1. Project cover

Project title

Enhancing the HR department

 Client name

‘Hass’ corporation

 Date

2. Abstract

 Apex consultation specialized in offering managerial and administrative services through human resource and accounting concepts at the firm’s disposal. Apex consultancy firm have been offering enhanced HR department solutions aimed at improved performance of all the aspects of a business entity’s management. By enhanced human resource department operations, the Apex firms ensured the streamlined recruitment processes, which selects talent and gives a wide range of HR consultation services, from small, medium to large-scale business enterprises (Chelladurai, & Kerwin, 2018:112). In addition, the firm can reply to human resource requirements that the firm has no time for and meet the needs effectively the consultancy firm has lensed a helping hand to business, which faced hard economic times, characterized with deregulated markets and the unpredictable consumer tastes. To complete favorably with other rival companies, they seek professional help from the consultancy firm and the firm then had to take the initiative.

3. Table of content

 

 

4. Background

Apex and associates also aimed at reshaping the  field of  young start up German companies  by offering services such as accounting, management improving all the departments of  the young start up organization. It has had a head office in HK, PA with 65 employees (Hill, Jones, & Schilling, 2014:117). The services offered imply that the company would produce financial records, track commercial revenues, and expenditure and hence would be able to administrate and coordinate the financial activities of another firm through consultations. The only thing that makes the firm unique is the ability to use financial records long term planning by diagnosing unhealthy spending behavior in other firms. The firm has for long struggled with keeping records and due to a poor HR systems hence the client has challenges keeping track of its general performance. The aim of solved business issues through the HR department is to upgrade the delivery of the work force and cater to the immediate and indirect needs of the staff. There is nothing that can take shape without the workers (David, 2011; 45). All of a firm’s procedures pass through the hands and expertise of its workers. It is through the workers one gets the chance to implement the management strategies. At end of it all, the success of an organization depends on its workforce. Putting HR at the center of its solutions, Apex is able to formulate sustainable solutions to challenges based on the HR challenges observed and perceived.

 

 

It goes without say that accounting is necessary and essential for any business, either small or a large-scale. Each company needs to keep records. In 1494, Luca Pacioli first described the system of recorded financial data in a double-entry style as accounting. However, as time passed by the need for more sophisticated methods of keeping information emerged and reliable accounting systems came up (Ackermann, & Eden, 2011:179). Consequently, the rise of corporations created the need accounting   services through independent firms. Moreover, in recent times most accounting firms specialize in giving quality services and consultations.the firm’s interest and curiosity in consultation services field grew as I interacted with the profession in many multiple levels within my community (Al-Omari, Abu, & Khasawneh, 2013:201). The knowledge I have on trading skills was enough to motivate me in venturing further into the field and what offers. In fact, trading skills gives me the chance to predict changing market dynamics and integrate the knowledge of accounting into the firm hence helps to cater to the managerial needs of various organizations (Brewster, Chung, & Sparrow, 2016).

5. Research questions and objectives

To determine some of the human resource challenges faced by corporations

 To establish the relationship between workers’ performance and level of their expertise

To formulate sustainable management strategies in line with human resource policies.

What is the relationship between human resource management and staff skillsets?

6. Research method

Research design

 Qualitative research design will be the main methodology used for the project. The  reactions of the participants through interviews will also come into play in this methods. However, the aim of the firm is to offer managerial and technological consultative advice that can shape the entire technological industry by looking at their challenges from different perspectives hence the need to use qualitative research design so as to cover all the responses of the participants (Calvo-Mora et.al, 2015:1639). In the first place, the firm encourages workers to further their studies in the accounting profession so that compliance with professional accounting standard will not be an issue that prevents proper delivery of service.

Data collection

Most of the data gathered through the qualitative design will be recorded due to the nature of the information. Use of photographs is possible among other electronic devices. One of the most common growth challenges comes because of shortage of skilled labor. According to research conducted in America, the need for HR consultancy services increases annually (Breure e.al, 2012:578). The more the demand increases the more   the more Apex and associates needs to recruit more staff to meet the demand and at the same time expand its services to other locations. Even if skilled becomes available, sustainability of such skilled talent will be burdensome (Renwick, Redman, & Maguire, 2013: 15). Thus, more work and research needs to go into retaining and training top talent thus the data collected needs to be that of a descriptive nature.

7. Timescale

Milestone

Time scale of the research will be offered to people will depend on the elements of the research. Being a cut above the rest relies on the ability to discern accounting skills and human resource management skills, which are marketable (Noe et.al, 2017: 234). More so, many consultation firms assume that accounting, human resource department is all about keying in, and analyzing numbers and allocating positions but the firm has to focus on helping businesses plan and achieve their goals through necessary steps required in the financial world. Preparing financial records is just the tip of the iceberg, Apex and associates has to make sure that core tasks are executed with the target technological world in mind.

8. Resources

Tools

There is no tangible tools necessary needed for the completion of this research. The research will be in need of accessible peer reviewed articles and even some time to analyze the past works of other researchers for the sake of developing an accurate research. Apex and associates has to commit to quality accounting services and consulting services through robust and talented individuals ready to dedicate their time and effort to tackle a customer’s challenge and give lasting solutions that will in turn change the whole globe and lea lasting impression and build a legacy for companies in the entire globe (Armstrong, & Taylor, 2014).Apex and associates had not yet offered consultation if it did not have prior information of the company’s internal structure. Any consultation needed to consider the organizational hierarchy of the firm and then integrating its consultation services with the structure. In most businesses, the organizational structures affect decision-making and the flow of information from top to bottom or vice versa (Bloom, & Van Reenen, 2011:1697). Hence, the managerial procedures align themselves with the organizational hierarchy. Therefore, the need to reaffirm companies based on the structure. At the end of the day, each department has a role to play and duties to push forward for the sake of the companies.

 Manpower

 The only manpower needed is that of the researcher and the respondents of the study. The organization's structure that best describes an organization is the line type of systematic structure (Armstrong, & Taylor, 2014:111). The line organization people rarely share information, in other words, it is bureaucratic, and collaboration is less. Hence, organizational systems help to pass information from one department to the next.

The line organization structure executed in a way that the head or CEO is at the top of the structure. Below the CEO or administrator, the directors are second in command together with a vice president if there is any present (Noe et.al, 2017:217). The third stage or level has the managers and so forth. The structure tries to include even the operational workers. After acknowledging how the organization operates, then it is easy formulating managerial strategies for businesses.

The line structure had always simplified decision-making as it takes off pressure from one individual by delegating duties to other entities within various departments. More so, each department has a head who is in charge of management and decision-making within that particular department. Consequently, making decisions in the confines of a department one heads is an advantage, as one understands the needs of the department. Therefore, having a leader in each department helps to build and consolidate performance at the managerial level .

Not to mention, sectioned brought about by isolating functions into specialized department motivates the leaders to work hand in hand with other subordinates to bring about the success of the entire organization (Bratton, & Gold, 2017). The main advantage that comes with prompting administrators is that it outlines and defines the role and duties of each worker and other staff members. For instance, an IT administrator may call a human resource to carry out a function related to the human resource.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Ackermann, F., & Eden, C. (2011). Strategic management of stakeholders: Theory and practice. Long range planning, 44(3), 179-196.

Al-Omari, A. A., Abu Tineh, A. M., & Khasawneh, S. A. (2013). Faculty members’ attitudes, expectations and practises of Knowledge Management at higher education institutions in Jordan. International Journal of Management in Education, 7(1-2), 199-211.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bloom, N., & Van Reenen, J. (2011). Human resource management and productivity. In Handbook of labor economics (Vol. 4, pp. 1697-1767). Elsevier.

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Breure, A. M., De Deyn, G. B., Dominati, E., Eglin, T., Hedlund, K., Van Orshoven, J., & Posthuma, L. (2012). Ecosystem services: a useful concept for soil policy making!. Current Opinion in Environmental Sustainability, 4(5), 578-585.

Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.

Calvo-Mora, A., Navarro-García, A., & Periañez-Cristobal, R. (2015). Project to improve knowledge management and key business results through the EFQM excellence model. International Journal of Project Management, 33(8), 1638-1651.

Chelladurai, P., & Kerwin, S. (2018). Human resource management in sport and recreation. Human Kinetics.

David, F. R. (2011). Strategic management: Concepts and cases. Peaeson/Prentice Hall.

De Jesus Jopela, A. P. (2011). Traditional Custodianship: a useful framework for heritage management in southern Africa?. Conservation and Management of Archaeological Sites, 13(2-3), 103-122.

Hill, C. W., Jones, G. R., & Schilling, M. A. (2014). Strategic management: Theory & cases: An integrated approach. Cengage Learning.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.