Business Strategies but it does work on the theories based within these models.In the best fit model (Schuler and Jackson example), employees are seen as key in the capital punishment of the declared organisational strategy and the HR strategy is designed to fit with this. XXXs individual departments propose strategies to be implemented via management surroundin g functions, systems and processes within the department which enable the functional strategy to be happen upond. This is then responded by the HR by defining the strategy to meet organisational needs.In the Resource based approach, the focus is to sustain competitive advantage through development of humankind capital rather than aligning human resources to current strategic goals. XXX invests in regular development of its employees within the organisation to make sure that they are updated with all the knowledge required to perform their job well and so to add value to the company.4.2 Business and HR StrategiesEach business within XXX evaluates its current position, its market and competitor environement and identifies its key strategies and plans in its annual 3 Strategic Year Plan (explained in 5.3). They work together in order to achieve common objectives of the organisation. Two of these most important objectives to be achieved in XXX areCost overtop To utilise the resource s in the most productive and effective way.To recruit and retain effective and skilled staffMore training and development options to the existing employees to perform various rolesFlexible working patterns according to the business needsAuthorising treatments that are medically appropriate and within clinical guidelines only, leaving a small room for exceptional casesCovering as many as health-care workers to work within XXX limits to make sure that the customers are happy with the policiesCompetion to regularly update the products and services offered within the health and care sector.To provide best customer service on levels of the businessTo design and offer most pliable and tailored policies to the members.To retain customers by offering election treatment options and longer support services.HRs role in meeting this objectives has been analyised through SWOT/STEEPLE which looks at the informal strengths and weaknesses and the external oppurtunities and threats. Below is the feature SWOT Analysis for XXXStrenghts No Shareholders this enables all the boodle to be utilised to provide better customer service and products to the members.People highly skilled and mix work force which knowledge of various sectors and products. Team of qualified health care consultants and providers. Customer-focus work cultureTechnology just about advanced technology in the health care sector relating to the processes and procedures for medical treatments. Guidance on health issues online and on the phone.Operations Working with various organisations and health groups to provide the best health care to everyone.Weeknesses No Shareholders If profits margins not gained, not enough money to invest back into the businessPeople mix work force and long-serving staff who are loathly to change. People lacking knowledge of all the departments as specialising in one specific area.Operations because of the high turn-over of the staff, no standard operating procedures. mend changes to keep up with the changing demands of the business.Cost-control Staff redundancies in many business units resulting in low moral within the organisation and heavy work load on the rest of the workforce.Oppurtunities Partnership with various organisations within the healthcare sector.As a lead health care service provider, had adit to higher numbers of consultants and medically trained peopleWorks closely with NHS, hence very influential when it comes to decisions relating medical treatments and funding for certain experimental treatmentsInternational presence to make sure confidential healthcare is available and provided to people around the world.Threats Competition from other insurance providers who offer private health insurances on lower rates.Outsourcing of many business units which lacks communication and information transformation in a quick and appropriate manner.Higher medical follow which makes the premiums of the policies go higher every year.Increased cust omer demands to cover more experimental treatments and drugs because of globalisation.4.3 Vertical and Horizontal integrationXXX works with NHS and other health-care providers to provide better health care services. The Vertical Integration is practiced within XXX as many of the services are offered via other providers who specialises in Travel, Home Care and Conservative treatment. This does serves the purpose to achieve the organisation to provide more treatment options to its customers which results in more appropriate and affordable policies been given to its customers. The option of been treated via NHS or Privately is always available for the customers leaving room for them to choose the most appropriate and time-saving option.The horizontal integration is defined within XXX as all the HR functions are inter-related and inter-connected to each-other. This is achieved by a business units specially looking for skilled employees in customer service, information technology, nursi ng and administration sector which leads to internal recruitment or resourcing, further leading to development, performance management, rewards and recognition and employee relations.5.1 HRs role in Business PlanningThe Global expansion of XXX in the current times have resulted in fine-tuning of the policies and functions throughout the organisation to assure that required support is provided to drive XXX forward. This has created a demanding and fast changing environment to work in. XXX expect high standards from every one of its team members and in return offer the hazard to enhance their rush with one of the most biggest and most successful brands in private healthcare.HR being the part of the Organisation Development team within the Group functions, has a very wide role to play to achieve the organisations one common goal. It works to make sure that all business units within XXX had right level of people with right level of skills are available to effectively deliver results to its customers at all times. Introduction to flexible working hours, change in employment contracts, inter-departmental transfers to suit the business needs, more systems and procedures to work with resulted in introduction to the change management team within HR of all business units. The things that caused XXX to go through change areChallenges of growth within global market i.e increasing cost of medical treatments and more experimental treatments introduced within UK marketTechnological changes i.e different technologies to work with to make sure that all processes and procedures are up to date according to the changing demands of the businessCustomer Pressure i.e. customers looking for more options and better services at lower costsThe HRs involvement in various aspects of change was identified asRestructuring the recruitment and resourcing policiesAdvising team managers in skills available within the organisation, career development and transfer oppurtunities.Assessing the i mpact of change in one department on another part of the organisation. qualification sure that the communication is clear and consistent within all departments of all business units within the organisations.Helping its to cope with change , performance management and motivation.5.2 Environmental PlanningIt is very important for XXX to scan through the environment and consider all the present and future forces affecting the direction and goals of the organisation. Environment Planning involves external factors like trends and markets and internal factors like bag and personnel. The STEEPLE analysis for XXX shows all the forces affecting organisational change favorableTechnologyEconomicEnvironmentPoliticalLegalEthical lifestyle changes of the customers involved with the companyEnergy costs and usageInflation ratesNatural resroucesRegulations related to private healthcareEmployment LawsReputationLiving conditions of its employees and customers related to the businessChanges in IT new systems and processesConsumer confidence within the companys products and servicesStrong Environmental policySafety regulationsConsumer ProtectionBusiness EthicsIncome distribution within the communityNew inventions and software developmentsMedical costsRecyclingTrade policies/ globalisationTrade UnionsClient Confidentiality5.3 Measures of Effectiveness What gets measured, gets tutelage and gets done. Tom PetersXXX has its own business priorities. To keep them accountable and focused on their key objectives, all businesses in XXX go through an annual process of setting their major priorities for the coming year. These are agree in annual meetings, together with the key financial targets and from the basis of what the business will be measured on the following year. This is a similar process as Performance Management in employees.The organisation has The 3 year Strategic Plan (3YP) which describes the direction the Group as a whole and the individual business units will take over the beside 3 years. This plan is completed every year and is an important part of XXXs strategy and prep processes. Group HR delivers this plan to different business units which is then cascaded to its employees. The context of each business is then evaluated on the basis of three important management tools.The Annual Operating Plan It sets the detailed financial targets for the year for each individual department including HR. (sets targets for sales, costs, profits, etc)The Key Performance Indicators (KPIs) for each individual in each business units. Thess are set of key operational, customer, strategic and people performance metrics.The Business priorties The change acceptation rate of all individuals within the organisation.All these tools are available on organisations intranet for the convenience of all its employees. Performances of the employees are measured with the Brand values and behaviours been achieved, delivered and maintained. These are maintanined within the or ganisaiton as Performance Review and once completed along with the Development Plans are then sent to their respective HRs administration department who works closely with the training and development team to provide conterminous attention to key issues. This process of measuring the human capital and oraganisations data provides a clearer picture within the working culture of the organisation. So, in this way, management, training and development team and HR administration works together to manage people and policies to achieve set business objectives.CONCLUSIONSXXXs vision to provide the best healthcare options in the world to every individual possible is a long term goal to be achieved along with the changing face of the medical sector and economic trends. It provides value-added products and services to its customers on the possible rationality making sure that the increasing private health insurance cost does not put the customer off from using the private healthcare. It need s policies and procedures to be updated all the time to match the technology offered within the market. XXXs diverse network of organisational structure which is divided in separate business units gives an opportunity to the organisation to look into greater details and specialise in its area of expertise. HR within XXX perform within its own business units providing tailored services to its people which makes its more approachable and easier for it to stay in touch with the business requirements. International HR looking after all the aspects of border control, trade rules and regulations, etc contributes highly to the organisation to go through globalisation. The Group HR looks after all the functions of the organisational development and Rewards recognition which is kept separate from the administration department to give it more time and resources to look into organisational strategies and planning and run smoothly. Though it looks like a complex structure, it does allow the or ganisation to perform and deliver its objectives on consistent basis. People being the heart of the business, the organisations investment in its resources is incredibly valued.RECOMMENDATIONSLeadership Development Employees within the organisation to go through planned management traingin to deliver consistent business results. HR to be more influential in individuals growth through a leadership development programme. This should discussed and put in place in the next 3YP meeting.More analogoused structure of Training and Development Stuctured and uniform induction program for all employees delivered by HR. Learning and Development team then to look into more specialised training of its employees. This should be auctioned straightway with ongoing continuous improvement plan.Adaption of Competency Framework Even though employees are evaluated on the brand values and behaviours, a competency based mapping should be followed in the performance development plans. This will help to achieve higher levels of organisational and employee effectiveness.