Human Resource Management Functions

This assignment delves into the core functions of human resource management (HRM). It examines key areas such as recruitment and selection, employee training and development, performance management, compensation and benefits, and employee relations. The document utilizes provided academic references to illustrate these concepts and their significance in organizational success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Purpose and functions of HRM............................................................................................1
P2: Strength and weakness of various approaches recruitment & selection...............................2
TASK 2............................................................................................................................................4
P3: Benefits of different HR practices within an organisation ..................................................4
P4: Evaluating HR practices in relation to increase profit to Daylesford organic limited..........5
TASK 3............................................................................................................................................6
P5: Importance of HRM decision making with relation to employees.......................................6
P6: Identified key elements of employment legislations............................................................7
TASK 4............................................................................................................................................8
P7: Application of HRM practices..............................................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources management is the administration of human resources. It is designed to
increase performance of employees in achieving organisational objectives. It is mainly based on
people within organisations, those are associated with various polices and system of
management. Under this project one of the retail company of UK Daylesford organic limited is
taken as to know about HR management system (Alfes and et. al., 2013). The project consists of
four tasks that explains various aspects and applications of HRM.
First part of project report explain scope and purpose and approaches of human resource.
In next part it talks about benefits of different practices that are govern by both worker and
employer. Third task deals with analysis of importance of employee relation and its related
legislation. Last part of report summaries with application of HR practices. All aspects of human
resource administration are covered under this project. It is prepared with proper evaluation and
analysis.
TASK 1
P1: Purpose and functions of HRM
Human resources is the process of improvising employees skills and knowledge and
develop capabilities so that they become more valuable to organisation. In other words it is said
to be the process of recruitment and selection, providing orientation and induction, training and
development of worker.
Purpose :
 It help organization in achieving aims and objectives through well trained and highly
motivated them.
 Skills and knowledge of employees are employed efficiently and effectively in human
resources.
 Increase self actualization by encouraging each and everyone to bring out his inner
potential (Batt and Colvin, 2011).
 Establishing and maintaining productive & internal satisfaction through building strong
relationship between member of Daylesford organic limited.
 Though training and advancement it will help to create opportunities among them to
show their capabilities in there respective field.
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 To maintain ethical behaviour inside and outside the organisation.
Function :
 Recruitment and selection: It is a process in which candidates are selected on the basis
of captivating, screening and opting potential and well qualified areas that suitable for a
particular job role. It help to reduce costs of mistakes like unmotivated and under
qualified worker.
 Orientation: It is not important for organisation to provide orientation to new employees
(Butts, Casper and Yang, 2013). It consist of various goals and objectives of organisation
and make employee comfortable enough to achieve that target. The main objective of
orientation is to reduce anxiety and gain commitment toward their goal.
 Maintaining good working conditions: Most employee are only motivated in case they
get good working environment and work culture. It is a kind of fundamental duty of HR
management to provide such kind of facilities to them. It arises from values of company
that are view in terms off important for its mission.
 Managing employee relations: It has always said that employee are base of any
organisation so to maintain healthy relation among each other can benefit more to the
organization in long run. It is crucial functions of human resource management that help
to adoptive good employee relation. They have capabilities to performer and establish
well planned employee relations.
 Training and development: It is important functions that help to increase ability and
talent. It attempt to improve present and future performance of an employees. The main
objective of training and development is to provide bettering job performance of
individual and group in Daylesford organic limited.
P2: Strength and weakness of various approaches recruitment & selection
Recruitment is a process that includes evaluation and screening of skilled worker from
the pool of candidate through hiring and integrating new employees to the organization. While
selection refer to action that are based on selecting right candidate after screening from pool of
candidates (Major Functions of Human Resource Management, 2017). There are two of
important sources of recruitment and selection:
Internal sources:
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Appropriate employees are found inside the organization. When vacancy arises or
management need a person in an organisation. Internal sources includes promotion, transfer and
in certain cases it includes demotion of them. By observing one deserving employee higher
promotion or responsibility it will motivated other employee to perform well in an organisation.
 Promotion: It refer to increase responsibility and work ability to carry better prestige or
any other pay (Choi, 2011). It is based on various aspects like merit and seniority based
promotion. Sometimes it can be of monetary and non- monetary also.
 Transfer: It is said to be shifting one employees role that he carry in present job to other
similar jobs. It does not involve any change in position or responsibilities that an
individual carried while working.
 Present worker: The present employees of Daylesford organic limited are informed about
vacant post. Under this situation present employee recommend their relatives those are
known to them to perform and join the organisation.
Strength:
 Increase moral of employee from inside the organisation through giving higher authority.
 Chance of error in selection process will be eliminated.
 It help to promote loyalty.
Weakness:
 It discourages competent person from external to join the company.
 For designation required innovation and creative thinking at that point this method of
recruitment can not used.
External sources:
Organisation need to use external sources for recruitment to fill higher position in case
existing employees are not suitable for that post. There are various sources like
 Advertisement: It is important external source in which skilled workers or higher staff are
hired through providing advertising in newspaper and journals.
 Employee exchanges: These system are operated by government which are totally based
on unskilled and semi-skilled, clerical post. Under this a contract is being asigned among
two party by the employment exchange.
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 School, college and university: Direct recruitment from institution from various jobs like
placement which is require technical or professional ability has become a common
exercise (Clark and et. al., 2016).
Strength
 Availability of suitable persons
 Bring new ideas.
Weakness
 Demoralisation to new employees.
 Lack of co operation.
TASK 2
P3: Benefits of different HR practices within an organisation
It said to be communication takes place among employer and employee. It involve
relation of performing their task and job together in a group or a team. It is developed through
taking interest among each other (Dul, Ceylan and Jaspers, 2011). The point of views are
common for both of them. Success of organisation is depend on working abilities that are
performed by employees and employer in Daylesford organic limited. There are various aspect
which is linked among each sector:
Benefits:
 Conflict resolution: HR department of any organisation is designed in such a way that
chance of disputes should be overcome through organising different program for them.
 Training and development: Supportive and co coordinative workers with relation to
training and development are another main important aspect for human resource
department. They organise regular training session to rectify mistakes and solve their
grievances (Hewitt, 2014).
 Build Employee relation: If any employees feel that their right are violated in an
organisation or giving more priority to favourite person then it will be difficult to manage
them. So role of HRM comes in a way to protect them and make appropriate relation
among each other.
 Providing valuable information: Another important responsibility of HRM is to provide
necessary information about any new polices or process.
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Advantages of employer:
Provide welfare gain:
Under this kind of situation employer of Tesco have opportunity to gain maximum profit
through performing there job in best suitable manner. All those experience and ability that
existing employers are carry with them are to be utilised in their performance (Elliot, Dweck and
Yeager, 2017).
Superior facilities:
Company need to provide personal cabin and laptop to those worker who are capable
enough to perform well on regular basis in achieving aims and objectives of organisation.
Increase technical and managerial ability:
The providing various facilities in terms of increasing technical aspects and managerial
ability to handled group and individual. The ability to plan, think and take corrective action in
respect of fulfilling goals of organisation.
Quality of work should be appreciated:
It is the responsibility of HR department to appreciate good work of employer by
motivating them and promoting their efforts for future prospective (Guest, 2011).
Rewarding:
On the basis of performance employer are appreciated through rewarding them both in
monetary and no- monetary terms. It is an important part of any organisation that has to be kept
and must be followed by every department to enhance capabilities of employees performance.
P4: Evaluating HR practices in relation to increase profit to Daylesford organic limited.
It has observed that most of the company believes in improvising various situations that
help the organisation to increase its overall performance with maximising profit. HR practices
play to dominant role in making employees more dominant in achieving goals of the company.
All company have limited resources that has to be managed by HR department in efficient
manner. The main role of administration is to arrange and co ordinate with each department to in
appropriate manner to produce more innovate techniques so that capture interest of so many
customers.
In spite of this it is important for methods for entire organisations by using their role and
responsibilities toward maximising toward profitability as well as productive of their product and
services that are delivered by the company. Aim of HR manager is to reduce cost those are
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incurred in manufacturing process. With this respect HRM practices have a huge impact on
production process due to their strategies (Griffin, 2013).
Moreover, purpose of human resources department is to operate every managerial process
in effective manner. Every member and staffs are responsible for increase effectiveness of
worker. Competitiveness of company can be increased through proper evaluation of different
level. Like most weight age would be given to operational department. As human resources
management is is important that activities of a company can be transferred to suppliers of
external aspects of the company. Motive of Managers is to identify knowledge and develop
overall personality of its employees to perform all functions more effectively and efficiently.
The Practices should include various aspects like:
Staffing: It is techniques in which skilled people are given more importance rather than
low skilled people because they are maximising extra cost to the company because they need
regular training about new techniques used by company. It will help in achieving productivity as
well as aims of Daylesford organic limited.
HR development: As this is another task which is important for administrative division as
they need to conduct training as well as development session to their employees. Under this
employees are given guidance or make them aware about their roles and responsibilities toward
organisations.
Compensation and other allowances: HR management is responsible for make proper
compensation strategies to its employees that are in a form of medical allowances, bonus,
incentives an many more. There are various other aspects that must be effectively used by
department in achieving maximum profit to their business.
TASK 3
P5: Importance of HRM decision making with relation to employees
In every organisation it is required that relations among employees are maintained in
most appropriate manner so that all activities that are required to be performed will be done in
best way. By this the needs of customers will be satisfied. In company there are many challenges
which are faced due to bad employee relation such as conflicts arise, so this will be solved if
strong employee relation will be present. By this overall productivity will be enhanced as they
will work with full potential.
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The decision making will be greatly affected by environment that is maintained in
TESCO and it may be positive or negative. This is due to the reason that all these factors are
considered by mangers in the process of decision making. As only making of decision is not
important but also its implementation should be done in proper manner which will be possible
only when they will cooperate. The communication process will be improved by which plans
will be carried out in better manner by which organisation will be benefited. The decision in
relation to allocation of resources, management of conflicts, plan development will be made in
better way as employees will be coordinating with the management of Daylesford organic
limited.
P6: Identified key elements of employment legislations
Legal authorities formulated some of the major rules and regulation by which a cited
company may fulfil all appropriate terms and conditions without exploiting norms. It is very
essential to change laws related to employees so that there is an occurrence of equal treatment
between various employments. It affect decision making process because solutions must be
considered after analysing of all laws and sections for establishing a cooperative and friendly
surrounding.
It tends to protect people from discrimination in society and marketplace. Also it assists
them to save from inequality of age, gender, status, colour, caste, disability, race and so on. If
employer of the system is treats badly with their workers then the worker can stand for their
rights. There are various exceptions of age discrimination that include concessions on age factor,
club concessions and economical services.
Employment right act: One of the employees of that organization tried to increase their
voice only to save their rights of employment by analysing employment right act enacted by
legislation. This have a great impact on decision of HR department. Apart from this, all the
policies should be considered to be fulfilled by human resource management with appointing of
a candidate and allowing him in making any decision related to workers.
Minimum wages Act: Wage of employee can depend on their age and even it can be
given to them according to their working hour. Every worker has authority to get minimum
wages from their employer so that they can fulfil their basis needs. In case labours are doing part
time job even then they are entitled to receive salary from their manager. But there can be some
exception which includes people who are self employed or director of company are not eligible
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to get minimum wages, it is only applicable to person that work on monthly, weekly or hourly
basis.
By concluding all above legislation act it proved that running multinational organization
is a very dispensable task. Daylesford organic limited is a large company having number of
worker that is men and women working for that company to live their livelihood easily. Thus
legal sectors have implemented many more policies for protection of workers from getting
exploited that can be dome by cited enterprise to form a healthy environment (Weekley and
Ployhart, 2013). Equality act is applied by the company to provide equal opportunity to their
employees without discrimination on the basis of gender, caste or colour. Else, labours have
authority to complain against TESCO company.
TASK 4
P7: Application of HRM practices
As a Human resource manager in Daylesford organic limited appointment of Assistance
sales manger need to go through various steps and process that are designed by the company
polices and procedure. All steps should be cleared as well as figures for assigning right people
those are having proper knowledge and carry skills at right job.
Following steps are mentioned underneath that has to be followed in recruiting assistance sales
mangers:
Job specification:
Job specification
1. Job details
Title of the job :- Supervisor
Department – Retail
2. Job Purpose
 To encourage sales
 Apply various new ideas in maximising profitability of the company
 To invent new process in order to develop company goodwill.
 To aware general people about company's product and services.
3. Responsibilities and duties
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 Meeting company objectives through maximising sale of company's product.
 Target those market segment that are easily able to but their product.
 Promote sales deal in case team members are not able to do so.
Description of CV – Necessaries alteration and information for finance department authorities in
regard to control excess cost for company (Kehoe and Wright, 2013).
CURRICULUM VITAE
SUMMARY
Information about me I can say that I am a very conscious and confident persona. I like to
travel various places, to meet different kind of peoples and to make friends and gain several
knowledges from them. I love to learn art, design because of my sensible character.
SKILLS
 Self motivated person
 Understanding person
 Ability to change in any situation
 Fast learner
 Ability to organise team
WORK HISTORY
Supervisor
Daylesford organic limited- 208,211, westbourne grove, w11 2rh
Under this position I provided motivation to my team to do good job, help them because I work
in retail, every day I carry nice mood to perform my job.
EDUCATION
Bachelor of Art: Architecture
Liceul de arta “ ionel perlea” - Slobozia, Romania
As per mentioned CV which is comprises of various roles and extra activities of an
organisation are covered under above mentioned CV. All important points has being covered in
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that which explains overall qualities of candidate. On that basis they are short listed for particular
position in organisation (Kakuma and et. al., 2011).
Preparation of structured interview - It is important for any organisation to conduct well
structured interview those are considered essential points during conducting interview to
appropriate candidates.
 Designing of impressive questions to eliminate future mistakes
 Analysis of qualification
 Fulfilment of required skills
 Verification Id
 Personality judgement
 Ability of performing activities
Offering of offer letter – It is a kind of letter that is given to that candidate after clearing all the
process of job. It consist of polices various norms of company that has to be followed by
candidate (Jiang and et. al., 2012). It also contains joining data of employee. Below mentioned
offer letter it consist of various details about company profile.
 Data of Joining
 CTC of salary
 Leave structure
 Other facilities rendered by company
Evaluation – It is the final step in recruitment and selection process to assistance sales mangers
so that HR department will become noticed to rectify errors and mistakes.
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CONCLUSION
From above project report it has been concluded that human resources management is the
important part of Daylesford organic limited in delivering quality work and administration to the
company. Basically, this report explains various methods and techniques of HRM that are used
by mangers to analysed knowledge and skills of an individuals. Various practices of HR are
being evaluated and a complete recruitment and selection process of hiring assistance sale
manger for the company.
REFERENCES
Books and Journals:
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Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Butts, M.M., Casper, W.J and Yang, T.S., 2013. How important are work–family support
policies? A meta-analytic investigation of their effects on employee outcomes.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Clark, W. C. and et. al., 2016. Boundary work for sustainable development: natural resource
management at the Consultative Group on International Agricultural Research (CGIAR).
Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Dul, J., Ceylan, C. and Jaspers, F., 2011. Knowledge workers' creativity and the role of the
physical work environment. Human resource management. 50(6). pp.715-734.
Elliot, A.J., Dweck, C.S and Yeager, D.S. eds., 2017.Handbook of Competence and Motivation:
Theory and Application. Guilford Publications.
Griffin, R.W., 2013.Fundamentals of management. Cengage Learning.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hewitt, K., 2014.Regions of risk: a geographical introduction to disasters. Routledge.
Jiang, K and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kakuma, R. and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Kehoe, R. R and Wright, P. M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Weekley, J.A and Ployhart, R.E. eds., 2013.Situational judgment tests: Theory, measurement,
and application. Psychology Press.
Online
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