Human Resources Management Project

BUSINESS AND HR DEPARTMENT

Mission statement for the business:
Our goal is to assist developing businesses with human resource consulting. Our aim is to
acquire and retain customers. Everything else would fall into place if we stick to this maxim. Our
offerings would surpass our customers' needs.
Business Objectives:
To attract, grow, and maintain a diverse workforce and to foster an online organizational culture
that values excellence by: 
 Embracing the management function of the organization
 Effective communication with management, customers and employees
 Persist in pursuing cost-effective innovations and process improvement
Principles of the Department:
 Provide the highest degree of integrity and loyalty to all customers (internal and external)
and provide outstanding real-time service.
 Increase our human resources by recruiting the best applicants and keeping our most
valuable workers through a well-communicated employee value proposition.
 Provide consumers with prompt answers to Public Records requests and information
access.
 Ascertain that staff are properly educated and that departmental training requirements are
met.
 Provide consumers with online resources and assistance.
STRATEGIC OBJECTIVES AND GOALS
Recognize, create, and regularly provide superior customer service
 Recognize consumer expectations and values; create and execute strategies for providing
superior customer service; and establish successful communication strategies at all levels.
Continuing to lead and boost the work culture's consistency
 Identify, create, and enforce policies and procedures, interventions, and training to
enhance employee quality of life and the organization's "community"
 Provide leadership with techniques for quality development in order to enhance the
human resources work climate.
 Organizational diversity should be valued.
  Maintain a constructive approach to employee relations and minimize legal costs
 Encourage a healthy work-family balance
 Recognize and reward individual and team efforts
Highly qualified and diverse candidates
 Streamline, strengthen, and convey the recruitment process' effectiveness, while ensuring
that the process is still defendable.
 Determine and adopt aggressive methods for hiring for critical positions
 Additionally, the incorporation of technology into the recruitment process
 Facilitate successful recruitment processes that result in the filling of senior management
and senior level roles
 Develop novel methods for attracting, acquiring, and retaining skilled employees
 Create cost-effective motivational tools for the younger workforce
 Instruct management on how to recruit for the specific needs of their department's
performance.
Align the best business practices and total compensation philosophy in order to recruit and
retain skilled personnel.
 Maintain an up-to-date overall compensation and ranking system in order to attract and
maintain top talent.
 Evaluate and resolve problems relating to employee retention
 Concentrate on developing an Employee Value Proposition that satisfies both the
employee and the organization's needs.
HUMAN RESOURCE MANAGEMENT STRATEGY AND TACTICS
The growth of the business necessitates the addition of a skilled workforce in the related sector.
At the moment, the company has a sufficient number of staff to carry out daily operations
effectively. In the future, as the business expands, it will need additional personnel.
The Human Resources Department is structured as follows:
 Chief Human Resources Officer – accountable for developing the company's vision and
strategy.
 Human Resources Director – accountable for the company's mission and plan execution.
 Human Resources Manager – supervises and supports HR professionals with their
everyday jobs.
 Human Resources Specialists – three workers – these individuals work in a variety of
capacities within the Human Resources department.
 Compensation and supporting documentation
 Interviewing
 Evaluating the job process and implementing a bonus scheme
  Individuals Data Analyst – creates a database and the resources necessary to access and
change the data.
Recruitment of new hires
The strategic plan anticipates that the business will expand every six months. This implies that
new personnel must be recruited during this time span. According to the strategic plan, the
organization expands and recruits new employees every six months. As a result, the recruitment
process for new hires begins every five months. Their employment is for a period of one month.
We need five people to work in the technical department as Technical Support and five people to
work in the customer service department as Customer Service.
 Technical Support – reacts to technical problem alerts, analyses the problem if necessary,
and resolves the problem or escalates the issue to a supervisor.
 Customer Service – answers customer questions and creates payment connections.
Prepare a recruiting strategy for new hires
Hiring new workers is a time-consuming procedure that involves the screening of applicants for
specific positions. After an HR manager reviews all applications, only those that are approved
for the position are interviewed.
 The Human Resources department's position in recruiting new employees
The human resources director is responsible for developing promotional materials that will draw
the interest of individuals that possess the requisite characteristics. These characteristics include,
but are not limited to, technical competence, foreign language proficiency, field experience, and
organisational skills.
The human resources manager reviews resume and examines applicants based on the details
contained in their resumes. Following this procedure, the manager provides a list of accepted
applicants to the human resources professionals who are responsible for initiating
communication with work candidates.
Human resources consultants hold interviews with applicants chosen by the human resources
manager. A comprehensive plan has been developed for the interviews that the specialists will
conduct.
After performing work interviews, the human resources manager makes the final hiring decision.
He is in charge of preparing the paperwork required of new hires, as well as pay, pension, and
health insurance.
When applications are accepted, human resource professionals are responsible for contacting all
applicants and soliciting input. Applicants who are accepted will receive additional details prior
to the start of their training.
 New employee training
Training must occur within one month.
The newly qualified workers will be divided into two groups of five individuals, each with a
mentor who possesses technological expertise and leadership abilities.
This training is led by a technical professional who has successfully completed management
training. He serves as a mentor to the students. The instructor must be a supervisor from another
department, such as technical support or customer service.
There is a probationary period during which both the employee and the organization's leaders
will determine their willingness to work together. After successfully completing training and the
probationary period, the employee assumes the assigned role individually and is initially
supervised by a team leader who assists him in filling in gaps and holds him accountable for his
performance.
After new employees have been educated, the People Data Analyst gathers their resumes and
enters them into the HR department's database. An individual data analyst must possess
organisational, analytical, and technological abilities.
 Additional training for new employees
Jobs dictate the types of skills and abilities that each employee in the organization must possess.
The most critical are technological expertise, communication abilities, and administrative
abilities.
The company's current employees' strengths are their strong technological and communication
abilities.
Communication skills are essential for providing excellent customer service. The company's
team of experts solves technological challenges and develops tools to facilitate productive and
quality work.
There are employees who have not yet successfully joined the job process. To ensure that the
company can afford their training, the company monitors the quality and productivity of their
work.
There are workers who lack effective communication and leadership. Current employees develop
their skills through their jobs.
The organization must be able to provide additional training in the appropriate field to inspire
workers to improve their skills.
 Transferring staff between positions. Recruiting from inside
Employees are transferred from one job to another (Internal Recruiting) with the employee's
approval and on the advice of his team leader. If the team leader believes an employee is
qualified for a higher role and the employee's current position is filled by another employee from
the organization, the employee is subjected to a brief interview and tasks to ascertain his level of
experience for the new position.
This is most often the case when the business is expanding and additional staff is needed. In
these instances, new hires are hired in entry-level roles to familiarize themselves with the
company's culture, and once they demonstrate their expertise, abilities, and experience, they may
advance to a new role or even another department within the company.
Instruments, personnel, climate, financial constraints, and deadlines
 Deadlines
Recruitment of Human Resources personnel – 1 month
Constructing a work environment (software for video calls, chat, VPN, and database
management, among other things) – 3 months
Recruiting technical and customer service personnel – six months
 Instruments
Video conferencing apps
Technology for online training and assessment
Tools for online document management
Infrastructure for internal usage infrastructure for online chat applications
 Resources
Each employee must have a work laptop.
A license for online chat software is required.
The organization's human resource department
 Human resources are critical to the success of every company where people work. They
contribute to the organization's culture, growth, and recruitment.
 Human resource directors and experts are positions within the company.
 Today, human resources' function is defined by the process of recruiting, hiring, and
retaining employees, as well as their overall well-being in order to facilitate a productive
work environment.
Responsibilities in Human Resources
 Recruitment of personnel
 Consultation
 Organizational growth training
 Guidelines for managing communication performance
 Compensation and rewards
 Collaborative work
 Employee Relationships Guide