I’m studying again!

Yep, I am a busy mama bee. That’s why this is the first post I did for 2011. :p Anyway, as part of my curriculum, this is some of my insights regarding the units I’m currently taking. Feel free to share your opinion:

• What commonalities can you identify from the findings, eg are all the HR functions the responsibility of a nominated HR officer/manager?
• Is it more likely that there will be a dedicated HR unit the larger the size of the organisation?
• Who undertakes these functions in a business that doesn’t have a dedicated HR unit?
• Do more businesses use HR generalists (HR practitioners who cover the whole general range of HR functions but are not an expert in any particular area) or HR specialists (HR practitioners who are an expert/specialist in one particular HR function e.g. an OHS or training & development specialist)?
• Is there a link between the industry category, high priority issues and the structure of the HR unit/functions?

The commonalities are that every company needs to follow the current employment legislations whether it be with regards to the Equal Employment Opportunity (EEO) or the Occupational Health and Safety (OH & S) Policy. Whatever function the company’s HR department has, it still has to adapt the ongoing legislations.

 The trend now for larger companies is to outsource offshore for some HR functions.  It’s showing that 25% of all business processes, including HR processes, are moving to hiring people overseas mainly from India, Philippines, and China. Aside from it being less expensive to do that, they can also be guaranteed of people doing this processes in a highly skilled level.

 That is just one option for companies who doesn’t have a HR unit. Another option is to just hire an HR consultant who will do HR function for them. With this, they can make sure that they only pay when they need these functions performed and not pay a regular salary.

 Many companies are using an HR generalist in the sense that it provides a holistic approach. Also, the companies can also adapt the growing trend to just hire a consultant if they would need a specialist on a certain aspect of HR, which they can only pay when they need them, and not on a regular basis. This will save the company some money and time from a hiring a HR Specialist.

 There is always a link in the industry category of the company, high priority issues within the company and the relevant HR functions they must focus on. For example, for construction companies, they must focus on relevant OH&S policies and procedures for staff doing construction jobs. This is also true for manufacturing companies where they should always make sure that significant OH&S policies are in place to make sure the workplace safety.

Do you agree or disagree?

HR practitioners must demonstrate a higher level of ethical behaviour than other managers.

 I think that everyone, not just the HR practitioners should have a high level of ethical behaviour in any organization. That includes the staff, and  the people at the management, even the owner of the company. We are all human beings, and that’s why in our everyday dealing with the different stakeholders in the company, ethical behaviour should be practiced promoting fairness and equality. That is a basic right of every human being, to be treated equally.