Function & Purpose of HRM in Planning and Employee Resources

This document discusses the function and purpose of HRM in planning and employee resources. It also explores the strengths and weaknesses of various approaches for selection and recruitment.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1) Function & purpose of HRM that applicable to planning and employee resources ............1
P2) Weakness & Strength of various approaches for selection and recruitment.........................2
LO2..................................................................................................................................................5
P3) Benefit of the various HRM practices in the organisation benifiting both employees as
well as employers.........................................................................................................................5
P4) effectiveness of various HRM and its practices terms of increasing firm productivity and
profit.............................................................................................................................................5
LO3..................................................................................................................................................6
P5) essential employee relations with respect to effecting HRM decision making....................6
P6) important elements of the employment legislation & impact HRM decision-making..........7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10
s

INTRODUCTION
Human resource management (HRM) is an effective management and strategic approach
in the company, such that it help the business to gain competitive merits. It design in such a
manner to maximize the workforce performance. (Berman and et.al., 2019) Arcadia company is
British MNC retailing company and headquarter are located in London, UK. This report
highlights function and purpose of the HRM and strength & weakness of large approach to
recruit and selection. Also reveals the benefit of HRM practices for both employees and
employer's and effectiveness of various HRM practices for profit & productivity. It is essential
for the workforce relation which effect the HRM decision & the main elements of employement
legislation & have impact on the HRM. In this regard present report has been prepared.
LO1
P1) Function & purpose of HRM that applicable to planning and employee resources
The main objective of the HRM to coordinate the people in the Arcadia company to
achieve the organizational goal. It purpose is to view employee as firm assets and workers &
internal customers to make the job satisfaction and improve the workforce effectiveness and
efficiency (Bratton and Gold, 2017). Also, it concentrates on the internal way for competitive
advantage. Functions of the HRM that includes. Recruitment where brings the pool of the
prospective candidate that can help the organization to achieve the goal & also allow
management to select the right person from given pool. Job design and analysis where it shows is
the nature of job such as skill, qualification, work experience that require for particular job
position, where job design that includes the outline tasks & responsibility and duties towards
single work to achieve the certain goal.
Performance appraisal is the another functions where analyzing and checking the
employee's performance. Training and development where it allows the workforce to acquire the
knowledge and skill for an effective job performance and also not bulling the employees during
the training period for better performance. Development and training also make the employee for
greater level of responsibility(Brewster, 2017). Where the salary administration of HRM also
determine the pays of various jobs that include the incentives, compensations, benefits, bonus,
etc. that relate to job functions. Employee welfare and maintenance that take care of the various
services, facilities and benefits that are given to the workforce for better well-being and try to
reduce the employee sustaining and turnover for the best performance workforce is the objective
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of the organization. Also, it makes aware of the sexual harassment among the employee and
make sure that their should not be any harassment in the work place. Labour relation is another
function where it regards to the employees that work in the trade union. Where employee in the
such domain to form a union that time it also makes sure not to create any discrimination among
the employees and treat all the people equally so to voice the decision that are effectively to
higher management. (DeCenzo, Robbins and Verhulst, 2016)
Personal research and record, research is the important part of the HRM, where it keep on
checking the workforce opinion about the promotions, wages, welfare activities' employee
satisfaction, leadership and other problems and personal recording where it record and
maintaining the employee related data that include the employment history (Hecklau and et.al.,
2016).
P2) Weakness & Strength of various approaches for selection and recruitment.
Recruitment is the crucial part for maintaining and developing an efficient and effective team.
Recruitment is of two types that is internal and external recruitment.
Source of internal recruitment- It hiring the workforce within organisation internally. Where
application that are seeking various post from the current employed within the company.
Promotions- It upgrades cadre of the workforce through evaluating the performance of the
employee in Arcadia organization (Jabbour and de Sousa Jabbour, 2016). It is the stage of where
the employees are shifting from lower to upper position by having more facilities, responsibility,
remuneration and staius. Also, while the promoting the employee Arcadia HRM practices
should not be based on discrimination of employees. It should be based on fearness and
capability of employees. Some benefits of the internal promotions are-
 It is simple, quick and easy.
 No requirement of the training, as candidate already know the norms of the company.
Weakness of the promotion are-
 It prevents the new hiring of the potential resources.
 Other employees may be unhappy as they are not promoted.
 Bulling can dissatisfy the employee and reduce performance.
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Transfers-It is the procedure of interchanging one job to other job without any changes in the
responsibility & rank and also not bulling transfer the employee which create negative impact on
the employee.(Noe and et.al., 2017).
Benefits of the internal transfer
 It motivates workforce to work harder & raise the work relationship in firm.
 It is a cost effective
Weakness of internal transfer
 It creates problem between the employees
 If the internal resources are transferred than the position remain vacant.
Source of external recruitment- It this company hiring the new candidates from outside
Arcadia organization. It has lot of way of external recruitment.
Direct recruitment- It is the external way of recruitment where it recruits the qualified person
by placing the notice of vacant position on notice board in firm.
Strength of direct external
 It provides new opportunities for job seekers. (Reiche and et.al.,2016)
 Firm brand can increase by external source.
Weakness of direct external
 External person remain unaware about vacant position
 It reduces the opportunity for the outsider, as it place notice inside the firm.
Employment exchange- It is a government entity, where job seekers detail are stored &
provided to employers for fill vacant position.
Strength of employment exchange (Shen and Benson, 2016)
 It gives opportunities to outside candidates
 No partiality between the employees
Weakness of workforce exchange
 It is a long process or time-consuming
 More remuneration demanded by external candidates.
Selection is the procedure of choosing correct person for Arcadia organization. It includes
various source that are.
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Interviews- It is a most effective kind of interview. It helps to identify the key needs of the
requirement of job & list of question are drawn and also while taking the interview their should
not sexual harassment with the candidates, otherwise which create issues for the reputation of the
company as well as interior staff.
Strength
 It helps to select the right candidate, as face to face interview.
 Number of question can be asked (Brewster and et.al., 2016).
Weakness
 When focus too much on detail rather than asking the question.
 Lack in confidence
 Due to sexual harasment, it make negative impact on candidate.
Application forms & CV- It is the traditional way of selecting the candidates for jobs through
the fairly length of application form & CV.
Strength
 Candidate can be selected on the basis of skilled
 Specific skill candidate can be selected through CV
weakness
 Missing in skill, experience and knowledge
 It may Fake career history
As a CEO of Acadia, Philip Green, should work according to rules and regulations and
also try to be professional in his work. For examples Mr. Green should not discriminate the
employees and should try to be supportive in nature. In order to mend its way Mr. Green should
follow all the essential employee legislation of employment legislation which can prove effective
for him to mend his actions in the organization. In order to improve his work he need to be
dedicated towards his work and be professional.
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LO2
P3) Benefit of the various HRM practices in the organisation benifiting both employees as well
as employers
HR practices means by which human resources of personnel that can develop leadership
of staff (Berman and et.al., 2019). Through this practice of developing an extensive motivational
programs and training courses. HRM practices has various practices that are-
Conflict resolution
It reduces the conflict between the employees and the employers and reduce the
discrimination among employees in the Arcadia organization. It interprets the firm procedure and
policies and define the proper employee behavior. It also help to solve the problems such as poor
attitude, insubordination, inappropriate language & the disrespectful behavior that are lead to
conflict among the workforce within the organization (DeCenzo, Robbins and Verhulst, 2016).
Employee Relations
HRM also support the workforce with those feel rights which has violated. Workforce
that have experience of harassment and discrimination can take help from HR manager to solve
out the situations. Manager interpret in such harassment and discrimination laws and help the
employees by legal matters and try to maintain good relation among the employee's.
Development and training
It helps workforce by providing the development & training. It can organise training
program and also it analyse the appropriate source by delivering and introduce the training
equipment which is based on workers' requirement. HRM are asset workforce that utilize to
improve the customer service or sales skills (Brewster and et.al., 2016). As HR continuously
providing the training opportunities to employees which is beneficial for the workforce for
additional experience.
P4) effectiveness of various HRM and its practices terms of increasing firm productivity and
profit.
Employee retention
Through the various effective HRM practices, it helps the employees in many ways to
solve out the issues and reduce the discrimination among the employee and treated all employees
equally which help employees and motivate the employees., which result in employee retention.
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Employee remain be a part of the organization for the longer period and hence increase the work
experience. Which result reduce the mistake while performing the work in the organization.
Hence, employee retention help the Arcadia organization to raise the profit and productivity of
the firm (Shen and Benson, 2016).
Development and training
Training & development is an important part of the HR development and beneficial for
the organization. Such practices are provided to the employee those are not good in the work
performance, HR practices provide the training and development program to the employees, so
to increase the performance of the employees as compare to the standard performance that are set
by the management and such practices are not provided force fully otherwise it may create
negative impact on the employee performance instead of increasing the performance it reduce. It
helps the employees to increase the skill and knowledge in the particular work, which help the
employee to bring efficiency and effectiveness in the work of the employees. Hence, training and
development can help the employee to increase the performance and which result, it raises the
profit and productivity of the Arcadia organization in the business market (Jabbour and de Sousa
Jabbour, 2016).
Talent management
Talent management is the critical process that ensure Arcadia organization have the
quality and quantity of the people in the place to meet the future and current business priorities.
It is one of the HR practices, where the manager hires the right candidates according to the need
of the organization. Before going to hire the person, manager can analyse the organization need
and also determine which type of skill candidates are requirement for the organization on the
basis of current and future requirement and benefit of the organization. By proper analyses the
needs and situation of the Arcadia organization. It selects the well qualified candidates which can
exactly fit the need of the firm. So, that which can beneficial for the organization to fulfill the
need of firm and help to raise the profitability and productivity of the company (Brewster, 2017).
LO3
P5) essential employee relations with respect to effecting HRM decision making
By maintaining strong employee and employer relation with in the organization that can
ultimately help the HRM for decision-making in the Arcadia organization. If the organization
having the good relation with the employee than the employee can work with the full efficiency
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in work which can reduce the mistake and the improve the performance of the employee which
result in improve the productivity of the firm and also it also help the management to take
decision to increase the productivity of the Arcadia organization and it not create any problem in
the decision-making as employee are good relation and loyal (Bratton and Gold, 2017). As
making the pleasant and productive work environment that effect on employee loyalty to the
business that encourage a loyal employee. By having such good employee relation and there is
no discrimination among the employee, which can help to improve the workforce retention, As
many business high cost of employee reduce the turnover, which increase the retention of the
employee and make the employee more loyal to the organization and also support the
organization in the decision-making because it can raise the confidence and trust to the
management, and they have full trust that can help the management to take decision.
HRM should provide the facilities to employees in terms of their comforts. If any
employee in the company get harassed mentally or sexually and discrimination at workplace
with the workers is practiced so that they can have the policies in their support. HRM should
provide the policies for illegal practices. When Arcadia group's CEO Mr. Philip green did the
sexual harassment with its company's employee and discriminate among them, also taunt belongs
to racism. Many time Green gives the big amount to the employees to shut their mouth and his
bad practices would be hidden. But in 2018 the employee come in front and take the action on
the sexual harassment with him and file the case. The trade union should take the support the
employee in terms to provide justice to the employee like they should collect the proofs, they
should record the employees view about green and if any offensive matter is there they must take
the action. They should help the employees in terms to step against these illegal offense. They
announce the rally with public support and takes the help from the HRM departments to provide
necessary help. It bring goo relationship between the employees and HRM.
P6) important elements of the employment legislation & impact HRM decision-making
Employment legislation related to labor laws that cover rights of the regulates and
workers & the relation with the employers. Labor laws have the uniform aim that protect the
employees rights. Due to change in the government laws, company has to follow the laws of the
employment legislation in Arcadia company. Many a time company not making the changes and
follow the government laws that time government force the company to follow the employment
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legislation, which creat major problem for organization in the decision-making as the HRM has
to make update in the policies. Such as Sexual harassment where the employee are teased by the
other employee or employers which create negative impact on the employee and the performance
of the employees decrease, Bulling- when the employer are making their work complet by
forcing the employee which make the employee dissatisfaction,health and safety, where the
HRM has to take decision related to the safety of the employee and to provide the safety to the
employee with in the organization by giving safety equipment to the employees and make sure
that they are following the laws of the government and keep on update with the changes in the
law and safety, changes made by the company. Also it make the decision making in the equality
of the employee and make sure that all employee are treated as equality in the Arcadia
organization. There can be no dis-equality among the equality between the employee (Noe and
et.al., 2017). So providing the equality between the employee it make the good relation among
the employees and reduce the labor turnover. Also the HRM keep on update with the government
policies and keep on making the change in decision with the government law and practices.
CONCLUSION
From the above study it is concluded that HRM can help organization to increase the
employee performance. Also, it help the employee to achieve the goal of organisation and recruit
and select the right candidates from the internal and external organization. If companies follow
laws properly then it can help the organization in running operations smoothly.
Recommendations
 Improve the policies in context to provide justice to the employees
 Each employee should be equally treated at workplace. No discrimination with them, no
racism. And more over they should get equal rights.
 If anything wrong is happen to them they can file the case directly against the employer
or any colleague. Like if they sexually harassed by anyone, it is undertaken as criminal
offense. The person who is responsible for it should be arrested immediately.
 HRM should take fair decisions when they recruit the person, they should be appointed
on the basis of their qualification, talent and skills.
 Company's policies and procedures should be explained properly at the time of
recruitment and selection of the employees.
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REFERENCES
Books and journals
Berman and et.al., 2019. Human resource management in public service: Paradoxes, processes,
and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster and et.al., 2016. International human resource management. Kogan Page Publishers.
Brewster, C., 2017. Policy and practice in european human resource management: The Price
Waterhouse Cranfield survey. Taylor & Francis.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Hecklau and et.al., 2016. Holistic approach for human resource management in Industry
4.0. Procedia Cirp. 54. pp.1-6.
Jabbour, C.J.C. and de Sousa Jabbour, A.B.L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Noe and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Reiche and et.al.,2016. Readings and cases in international human resource management.
Taylor & Francis.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
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