Human Resource Management is the backbone of any organisation. It is performed to maximise the prophets of the organisation. Being a leader of the human resource management is one of the best strategies for the administration and the employees. The study has focused on the human resource management of Deloitte in UK and hands enhanced the assistance of the employee by gaining knowledge while working in Deloitte. The success of the organisation always depends on the performance of the employees as well as the recruitment and the process of training. This helps the human resources to get activate and produce a better revenue for the organisation.
P1 Function of HRM in workforce planning of Deloitte.
In defining Human Resource Management, it can be said that it is known as a practice of any organisation related to hiring, recruiting, deploying and managing the employees of the organisation.
Deloitte US and UK incorporated multi-professional services network which is one of the “big 4” accounting organisations and the most extensive professional service network in the world (Ogunleye, and Van Belle, 2016). The services of the Deloitte are tax, audit, consulting, enterprise risk and financial advisory which has more than 2, 63,900 professional globally. The revenue of the organisation is £38.8 billion, and the headquarters is in London (Deloitte United Kingdom, 2018). Deloitte focuses on the activities which include the development through knowledge about the corporate plans and culture with the government policies adopted in the organisation. It also acts as a financial consultant in competition to PWC etc. The alteration and modification of the human resource management in the organisation has played a responsible role to facilitate and establish better communication. The individual present within the workforce of the organisation has also increased the proficiency. The HRM has also focused on tea strategy, measurement and evaluation of criteria that has helped the financial measures of the organisation (Armstrong, and Taylor, 2014). The competitive advantage right balance has achieved the goal of the balanced scorecard.
Purposes of HRM
The main purpose of human resource management is to coordinate with the employees of the organisation for the achievement of organisational goals and objective. In addition to that, the human resource management also views the employees as the assets of the organisation or an internal customer. By this process, they can provide them better job satisfaction and increase the efficiency and effectiveness of the employees. Using this internal resources as part of the competitive advantage is also one of the purposes of Human Resource Management. This department is also associated with communicating with the employees and helping them in adopting the organisational policies and culture.
The functions of human resource management are:
- Relating the goals of the business and human resources of the organisation
- Properly identifying the organisational processes and re-engineering for the betterment
- Managing the process of transformation and change within the organisation
- Stuffing of the organisation which include hiring offering the employees
- Providing training to the employees
- Listening to the Employees and responding to them for maintaining the organisational performance and providing them job satisfaction
- Understanding different labour laws and ethics for integrating it within the organisation
The primary functions performed by the human resource management in the organisation are:
Compensation and benefits: The employers price corporate performance by optimising the design and the human resource management deals with the compensation benefit and other revert programs. The yearly increment depends on the return however the benefits attracts many employees. The opportunity for working from home, good PTO, Excellent vacation, good 401k, bonus structure etc.