Royal Bank of Scotland, Business Proposal Example

Targeted HR Functions- Royal Bank of Scotland

The HR department is particularly crucial in any business as it forms the centre of principal activities within an organization. The HR functions and activities ought to carry out in a transparent and strategic manner aiming at improving customer services and ensuring their satisfaction.  Most organizations have targets and aspirations of the HR function. This proposal paper discusses the targeted HR functions   at the Royal Bank of Scotland, the outsourcing process, and a plan assessing the outcome   of the proposal.

Despite the fact that the current HR functions may have weaknesses in the way of handling customers, there is a future hope, target, and a trigger that calls for change in the way the HR department works. An agenda for change and adaptation of new strategies needs establishment at the Royal Bank of Scotland, and thus he targeted HR functions will include:

The HR should deliver high quality services at significantly reduced prices, while aiming at adhering to basic rights of customers. The HR department should shift into a new culture of aiming at optimal performance instead of current administrative way of carrying out activities.

The HR department roles divided into administrative, advisory and business related. The current 60% of the HR department staff that carry out administrative roles need reduction by 25%. Some of the staff should join the current 25% lot of the advisory staff, while others should join the 15% involved in the business activities.

The HR will need to shift to a higher value-working environment, being open to welcome change, improve in terms of work relations. The HR advisory team will have to offer coaching services to the employees of various business units while aiming at adding value to the business. They could form a smaller consultation firm within the business.

It will be the function of the HR to offer managerial skills, communication and diagnostic skills. It will focus on delivering moral values to the staff in the entire business. The HR functions will also entail changing and implementing of skills of the staffs with little or no skills in the roles assigned to them. This will enhance professionalism at the work place.

Communication will mark another key function of the HR functions. The HR will take roles of “talking” on behalf of the business in all instances. This way, success o f the business slimmed down to depend heavily on potential and reliable personnel within the HR department.

The HR staff expected to spend more time in shaping of policies, influence outstanding leadership by the managers.

To arrive at these goals, a strategic approach needs employment. HR outsourcing will be an efficient practice that would help in the penetration into all the HR services, their planning and design. Outsourcing will seek to find out the degree of satisfaction of the employees, the employee relationship, and the existing enterprise culture. It will expose all the activities in the HR department, an approach that would help in the determination of the way forward.

For an effective outsourcing exercise, an effective service provider employed. In this case, The International Strategy Consultants will need employment to perform all the HR functions together with the current HR staff. They will examine the pension and health plan administration, and they will handle the necessary recruitments and health care administration. They will assess the background checks, the flexible spending account that covers medical expenses, and the employee assistance programs. This way, all the happenings behind curtains revealed.

The rationale behind the selection of the International Strategy Consultants is their vast experience as conveyed in their profile. They form a reliable service provider that will assist employees in answering their questions. The other reason is the advantages associated with carrying out the outsourcing exercise. It is cost saving, cuts on the processing time. The greatest advantage associated is the accountability that will result from the assessment. With the presence of all the workers in the outsourcing process, every staff in the HR department will be accountable of their previous, current, and expected future activities. The International Strategy Consultants have a satisfactory report of their services, thus there is no doubt they will carry out an efficient outsourcing procedure if well paid.

There is nothing as difficult as changing the culture of a place. With on doubt, the HR department will hesitate to comply with the proposal as they form the centre subject. Changing the administrative culture of the HR department would mean displacement of some staff from their current role, which may not be welcoming. Assigning the HR department the advisory role would call for reshuffling or staff training, which may not be feasible for some employees.  The managers would find it awkward obtaining advice from the HR staff while the organization’s global business strategy may not contain or comply with some of the anticipated and targeted HR functions.  This will bring in cross-cultural differences against the proposal. The organization’s global business strategy may hesitate to accept or implement the proposal. This could prolong the time of the proposal to take effect. However, upon taking effect, at the fifth year mark, a plan will be set to assess the outcome of the proposal. The HR department will be re-visited and their functions re-defined once again. A survey carried out to seek employees’ satisfaction, the general performance of the business, and the employee’s relationship with the HR department. Positive results would ascertain that the proposal was effective while negative outcomes would suggest it was unnecessary.