Human Resource Management: Functions, Recruitment, and Selection

This article discusses the purpose and functions of HRM in LV, including recruitment and selection processes. It also provides a person specification for a Personal Assistant role and evaluates the strengths and weaknesses of recruitment and selection approaches.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1 ...................................................................................................................................3
A. Explain the purpose and functions of HRM in LV.................................................................3
b. Define functions relates to workforce planning and resourcing within LV.............................4
c. Critical evaluation on strength and weakness of approaches to recruitment and selection.....5
ACTIVITY 2 ...................................................................................................................................6
a. Create person specification for Personal Assistant Role..........................................................6
b. Define review on CV provided from three job applicants for role of personal assistant.........7
c. Produce at least six competency questions to be asked for selection of interview for vacancy
of personal assistant.....................................................................................................................8
d. Rational for the answers...........................................................................................................8
e. Critical evaluation on the use of person specification.............................................................9
ACTIVITY 3 ...................................................................................................................................9
a. Description on learning and development opportunities from both organisation and staff
perspective...................................................................................................................................9
b. Define reward and benefits provided by LV to its staff.........................................................11
ACTIVITY 4 .................................................................................................................................12
A. Define what is employee relations and critically evaluate the significant in respect of HRM
decision making.........................................................................................................................12
b. Identification on key elements of UK employment legislation and how they influence HR
decision making.........................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is formal system that devised for management of people
within enterprise (Lussier and Hendon, 2019). Thus, main responsibilities of human resource
management falls under three categories as staffing, employee compensation and designing of
work. Addition, main aim of human resource management is to maximise the productivity and to
optimize the effectiveness of employees. They are the authorities who plays their role as art of
managing people and to create the innovative approach for welfare of people.
The present report is based on business activities of LV, this is the UK largest society and
owned by its own members. It is firm that is established in 1843 and offers broad range of
financial services that is inclusive of life insurance, pension, investment products etc.
Furthermore, study will lay emphasise on activities as purpose and functions of HRM.
Therefore, assignment will cover review of CV of three job applicants for the role of Personal
assistant. Additionally, study will include the effectiveness over the following practices of HRM.
Also, critical evaluation will be conducted on the key elements of UK employment legislation
and impact on HR decision making will be defined.
ACTIVITY 1
A. Explain the purpose and functions of HRM in LV.
Human resource management is termed out as coordination of organisation's people that
aids to accomplish the specific goals of enterprise. Therefore, Human resource manager of
enterprise achieves this with use of people, technology, processes and also aids to put focus on
internal part of enterprise rather than external environment (Morgeson, Brannick and Levine,
2019). Additionally, the main aim of HR department is to take the initiatives that aids to manage
the needs of firm employee’s. They plays the crucial role from financial to legal matters. Thus, it
can be stated that Human resource department aids in enhancing the efficiency of enterprise.
Therefore, the function of Human resource management are defined as following context as-:
Recruitment and selection- It is defined as attracting pool of talented employees towards
entities and hiring the skilled workforce to enhance productivity of LV. Therefore, this is needs
to be conducted in order to fill the vacant job position with right skilled employees.
Employee relations- HR plays vital role and they must put efforts to building strong relationship
within employers and employees (Berman, Bowman and Van Wart, 2019). To enhance bond, LV

must facilitate better communication tools. Effective employees relations aids to enhance
employee engagement.
Compensation- The fair payment to employees can be defined as huge concerned for
employees. They must undertake the activities that bring ease and effective changes in pay
structure with help of identifying compensation trends (Tweedie, Wild and Martinov‐Bennie,
2019). In addition to this, they must access the policies that aids to enterprise to comply with
varied state, federal and local laws.
Performance appraisal- HR department of the organisation is responsible to undertake
evaluation on performance of employees. In order to undertake better process of appraisal, they
need to look straight forward to contribution of employees within enterprise.
Training and skills- HR department must provide effective training facilities to employees that
can supports to enhance the skills and abilities of employees. Thus, main purpose of training and
development is to carry out effective performance within enterprise.
b. Define functions relates to workforce planning and resourcing within LV.
Workforce planning termed out as core business process that aids to align with changing
organisation needs with people strategy ( Brannick and Levine, 2015). It is plan of action that
used by employers that anticipates requirement of labour and deploy workers effectively. Thus,
allocation of resource and planning is ongoing priority for Human resources personnel. Thus,
Teams with effective and strategic workforce plans can be better equipped in order to meet long
terms goals. This also aids to maintain long terms success. This is continual process and also
ensures to meet out the legislative, regulatory and production requirements within enterprise. In
today's talent based economy, the workforce of the enterprise is significant tangible assets to the
organisation. Thus, following are the function or activities that are relates with workforces
planning and resourcing as-:
 This aids to align strategic planning with head count and talent planning.
 Workforce planning creates the clear view of demand and supply of talents issues by
expense area, to report relationship and by location.
 It assist to control the unplanned cost of talent and also highlight the issues that limit the
productivity of employees.
 This provides business leaders to continually undertaking reporting of results that helps to
quantify measurable and aids to collect meaningful outcomes.

Henceforth, this can be stated that workforce planning helps to facilitates high
performance organisation and this aids conduct performance effectively and efficiently (Lussier
and Hendon, 2017). Workforce planning is defined as talent planning as this integrates
forecasting components of each functions of HR that links with retention, redeployment and
talent recruiting etc. Workforce planning supports to investigate the skills gaps within the current
force of employees and also offers training to the existing staff members of the LV. Thus, better
framing of workforce planning assures the satisfaction of the staff members by providing
training, development and flexible working conditions.
c. Critical evaluation on strength and weakness of approaches to recruitment and selection.
Recruitment process termed as to investing and making the potential candidates to apply
for jobs. It is defined as procedure that relates with identifying the job vacancy, analyse
requirements of jobs, reviewing application, screening, short-listing and selecting the candidates.
Therefore, process of selection defined as to choose the right skilled candidate along with
prerequisite qualifications and capabilities to fill the jobs within enterprise. Herein, strength and
weakness to approaches of recruitment and selection are defined as-:
Recruitment- There are two approaches to it as-:
1. Internal recruitment- This is technique that takes place within organisation. Thus, this
method is categorized into mainly three source such as transfers, promotion and re-
employment of ex-employees.
Strength Weakness
 This is simple, easy, quick and cost
effective process.
 It is approach that assist to motivates
employees to work hard as this enhance
the relationship within enterprise
(Kavanagh and Johnson, 2017).
 There is no need of induction and
training as employees know
responsibilities towards job.
 It is approach that has limited scope as
all vacant job position cannot be filled.
 This prevent new hiring of potential
resources. As new resources brings
innovative ideas and new thinking onto
table.
 It is approach that creates unhappy and
demotivated environment for
employees who do not get promoted.

2. External recruitment- It is termed out as hiring employees outside the organisation. This
is mainly done in terms to hire fresh talent to enhance creativity and innovation within
enterprise.
Strength Weakness
 This supports to encourage opportunity
for job seekers.
 It is the process that has no biasing and
partiality between employees.
 The branding of the enterprise can be
enhanced with help of external source.
 It is process that is more time
consuming as procedure of selection is
quite lengthy.
 The cost incurred is very high as
compared to recruiting through internal
source (Parise, 2007).
 External candidates demand more
remuneration and benefits.
Hereby, HR department of LV should conduct external source of recruitment as this aids to hire
more skilled workforce that supports to bring productivity within organisation.
Selection- The techniques of selection as are follows-:
Selection method Strength Weakness
Telephonic interview This is costly and time
effective method. There firm
may have wide access to
geographic areas.
This is quite intrusive for
applicants.
Face to face interview It has accurate screening of
applicants and can be done
during face to face interview.
This is time consuming and
also setting up of face to face
interview is costly process.
Employer of choice- LV can become the employer of choices with help of being transparents
and accountable. Effective training facilities must be provided that aids to maximise the talents
and skills of employees (Parise, 2007).

ACTIVITY 2
a. Create person specification for Personal Assistant Role.
Personal specification
Job title- Personal assistant
I am an energetic, ambitious person who has developed mature and responsible approach. As a
graduate with three years of work experience, I am capable to undertake the activities as
Personal Assistant. I am excellent in working with others to accomplish certain objectives on
time with excellence. I have effective grasping skills and can quickly incorporates and
implements new procedure to maximise the efficiency and productivity.
Core qualification
 Level 1 Certificate in MS office and English proficiency.
 Post graduate degree in Management and communication excellence
 Managerial Assistant in ABC Ltd for two years.
Skills
 Effective organisation and time management skills
 Better Written and verbal communication
 Effective communication skill.
 Effective handling of the internal and external contract.
 Excellent communication skills
Experience
 Liaising with customer and suppliers
 Handled Managerial role for two years in small firm
b. Define review on CV provided from three job applicants for role of personal assistant.
As per the first job applicant, this is process of skills of time management, prioritising the
work, quick learner and also productive within the fast paced environment of work. These all are
the skill that is very effective and also appreciative but this do not match in order to hire the
individual for role of Personal Assistant. There is a need to select the individual who can able to
handle business meetings, situation and manages the travels accordingly. Technical skills are
crucial but this is not inclusive of those skills that defines that candidate is well known of high
advanced techniques and software.

According to second job applicant, this candidate has effective writing skills. Screening
calls, result oriented approach, excellent communication skills, IT advancement and and well
known of Power point, Excel and administrative support. As per the CV of the second applicant
seems that he is appropriate to get hired as Personal assistant. This also required improvement in
basic skills such as management skills, time management and handling meetings and organising
the hours to get the desired results.
As per the CV of the third job applicant, this has been reviewed that an individual is
effective and well advanced in personal assistance, accuracy in collecting and entering the data,
greeting skills, dairy management, confident, creation of records, transcribing the notes and
technical capabilities and also experts handling the work at Microsoft office. This is the most
suitable for the job profile as this possess all required skills that needs to be match with
requirement to hire individual for the job role of Personal assistance.
Hence, it can be stated that the third applicant is most suitable as per the set requirements
and he would be shortlisted for the interview as this is perfect match with job profile.
c. Produce at least six competency questions to be asked for selection of interview for vacancy of
personal assistant.
These are the several question that will be asked during the interview. Additionally,
interviewer will ask such question in order to identify the capabilities of applicant. Also,
candidate required to answer these all question and that must be based on his own real life
experience.
Competency based questions-:
 What would you do if you are not agreed with way your manager wanted to handle
situation as PA?
 What experience do you have to appoint for the role of PA?
 What additional job training have you done currently?
 What is your greatest strength to be hired as PA role ?
 Why did you leave your last job?

d. Rational for the answers.
As per the above discussed things the person specification must match with job profile of
the candidate. To get hired on the role of personal assistant the lot of skills are required such as
technical, communication, financial and administrative skills etc.
As per the CV, the their job applicant has been selected for the post of Personal assistant
as his CV matched with job profile of Personal Assistance.
On the other hand, competency based question assist to undertake the evaluation on
efficiency and capabilities of applicant to undertake the future course of actions.
e. Critical evaluation on the use of person specification.
As per the view of Brannick and Levine, (2015) stated that Personal specification of an
candidate plays the crucial role to get hired within enterprise at right place. Thus, personal
specification is termed out as description that is inclusive of experience, attributes, knowledge
that possess by applicant to perform the job duties. Also, this is defined as the specification that
gets to ensure about the applicant and must be judged systematically on the same criteria.
According to Lussier and Hendon, (2017) stated that job applications has helped to hire
the best candidate to the enterprise who can able to systematically carry out the performance
effectively. Thus, job description define the capabilities and skills of applicant and this aids to
hire the best suitable candidate for job role.
As per the view of Kavanagh and Johnson, (2017) stated that use of competency based
question is defined as an approach that used by interviewers to access the performance in
particular area and this is one of the effective attributable to the job description. By asking the
competency based question, the interviewer can decide to select the right candidate for job.
ACTIVITY 3
a. Description on learning and development opportunities from both organisation and staff
perspective.
Learning and development opportunities termed out as to improve group and
performance of individual that supports to enhance and honing the skills and knowledge of
employees (Chalofsky, 2014). Additionally, learning and development plan acts as roadmap for
employees and this also assist their career and personal development. LV can attract top talent
and must considering over learning and development opportunities as a way of reinforcing brand
of employers and recruitment strategy.

From perspective of employees-
 Improve performance of employees- Learning and development creates the opportunity
that aids to undertake the analyse of current performance. There is needs yo find put areas
that must be developed for themselves. Thus, training and development process assist to
employees to perform their job role more effectively.
 Addressing weakness- Learning and development aids to find out the lacking areas
where working of employees getting affected. During the development programmes, the
self analysis can be done on behalf of employees. In this way, they can identify their
loopholes and address it in regards to build high career advancement.
 Enhance employee motivation- Learning and development opportunities plays crucial
role as this supports to increase skills and abilities of individuals. Team members and
trainer share their experience to inspire it (The Importance of Training and Development
in the Workplace, 2018.). Thus, continual learning and providing development
opportunities can aids to enhance employee motivation.
 Increase efficiency- Learning and development programme assist to create the
opportunity that support to make more efficient employees. Learning and development
clears the small doubts of employees and this led to enhance the efficiency as they starts
to works without any confusion.
 Increase innovation and build strategies- The process as learning and development can
lead to motivates the workforce and also aids to undertake plan of action that improve
organisational working. By providing effective platform to employees, the entity can able
to think more creative ideas and this improves the working of enterprise.
From organisation perceptive-:
 Enhancement in productivity- Learning and development programmes aids to enhance
the productivity of enterprise by creating employees working in seamless and integrated
mode (Mousa and Othman, 2020). Additionally, productivity the enterprise start to get
enhanced if firm takes initiatives to implements the training courses. Therefore,
enhancement in efficiency within organisation leads to gain organisational success and
also improve the firm turnover and potential market share.
 Reduce employee turnover- LV needs to take initiative that aids to feel staff more
valued and they must invest in to bring the changes in employees performance. Thus,

learning and training opportunities add varied additional attributes and also enhance
brand image of enterprise. Thus, recruitment cost of the firm goes down due to high staff
retention.
 Enhance firm reputation- The strong and successful learning and development
strategies supports to develop employer brand and make firm prime consideration for
graduates and mid career changes. Additional, effective facilitation of training makes
firm more attractive to potential new recruits and they seek to improve skills of an
individuals.
 Consistent growth- Robust learning and development opportunities ensures that
employees have consistent experience and backgrounds knowledge. Henceforth,
consistency is crucial for firm basic policies and procedures (Pham, 2020). In addition to
this, employees must be feel aware of procedures and expectation within enterprise.
Increased efficiency in processes results in financial gain.
Herein, this can be concluded that employees are entities biggest assets and investing in
their talent can be vital towards to sustainable business growth and success. Dedicated learning
and development fosters employee engagement and this is one of critical tool to company's
financial performance.
b. Define reward and benefits provided by LV to its staff.
Reward and benefits plays the crucial role to encourage positive behaviour and cementing
the valued within workplace. Additionally, benefits can be defined as vital tool and also has hug
part in motivating, retaining and attracting talent (Berman, Bowman and Van Wart, 2019 ). With
help of hood reward system the employees to the enterprise can be happy, loyal and feel eager to
move up the leader. This is crucial as this aids to attract the top talent and designed to retain
individuals for longer period. As per the Herzberg theory of motivation there are two main
suggested components that is crucial for employees to be inspired and motivated other towards
the workforce. It is defined as the two factor theory.
 Motivators- The motivators offers the job satisfaction and also encourage employees to
perform their best. Hence, it is inclusive of recognition, responsibility, advancement,
achievement and growth.
 Hygiene factors- This is the factor that is crucial for employees to do the job. Thus,
existence is crucial at the workplace to encourage the staff. In addition to it, hygiene

components are as salary, policies of firm, relationships, work conditions, security
towards job etc. This assist the firm to earn high profitability and also supports to
enhance the work productivity (Tweedie, Wild and Martinov‐Bennie, 2019).
LV takes the efforts to offer the job security along with life time pensions. It also aids to
remove the fear of losing jobs in staff. Hence, they perform their job role with full motivation
and confidence. In order to enhance the job motivation of employees, the firm secures employees
and their families future. This makes them loyal towards the firm and entity start to works with
full dedication.
ACTIVITY 4
A. Define what is employee relations and critically evaluate the significant in respect of HRM
decision making.
Company needs to put efforts to maintain the relationship among the employers and
employees. LV must enforce good employee relationship programme that provides fair and
consistent treatment to all employees. Herein, effective relation among employers and employees
aids to remediate the issues and surface between them (Morgeson, Brannick and Levine, 2019).
HR of the enterprise is responsible for to prevent and resolve the problems between employees
and management. Henceforth, the significance of employee's relationships are outlined as-:
 Empowerment improves morale- Actively engaging workers within decision making
process enhance the overall morale of firm. There are number of firm that has distinct
separation of power between workers and management. In addition to this, active
employee's involvement decrease gap and opening the lines of communication between
supervisors and employees. Leaders play crucial role to empower the employee and make
their bond effective with employers. By involvement in decision making, the employee
understands that their ideas are vital contribution to firm and provides them power to
influence the outcome of work.
 Improves workplace relations- By having effective participation in decision-making
process gives each employee the opportunity to voice their opinion and also share their
knowledge with others (Lussier and Hendon, 2019). This aids to improve the relations
among employees and employers. It helps to develop the strong sense of teamwork
among workers. Leader must facilitate the programmes that can enhance the bond
between employers and employees. Thus, better relation among employees and

employers leads to increase the effectiveness and also this enhance teamwork and
performance.
 Workplace conflicts- Individuals within the enterprise tends to adjust more and stop
findings faults in each other. Thus, employers and employees do not needs to waste the
time in meaningful conflicts and disputes. Leader must find the ways to resolve the
conflicts within employees and employers as this affects the workplace performance.
Therefore, leaders must involve employers and employees to take participation in process
of decision making of enterprise. This aids to develop the healthy employee relations and
this also spreads positivity.
b. Identification on key elements of UK employment legislation and how they influence HR
decision making.
There are many types of rules and regulations which the government of UK has regulated
for the companies and it is mandatory for them to address these issues. On the contrary these
issues has affected the HR department of LV to take decisions and also to formulate new policies
according to the new norms. This will slightly change the culture of the company which will be a
bit difficult for the department of HR of the company.
Equal Pay 2010-
It is the act that come into force on October 2010. This act addresses those issues which
are related with the fair and equal amount of salary given to their employees. It is the act that is
made in terms to protected characterstics such as age, disability, gender reassignement, marriage
and civil partnership, religion or belief, sex, race and sexual orientation. In addition to this,
equality act 2010 orihibits the discrimination against people with the protected characterstics that
is specified under section 4 the act. Therefore, this is the act that is replaced with previous anti-
discrimination laws with single act that make the law easier to understand. Additionally, this is
act that offers legal framework to protect the right of individuals and also offers the equal
opportunity to all. This act is considered as one of the oldest acts formed as compare to other acts
regarding the employment legislation for the company. This act undertakes those issues which
are on the basis of discrimination of race of different people. Government of the country has put
a banned so that people do not protest and promote these factors who pokes on the race of
people. If people break this law then there will be strict actions taken against them. This is the
reason why HR department of LV has taken this law seriously and they have made it clear to

everyone in the company to never to speak about these factors and never to poke anyone who is
of different race whether he or she is employee or client so that image of the company is
maintained in the market (Domsch, 2017).
This act addresses those issues which are linked with the discrimination on the basis of
gender and harassing someone. Even the department of company is against this and they have
made strict policies for people who breaks this norm. The performance evaluated in the company
is on the basis of the tasks they have handled and decisions they have taken which has helped the
company to achieve growth in the market (Roscoe and et.al., 2019). HR of LV provides
everyone with equal opportunities according to their designation. They provide fair pay check to
their employees according to their qualifications. They do not take biased decisions or mistreat
anyone. Fair decisions are taken so that employees feel satisfied to their work.
For example- In the case law, Allpass vs Mooikloof Estate (Pty) Ltd t/a Mooikloof equestrian
centre. In this case law, Hoffmann's refused employment due to HIV positive. Therefore, the
decision held was that this was unfair discrimination in relation to constitution. As per section 9
the equity applied to each individual. No organisation can make discrimination on the basis of
age, sex, gender and physical disability of an individual.
Health and Safety Act 1974-
This act is concerned with providing security to their employees which covers on the
basis of safety, health and other additional benefits to employees. LV works according to the
norms and policies guided by the government of UK. The HR department of the company makes
it sure that all the necessary and essential guidelines are followed by the company and according
to that employees are provided with health and safety measures. If LV does not provide their
employees with these set of measures then there are many chances that the company may not be
allowed to serve their operations in the country. Other than this if this protocol is not followed
then even employees of the company won't be a part of the company for a long period of time.
For example- In the case law Donoghue v Stevenson [1932] AC 562, HL, Mrs. Donoghue
suffered damage when she drank the substances of a bottle of ginger beer purchased by a friend
which, to her horror, contained a spoiled snail. The bottle was made of dark impervious glass and
Mrs. Donoghue had no reason to be suspicious that it contained anything but pure ginger beer.

Mrs. Donoghue was next ill and tried to sue the manufacturer for breach of contract but he
couldn’t as bottle was purchased by her friend. The House of Lords absolutes that the
manufacturer was accountable. Donoghue v Stevenson is the origin of the modern common law
of negligence. It formulae the basis of all the current directions relating to employer’s liability at
common law for failure to take reasonable care to ensure the health and safety of employees and
others not in their service.

REFERENCES
Books and journals
Berman, E.M., Bowman, J.S. and Van Wart, M.R., 2019. Human resource management in public
service: Paradoxes, processes, and problems. CQ Press.
Brannick, M.T. and Levine, E.L., 2015. Job analysis: Methods, research, and applications for
human resource management in the new millennium.
Chalofsky, N.F., 2014. Handbook of human resource development. John Wiley & Sons.
Domsch, M.E., 2017. Human Resource Management in Russia. Routledge.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Lussier, R.N. and Hendon, J.R., 2017. Human resource management: Functions, applications,
and skill development. Sage publications.
Lussier, R.N. and Hendon, J.R., 2019. Fundamentals of Human Resource Management:
Functions, Applications, and Skill Development. SAGE Publications, Incorporated.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Mousa, S.K. and Othman, M., 2020. The impact of green human resource management practices
on sustainable performance in healthcare organisations: A conceptual framework. Journal
of Cleaner Production. 243. p.118595.
Parise, S., 2007. Knowledge management and human resource development: An application in
social network analysis methods. Advances in developing human resources. 9(3). pp.359-
383.
Pham, H., 2020. Impact of human resource management practices on enterprises' competitive
advantages and business performance: Evidence from telecommunication
industry. Management Science Letters. 10(4). pp.721-732.
Roscoe, S., and et.al., 2019. Green human resource management and the enablers of green
organisational culture: Enhancing a firm's environmental performance for sustainable
development. Business Strategy and the Environment, 28(5), pp.737-749.
Tweedie, D., Wild, D. and Martinov‐Bennie, N., 2019. How does performance management
affect workers? Beyond human resource management and its critique. International
Journal of Management Reviews. 21(1). pp.76-96.
Online
The Importance of Training and Development in the Workplace. 2018. [Online]. Available
through: <https://2020projectmanagement.com/resources/project-management-training-
and-qualifications/the-importance-of-training-and-development-in-the-workplace>
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