1. The Human Resource Function Kate Sang k.sang@hw.ac.ukk.sang@hw.ac.uk Enterprise and its Business Environment © Goodfellow Publishers 2016

2. Learning outcomes To understand the role of the human resource department To be able to understand and describe the responsibilities of the HR function To be able to describe the role of external and internal factors that affect the human resource function Enterprise and its Business Environment © Goodfellow Publishers 2016

3. Role of the Human Resource (HR) function In pairs, spend 5 minutes outlining what you think the role of the HR function is within organisations Enterprise and its Business Environment © Goodfellow Publishers 2016

4. Role of the HR function Strategic Staff and organisational goals Operational Includes guidance and support to other managers Decentralisation Flexible workforce to meet dynamic external environment Enterprise and its Business Environment © Goodfellow Publishers 2016

5. Role of the HR function (Torrington) Staffing objectives Performance objectives Change-management objectives Administrative objectives Competitive advantage Enterprise and its Business Environment © Goodfellow Publishers 2016

6. Staffing objectives Appropriate staffing Contracts Competing in the labour market Enterprise and its Business Environment © Goodfellow Publishers 2016

7. Staffing – recruitment and selection Recruitment 1.Assessment of the job (job analysis) 2.Assessment of the type of applicant required (person specification) 3.Attracting applicants 4.Assessment of applicants Selection (number 4) Assessment of the applications Shortlisting Assessment of the applicants Could be interviews, Enterprise and its Business Environment © Goodfellow Publishers 2016

8. Performance objectives Motivation Discipline Employee involvement Enterprise and its Business Environment © Goodfellow Publishers 2016

9. Change management objectives Change is continuous External factors Cultural change Enterprise and its Business Environment © Goodfellow Publishers 2016

10. Administrative objectives Underpins the other forms of change Processes and systems Pay Accurate records are kept Taxation etc Enterprise and its Business Environment © Goodfellow Publishers 2016

11. External influences on the HR function Legislation Demographics (including labour market) The economy Enterprise and its Business Environment © Goodfellow Publishers 2016

12. Legislation Employment legislation Health and safety at work Equality Frequently changes Enterprise and its Business Environment © Goodfellow Publishers 2016

13. Employment & Health and Safety (H&S) Employment 1970’s to 1990’s Conservative Govt – decline in employment rights 2002 & 2008 Employment Acts: Working parents Vulnerable workers Facilities time for union work Minimum wage (21yrs + £6.31, 18 to 20 £5.03, under 18 £3.72, Apprentice £2.68) H&S Range of legislation 1960s onwards (see text book) Protect workers Health and Safety at Work Act 1974 (HSE) Health Act 2006 – smoking (2008 – mental health units) Enterprise and its Business Environment © Goodfellow Publishers 2016

14. Equality legislation (before 2010) Equal Pay Act (1970) Sex Discrimination Act (1975) Race Relations Act (1976) Disability Discrimination Act (1995) Employment Equality (Age) Regulations (2006) The Equality Act (Sexual orientation) Regulations (2007) Employment Equality (Religion or belief) Regulations (2003) Enterprise and its Business Environment © Goodfellow Publishers 2016

15. Equality (after 2010) The Equality Act (2010) Unifies previous legislation Protected characteristics Age Disability Gender reassignment Pregnancy and maternity Race Religion and belief Sex Sexual orientation http://www.equalityhumanrights.com/legal-and- policy/equality-act/what-is-the-equality-act/ Enterprise and its Business Environment © Goodfellow Publishers 2016

16. Demographics More women entering the labour market Default retirement Increase in representation of BME Increase in proportion of disabled people in employment Enterprise and its Business Environment © Goodfellow Publishers 2016

17. Organisational size and the HR function (Cassell et al., 2002; Guo et al., 2011) Can small companies be managed in the same way as large companies? In pairs, spend 5 minutes considering how organisational size might affect the HR function. Enterprise and its Business Environment © Goodfellow Publishers 2016

18. HR function in third sector (Guo et al., 2011) Charities, not for profit Larger organisations more likely to have formal HR which is strategically aligned Regional offshoots similar Smaller, newer orgs without HR team also more likely have strategic HR Those with paid staff and technological expertise more likely to have HR Enterprise and its Business Environment © Goodfellow Publishers 2016

19. The HR function in SMEs (Cassell et al., 2002) Neglected in the literature – a diverse field Less likely to have access to the resources of large companies Are adopting HRM (less strategic) Enterprise and its Business Environment © Goodfellow Publishers 2016

20. Key study: Cassell et al., 2002 Survey (n=100) and face to face interviews (n=22) with SMEs Survey 20% have formal HR strategy Commonly used practices – equal opportunities, appraisal, development/recruitment and selection. Enterprise and its Business Environment © Goodfellow Publishers 2016

21. Key study: Cassell et al., 2002 Interviews. HR function – no key person – or the MD Doubling up of roles Informal systems Recruitment Enterprise and its Business Environment © Goodfellow Publishers 2016

22. Conclusions HR – ensure competitive advantage by aligning staffing with strategic objectives Manage change (external and internal forces) Organisational size affects the presence and formality of HR practices and procedures Enterprise and its Business Environment © Goodfellow Publishers 2016

23. Reading Cassell, C., Nadin, S., Gray, M., & Clegg, C. (2002). Exploring human resource management practices in small and medium sized enterprises. Personnel Review, 31(6), 671-692. Guo, C., Brown, W. A., Ashcraft, R. F., Yoshioka, C. F., & Dong, H. K. D. (2011). Strategic human resources management in non-profit organizations. Review of Public Personnel Administration, 31(3), 248-269. Torrington, D. (2008). HALL. L.; TAYLOR, S. Human resource management, 5. http://odi.dwp.gov.uk/disability-statistics-and- research/disability-facts-and-figures.php#imp Enterprise and its Business Environment © Goodfellow Publishers 2016