Human Resources Functions Essay

The Human Resources department (HRD) is responsible for Human Resources Planning at Alstom and most other epic c atomic number 18es. This means they flummox a number of main responsibilities to stumble accredited that the business is planned and rill well. At Alstom the HRD shake up to plan in front and make verit adequate they have the correct number of suitable employees for the business. In order to do this Alstom mountain out to to the full understand the contract on the labour party market in their atomic number 18a. The main things Alstom look at atomic number 18 Availability of labour Competition for workout and placements Local employment trends Skills shortagesThese atomic number 18 all very chief(prenominal) as they highlight what is acquittance on in the labour market and what may affect the leavening of Alstom. Availability of labour shows just how many mickle there atomic number 18 on offer for employment in Alstoms area, which reveals to them how many people there are to choose from when recruiting. Competition for employees shows whether demand for labour is change magnitude because competitors are expanding or whether demand is dropping because competitors are having to make redundancies. This in addition send word affect wage range when recruiting, because as demand increases requital rates are caused to rise. This is because it is harder to recruit the well(p) sort of employees and so companies have to offer wear out pay conditions in order to attract the even off screwdidates to their business.Local employment trends imply how much labour is available and evoke whether it go forth be easy or difficult to recruit. It also shows if a local competitor is discarding labour and so provides an advantage for Alstom as they can employ these who have been made redundant, as they will have the skills and the sleep with essential. Skill shortages are very valuable statistics to Alstom as they reveal when the ski lls wished in their industry are dropping in the labour market, which can be very costly to the business when it comes to recruiting. If the skills they imply such as degrees in manufacturing and engineering begin to fall, becausece wage rates will rise and the competition between Alstom and other companies to recruit these graduates will red ink quite fierce. However, to help this problem Alstom are quite fortunate as they have already set up their own training plot to make sure they are achieving the skills they need.At Alstom they also review how labour is progressing in spite of appearance the business. They calculate Succession Sickness rates Accident rates Age Skills & training Wastage rate labour turnoverThis is very burning(prenominal) because by using and mind these factors and statistics it can be seen where Alstom may need improving and where things may have to change. For usage, if accident rates are high, they may look into why people are so many accidents an d what from, and so forth By doing this they see if there is anything they can do to help this mail service and prevent this from happening as much. Alstom can also make better decisions about their staffing from these statistics and can analyze the success of the HRP and improve where it is needed.Recruitment & plectronAt Alstom it is the HRDs responsibility to recruit and select employees into the business. At Alstom they have four main objectives when recruiting staff, which are all very important. They are important because these objectives outline the essentials that are needed in recruitment and selection to expression a solid foundation for the business. These objectives are Helping the growth of Alstom ameliorate by changing subscriber line roles within Alstom Improving by employee familiar promotion within Alstom Filling resignation, retirement or dismissal vacancies within AlstomWhen additional or replacement personnel are required, here are what the main responsibil ities are throughout this process The Recruiting Manager (RM) will have sex a Personnel Requisition (job family model, profile & job description). It is returned to HRD for action. The Human Resources policeman (HRO) advises the RM on the Personnel Requisition and will consult with them regarding sourcing the vacancy. The post is announce internally prior to/parallel with external recruitment procedures (managers are not permitted to contact any external agencies directly without prior agreement from the HRD). cozy applicants should complete an Application for Internal involvement form applicants manager must authorize. External applicants complete an Application for External Appointment form or submit a CV. Internal applicants are screened by the HRO and forwarded to the RM. Selected applicant interviews are then arranged via HRD. Internal candidates not selected for interviews are notified by HRD. Successful internal candidates have their current manager aware by the HRD and are formally offered the job via their manager. They then have 10 days to accept and the two managers agree on a release date. External applicants are screened by HRD and suitable applicants are forwarded to the RM for selection. Interviews are then arranged via HRD for short-listed candidates. The successful candidate is issued the New Starter Advice by the HRD, in liaison with the RM. The candidate is then offered a placement subject to a pre-employment medical examination and at least one previous employers reference and evidence of qualifications. The candidate then has 10 days to accept afterwards which time the offer becomes invalid.This process is very important to Alstom as it makes sure that recruiting and selecting is done accurately and fairly. If this was not done appropriately then the business could suffer as the wrong recruit for Alstom may be selected overdue to the process being carried out inappropriately and poorly. The candidates may also kick if they feel t hat the process was not carried out professionally and fairly, which would obviously not benefit anyone.Performance ManagementAt Alstom they have several slipway of measuring and managing the functioning of their employees, all of which are very important. They are important because they enable managers to oversee and supervise the performance of employees and make sure they are working to their full po tennertial and so therefore see whether they are benefiting Alstom and doing their part to ensure the business operates to its full potential. It also helps Alstom to see which employees may need help and what they may need help with. Many of the shipway are connected to the training. These are the methods they use Standards At Alstom there are set standards for each job role that have to be met in order for the work to be regarded as high performance. There are four sets of standards for different levels. These levels areGroup leadersMiddle managers senior(a) Manager (operations )Senior manager (strategic)These standards for each level are to be met and are used to measure out the skills and the effectiveness of the employee as well as to assess whether they are working efficiently enough for Alstom. These results are then reviewed and worked through in an individual appraisal discussion. Objectives At Alstom objectives are set and defined and help employers to ensure that employees are working to a good standard. Setting objectives also helps the employees by stating the important guidelines, which need to be followed in order for them to do their job well. There are ten objectives, arranged in two groups. Technical Objectives and Business & Personal Objectives. here is an example of aBusiness ObjectiveB4 = Personal SkillsTo be able to operate effectively in a group endeavor Self-assessment At Alstom they ask employees to carry out their own self-assessment after reading and understanding the standards. They are given a suggested method and have guidan ce along the way. This helps both the employer and the employee. It helps the employer to understand what the employees own personal opinion of their performance is, where they may feel insecure and want some help, how confident they are within themselves, etc. Self-assessment helps the employee by allowing them to input their own thoughts of their performance, shows where they may need to put most of their effort, assess how they are coping meeting the jobs criteria, etc. Therefore, it helps both the employer and the employee to assess and manage individual performance. criterion production At Alstom they also carry out some measurements of production. An example of this is Graduate Retention. This is an important method of performance management as it shows clearly what Alstoms internal statistics are and helps the business realize and assess where improvement may need to made and which areas are struggling to run well. For example, if graduate retention is increasing then they will need to make changes and improvements to bring this statistic down and therefore benefit the business.Training and developmentAt Alstom they have a process for Training and Development (shown on attached page). The main responsibility of HRD is to make sure that this process is carried out and that it is fully introduced and explained. Training and Development is very important to Alstom as it ensures that employees l soak up the right skills for the job and it makes sure that they can do their job well and efficiently. It helps employees to earn the skills, qualifications and experience that they want/need and it benefits Alstom as it enables them to run better and to a fuller potential and efficiency because their workers are well trained and developed.