Student 1 - Ashamae Swyer- 1705999

Student 2 - Ebilayifa Ajilogba- 1955999

Student 3 - Henrietta Oyibo- 1923300

Student Number (s): Student 4 - Shantel Williams- 1200494

Student 5 - Sujat Miah- 1835219

Managing and Coordinating the HR Functions

Programme:(e.g. Business Management)

Module Code HR5041 Word count

Managing & Co-ordinating the HR Function Component Two
Group Pres.
Module Title: (e.g. Studying for Business)

Syed Naqavi​ Seminar Group 1

Name of Seminar Tutor:

Year: 2021/2022 Term One

In submitting this assessment, I confirm that no part of this assignment. except where clearly quoted and referenced. has been copied from
material belonging to any other person e.g. from a book. handout, another student. I am aware that it is a breach of UEL regulations to copy the
work of another without clear acknowledgement and that attempting to do so renders me liable to disciplinary proceedings.
 Introduction
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Hello, we are TalentYear!

In this presentation, we will be exploring:

• Evolution of the HR function, from ‘Welfare Officer’, all the way to the 21st century ‘HRM’;
• How Strategic Human Resources management plays a vital role within organisations;
• the impact of the Business Partner Model, including the Best fit/Best practice;
• The current ‘Employee Champion’ role, and the positive impact they have, as well as their challenges;
• The impact that Artificial intelligence will have on the function in modern-day businesses.
We will also discuss the ethical dimensions of people-resourcing strategies within an organisation, and how these functions will
improve in the unforeseen future.

From: Talent Year

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How Human Resources Evolved

 HR functions have been developed to allow for the importance of
appointing employees. (Personnel Today, 2002).
Personnel vs Human Resources
 The phrase ‘human resources’ refer to departments which manage
How Human staff and the resources to nurture talent.

Resources Ethical Role of HRM & Strategic Human Resource Management

Evolved  What is HR’s ethical role?
 Public pressure and consumer demands for sustainable and ethical
business practices.

What is Talent Management?

 Talent management is the systematic identification.
 Development, engagement and deployment of talent.
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Performance Management/ Learning and Development

 Keeping employees productive.
 Practically all companies recognise the need of investing in their
employees’ future abilities.

How Human Personal Wellbeing

Resources  Is coordinated by your HR department.

Evolved  Focus on one-on-one contact with their employees and

communication.

Best Fit and Best Practice

 High levels of training;
 Job stability;
 Strong linkages to the organisation’s performance.
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 Business partner HR Evolution

 The Business Partner Model is proactive because it helps to
What is The support the business with it’s medium and long-term goals.
 Welfare officer and industry;
Business  Policing police;
Partner  Conceived by Ulrich;
Model?  Fundamental structure for people functions;
 Evolution birth mid 1990s – further evolved since 2021
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 Evolution birth mid 1990s – further evolved since 2021 .

 Business partner in context.
 The three-legged Model.

What is The
Business
Partner
Model?  A strategic business partner leader process.
 Shared service in consolidation of process.
 Centre of excellence culture - Best fit/Best practice.
 Challenges HR management are having in these present times.
 Compensation, training and maintaining the stability of excellences.
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The Employee Champion ?

 Within a workplace, an ‘Employee Champion’ is an employee that is
dedicated to improving a certain area within the company.’ (ICS Learn,
2017).
‘Why is it important for any company striving for a great work
environment or success’ (Employee Experience Magazine, 2021) would
What is an include this role within their prospects?
Employee  Individual or a team who is responsible for evaluating the employees’
morale in the workplace.
Champion  The employee champion determines the level of satisfaction that the
Role in HRM? employees have.
How does an individual or a group become an Employee champion?
 Employee champions are normally people who outperform others and are
easy to trust.
 Unique mind.
 An eye for forming a high vibrational environment.
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Interesting
 Personnel Management was seen as an Employee Champion Role.

What is an  How useful was it for Personnel to be seen as an Employee Champion Role?

Employee  HRM has now appointed the employee champion role to an individual or
Champion team to work with or operate as an employee champion.

Role in HRM?  Dave Ulrich has explored the Change Champion role within HRM.

 Training and development

 Pastoral Care.
 Workshops/ Reflective practice sessions depending on the nature of the Job.
 Employee champion role and Trust.
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How does employee champion help HR function?

• The employee champion role in HR is a person or team responsible
Employee for evaluating the employee moral in workplace.
Champion: Examples:
Challenges  Understand employees need and ensure those needs met as far
as possible.
and Enablers  Finds the right balance between demand and resources.
to the HR  HR should demonstrate trust, sensitivity and creativity.
function  Listen and respecting employees.
• Employee champion is very important role of HR.
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Challenges that employee champion have in workplace

• Lack of clarity;
• Not all employers are willing to empower their employees;

Employee • Attracting Talent to the Enterprise: A tight labour market will more
than likely make talent acquisition a challenging endeavour for
Champion: organizations in 2021;

Challenges • Diversity in the Workplace: Organisations are on the frontlines of a

monumental cultural shift, a thought that won’t be relenting or
and Enablers any point soon;

to the HR • Managing Relationships: Job satisfaction and productivity depend

on an equitable workplace, with open lines of communication and
function strong relationships between management and a workforce.
Conclusion of findings
 To conclude this, I think that the pros outweigh the cons.
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What is ‘AI’?
 Technological systems that learn and adapt their processes to
fulfill their purpose as best as possible.
 “The science and engineering of making intelligent machines.” –
John McCarthy, 2004
How Artificial  Emergence of AI

Intelligence  Tech giants understand the need to create sophisticated AI

systems that can help businesses operate better.
affects HRM  Examples include:
 Siri - Apple
 Alexa – Amazon
 Cortana - Microsoft
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Artificial Intelligence and HRM

It adds value by:
 Streamlining daily operations;
How Artificial  Creating more sophisticated employee databases;

Intelligence  Allowing HR managers to execute more tasks within the day.

affects HRM  Some of the areas where AI helps HRM include Recruitment,
Employee Attrition, and Candidate Background Checks.
 However:
 Use of AI will create more automated systems, which could affect
job security for many within the function.
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 What we have explored

 The evolution of Human Resources
 The Business Partner Model
 The role of the Employee Champion
 The importance of the Employee Champion, as well as the
challenges they face
Conclusion  The role of AI in further developing HRM
 Future direction of HRM
 More opportunities for upskilling;
 Blended work environments (both in person and remote)
becoming commonplace;
 Adapting benefits to the changing needs of staff.
  AAAI. (No Date) ‘A Brief History of AI’, AITopics. Available at:
References [Link] (Accessed 2 December 2021).
 Betterworks. (2021) ‘8 of the Biggest Challenges for HR’, Betterworks. Available at:
[Link] (Accessed 07/12/2021).
 Biswas, S. (2019) ‘The Beginner’s Guide to AI in HR’, HR Technologist. Available at:
[Link] (Accessed 2
December 2021).
 Brown, D., Hirsh, W. and Reilly, P. (2019) ‘Strategic Human Resource Management in Practice:
Case Studies and Conclusions’ , HRM Strategy to Strategic People Management. Available at:
[Link]
[Link]
(Accessed: 24 November 2021).
References  Carter, A. (2015) ‘Ethical dilemmas in HR practice: A paper from HR in a disordered world’, IES
Perspectives on HR 2015. Available at:
[Link] (Accessed: 24
November 2021).
 Employee Experience Magazine. (2021) ‘Employee Champion Role: What Is It And Why Do You
Need One?’ Available at: [Link] (Accessed: 21
November 2021).
 Reilly, L. (2017) ‘Identifying Champions in the Workplace to Increase Morale’, ICS. Available at:
[Link]
ncrease-morale/
(Accessed: 21 November 2021).
 Institute of Personnel and Development. (2021) UK Incorporated by Royal Charter. (Accessed: 31
October 2021).
 The RBL Group. (2013) ‘Change Champion’, HR Competency Study. 8 March. Available at:
  Leonard, K. (2018) ‘Personnel Vs. Human Resources’, Chron, 29 October. Available at:
[Link] (Accessed:
26 October 2021).
 Nunn, J. (2018) ‘How AI Is Transforming HR Departments’, Forbes. Available at:
[Link]
departments/?sh=4113f9731c0f
(Accessed 2 December 2021)
 Personnel Today. (2002) ‘How HR has evolved’, Personnel Today. Available at:
[Link] (Accessed: 24 November
2021).
References  Torrington, D., Hall, L. Taylor, S. Atkinson, C. (2009) Fundamentals of human resource
management: Managing people at work. Harlow: Financial Times Prentice Hall.
 Torrington, D., Hall, L. Taylor, S. Atkinson, C. (2017) Human resource management. 10th
edn. Harlow: Prentice Hall.
 Ulrich, Dr. D. (2016) The Future of HR. 12 April Available at:
[Link] (Accessed: 17 November 2021).
 Vulpen, E. van (2019) The 12 Key Functions of Human Resources. Available at:
[Link] Accessed: 24 November 2021).
 Westfall, B. and Rogers, S. (2021) ‘5 Predictions for the Future of Human Resources’,
Software Advice. Available at:
[Link] (Accessed 2
December 2021).
 Weeks, A. (2020) ‘Talent management overview’, CIPD Factsheets. Available at:
[Link] (Accessed: 31
October 2021).
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‘If everything was perfect, you would never learn

…THANK YOU… and you would never grow.’
-Beyonce’