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Application Human Resource Management Practices

   

Added on  2021-02-21

16 Pages4436 Words125 Views
HUMAN RESOURCEMANAGEMENT

Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1 (LO1 AND LO2)...............................................................................................................3P1Purpose and functions of HRM applicable to resourcing and workforce planning oforganization............................................................................................................................3P2 Strengths and Weakness of Different approaches of selection and recruitment...............4M1Assessmet of functions of HRM that can provide suitable skills and talent to meet businessobjectives................................................................................................................................6M2 Evaluation of strengths and weakness of different approaches of selection andrecruitment..............................................................................................................................6D1 Critical evaluation of strengths and weakness of approaches of selection and recruitmentwith examples.........................................................................................................................7P3 Benefits of different HRM practices employer and employee of an organization............7P4 Effectiveness of different HRM practices with regard profits and productivity of anorganization............................................................................................................................9M3 Different methods used in HRM practices with example..............................................10D2 Critical evaluation of HRM practices and application in organization with examples. .10TASK 2 (LO3 AND LO4).............................................................................................................10P5 Analysis importance of employee relation in respect to impact HRM decision-making.10P6 Identify key elements is employment legislation and its impact on HRM decision-making...............................................................................................................................................11P7 Application of HRM practices in work related context..................................................12M4 Evaluate key aspects of employee relation management and employee legislation......13M5 Provide rationale for application of specific HRM practices.........................................13D3 Critically evaluate employee relation and the application of HRM practices................13CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................15

INTRODUCTIONHuman resource management considered as big world in its self in the organization, whichconsist different activities like, personal management, industrial relation, manpowermanagement, employee relation and personal administration of an organization. This assessmentof human resource management is based on the NEXT plc company, which is British,multinational company. This company provide clothing, footwear and home product.This assessment is going to explain the different function of HRM in context with thecompany. This will include effectiveness of the key elements of human resource management.Internal analysis is also going to be explained which influence the decision-making process ofthe HRM. Lastly human resource management practice in context with the work also going to bedescribed. TASK 1 (LO1 AND LO2)P1Purpose and functions of HRM applicable to resourcing and workforce planning oforganizationThere are number of functions performed by the human resource management of Next plc.All the functions of the HRM are categorized in two parts namely managerial and operationalfunctions. These functions of the Next company help to workforce planning and resourcing ofthe Next plc company. These functions are: Managerial functionsStaffing — Staffing is most important managerial function of HRM. This is basicallyhelping to manage the work force planning for the Next plc company. Purpose of thisfunction is to ensure the right hiring. In this HR managers decide which section techniqueand recruitment technique can be applied to attract large amount of skilled pool (Foiji,Hoque and Khan, 2019). Planning — Planning is another function which focus on to analyse the need of the Nextcompany so that, company can hire right skilled employee. HR manager prepare the jobdescription that help to identify the skills which required by the company for the vacantpost.Operative functionsTraining and development — This is another essential function of human resourcemanagement. HR manager of Next, focuses that, training and development is being3

provided on right time to increase the productivity of the company. By enhancing theirskills employee will work effectively to increase the productivity.Recruitment and selection — This one of the core functions of HRM of Next plccompany. Purpose of this function is to attract more and more candidate for the vacantpost, to hire the right employee, with having the right skills and competencies, at righttime (Cooke, 2018). For this HR of company apply different recruitment and selectiontechniques, which help to manage its work force planning in the company.P2 Strengths and Weakness of Different approaches of selection and recruitmentInternal recruitmentInternal recruitment is a process of filling vacant position in business with existing workforce.It a cost-effective approach and reduces the risks of employee’s resistance. Further internalrecruitment methods allow management of company in managing employee motivation whichis beneficial for improving staff productivity. There is different internal recruitment methodused by Next Plc like Promotion, advertisement for vacant position among employee, etc.Benefits and limitation of recruitment method is evaluated with the help of two approachesthat is competency and contingent. StrengthWeaknessIn accordance with competencyapproach helps in managing employeemotivation and also encourage peersof employee to improve performanceto getting better growth opportunities.It encourages competition among staffof Next Plc which enhances individualworking productivity (Bratton andGold, 2017).The major strength of internalrecruitment method is job analysiswith the help of which management isable to identify which employee isbest suitable for particular job.The major weakness of this approachis that it requires managementdevelopment programme for criticalevaluation of employee’s ability.The methods lead to internal politicsand employees’ conflicts at workplace.External recruitment4

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