Assignment Part A: Learning and Development Report

Learning and Development Report
Student’s Name
Institutional Affiliation
Learning and Development Report
Introduction
Human resource departments are accountable for sustaining viable communication between workers and employers. From controlling organizational principles on prejudice to employing and sacking workers, human resource specialists do distinctive jobs related to maintaining this aspect of communication (Collings, Wood & Szamosi, 2018). The British Red Cross enterprise requires a proficient human resource consultant to enhance sustainable development of the enterprise. According to Noe et al. (2017), human resource management is not restricted to one area of specialization in an enterprise; human resource administrators oversee human resource departments and offer additional managerial support for proficient management among the workers (Noe et al., 2017). Similarly, a human resource consultant has the responsibility to authorize human resource experts and supervise different duties in the institution. In essence, the human resource management is a major part of an organization since it deals with the recruitment of workers in an enterprise, hiring, doing background and reference check, payroll administration, compensation planning, implementing medical and safety, lawful conformity, and a skillful human resource consultant can offer all the relevant information.
Critical Overview of the Area
At the British Red Cross organization, human resource management plays a crucial role in enhancing the prosperity of the enterprise. They offer general and special advice to companies, improving their developments and the development of their career. Generalists and specialists are consultants who provide different ideas on the development of the company (Noe et al., 2017). Generalists usually assist the business with employee requirements such as working on projects of the organization and recruiting new workers. The departments that the human resource generalist supervises oversee the hiring process, staffing, management, benefits and compensation, and overseeing the health and the security of people in the enterprise (Collings, Wood & Szamosi, 2018). A specialist must be proficient enough to ensure that people understand all the required strategies that they should implement in an organization. Mostly, even the human resource manager can consult the human resource consultant to understand some of the issues that should be rectified in an enterprise.
Recruitment is a significant role for human resource consultants. They assist the organizations in recruiting the best candidates by scrutinizing their skills. They explore job seekers’ talents using records that show their capability (Lin, Ho & Shen, 2017). Also, they assist in identifying the ability of job seekers through their social media platforms such as LinkedIn, Facebook, Instagram, and Twitter. Through such a strategy, it becomes easy to identify how people interact with others in the social media platforms since it is the same expertise that they exhibit in real-life situations (Rothenberg, Hull & Tang, 2017). Consultants usually work with the job seekers from the first meeting, all the way to the last stage of the hiring process. As such, they get a lot of information concerning the employees and assist human resource management in the recruitment process.
A human resource consultant will offer advice on areas that the human resource management should focus on at The British Red cross-organization. Research shows that focus is hard to attain when the principal aim of the organization is disaster management (Sparrow, Brewster & Chung, 2016). There are different forms of issues that face people across the world, such as emergencies, natural, and human-made predicaments, and the human resource consultant has to strategize on the measures to be implemented to achieve all those goals (Busler, 2017). Focus usually means that the organization has to channel the necessary resources to the critical departments that require urgent needs (Tezel, Koskela & Tzortzopoulos, 2016). As such, the human resource consultant has to offer all the information regarding an issue. One has to access the areas that require more resources to meet the goals of the company. For instance, in the production sector, there should be skilled personnel since they form the basis of the company’s operations. It is a critical part of the organization, and the human resource consultant has to monitor it well.
Two primary obligations have steered the goals of the British Red Cross, and they are all enhanced by the human resource consultant. The services that the organization offers through the International Red Cross and Red Crescent Movement are enhanced by the human resource consultants (Tezel, Koskela & Tzortzopoulos, 2016). It involves the experience from the domestic services that should be accessed by the human resource consultant. He or she advises the managers whether the same services should be offered internationally or not (Lin, Ho & Shen, 2017). Disaster management is a critical undertaking that requires much expertise from the human resource consultant. As such, one should access all the areas that require special attention and others that do not need much effort. It is the responsibility of the human resource consultant to ensure that all the areas are attended well, and the goals of the company met.
Honesty and areas that the organization needs to respond during the times of crisis is a primary goal of The Red Cross Organization. Often, the strategy involves looking beyond the instantaneous tragedy, response phase, and reflecting on the approaches that should be implemented to curb the menace (Tezel, Koskela & Tzortzopoulos, 2016). The human resource consultants should be the ones who indicate particular areas that need such emergencies since they have all the information regarding the organizational sectors. The emergency cases, for instance, need a sustainable solution (Lin, Ho & Shen, 2017). The consultant should ensure that the manager and other personnel are equipped with the relevant reports that enhance their commitments. One-on-one conversations are critical since they enable the open sharing of ideas and discussion of challenges that the company faces and address all the issues within a short period (Sparrow, Brewster & Chung, 2016). They discuss how change may be implemented and how it will positively impact the organization
Diagnosing the issues
The angles in which workers are managed are critical for the development of any enterprise. It creates a competitive advantage since the human resource consultant enhances the internal and external effectiveness of an organization through a tactical division of labor and specialization. Human resource practitioners also play an increasingly critical role in exploiting the efficiency of human resource departments (Lin, Ho, & Shen, 2017). They support the workers by offering proficient ideas that enhance their collaboration to work towards the stipulated goals of the enterprise. According to Nankervis et al. (2016), people performing the human resource roles should be equipped with different expertise that supports the expectations, disputes, and the position of all the members (Nankervis et al., 2016). Nevertheless, the human resource consultants face a lot of challenges in the recruitment and selection, emotional and physical stability of the workers, the balance between the workers and the management, training, development and compensation, performance of appraisal, and dealing with the trade unions.
During recruitment and selection, getting the appropriate applicant for employment from different applicants becomes a problem for the human resource consultants. One has to make a proper change in the selection strategy to ensure that the best-fitted applicant occupies the position. In most instances, there may be disagreements between the human resource consultant and other managers (Rothenberg, Hull & Tang, 2017). They usually have differences in their opinions since one may think that a particular applicant has the required expertise while another human resource personnel may identify some drawbacks in the interviewee. As such, disagreements may arise, delaying the decision-making process, especially where many managers are involved in the selection. In most situations, the new employee requires training and guidance to fit the job description in the company, and such an approach requires human and financial resources of the organization.
Emotional and physical stability of the workers is another challenge that the human resource consultant faces in an enterprise. Deciding the salary that workers should be paid is a challenge in the contemporary world (Jabbour et al., 2016). Even though there is a set amount for every worker, there are some situations where workers need higher pay, whereas there are others where they need to be paid less. The human resource managers and the consultant should sustain an appropriate balance for workers (Angrave et al., 2016). One should try to understand the needs and the feelings of the workers and encourage them to achieve the stipulated goals of the company. Also, there may be disagreements between the human resource managers and other experts who feel that there should be a fixed amount of salary that the workers should be paid (Albrecht et al., 2015). As such, decision making becomes ...