Human Resource Management Functions and Challenges

This assignment covers various aspects of human resource management, including its most valuable assets (intangibles), internal recruitment methods, and the role of HRM in non-profit organizations. It also discusses the importance of HRM in schools and teachers, and how it can benefit them from content and process perspectives.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM.........................................................................................1
P2 Strengths and weaknesses of different approaches of selection and recruitment.............3
TASK 2............................................................................................................................................6
P3 Benefits of different HRM practices for both employer and employee...........................6
P4 Effectiveness of the different HRM practices for raising organisational profit and
productivity.............................................................................................................................6
TASK 3............................................................................................................................................8
P5 Analyse the importance of employee relation in the respect to influence the HRM decision
making....................................................................................................................................8
P6 identify the key element of employment legislation and impact on the HRM decision
making....................................................................................................................................9
TASK 4..........................................................................................................................................12
P7 Application of human resource management practices in work related by using the
examples...............................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management may be defined as formal system which is devised in an
organisation in order to manage people. It refers to those organisational functions which includes
such practices to help an organisation to deal with the people of an organisation effectively at
different phases of employment cycle. HRM includes the practices of hiring, recruiting,
deploying and managing the employees of an organisation (Marchington and et.al., 2016). Its is a
strategic approach for effective management of the employees in an organisation so that an
organisation can achieve a competitive advantage. In this report JP Morgan is taken as an
organisation, which is a multinational banking corporation. This report discusses about the
purpose and scope of Human Resource Management and talent and skills required to achieve
business objectives. Present report also includes effectiveness of key elements of human
resources management with in an organisation. This report also discusses about the internal and
external factors which have an effect on human resource management decisions including the
employee legislation which affects the decision of human resource management. Present report
also includes how human resource practices can be implemented within an organisation.
TASK 1
P1 Purpose and functions of HRM
Human resource management is an important part of an organisation which is mainly
involved in the managing of the employees within the JP Morgan and is also involved in hiring,
firing, training and motivating of the employees in JP Morgan. HRM works with a great purpose
in an organisation (Runhaar, 2017). Mission of HRM in JP Morgan is to coordinate the people
within the organisation in order to achieve the organisation's goals. Purpose of HRM in JP
Morgan is to make workforce of the organisation most effective and productive through effective
planning of the workforce in an organisation. This includes hiring, selecting, training and even
firing of the employees in an organisation. HRM is plays an important role in planning of the
workforce in an organisation. It hires and selects the bust suited employees for the various
departments of JP Morgan. HRM in JP Morgan coordinates with the different people within an
organisation in order to achieve specific businesses objectives by fulfilling staffing needs and
retaining the workforce in an organisation. HRM achieves this through the effective use of
people, resources, technology and processes to focus on the internal part of an organisation rather
than external part of the organisation. HRM is also responsible making the human resources
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available in an organisation, HRM of JP Morgan uses different ways in order to make the
resources available for an organisation and also ensures that there is not ant kind of shortage of
resources in an organisation.
Scope of Strategic HRM:Strategic of HRM in JP Morgan is that it helps in the planning,
recruiting and selecting, training and development of the employees. It is also involved in payroll
management, providing rewards and recognitions, maintaining workforce relationships and legal
procedure of the organisation.
Hard Human Resource Management: It is the approach in which the employees in an
organisation are treated as a resources which needs to be controlled to achieve profitability and
competitive advantage for an organisation. Functions of HRM of JP Morgan using hard HRM
approaches are as follows:
Fulfilling staffing needs: It is the responsibility of HRM to recruit employees for an
organisation (Pynes, 2017). It includes the creating of a position in an organisation and
identifying various job duties and determining the skill sets required for performing a job in an
organisation. It is the function of HRM of JP Morgan to recruit and select employees for an
organisation using different techniques of recruiting and selection processes. This department is
also responsible for lawful termination of the employees and ensures that now law is violated
during termination process.
Compliance: As JP Morgan operates in different parts of the world and each and every country
has their own labour laws and other regulations which company has to follow. It is the job of
HRM to maintain and manage the compliance related to workplace safety, discrimination, sexual
harassments and other laws applicable for the organisation.
Soft HRM: It is the approach of HRM in which employees are treated as company's assets and
functions of HRM includes:
Training and development: It is the indispensable function of human resource management, an
attempt to improve current and future performance of the employees in an organisation
(Gatewood, Feild and Barrick, 2015). HRM helps in increasing the ability of the employees in an
organisation by educating and increasing the skill and knowledge related to different tasks in an
organisation.
Managing workforce relations: Work force forms the pillars of an organisation and managing
their relationships is the crucial function of HRM. It plays an important role in fostering good
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employee relations and managing good working conditions. Management should organise
different activities to develop relationships among the workforce and with the organisation which
will result in the healthy and balanced relations between employee and employer ofJP Morgan
which is a key for the organisation's success.
Benefits and Compensation: Its is the function of HRM to develop an effective benefits and
compensation programs in an organisation which is an important tool for recruitment and
retention of the employees which JP Morgan uses. It includes health insurance, retirement plans,
salary etc.
P2 Strengths and weaknesses of different approaches of selection and recruitment
Recruitment is the process of attracting, short-listing, selecting and appointing suitable
candidates for the jobs in an organisation. It is the process of finding and hiring the suitable
candidates internal or external to the organisation for any job opening in an organisation in
timely and cost effective manner (Kew and Stredwick, 2016.). There are two methods of
recruitment such as internal and external recruitment methods.
Illustration 1: Sources Of recruitment
(Source: Recruit Methods, 2019)
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External methods of recruitment is a processes in which an organisation selects the
candidates outside the organisation other than its existing staff. External methods of recruitment
used by JP Morgan are Direct Recruitment, Advertising and Recruiting agencies.
Direct Recruitment Method: It refers to the process of recruiting suitable and qualified
candidates outside the organisation by simply placing a notice of vacancy on the organisation's
notice board.
Strengths: It is the best method for recruiting right kind of the employees for the organisation. It
is cheap and simple method for attracting qualified candidates for the organisation. It is useful
for JP Morgan when an organisation is launching new projects which requires qualified and
responsible professional for the job.
Weaknesses: This method is suitable for the organisation when there is high supply of human
resource available in the market. Employees selected through this method may prove expensive
for the organisation.
Advertising: It is the one of the most common and popular methods of external recruitment
through which JP Morgan posts a job vacancy using different forms of electronic and print
media.
Strengths: It is the best method to attract experienced and qualified candidates when candidates
are not obtained through other sources. Job descriptions and job specifications are specified in
advertising method which allows candidate's self screening.
Weaknesses: Its is a time consuming process as it may not be able to attract many people
(Budhwar and Mellahi, 2016). Using electronic media for advertising may lead to privacy
concerns for a potential candidates.
Recruiting Agencies: Recruiting agencies are the type of firms which help companies to find
suitable candidates for an organisation.
Strengths: It is the time saving method for the JP Morgan, through this method an organisation
can quickly fill their vacant posts.
Weaknesses: It may prove expensive for the organisation and some recruiters charge certain
percentage from employee's salary.
Internal method is a method in which an organisation fills the vacancies of an
organisation from its existing workforce . Internal methods used by JP Morgam are as follows:
Promotion and Transfer.
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Promotions: It is the most common forms of internal recruitment in which HR moves the
employees to upper levels and with more responsibilities (Internal Recruitment Methods, 2019).
Strengths: It boosts the morale of the employee in an organisation and also less cost is incurred
as compared to hiring from external sources.
Weaknesses: Promotions may create necessary disruptions within an organisation, it may result
in the bad feeling among employees at same position.
Transfers:It means shifting of employees from one job to another job without change in
employee's rank and responsibilities.
Strengths: It provides job stability in an organisation
Weaknesses:Resistance from the employees would be an weaknesses to this method.
Selection is process of carefully choosing the suitable candidate for a required job
position in an organisation. It is the process of keeping right men at the right job. It is the
process of matching the organisational requirements with the skills, knowledge and
qualifications of the candidate best suited for the job (Bounfour, 2015). JP Morgan uses
different methods for selecting a candidate which are interviews and Ability and aptitude tests.
Interview: Interview is a formal meeting between two persons in which one asks questions in
order to find out the candidate's suitability for a job. It is the most popular method for employee
selection.
Strengths: JP Morgan can judge the skills of the employees with in-depth information.
Interviews can be modified as per the need of gathering more information from the candidates. It
can speed up the hiring process for JP Morgan.
Weaknesses: Negative information may be given more weight during the process, it does not
provide much evidence for validity to the selection process.
Ability and aptitude tests: These tests are designed by the organisation to asses the logical
reasoning and thinking capabilities of the candidates and is an effective tool for selection
process.
Strengths: With the help of ability and aptitude test JP Morgan can measure the abilities of a
person and it can give complete picture of candidate's mind.
Weaknesses: It can prove quite costly for the organisation and requires high skills and
knowledge.
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TASK 2
P3 Benefits of different HRM practices for both employer and employee.
There are various benefits of HRM for both employee and employeer which can be
explained as:
Benefits for Employer Benefits for Employee
HRM practices includes the performance
management of the employees in an
organisation which will help in improving the
performance of the organisation (Diaz-
Fernandez, Pasamar-Reyes and Valle-Cabrera,
2017).
HRM practices involves providing training to
the employee which help in their growth and
development.
HRM practices help JP Morgan in providing a
suitable candidates for the organisation.
HRM practices in JP Morgan helps in creating
good working conditions for the employees.
HRM practices helps in making effective and
productive use of the employees in an
organisation.
It helps in maintaining the workforce
relationships within the organisation.
HRM practices in JP Morgan help in planning,
organising directing and controlling of the
workforce within an organisation.
HRM practices help in protecting the rights of
the employees in an organisation and ensures
that employer does not conduct any unlawful
act against the employee (Glendon and Clarke,
2015).
HRM practices help to manage and settle
conflicts within the organisation and thus helps
in smooth functioning of the business.
HRM practice in JP Morgan helps to settle
employees grievances and thus increases
employees satisfaction within the organisation.
It helps in providing employee information
which is important to employer.
It helps in providing information to employees
related to different tasks in an organisation.
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P4 Effectiveness of the different HRM practices for raising organisational profit and productivity
HRM practices are such practices which can help an organisation in achieving goals each
and every year. Through HR practices organisation can develop their own people of the
organisation and can even develop their leadership staff. By effective HRM practices
organisation can develop different training courses and motivational programs in order to
develop workforce of an organisation. HRM practices enables the employees to contribute more
in the growth of an organisation and also helps in promoting well-being of the employee in an
organisation (Aryee and et.al., 2016). HRM practices in JP Morgan includes training and
development practices, implementing flexible working conditions, managing employee
performance, payments and reward system etc within an organisation. Effective HRM practices
also helps JP Morgan in raising organisational profit and productivity through effective learning
of the employees and trough training and development practices. By providing effective training
and development practice in an organisation, JP Morgan can increase the profits and productivity
of the employees (What are the Functions of Human Resource Management?, 2018). As
learning, training and development practices helps in the growth of the employees and
overcoming the problem faced by employees during work which result into the increase in the
profits and productivity of the employees in an organisation. Different HRM practices which
help JP Morgan in raising Organisational profit and productivity are explained below:
1. Training and development programs: HRM provides training and development
programs to employees which boost their level of satisfaction and also increases the
employee retention in an organisation which brings more profits for JP Morgan and also
increases the productivity of the employees in an organisation (Jordan and Lloyd, 2017).
HRM builds new skills in employees, improves their performance level and evolves
employees towards more and more challenging roles which helps in achieving more and
more profits for the organisation and its productivity level.
2. Develop a culture of learning and teaching: HRM helps in creating a culture in an
organisation which enhances teaching and learning in an organisation where the
employee can learn from each other and its is the best way of learning, training and
development process in an organisation. By developing such culture in an organisation JP
Morgan increases the employee productivity and through this teaching and learning
culture it can raise more and more profits.
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3. Knowledge base: HRM helps in creating, maintaining and enriching employees
knowledge base in an organisation which results in the creating a digital workplace
within an organisation (Coetzer and et.al.,2017). Greatest benefit of creating an digital
workplace is that employees training lies in the knowledge management capabilities of an
organisation which consists of documents and different training and development
sessions which can make learning, training and development practices more effective
and that will have a positive impact on the organisation as well as on the employees.
With the help of this HRM practice JP Morgan can easily its employees productivity and
can gain competitive advantage in the market.
4. Alignment of learning, training and development with organisational goals: JP
Morgan has its own goals, customers satisfaction, better performance, high productivity
and best service quality. Based upon these goals HRM help in designing training and
development programs which aligns the performance of the employees towards
achievement of these goals (Head and Alford, 2015). HRM management provides
training and development programs on sales, marketing, finance and other departments of
an organisation which work collaboration with each other in achieve more profits for JP
Morgan and improve their productivity level.
TASK 3
P5 Analyse the importance of employee relation in the respect to influence the HRM decision
making
Employee relation is not easy process but more establishment requires in the business
environment where there is confidence and trust about the influence of HRM in decision making.
It is more challenging for human resource manager wishing to become the employee relation. In
this way, HR manager initiative to maintain the employee relations and provide the
environmental friendly culture.
For maintaining the employee relation in the organization is pre-requisited for the success
of JP Morgan firm. The strong employee relations are required for increasing the productivity
and profitability in marketplace (Alvehus, 2018). In JP Morgan, Manger deals with the employee
relation to avoid and resolve the issue concerning the individual which might increase out of or
motivate the employee towards their work. The strong relation mainly depend on the healthy and
safe work environment, commitment, involvement of all the employees. The strong relation lead
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to motivate, efficient and productive employee which help for increasing the sales. Human
resource manager plays important role in the organization to connect with the other employee
and providing the best facilities and services. They always trying to improve the working culture
or environment in the organization, which is the most important factor that help for influencing
the employee to complete their task in proper manner. They can freely take right decision
regarding the business development.
In JP Morgan, HR manager mainly focused towards the issue and problem of employee
to provide the proper guidance or advice regarding the working experience. In cases, the
employee tends to lose their focus and concentration if the mind always clouded with the stress
and tension (Beltrán-Martín and Bou-Llusar, 2018). Manager has been observed all the activities
of employees to provide the session and they feel better. In this way, it can be determined that
employee relations are needed to handle the complexity of business in appropriate ways.
Manager are created deliberate strategies and plans such as accountable of employee
engagement that help for JP Morgan to manage the competitive edges in global market. They
also provide the benefit and support to the employee such as balance work culture, increase pay
scale, safe and working conditions. In JP Morgan, HR manager is taking decision related the
employee relation policies describe all the rules, regulations, procedures and also resolving the
issue in workplace. Human resource manager plays important role in binding the worker together
and also helps in strengthening the bond between the employees. HR manager is performing
activities where all the employee do something productive which would provide them
opportunity. Human resource coordinated with the team members to support regarding work
experience and also give rewards on the basis of their performance.
In UK, Employee engagement has become the important aspects of employee relation
over years, according to trade union, JP Morgan aware about the importance of making working
employee's voice and it is the fundamental reason that people join the union. In this way,
employers are identifying the link among the productivity and employee engagement on the
basis of evidence (Guan and Frenkel, 2018). UK is the largest private sector trade union that
support to maintain the business growth and development by using employee engagement. The
involvement of union trade to provide the legitimacy, which help for employees to feel that they
have genuine voice at different levels.
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P6 identify the key element of employment legislation and impact on the HRM decision making
Employment legislation is a type of law that governs the employment within the
organization who works together. It affects the employees, employer, union and Human resource
management in JP Morgan firm (Kuvaas and Buch, 2018). The basic role of employment law is
to ensure that it determine who can and cannot be employers. They also offered a job and treated
at this process of employee engagement. There are some key elements of legislation that impact
on the Human resource management decision making.
5. Equal employment opportunity- It is based on the employment practice where
employer d not engage with the employment activities that prohibited by the law. The
main objective of overall policy to provide the equal right to their employee. HR manager
is responsible person to implement this policy in JP Morgan firm. It is the best approach
for providing the equal opportunity to engaged with the employees. There are various
criteria at workplace to differentiate the people such as age, color, religion, national
origin, race etc. HR manager always maintain this equal rights to implement new idea for
providing the equal opportunity by using Equal employment opportunity law.
6. Affirmative actions- It is the policy of providing the job and other opportunity to the
members of group. This is a type of action on the business operations to engaged with the
employee to provide the equal opportunity. This policy mainly focused on improving the
opportunity in UK. It is necessary for organization in order to support the minority
background people and support in the both financial and ethical ways. In JP Morgan,
Manager encourages to the minority background employee for providing the chance to
explore their knowledge and skill towards the business development. Human resource
manager is protecting against the social issues that generated at workplace. This policy
will help for people to maintain their dignity in the organization.
 Sexual harassment- JP Morgan is implementing the appropriate policy and strategy that
address the sexual harassment allegations if the employee is reluctant to official claim
with the department (Manrai and et.al., 2018). Manager is more responsibility to make
clear the doubt for employee to resolve the issues. Manager is also implementing the
policy to protect against the harassment. JP Morgan firm is used the local laws that help
for employee and also provide the training, practices session to identify their legal rights.
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When an employee complain against to the harassment to Human resource department
whether they immediately investigate the problem and take decision.
 Working with regulations- JP Morgan firm follows some rules and regulation to
complete their task in proper manner. Employer can choose the simple set of work rules
and regulation. They also accepted and prohibited the rules of business and also decide to
work proper rules and policies. Human resource manager have planned the regulation to
maintain the working culture which necessary for organization to complete the project on
deadline. In this way, it will help for increasing the productivity and profitability in
marketplace.
The impact of employee legislation has been increased in terms of human resource professional.
In JP Morgan, HR manager has changed the business operations that use the resources and
influence of employment regulation.
The employee legislation mainly define the HR manager strategies for decision making
with the help for trade union or HRM department. Manager are implementing the employee
legislation in the organization to increase the flexibility of business as well as employees. HR
manager is responsible for compliance of workplace and employment regarding the laws, rules
and regulations. There are some common legislation that impact on the HR decision such as
equal employment opportunities, medical leaves, discrimination and labor laws etc.
Anti discrimination- This rule is designed for preventing the discrimination against the
particular group, people. This law will help for protecting the people by using legislation. Such
as sexual orientation, religious and political race.
Data protection- Data protection is important for organization to protect the sensitive
details of employee. HR manager is engaged with the employee to protect and secure of
employee (SmithRohr and Panton, 2018). In case, HR manager uses tool and technology to
maintain their data and information in proper manner. Manager follows the data protection act
1998 in organization to provide the security to the employee to secure their personal data.
Equality- According to equality act 2010, the employee can use equal legislation to
protect their equal rights that provided by the government. In JP Morgan, HR manager also use
this law to provide the facility to employee related equal right at workplace.
Health and safety- Health and safety act 1974, it is primary piece of legislation that
covered the health and safety. This law is beneficial in the organization to provide the facility
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related the health safety to employee. This law was passed by the government. JP Morgan also
follows this rules to implement in the organist as a policy, condition and terms.
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TASK 4
P7 Application of human resource management practices in work related by using the examples
CURRICULUM VITAE
Rose William
Street no-2, London tower
mobile no- 4573087973
Email- [e-mail]
Career Objectives
To build long term career in the fastest growing organization and enhanced my professional
skill in a dynamic workplace.
Academic details
Ph. D, Psychology, university of Minnesota, 2017
Concentrations : psychology
Dissertation : A study about the learning disabled children in the lower income community.
Percentage : 80 %
Pass-out year : 2017
Technical skill
I am technical instructor in Minnesota, 2015-2017.
University of Minnesota
Course : Psychology in the adolescent
Project Details
I have completed the project in extensive neuropsychological and psychodiagnostic assessment
for children.
Contact Details
Ross William
mobile no - 6763939045
CONCLUSION
This report concludes that Human Resource Management is vital part of an organisation
and plays an important role in managing people within an organisation. HRM has an important
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purpose within organisation and has to different functions in an organisation in order to
productivity and growth of an organisation. It can also be concluded that organisation can use
different methods of recruitment and selection but these methods have strengths and weaknesses
attached to them. This report also concludes that HRM practice can prove beneficial for both
employee and employer and has HRM plays an important role for training and development of
the employees in an organisation due which an organisation can achieve its objectives. This
report also concludes that an organisation can not function properly without having proper
employee relations and HRM has to consider various employment legislations in order to take
decisions
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REFERENCES
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abilities, motivation and opportunities to participate in the relationship between HR
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110.
Bounfour, A., 2015. The management of intangibles: The organisation's most valuable assets.
Routledge.
Budhwar, P. S. and Mellahi, K. eds., 2016. Handbook of human resource management in the
Middle East. Edward Elgar Publishing.
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professional competence expectations in human resource management courses. Asia
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Diaz-Fernandez, M., Pasamar-Reyes, S. and Valle-Cabrera, R., 2017. Human capital and human
resource management to achieve ambidextrous learning: A structural perspective. BRQ
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employee performance. Chinese Management Studies.
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management. Administration & Society. 47(6). pp.711-739.
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