The Human Resources Function in the Wycombe District Council Essay Example for Free

The valet de chambre Resources Function in the Wycombe District Council EssayI have elected to use the Wycombe District Council as a large organization to base my analytical report on its world Resources function. The council is apart of the cosmos sector.A gentleman Resources or a Personnel Department is vital to a business in holy order for it to keep track of its employees and help employees resolve any problems that may occur while working. in that respect atomic number 18 four main reasons for having a HR surgical incision* It encourages employers to develop clear links amid their business plans and their HR plans so that they can integrate the two more effectively* Organisations can reign round costs and the number of employees more effectively. * Employers can build up a skill indite for each of their employees. This makes it easier for employers to demonstrate work where its can be most valued for its organisation. Also plans for gentility and modify skills c an be applied.* It creates a profile of staff (relating gender, race, disability), which is necessary for the operation of Equal Opportunities (which my chosen pixilated incorporates)Having a HR department has shown the following contemporary changes to businesses* A decline in the proportion of employees that worry by trade unions.* A decline in the proportion of employees whose pay is rear by enter collective bargaining* A rise in the range of employment issues that be lacking in originality, from a managerial outline* A corresponding rise in the amount of part time, victimize term, contracted out employmentHuman Resources (Personnel) is liable for many of the ins and outs of the business, as you may acknowledge in this special business, Personnel and Human Resources is integrated. This adds a greater pressure for the Council to act diligently, but simultaneously, it can give more flexibility. Personnel keeps, information on all of the councils employees i.e. address, te lephone and history of that certain individual. With the integration of Human Resources staff turnover can be forecasted and relevant executes can be taken to evade losses.Although in that respect is an element of integration the usual HR officers are still deployed.The officers typically analyse the output of the employees at bottom certain departments and takes notes on how to improve performance output.There is another method used in this particular business, in the way of monitoring how much work, is done by each individual, this method is deployed by correlative effort of Human Resources and ISD ( computing machine section of council).The council has a special operating system called QSP, now in order to use the computers a login procedure is upheld.First in the Windows Networking interface, you have to logon, at this point the HR department/officer can now tell who is using which PC, in which department. At this point only Microsoft condition documents can be monitored as most official council documents are scripted in banter.Next the computer user has to login inside QSP, once he/she is logged on the monitoring is present.With this type of technology present the HR officer can tell who is the hard worker and who is being complacent. This is rattling effective as the council is very computer based. Although manual work it self e.g. handwritten letters, have to be manually monitored.With theses resources at their evolution the council can use these very efficiently to improve and strengthen its taskforce.The ways that have been stated are ways that human resources are active within the business.Human Resources although integrated with Personnel play a very crucial role towards the running of the council on a daily basis.Although work can be monitored, ethical issues are a concern but this issue has no foundation, as most of the employees know that its apart of the Contract of Employment.Human Resources/Personnel department is regarded highly withi n the branches of the council due to that all employee records are shown at this particular department.There are 4 main branches within the council* Property and Housing* readiness Transport schooling* Leisure Health Community* Corporate ServicesHuman Resources is found in the Corporate Services branch, it is placed highly, overall within the Corporate Services branch, managed under Personnel department.The Human Resources department is sub divided within the Personnel department. All functions (applicable) of Human Resources are integrated within Personal.Personnel has four other departments within1. Recruitment2. Training and using3. Staff Welfare4. impairment and ConditionsThe recruitment function in personnel employs recruitment officers and managers to analyse recruitment processes within the council. They are responsible for recruiting and interviewing muse applicants and trainees. Other tasks include working with certain departments when vacancies appear to, to draw up a job description. Usually in certain businesses these are fictional beforehand. But materialising such documents is time consuming and an expense.The council has a very thorough and well thought of Training and Development programme. Each year the Training Development programme is analysed and then revised to coincide with the existing technology of today.The current Training and Development course of study is starts at April 2001 and expires March 2002. The current instalment has six main areas of which training/development is given* management and Development* node Care* Personnel Development* Communication Skills* Health and rubber* Computer SkillsI will now give training titles for the courses under each titleManagement Development training incorporates1. Leadership Coaching2. Recruitment and Selection3. Managing Performance4. Project Management5. Introduction to SupervisionCustomer Care training incorporates1. Customer Service Workshop2. Disability Awareness3. Transacti onal Analysis4. Serving a Cultural diverse communityPersonnel Development training entails1. Assertiveness2. Creativity Innovation3. Preparing for seclusion4. Planning your future5. Time management6. Induction7. Managing meetings8. Negotiation Skills9. Dealing with Violence and Aggression10. header Positively with Pressure11. Minute takingCommunication Skills training1. Presentation skills2. Effective report theme3. Writing Plain English4. Media Skills5. Communicating with Deaf Hard of hearing peopleHealth and Safety training1. Health and Safety induction2. Workstation safety3. Manual Handling4. Fire Safety5. fundamental principle of Risk management6. Personal SafetyComputer Skills training1. Word 97 Introduction2. Word 97 Intermediate3. Word 97 Advanced4. Excel 97 Introduction5. Excel 97 Intermediate6. Excel 97 Advanced7. Lotus Notes 4.6The Staff Welfare department count ons at whether the employees, are in environments that comply with Health and Safety laws. The day-to-day happenings, in the work area are alike monitored. For example if secretion of any kind happens they are reported to this department and then investigated further. Relevant action is then taken according to what was committed. The Equal Opportunities policy is also, along with the rest of the HR department fabricated from this department. This department is mainly there to help resolve problems that occur in the workplace and make improvements for staff when working. Possible improvements of the workplace, food and drink are also put forward in this area.The Equal Opportunities policy is the councils way of saying that they have a complete policy for people of an ethnic background and discrimination will not be tolerated of any kind.Below is the Equal Opportunities Policy along with the Training and Development Programme, the Policy is updated yearly.The last department in Personnel is Terms Conditions this department looks at various contracts, set by the council to each individ ual. If any concerns are expressed over certain contracts, this department has a look at possible changes that could be made, to accommodate needs. Other Terms and Conditions that are monitored include dismissal conditions, onward motion conditions, contract of employment.