HR4005 Managing People

HR4005 Managing People

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HR4005 Managing People

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HR4005 Managing People

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Course Code: HR4005
University: University Of Central Lancashire is not sponsored or endorsed by this college or university

Country: United Kingdom

Describe the Managing People For Employee Improvement Plans.

Human Resource Management
Human Resource Management attributes to the core of ideologies, approaches and processes for the management of relationship amidst the employer and the employees (Nick, 2016).The nature of HRM enrols features like he motivates employees and hence their productivity increases, works continuously, secures maximum contribution. He is also extensive in nature, action-oriented, development oriented. The best quality of HRM is that they are innovative, integrates human assets, individually oriented, focuses only on results, takes care of inter disciplinary functions.
Functions of HRM
The major functions of Human Resource Management team include recruitment and training, organisational development plans, evaluating work, employee improvement plans. They maintain record keeping for the business and manages the benefits and payrolls provided to the employees along with this they manage change, maintains employee relations and also ensures conformity of labour laws. HRM tends to develop and maintain a workforce to attain an objective in a persuasive and productive manner (Arthur, 2004).
Principles of HRM
The key principles of Human Resource Management which makes an HR transparent and relevant includes: Recruitment till Retirement(planning, selection, training and development, salary structure, performance assessment, job evaluation, staffing, directing and controlling of people),Hire for  good attitude(it is beneficial to hire a fresher with high attitude rather than a candidate who has good experience but bad attitude, good attitude help the employee to absorb knowledge and skills faster),Determine attitude over intelligence(helps accomplish organizational goals and objectives),Hire steadily and fire fast(hiring the right talent or the organization with right mind set and skills is a slow process, but if an employee is not fruitful for the organization should be fired immediately),Remove complexity(if an organization is simple it will help in achieving excellence and effectiveness),Have knowledge of all other areas to become leaders in the organization, Must serve people with pleasure without any sort of pressure (Armstrong, 2006).
Characteristics of HRM
The main attributes of HRM approach are: improving the quality of the employees, improve efficiency of employees. They also help management to implement techniques for organizational development and maintain harmony among the employees. They are diverse in nature and focuses on business values. They collect suggestions from the employees and upkeep the discipline of the company. (Armstrong, 2006).
The HRM manages the people by establishing effective practices like providing efficient training and development, providing rewards, motivating employees, engaging employees in work of their choice, maintaining fair supervision, communicating and understanding problems of employees.
Introduction and Company Strategy:
Oracle Corp. is among the best IT companies which provides enterprise computer hardware and the software required for the product and its services. The company is systematized into the following fields: Software Development and Cloud, Hardware Systems and Services of the products. Oracle Corporation was founded by Robert Nimrod Miner, Edward A. Oates and Lawrence Joseph Ellison, on June 16, 1977 and it’s headquarter is located at Redwood City, CA.
Oracle Corp. aims to launch software products which can be easily accessed and are engaged with new technologies. The essential prerequisite for Oracle’s profitability and growth is the diverse workforce (Oracle, 2017).
Adaptation to new Laws and Rules
Managing with the new employment laws is a challenge for Oracle’s HRs. Most of the times they try to ignore the new rules and regulations, with an assumption that they are not applied to their company. But this can result into lawsuits, audits and even the company can get demised.
Unstable Management
As employees get many other options so they leave the company also the strategies and processes keeps on changing.
Workforce is distributed with in Training and Development Department
The distribution of lower-level employees in the training and development program is another problem faced by Oracle’s HRM. The resources are getting wasted as employees on front line are high assets to the company and they do not have time to take a training course.
Acclimate to Innovation
As many technology changes are taking place and the demands of the market it went hard for the employees to embrace innovation and learn new technology so quickly and hence it leads down to huge loss to the company.
Recruiting Talented Employees
Recruitment process is a huge investment of time and money. Also a team is needed to conduct this process which resulted in loss of workforce and money. And it was difficult to put right person at right place.
Retaining Talented Employees
To retain talented employees the company was forced to pay them good and provide them with the facilities like retirement plans and expensive insurance plans and hence employee turnover affected the business growth. And paying huge salaries to the employees results in loss of cost of the company.
Workplace Diversity
The workplace diversity is one of the factors which is a continuous challenge for all the organizations, and this was specially found in Oracle. It gets very difficult to create a friendly work culture because of the diversities. The risk of lawsuits when the company fails to protect its employees from any type of harassment is absolute. (Harvard, 2014).
The key steps which ORACLE took to overcome from these problems and the trends the company is following now are,
ORACLE’S HRM: A Look at its practices, protocols and planning
The main aim ORACLE made was to keep its employees happy in all possible ways.HR followed a strategy and started hiring smart people rather than people with experience. Oracle’s HR followed its own created approaches one of which is providing benefits and extra salaries to the best employees which keeps the employees motivated and engages a feeling of competition among the employees. Oracle finally attained a good position with the help of talented and diverse workforce which is handled very nicely.
The main focus of Oracle Corporation is on HR management as the company will get profits only when the management of the company is good. During the training and development program every employee gets appropriate support and required guidance. The policy of HR also includes assistance and care of the employees so that they get environment-friendly. Apart from this, performance is accelerated with the usage of new and advance technologies. Oracle has its own Oracle Human Resource Analytics Dashboard which provides the workforce information which is needed to analyse workforce staffing and productivity.
Oracle’s HRM uses policies which retains the best talent and also creates an innovative work culture which makes the environment good for working. The HRM team undergoes following functions,
Recruitment and Staffing at Oracle:
Oracle hired good paid professional HRs and hired few from outside especially for recruiting who are experienced so that the right person is assigned the right job. Every year, Oracle hires more than 7000 new recruits. People who are highly talented and have a good attitude are the main focus of recruiters. Recruiters also take culture and diversity into consideration while recruiting as if the employees will be more compatible with each other they will give high productivity to the company. As the employees conducts the basic functioning of the company therefore for hiring new staff the company makes a lot of investment. Recruitment process is not just the work of HR, but of the whole organization to is a part of this process. Oracle started partnering with other IT companies to get the best workforce. The whole process needs a lot of planning along with the coordination of other departments. The main members of HRM team are candidate developers, recruiting research analysts, process coordinators, and candidate screeners.
Performance management at Oracle:
Oracle’s HRM has to handle a major authority and so consists of large number of people. Oracle’s HRM team makes sure that each and every employee gets equal opportunities to grow and learn. The main strategy of the team is to provide good awards and excessive benefits to the employees to retain the talented employees and can nurture their talent. The payment policy is revised according to the performance of the employee. The employees can give the best, Oracle’s HRM keeps in mind few things, which includes that a person is assigned a task of his choice, so that everyone can learn gradually, each employee feels being recognized for his contribution (Oracle, 2017).
Training and development at Oracle:
Oracle’s HR policies changed and now aim employee comfort and empowerment. Now the company is devoting more than required, to preserve its best talent. Oracle has created a work surrounding which motivates endless learning. Employees get chances to evolve continuously by learning and they eventually grow. Oracle has started to conduct exclusive training and development programs which involve and evaluate their presentation skills, content development, management and leadership and also classes of many foreign language and  diverse culture are provided. They provide orientation and training program which is monitored by a special group of experienced people (Oracle, 2017).
Learning and development is considered as an essential part by the HRM team. This learning and development team works on various types of leadership programs for developing good leaders for Oracle. A minimum of 320 hours of training and development is mandatory to attend for all the employees at Oracle. There are various plans for the Oracle employees if they are interested to pursue higher education. The Stanford Centre for Professional Development is offered for employees in whom they can participate via video conference classrooms while they are on site at Oracle headquarters. Students are free to questions and interact with the teaching assistant and their classmates from their desktops. Oracle’s global education gives a privilege to the employees to take leave up to 5 years along with this a fixed amount is reimbursed to the employees who are undergoing further education.
 Benefits and perks:
The provided benefits to the employees of Oracle is an analytical part of Oracle’s HR approach and devised in a way which inspire innovation, creativity, collaboration along with motivation. The employees have flexible working hours, onsite gym, generous parental leaves, retirement saving plans, pets are allowed, casual dressing i.e. business formals are not mandatory, health benefits, free gourmet meals, onsite medical care, expert help with financial management. The amount and types of benefits provided by the company affects the liable output given by the employee. The core objectives of these benefits are to keep the employee motivated so that he provides fruitful outputs. The benefits provided by Oracle to its employees are highest in the market.
Exclusive employee friendly policies of HR:
The environment at Oracle is mainly focused on admittance. The employees and their talent is valued the most. Whenever any product is released a suggestion meeting is organised in which the employees can give their suggestion with respect to the development of the product. And before the product is finally released in the market the employees provide their feedback on operations and  major countenance of the product.
People Management:
Oracles uses strategic human resource management(SHRM) which is a function of management which calls for development of policies and HR programmes which are coordinated with business strategy to accomplish objectives of the company along with the future directions.
SHRM’s main aim is to assure that HR practices are coordinated with the strategic objectives of ORACLE. Undergoing SHRM policies also examines external opportunities and hazards to the company. The main aim to implement SHRM is to ensure whether the business basic needs and demands of the company along with the individuals working and unified rights of the employees are meant to be fulfilled by the application of this programme (Armstrong, 2002).
The main objective of this study is to understand the problems faced by ORACLE in its HRM and how the company recovered from it. The basis analysis made from this study is that the HRM function is a vital feature at Oracle and it aims to benefit the organisation’s foundation by hiring and employing the efficient and effective people. Except the technological capabilities, ORACLE ensures effective HR which leads to the company’s development. HRM at Oracle chase a policy which says how to gaze maximum output from an employee.HR managers started using workforce skills to accomplish environmental opportunities along with this they started using employees with peculiar qualities.HR follows a strategy and hires smart people rather than people with experience. Oracle’s HR follows its own created approaches one of which is providing benefits and extra salaries to the best employees which keeps the employees motivated and engages a feeling of competition among the employees which results in attaining the business goals and hence the company gains profit and have attained a good  reputation in the market.
Oracle is progressively gaining a good position in technology field by using a better recruitment policy and the effectiveness of this can be seen in future.
Armstrong, M 2006, A Handbook of Human Resource Management, Kogan Page Limited, United Kingdom.
Armstrong, M & Baron, A 2002, Strategic HRM: The key to Improved Business Performance, CIPD Publishing, London.
Arthur, D 2004, Fundamentals of Human Resource Management, American Management Association International, New York.
Bhattacharya, B 2016, How to fit Organisational Development in HR Roles, viewed on 7 December 2017, <>.
Danila, L.M. 2014, Current Trends in HRM, viewed on 6 December 2017, <>.
Harvard Business Review 2014, The Age of Modern HR, viewed on 6 December 2017, <>.
Holbeche, L 2012, Aligning Human Resources and Business Strategy, Routledge, UK.
Oracle 2017, Benefits, viewed on 7 December 2017, <>.
Oracle 2017, ORACLE HUMAN RESOURCES ANALYTICS, viewed on 6 December 2017, <>.
Oracle 2017, Training And Development, viewed on 7 December 2017,<>.
Parry, E, Stayrou, M & Lazarova, M 2013, Global Trends in Human Resource Management, Palgrave Macmillan, England.
Patidar, M 2014, Nature and Scope of Human Resource Management, viewed on 5 December 2017, <>.
Rees, R.T. 2007, ‘The role of HR in organizational development and innovation’, Employment Relations Today, vol.33, no.4, pp.29-35.
Sims, R.R 2007, Human Resource Management: Contempory Issues, Challenges, and Opportunities, Information Age Publication, US.
Wilton, N 2016, An Introduction to Human Resource Management, SAGE, California.

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