Functions and Purpose of Human Resource Management with LV Company

This document discusses the functions and purpose of Human Resource Management (HRM) within LV Company. It covers topics such as workforce planning and resourcing, recruitment, and selection approaches. It also explores the strengths and weaknesses of LV's approaches to selection and recruitment.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
Functions and purpose of Human resource management with LV company.............................1
HRM functions relate to work force planning and resourcing within LV and its importance to
firm..............................................................................................................................................2
Weakness and strength of LV's approaches to selection and recruitment..................................3
ACTICITY 2....................................................................................................................................4
Person Specification....................................................................................................................4
CV Review..................................................................................................................................6
Competence based interview Question.......................................................................................7
Rationale.....................................................................................................................................7
ACTICITY 3....................................................................................................................................8
Learning and development opportunities....................................................................................8
Rewards and Benefits..................................................................................................................9
ACTIVITY 4..................................................................................................................................10
Employee Relation....................................................................................................................10
Employee Relation impact of Decision making on HRM decision..........................................11
Different employment policy impact on the HRM Decision....................................................11
CONCLUSISON............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
HRM, Human resources management is the strategic approach in the organization which
looks at effective management of the human resource in the organization. Recruitment, selection
and retain employee in the organization for longer period in the organization. LV= is the UK's
largest friendly society, which is owned by its members. LV= was founded in the year 1843.
LV= used to provide variety of different type of financial services to their client that is
insurance, life insurance, pensions and investment products, with over 5.8 million customers.
This report highlights the understanding of HRM and different function of the same in the
organization. After that the report goes on to highlights the Person specification for the job role
and review of Different CV regarding job role in the organization (Vu and Ozdemir, 2018).
After that the report highlights the different learning and development opportunity which is
provided to the employee and also rewards and benefit structure of selected organization. In the
end the report highlights understanding of employee relation and different impact which is
brought same on HRM decision. Also, highlights the impact brought by different legislation
policy on the decision-making of HRM in the organization.
ACTIVITY 1
Functions and purpose of Human resource management with LV company
HRM is the process of planning, selecting, hiring, inducting workers, deciding
compensation and motivating people at work place. It is also considered as procedure of making
effective and efficient use of human resource so that set goals will be achieved.
Liverpool Victoria is one of the UK biggest insurance firms with over 5 million
consumers. It provides range of retirement and insurance goods, the mission of LV is to cater the
best services to residential people. With over 5,500 workers, firm offer its services to number of
customers. As a most important department in LV, HRM handle all aspects of staff and has
different functions (Ferrannini, Mark and Mayoux, 2016).
Human resource planning-
It is predetermined course of practice, planning is the process of identifying LV goals
and formulation of programmes & policies for achieving them. It is future oriented concerned

with clearly charting out desirable direction of firm activities in the future. Forecasting is the
most essential elements in planning function.
Recruitment-
It covers under operative functions of HRM, hiring is the procedure which bring pool of
talented applicants who can help LV to provide their financial and other services to consumers
and allow managements to choose right people from give pool. Human resource management
used online recruitment method.
Directing-
It includes activating 5,500 people in LV working in 14 different locations across the
United Kingdom and making them contribute maximum towards organizational goal (Hassan,
2016).
Training-
Training and development is operative function of HRM, it will permit existing as well
as new workers to obtain new skills to perform their job efficiently. Human resource department
consider the requirement of training and make plan accordingly.
Purpose of HRM-
The aim of Human resource department mission is to increase productivity of existing
work force by optimizing their effectiveness, that helps to maximize profit margin rather than
before. It is the coordination of LV's people to achieve specific business goal and set of
objectives, maintain workers satisfaction and fulfilling staffing needs. In additional to this, HRM
purpose is to prevent firm from workplace issues and increase its performance by investing in
right applicants.
HRM functions relate to work force planning and resourcing within LV and its importance to
firm
Planning is the main function of human resource management within LV, it relates to
workforce planning which is very important for firm as whole. HR manager analyse and
determine the current as well as future needs of company for skilled people. It identifies
competencies LV needs to acquire appropriate candidates. In order to increase productivity of
business and improve their performance within marketplace, with planning function HRM
determine needs of people who are able to achieve organizational objectives (Specification,

2016). Plan made by manager in HR department for fulfilling Human resource needs are
continually improved and evaluated, it is made to either hire new people and develop essential
competencies from within LV. HRM forecast the current and future demand for workers and
supply of skilled labour. Workforce planning is the procedure of planning, forecasting and
analysing work force demand or supply, determining target talent administration and assessing
gaps to assure that LV has right people with suitable skills in appropriate place at right time.
Resourcing is defined as part of development which centring on recruitment and release
of applicants as well as management of staff performance employed by HRM. In simple words,
recruitment functions of HRM is related to resourcing within LV. Human resource management
recruit skilled applicants who are able to do their job effectively, it relates to resourcing which is
one of the most essential aspects of business. It is all about looking long term needs of company,
that is working with talented applicants. HRM make plan to recruit or hire employees, it is
beneficial in context of resourcing for firm.
Along with this, training and development function also relate to resourcing, it helps to
assure that LV retain its staff for longer efficiently. It is procedure by which human resource
manager train, promote and select their workers, this includes deciding what type of employees
will be hired, selected and trained (Kizuna and Sato, 2017).
Weakness and strength of LV's approaches to selection and recruitment
Selection is the procedure of evaluating and interviewing applicants for specific job role
in LV and recruitment is positive process of finding for prospective people & stimulating them
to apply for vacancy in company.
There are different types of recruitment and selection approaches available within
market, that can be LV.
For recruitment purpose, firm used online recruitment method, they provide all the
information related to job and business on social media sites such as Instagram, LinkedIn and
Facebook, that help people to obtain better understand of who they are and what they do.
Organization creates online website where applicant who are interested in job will follow
application guide.
Strength-

The strength of online recruitment approach used by LV company is that it helps to save
cost. With this method firm reach to large target market effectively and select the best applicants
who are able to work for them with excellent skills as well as knowledge (Bratton and Gold,
2017).
Weakness-
The weakness of recruitment approach of firm is that it consume a lot of time as it
considered a long term process.
Along with this, Telephone and face to face interview is selection approaches used by
LV to choose the best candidate for specific job role.
Strength-
Telephone interview is cost effective approach as compared to other methods of
selection. It makes human resource manager able to talk and call to virtually any people in
market.
On the other hand, face to face interview is also beneficial in context of LV, it will help
with more accurate screening.
Weakness-
While conducting telephone interview, is created difficulty to obtain people to elaborate
on their responses by Mobile.
ACTICITY 2
Person Specification
Person Specification is a resource or document which used to describe qualification, skills
and different sort of the experience which will be required by the candidate, if they are
looking to apply for the job position in an organization (Lee and Kim, 2016).
Essential Criteria Desirable Criteria
EXPERIENCE  Having experience of
working directly with
the departmental head.
Also, assisting head in
making different
 Has co-ordinate
meeting at different
level in the
organization.
 Has lead team in the

decision in an
organization.
 Having experience of
handling internal and
external contract in an
organization.
past.
SKILLS & KNOWLEDGE  Ability to pass on
attractive and effective
message to large
group.
 Ability to manage
different meeting
schedule.
 Ability to assist and
supervise different
activity related to
amendment and
production of report in
an organization.
 Ability to
communicate and build
good working
relationship with other
in an organization.
 Ability to assess
current situation of an
organization.
PERSON ATTRIBUTES  Confident &
enthusiastic
 Polite, engaging
manner
 A ‘can do’ attitude
 Ability to work as part
of a team
SPECIAL REQUIREMENT  Ability to travel to
other location when
Driving License and use of car

require
QUALIFICATION  Graduation Degree
CV Review
Job Application 1:
After looking at CV of Job Application 1, it can be said that CV of applicant is not that bad to
conduct an interview in the organization. As recent experience of candidate is relatively the
same which this job role require. As Applicant has worked as a personal assistant of General
manger. Also, responsibility which was performed by him on that role is on same page, what
this role requires. As having experience of scheduling meeting, handling different contract by
handling incoming call, male and e male. Handled and maintained good working relationship in
and out of organization. Other things about him which makes him good profile are,
communication skill, quick learner (Kizuna and Sato, 2017).
On the other hand looking at the drawback of the CV, then it can say that Applicant is
having just one year relevant experience as previous job role is not at all relevant to the vacancy
in the organization. Also, experience is working in an E-Design company. So it may get difficult
for one year experiences personal to assist Director in different decision-making in the
organization. Also, Qualification of an Applicant is not cleared from the CV. Conducting an
interview with Applicant 1 may help organization in knowing more about Applicant. So not sure
about this profile but good enough to have at least telephonic interview.
Job Application 2:
Applicant 2 is the best applicant out of all the 3 Applicant. I will love to call him for interview.
As current experience and duty performed by Applicant 2 is good to be recognized. As CV of
Applicant shows that, having experience of working as a PA of Commercial Director in the
recent job. Also, having 9 year relevant working experience. Having experience of d attend
business meetings, taking minutes, maintain office systems to efficiently deal with paper flow
and also has arranges travel and accommodation for different visit (Ferrannini, Mark and
Mayoux, 2016).

Looking at the drawback of the CV it can be highlights that, as personal is working in a
company for more that 9 year, there is good possibility of him asking good amount of wages.
Also, not sure about the skill set which is possessed by Applicant but current experience is good
enough to conduct interview with the applicant in the organization.
Job Application 3:
Applicant 3 is not that good profile in regard to job vacancy in the organization. As
applicant is not having that sort of experience to carry out the responsibility which is asked by
the role (Schmitt-Grohé, 2018). As Applicant is having temporary PA experience, also the
responsibility which is performed by the applicant in that role is not that good to be considered
him for interview. This profile is much toward the roles of receptionist as compare to the role of
Personal Assistant in the organization.
Reason of choosing the above two profile as compare to the third candidate is the amount of
relevant experience which was possessed by above two candidate is very good as compare to the
third candidate. Also skill set of above two candidate are good.
Competence based interview Question
 Please let me known about your experience and qualification in Past?
 Is you have directly worked with any of the senior member in the Past?
 Are you having experience of scheduling different meeting and handling contract? How
you generally used to perform this activity in the past?
 Take me through you experience toward making and building good working
relationship?
 Thing which makes you different from other? Thing can be experience, skill set,
knowledge anything.
 Are you comfortable traveling when require?
Rationale
At the time of preparing person specification, one thing which was in my mind was to
divide the different knowledge experience and skill set in two criteria i.e. is essential and
desirable. So that applicant find it easy to find out the best job role which can be applied by them

and will also help them in checking own situation. At the time of reviewing CV of all the three
Applicant I was looking at the experience of the Applicant. As In my thought qualification just
gives a guideline to the educator. Knowledge and skill is generally learned by the employee with
the help of experience which is possessed by the employee (Vivares-Vergara, Sarache-Castro
and Naranjo-Valencia, 2016). This is the only thing which I have consider at the time of making
interview question as well. As most of my question is related to experience and knowledge.
Importance and critical evaluation Person specification and competency based selection
interview
Person specification and competency based selection interview in the organization, generally
help organization in getting the best employee for the job role. As person specification
eventually help the HR individual in the organization in getting simplified knowledge about the
different skill set which organization is looking. Also, it helps organization in getting good
applicant for the job role. As all the applicant are clear about the skill or experience they need to
have. Competency based selection process helps organization in getting better knowledge about
the employee experience. As CV of the applicant generally used to show all the thing in a
summarized form to the HR individual (Hassan, 2016). At the same time it has seen that both
the above tool is not that good viable in checking the skill set which is possess by the employee
to carry out different operation in the organization. As they does not drive employee to show the
different skill set which is possess by them.
ACTICITY 3
Learning and development opportunities
Learning and development opportunities for staff, from both an organization and staff
perspective
There are many types of learning and development opportunity which is provided to all the
employee in the organization. As employee are the one who is one of the most important
stakeholder for the organization. As they used to carry out all the operation of LV. Some
opportunities are described as follows:

Skill Development: LV used to provide variety of the opportunity for all the employee
to develop good skill set in the organization by organizing different type of training and
development program in the organization. For example: At the time of adopting any of new
technology in the organization. LV used to provide a good sort of training to all the employee
about the skill set they need to develop. This help employee in developing good skill set. From
employee point of view they develop good skill. Whereas, from organization point of view
efficiency of organization is enhanced. This help company in enhancing the efficiency of the
business which help company in improving the profit of the organization in long run of the
business.
Knowledge development: LV also used to develop good sort of knowledge of all the
employee in the organization. As LV always drive employee to work in different condition in
the organization. This eventually help employee in building better knowledge of different
condition in an organization. For example: In LV, all the employee are given an exposure of
different position in the organization. This eventually help them in building good knowledge
base in the organization. This help organization in building good and diverse Human force in the
organization to carry out different operation of the business. (Chelladurai and Kerwin, 2018).
Building knowledge in the organization help organization in bringing good sort of creativity in
the organization which help company in improving the different activity of the organization also
help organization in improving the productivity of the business.
Growth opportunity: LV also used to provide variety of personal growth opportunity to
all the employee in the organization. As LV used to build the environment in the organization
where all the employee are more clear about the different activity which need to be performed in
the organization. Also, all the employee used to feel free to showcase their skill in the
organization. This eventually help employee in seeing good growth opportunity.
Rewards and Benefits
Providing learning and development opportunity to employee is not just enough for
organization to retain employee for longer period in the organization. There are many types of
activity such as Motivating and providing good rewards to employee are being also performed in
the organization.

LV generally used to look at the Adam Equity theory in the organization to keep the
motivation level high of all the employee. This theory used to explain that people in the
organization used to maintain fair amount of relationship between performance and rewards
which are given to the employee in the organization. For example, if an employee in the
organization is frustrated by the job than it means that input of employee is much higher than
what output is being provided by the employer in the organization. At the same time if employer
is not happy with the performance of employee in the organization, it certainly means that output
provided by employer is much higher than input provided by employee. So it is very important
that organization used to maintain a good amount of balance between the output and input in the
organization.
LV also used to do variety of the different activity in the organization to maintain the
balance between the output and input in the organization. As LV used to provide good sort of
rewards to all the employee in the organization so that employee can satisfy there need
successfully in the organization. Along with the rewards, LV also used to provide extra benefits
to all the employee in the organization. Extra benefits includes medical insurance, leaves and
incentives and many more (Bratton and Gold, 2017).
LV also used to reward all the extraordinary employee in the organization with monetary
or non-monetary rewards in the organization. This help all the employee in feeling enthusiastic
in the organization to carry out different operation in the organization. Also, all the employee in
the organization also make a extra effort in the organization. From organization point of view it
helps organization in retaining employee for longer period. Also, it helps organization in
improving level of efficiency in the organization. Form the staff point of view, it passes on the
good message to all the employee in the organization that organization used to care about them
and there is value of their performance in the organization.
There are many other activity are also performed to maintain good working environment
in the organization. As LV used to organize informal meeting in the organization on the last date
of every month. This meeting is organized to celebrate birthday of employee in the month. This
eventually help company in building a good working environment in the organization. As all the
employee used to interact with each other in the organization. This flow good flow of honesty,
trust and bonding among employee and also with the management.

ACTIVITY 4
Employee Relation
Employee relation refers to the different efforts which are made by LV in managing good
sort of relationship with the employee in an organization. Generally leader and manager in the
organization used to take different decision in the organization to maintain good sort of
relationship with the employee in an organization.
Importance of Employer relation
Employee relation used to bring variety of the importance in the organization, As it help
organization in improving the productivity of the business in long run of the business. As all the
employee in the organization used to feel motivated to carry out different operation in the
organization. This enhances productivity of an organization. Strong employee relation also help
organization in reducing the amount of conflict in the organization. As employee relation help
organization in building good working environment in the organization which reduces the
amount of conflict in the organization (DeCenzo, Robbins and Verhulst, 2016).
As leader are the one who used to be in direct touch with all the employee they used to
maintain good relationship with the employee. As all the employee used to interact with the
leader on regular basis in the organization, leader in the organization used to guide them
different path and hears different query faced by them in the organization. This eventually build
a good employee relation between employee and leader in an organization.
Employee Relation impact of Decision making on HRM decision
Employee relations also used to have a good sort of impact on the decision-making of
HRM in the organization. As HR department of LV directly used to be in touch with the leader
in the organization and used to make different decision based on the information provided by
leader in the organization. As good employee relation in the organization help HR department in
enhancing the effectiveness of different development plan in an organization and also help
organization in implementing the same decision effectively in the organization, as all the
employee are ready to accept different changes in the organization.
At the time when there is not that good employee relation in the organization, HR
department in the organization used to take variety of the supportive action in the organization.
As HR department generally has to invest good amount of time in the organization to reduce the

conflict in the organization. Also, HR department has to take more amount of time to make
different HRM decision in the organization. (Schmitt-Grohé, 2018)
Different employment policy impact on the HRM Decision
Importance of HRM Policy
Following HRM policy in the organization help organization in building good image of
the company in the eye of customer as well as in the eye of the employer as all the employee
always look to have a employee which used to compile their all the activity with the different
laws and legislation in the nation.
Minimum Wage rate: Minimum wage rate act of UK, used to show the minimum
wages which employer much provide to all the employee in the organization. This act used to
impact the decision-making of LV HR department, as minimum wage rate of UK is too high on
scale, it eventually forces the HR department to higher the employee in the organization with
multiple skill set. This eventually help company in building good workforce in the organization
and also at the same time also help company in having eye on the cost of the company.
Equality Act 2010: It is the another act which used to have greater impact on the
decision-making of HR department of LV. This act used to explain that in the organization all
the employee should be treated equally, no discrimination should be done in between the
employee on the basis of color, gender, culture and caste/. HR department of LV has to look at
the different aspect of all the gender, culture and caste before making any decision in the
organization. This eventually used to take good amount of time of HR department in the
organization before making any sort of decision in the organization. Also, HR department has to
organize different training in the organization to promote different awareness about the same in
the organization (Vivares-Vergara, Sarache-Castro and Naranjo-Valencia, 2016),
Health and Safety Act 1974: It is another Act which used to have a great impact on the
decision of HR department in the organization. It is the responsibility of organization to
maintain good health of the employee in the organization. As a result HR department of the
organization has to make different decision to make sure that secure working environment is
provided to all the employee or not in the organization. Also, HR department has to make sure
that there is a medical insurance of all the employee. As it is mandatory for all the employee to

have medical insurance of all the employee otherwise organization has to pay good amount of
penalty for the same.
CONCLUSISON
After going through the above report it has been summarized that HRM function of
organization is one of the most important function of an organization. As it help organization in
building good workforce in the organization. After that report goes on to summarize that for the
role of PA in the organization two Applicants are good to be called for the interview, one
employee is not that good. After that report summarized that skill development and knowledge
development and growth opportunity are few opportunities which is offered by organization to
the employee. Also report summarized that there are many different type of rewards which are
also given to employee in the organization to improve level of motivation in them. In the end the
report summarized that employee relation used to impact HRM decision-making in the
organization. Also, policy such as equality act and minimum wage also used to have impact on
the HRM decision-making in the organization.

REFERENCES
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