(2.2) Analyze how the HR function varies between organizations.

Include a comparison of HR delivery

in different sectors and organizations of different sector.

 Private Sector: Greenland organization is a recycling company. A private based sector with almost
200 employees and 15 office staff. Our organization recycle different kind of materials that includes
plastic, scrap metals, steel, paper, aluminum. We buy materials from suppliers recycle them and export
them out, locally and globally all around the world. Hierarchical structure of our organization consists of
CEO, managers, sales officers, foreman’s, supervisors and workers. HR team consist of HR manager
and two HR executives. There was no HR department at the starting. HR team which consists of HR
manager and two HR exertive which handles all HR activities. The work which our HR deliver is aligned
to the Ulrich model using 3 legged with consist of shared services, center of excellence and strategic
rkforce. Eugene Burke explores how people data is now being used to change how leaders drive value
creation in their organization, and how increased amounts of data will play an influential role in describing the
organization to its many stakeholders. He urges for a greater understanding of people data in value creation.

The author have carried out a lot of research into the impact of HR practices and policies on overall business
performance, Article also highlights benefits of investing in employees development, how productivity can be
increased, improve performance, increase profit by investing in human capital but the research still leaves
unanswered questions in relation to high performance. For example, the research does not answer if
organizations perform better because of these practices or if high performing organizations need to implement
more HR practices. However, the research does link between HR practices and organizational outcomes.

The skills, abilities and experience of people and their motivation to innovate, includes coherence with the
organization's governance framework and support for the organization, risk management methods and ethical
values such as the recognition of human rights has understanding, formulation and implementation Ability to
organize strategy; loyalty and motivation to improve processes, goods and services, including their ability to
lead, manage and collaborate. While the stronger performance of well-managed companies is not surprising,
the degree to which management practices affect productivity indicates that many companies better invest in
their human capital to improve their productivity compared to Manager's performance You only need to
increase the cost of new labor or new technology, and expect these investments to reach, which can generate
and maintain a higher level of productivity in some way.

The relationship between HR policy and financial results, such as return on equity, return on investment, and
profit margin. We conclude that there is sufficient evidence of the importance of human capital for financial
performance; therefore it is included in the standard investment analysis. However, we also found that making
remains challenging for many reasons. It ranges from companies not providing investors with comparable data
types to lack of consensus

The results have shown that the involvement of a HR has impacted on career development and found they
have the ability to positively influence high-performing work practices. Having said that, the report has also
indicated that a weak relationship between HR and an organization may contribute to the gap but overall high-
performance working bridges the gap between HR and organizational performance. The research is conclusive
that HR must put in place practices and policies that foster employee involvement and engagement in order to
ensure organizational success, however, the validity and reliability of this research is limited.