Managing Human Resources

Executive Summary

The employees are playing a crucial role in establishing the organisation and contribute positively in order to run the operations. The study aims to develop HR operating model and identifying the strategies of recruiting the right candidates and retaining the skilled workforce for stat up business. It is important for the HR manager to identify right talent for the business, by employee screening and interview, so that it would be possible to hire the best employee in the company. Through this study, it is also possible to discuss the tactics of enhancing employee’s skill and abilities, so that the staff members can improve their personal and professional development and contribute positively in the company. Also, HRM dissertation help can be sought in place to gain deeper insights into all these processes. The monetary and nonmonetary incentives must be designed to encourage employee’s creativity and further motivate them to work efficiently for meeting the organisational objectives. There are several ways to enhance employability skill which includes the monetary incentives and compensations, as well as HR strategies, training and developmental programs at the company. After discussing the strategies of hiring and retaining talented candidate for establishing the new business, suitable recommendations would be developed in this paper so that the entrepreneur can run their operations sustainably by managing the skilled workforce in long run.

Introduction

Human resource management refers to the strategic approach for effective and efficient management of people in a company or organization such that the HR team can help their business to gain a competitive advantage in the market. It is designed to maximise employee performance in service of an employer's strategic objectives and lead the staff members towards achieving the organisational aim (Otoo, Assuming and Agyei, 2018). Through this study, it is possible to demonstrate the HR operating model in order to develop higher performance team in the workplace. The entrepreneur mainly aims at developing a start up firm, in London, based on the clothing and accessories. Human resource management is hereby important for making the start up successful by retaining talented employees and running their operations efficiently in long run. The study also provides a scope to develop resourcing proposition for attracting highly skilled talent in the company so that the leader of the new firm can operate proficiently by developing strong team work. Developing employees’ skills and ability in the workplace through human resource management and other tactics will also be evaluated for understanding the HR operating model and recommend some suitable solution for the new company to hire the skilled workforce and run the business operations sustainably in long run.

HR operating model for start-up business

The high performance HR operating model empowers the business leaders, employees and HR professionals in order to align the work that the company needs with enhancing the capabilities of the staff. It mainly reshapes their roles and responsibilities within the HR department where HR interacts with the employees and other staff members for getting the work done within effective time.

Critical principles and key characteristics of high performance HR operating model

Critical principles and key characteristics that mainly help to bring the HR closer to the business and these are considered as a great driver of organisational innovation and growth. The major principles of high performance HR operation are it is about the business, nimble is important and it is beyond the organisation (Hamza et al., 2021). The business imperatives and the insights mainly guide the HR to operate and meet the organisational strategic planning. HR demonstrates agility, flexibility, and coordination that lead to high performance business, where it is possible for the HR team to hire the talented employees in the organisation and enhance their performance for achieving future success. Beyond the organisation means that the HR operations are useful for creating social network, good customer base and strengthen organisational employee base in order to run the business operations sustainably (Sun and Bunchapattanasakda, 2019). The high performance HR operating activities have different characteristics which are coordinated, advisor, fluid, community, operational and experience. The new approaches establish increased coordination within HR as well as among HR, the business, and other enabling functions within the organization and additionally, the HR manager provide advice to the staff members by utilising latest technology and organisational data so that it would be possible to provide meaningful insights about the business (Al-Dubai, Gopalan and Mahmud, 2019). Enterprise-wide communities with a balance of centralized and virtual/business-embedded resources with deep expertise can also possible where HR manager tries to develop strong social community for hiring the best talents in the firm and run the operations of the organisation sustainably. The HR managers also focus on operational activities for developing effective planning so that it is possible to guide the employees and lead them towards organisational success (Otoo, Assuming and Agyei, 2018).

Components of HR operating model

There are several components as per the HR operating model where it is possible for the HR team to hire skilled staff and develop strong employee base for the organisation to run their operation sufficiently. The major components are HR strategy, business partnership and centre of expertise. Communities of expertise drive leading practice and process by the HR functions where the business imperatives and market trends are analysed to develop strong corporate culture (Oaya, Ogbu and Remilekun, 2017). The HR management team try to understand the perspective of the business, identify market trend and address specific challenges in running their operations in the market. HR management team is also responsible to tackle the operations by hiring the experts in the firm so that the skilled workforce can play a crucial role in contributing positively in the workplace and perform proficiently (Otoo, Assuming and Agyei, 2018). Workforce data and market trend are also analysed where HR managers try to retain the talented workforce in the company so that they can understand the working activities and meet their job roles and responsibilities (Abbasi et al., 2020). HR team are working cooperatively with the business leader and managers of other departments in order to run the operations successfully where the main HR functions are such as Recruitment and Hiring, creating Employer-Employee Relations and developing raining and Development programs as well as Maintain Company Culture, Manage Employee Benefits, Handle Disciplinary Actions and creating safe workplace. Hence, the HR operational model is a critical one where the HR managers are responsible all these functions in order to create good corporate culture and manage the staff members successfully (Saeed et al., 2019).

Vendor management is also there under HR operating model, where the management team try to tackle the vendors and retain them towards the firm in order to run the operations successfully (Oaya, Ogbu and Remilekun, 2017). The vendors are playing an important role in the business and it is effective for the start up firm to strengthen vendor base in the market for gathering vast information and data as well as access the market place for expanding the business (Young et al., 2018). The HR managements are responsible to hire efficient vendor and acknowledge the market forces for running the business functions. Project managers are also collaborating with HR team in order to hire the skilled workers and technicians to manage the internal organisational projects (Sendawula et al., 2018). For the start up firm, the HR team must focus on the projects and hiring the best employees, who can handle the project activities in long run. Hence, high performance HR operating model is crucial for the new business to design the workplace activities, providing time table and ensuring successful staffing in the workplace, so that the leader and managers can lead the employees through effective human resource planning (Oaya, Ogbu and Remilekun, 2017).

Resourcing proposition for attracting highly skilled talent

Recruitment and staffing are the major functions of HR department for resourcing proposition in order to attract highly skilled talent in the company. In order to develop a new firm in the market, it is mandatory for the leader to ensure that the HR manager is efficient to recruit the best talent in the firm (Sendawula et al., 2018). As a start up business firm, it is essential or the HR team to hire skilled workforce along with experienced staff members so that they can understand the job role and perform better by utilising organisational resources and technological infrastructure (Motyka, 2018). Different recruitment strategies of the firm are broader job vacancy, campus recruitment, and flexible recruitment, organising competition, social media recruiting and employee referral program.

Broader job vacancy is one of the best ways to hire the talented people in the workplace, where the HR manager creates job vacancy and post it through job advertisement with clear picture of the organisation and necessary information related to recruitment and selection. The job title, salary, job responsibilities of the worker, required qualification and skill set as well as other information related to the organisation must be shared in order to hire the best talent, who would be able to meet the job roles and utilise own capabilities to perform better (Osborne and Hammoud, 2017). Campus recruitment through seminars and workshop are also increasing over the period of time, where the renowned companies try to conduct seminars and workshop or recruiting the fresher from the university. Sponsor college festivals and other cultural events as well as different internship programs are arranged in order to recruit the skilled workers in the organisation (Chams and García-Blandón, 2019). Social media recruitment is also increasing at a rapid rate, where the HR manager focus on posting job vacancy through social media, so that the social networking can be possible and the employees can apply for the new job position as per their skill and academic qualification (Osborne and Hammoud, 2017). For example, LinkedIn is widely utilised for recruitment and selection of the skilled workers in order to retain the experienced employee for the firm. Employee referral program is also another way to hire the best staff in the new start up business, which would be able to utilise the experience and skill set for running the new business operations successfully (Chams and García-Blandón, 2019). These recruitment processes are beneficial for the new firm to hire the talented employees in the company, who can handle the operational activities and understand the market trend to establish the business successfully.

For attracting new talents in the market for the new business firm, it is essential to develop the company structure and internal corporate culture efficiently, so that the workers can feel safe to work in the workplace. Personal relationship must be developed for hiring new staff in the company, where open communication, discussion as well as continuous cooperation with the employees are required for the HR managers to build strong relationship and retain them in long run (Cooke, 2018). Career progression and fulfilling personal needs and references are also useful to hire the talented staff and lead them efficiently towards achieving the company’s objectives. selection process is also necessary for attracting skilled workforce in the new start up business, and the major steps for selecting the right candidate in the company are Application, Screening & pre-selection, interview, Assessment, background check and Decision (Osborne and Hammoud, 2017). The HR manager tries to conduct personal interview in order to communicate with the staff and acknowledged their capabilities and skill set. Discussion through interview and question answer activities is helpful for the manager of the company to understand the skill and expertise of the candidate. After that, employee screening is conducted by checking background, qualification, academic performance and professional experience (Collins, 2021). Selection Tests are also there to judge the employees including Aptitude Tests, intelligence test, Achievement Tests job knowledge test and Situational tests by group discussion and proficiency test. These are effective ways to attract new talents in the market and retain the best candidate for the new start up company so that the employees can contribute positively in running the operations successfully.

Developing employees’ skills and ability

It is the role of the HR managers to develop employee’s skill and abilities in the workplace through monetary and nonmonetary incentives. For the start-up company, the HR manager is responsible to hire the talented candidate in the organisation and enhance skill and abilities in order to run the operations of the firm efficiently in the market (Carnevale and Hatak, 2020). There are different human resource management strategies, through which, the HR team tries to handle the workers and create values for them in the workplace, so that they are encouraged to perform better and contribute efficiently in the company to meet the strategic aim. The major activities of the HR team are staffing, training and devolvement, compensation and administration (Chams and García-Blandón, 2019).

Staffing is important tactics to improve employee’s skill and abilities to perform better. Employee socialisation and job analysis are effective in staffing, where the staff members feel valued and start communicating and cooperating with the management team (Chams and García-Blandón, 2019). Good placement, internal promotion and transfer for better options are also effective staffing tactics where the HR managers can meet the employee’s requirements and encourage them, to perform better. For enhancing the knowledge and professional skill, it is mandatory to develop training and developmental programs (Macke and Genari, 2019). For the new start up business, it is essential to develop good tactics for providing the scope of personal and professional development. In such context, the HR managers should focus on performance evaluation, employee training programs, managerial development and transition planning. The internal culture for working efficiently must be developed with learning and partnership working activities (Macke and Genari, 2019). The HR management team must focus on arranging training and technical skill developmental programs, as per the organisational working process and operational activities, so that the staff members can improve their technical knowledge for utilising ICT framework and other software programming to run the company successfully. On the other hand, the human resource team needs to develop performance evaluation program, in order to monitor the working progress of the staff and provide them advice and continuous support to improve their abilities in long run (Ahammad, Glaister and Gomes, 2020). Hereby, the staffing activities and the employees training programs are mandatory for enhancing their skill set and develop their personal knowledge in order to maximise the abilities of the employees.

In addition to this, for enhancing the skill and abilities of the employees, the HR managers also needs to develop administrative work and manage compensation so that the employees can get suitable environment to work and gain high incentives to meet their personal needs (Chams and García-Blandón, 2019). Pay and benefits, structured salary and compensation must be developed in the workplace, in order to ensure that the employees can get higher payments as per their abilities. Resource allocation is also essential for enhancing the skill set of the staff and support them to meet the job role. The managers must develop internal discipline and good corporate culture to protect the employee’s and retains them for long run (Ahammad, Glaister and Gomes, 2020). For administration the employment act must be implemented, in order to protect employee rights. Health and safety at workplace 1974 is necessary to protect the employees and provide them safe environment to work. Moreover, the Data Protection Act 1998 rowdies a scope to secure the data and personal information of the employees, where the managers ensure that the employees data and information are secured (Ahammad, Glaister and Gomes, 2020). Employee’s welfare can be maximised through providing them monetary incentives and developing good employee relationship. The HR managers are responsible to develop strong corporate relationship by improving trust and loyalty among the employees. Through communication and partnership working practice, it is possible to retain the employees and strengthen the employee base of the new business firm (Boon, Den Hartog and Lepak, 2019). Transparency and accountability in the workplace, continuous support and guidance from the leaders and management team are beneficial to handle the workers and lead them towards achieving the company goal (Boon, Den Hartog and Lepak, 2019). The HR manager also needs to manage equality and diversity, managing change by employee’s engagement and empowering each staff in the organisational decision making practice and retaining them in long run through continuous motivation and good structured salary.

Conclusion and recommendations

It can be concluded that, for running the organisation, the employees are the major stakeholders for the new business firm, and it is the role of the HR managers to recruit and select the talented candidate and experienced staff, who can manage their job role in the company and contribute positively in meeting the company’s goal. The HR managers must develop HR operating model, by managing the organisational operations, conducting market research as well as develop business partners and extern team, managing project, handling HR service centre and developing reporting process, so that the HR department is able to handle the workers in long run and retain the skilled employees for running the business sustainably. There are several recruitment and selection process, where the HR manager is able to hire the best talented staff members in the firm. For this new firm, it is beneficial to recruit the skilled workforce so that the employees can handle the international operations, and in such context, the HR managers must focus on the recruitment strategies such as job vacancy and advertisement, social media recruitment, campus recruitment and employee referral. These are effective for attracting the new talent in the market and also retain the experienced employees, who are suitable for this firm. For selecting the right candidate for the firm, it is essential to develop interview session, conduct employee screening and arrange test for the candidate so that the HR managers and CEO of the business firm can identify right employees, with good knowledge and skill set.

For achieving the organisational aim, it is important to have good employee base, where the HR managers try to retain the experienced staff and skilled employees, so that they can work efficiently and meet their job role. For managing the employees in this new start-up firm, it is essential for the HR manager to develop induction process and training and developmental programs, so that the leader and managers can guide the staff members and enhance their abilities in long run. The management team must focus on technical training and online skill enhancement program, so that the employees can access the study materials and improve their professional skill and personal knowledge in working as per their job roles. It would be beneficial for the organisational management team to recruit the employees and develop good staffing strategies by promotion, managing flexible workplace, good corporate culture and developing harmony and freedom at the workplace, where the employees can feel free to work and be encouraged to show their creativity in running the operations as a team. The HR manager of this new start-up company should focus on providing structured salary and performance related pay in order to motivate the staff and maximise their skill set and abilities to perform better. Through such strategy, it is also possible to meet the needs of the employees including basic needs, love and belongingness, health and safety needs at the workplace as well as the needs of self-esteem and self-actualisation. Such HR strategies are hereby beneficial to recruit the talented employees and create values for them, so that they are encouraged to work with their full capabilities for meeting the strategic aim of the firm.

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