Human Resource Management Project

This project examines the role of Human Resource Management in AVIVA Plc., a leading insurance company in the UK. It analyzes key HR functions, including workforce planning, recruitment, training, and employee relations, and their impact on business objectives. The project also includes a case study demonstrating the application of HR practices in a real-world scenario. It further explores the significance of employment legislation in achieving organizational goals and maintaining a positive employee-employer relationship.

Human resource
management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Purpose, roles & responsibilities and significance of HR function....................................1
2. Assessment of approaches of workforce planning, recruitment and selection, development
and training, performance management and reward system..................................................3
3. Case study of different HR practices..................................................................................4
4. The approaches of employees relations and engagement...................................................5
5. Employment legislation......................................................................................................6
6. Employees relations and employees legislation help in meet business objective..............7
TASK 2............................................................................................................................................8
7. Human resource assistant job description, person specification, interview question and job
letter........................................................................................................................................8
8. Technology, social networking, digital platform and online resources improve recruitment
process:.................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management plays vital role in organisation. Its works is hiring, training
and performance management of employees and optimum utilization of human resource and
manages people of company and also handle conflicts and prevent it. They also focus on
establish relationship between employer and employees for meet objective of organisation.
AVIVA Plc is the largest private insurance company in United Kingdom and headquartered in
London. It was founded in 2000. Its provides services like life insurance, general insurance and
pensions. This reports will be cover about purpose, roles and responsibilities and significance of
HR functions. It also covers approaches like planning, recruitment and training and employment
legislations and case studies of HRM practices (Brookes, Brewster and Wood, 2017).
TASK 1
1. Purpose, roles & responsibilities and significance of HR function
Human resource management means recruiting, selecting, and training, appraising and
developing of employees who are regarded to as assets of company. This is very much important
and essential factor for organisation as will be dealing with selecting best candidates for suitable
job post that too at right time.
sThe various kinds of HR functions along with its purposes are as follows:
Recruitment – HR of AVIVA Plc. has main function of hiringe skilled and efficient
candidates. So they always keep in touch with other department of organization for get
information about vacant post. After that, they advertise for vacant post and select and hire
employees. Its main purpose is hire qualified, skilled and efficient candidates for get new ideas
and improve their productivity and profitability. So its helps in meet objective of organization.
Roles and responsibilities – Its major responsibility is hiring qualified employees and
promote their resources. So they review applications, screening, shortlisting and selecting
employees for improve productivity and works done efficiently and effectively. Its also
responsible for establishing relation between employer and employees and prevent conflicts
between them.
Performance appraisal – HR of AVIVA Plc conduct appraisals tofor promote, terminate
and retainention according to their performance. Its helps in motivate to employees for
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improvement in their working capacity and increase earning capacity. Its main purpose is
achieves effective performance from employees.
Roles and responsibilities – HR has responsibilities to evaluate employee’s
performance and provide feedback. Then change their habits and modify their working behavior
and give reward according to their work and improve their work. They are also responsible for
evaluatinge competitors pay structure and then modify their own pay scale because its helps in
motivate to employees and they works with their full efforts. So it put effect on productivity
and profitability and its increase.
Law compliance – AVIVA Plc. provide law compliance like health and safety law,
equality law and follow rules and regulations and make policies in favor of employees welfare
for employees. Its purpose is that attract employees and do work in effective manner with their
workplace. HR follows laws for related to employees welfare for provide protection to
employees (Delery and Roumpi, 2017).
Roles and responsibilities – Its responsibilities is educating about laws and give health
and safety training to their employees. It’s helpful in stay for long term with organization and
prevent conflicts from workplace. It’s also responsible for reduce risk and injury and increase
productivity.
Significance– Recruitment is important for AVIVA Plc. because it attracts qualified
candidates who will play role in meeting objectives of company. This improve their skills
through training and motivating them. Good recruitment always save time and also provide
facilities and promote team work for achieve organizational goals (Coulombe, 2017). This show
that HR is playing very significant role in acquiring talented employees who will be helping in
meeting business objectives. It’s important for AVIVA because it put impact like increase
morale of employees, make well culture of workplace and reduce labor turnover. It is also an
important for analyze performance of employees and remove their weakness. It’s put overall
effect on brand of company and give courage for do great work. It’s very important for AVIVA
Plc. because through law compliance employees feel belonging ness with their workplace and
feel safe and secure as well as HR manages staff. HR follow policies and rules for provide safety
to employees and give equality and job satisfaction to all employees so employees do work with
their interest and talent so it’s also helpful in increase productivity and meet organizational goals.
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Illustration 1: human resource management
function
[Source: Human Resource Management, 2017]
2. Assessment of approaches of workforce planning, recruitment and selection, development and
training, performance management and reward system.
Approaches of workforce planning – It is a process of analyzing needs of workforce for
production and meet organizational objectives. AVIVA Plc. is a financial company that provide
different types of insurance products to customers. Workforce planning is very important
because it works at global level as company need large number of skilled and efficient
employees for selling their products. This will increase productivity of employees and give better
services to customers for satisfaction and attract them. Analyse-Plan-Do-Review to workforce
planning will be the regarded to as best approach. This will help the HR to analyse all legal and
operational requirement for the position or employee, then plan for filling up job post,
implementing the strategies or plan which is set. Towards the end HR will review performance
of employee on regular bases.
Approaches of recruitment and selection – It is an important part of works of HR.
because it is a process of finding skilled and efficient candidates and fill vacant post of all
departments. So HR always interact with all department for get information about vacant
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positions and fill through hire qualified employees as per requirement. The company also
advertise through job description because it is a document that include all information about
vacant posts. It’s helpful in beat competitors. It’s helpful in achieve goal of AVIVA Plc. There
are 2 types of approaches like traditional and competency based. In traditional they use job
descriptions and person specification in way of matching employee’s characteristics with given
post. While in competency based approach they find flexible employees who could be able to
work in organisation even without matching with position (Farndale, 2017).
Strengths & weaknesses of different approaches pertaining recruitment & selection are
enumerated below:
Internal recruitment: such recruitment method mainly includes transfers and promotions.
Strengths Weaknesses
 Involves low cost as it can be done
through the means of transfers and
promotions.
 Saves time
 Boost employee morale and motivation
 Negatively impacts creativity aspect
which can be brought through hiring
new candidates
 This method limits the number of
potential talented candidates within the
firm.
External recruitment
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Strengths Weaknesses
 Assists in appointing qualified &
skilled personnel
 Facilitates better & healthy competition
within the firm
 Contributes in organizational growth
 Helps in generating new or innovative
ideas
 Time intensive process
 Includes high cost and legal
complexity
Approaches of development & training – it is process that improve of skills and
knowledge of employees through learning experience for increase effective working skills. This
process is conducted after recruitment process. It is helpful in improvinge skill and educating
about working culture of organization as well as trained for future performance. It’s also
important for develop knowledge and save money and reduce supervision so that increasing
profit of company.
Approaches of performance management and reward system – HR has also main
work of performance management and giving feedback about employee’s work that it is good or
bad. After that they appraise employees and give reward for motivate and do work efficiently
and honestly. This system put direct impact on development AVIVA. So that they also change
pay structure for motivate them as well as give bonus, allowance and incentives. These all things
helps in improve work of employees and profitability. For this HR can use 360° approach which
means reviewing the overall performance of employee that too from multiple source. Under this
process employee will be given feedback about their work from their subordinates, colleagues
and supervisor as well.
3. Case study of different HR practices
Flexible timings
Flexible timings means that it’s allow their employees flexibility about arrival and
departure times into workplace. It’s also include part time, full time and also gives off site
working option and its helpful in meet objective. It means if employees want to do work from
their house so can they do it. So its helps in reduce stress of employees and increase productivity.
AVIVA Plc. give flexible timing to their employees. Its helps in attract, motivate and influence
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for stay long term with organization. Through this employees get job satisfaction and gives better
services to customers. Through tThis policy employees do work with their full efforts and
AVIVA achieve goal easily (Haas III, 2015). So it is very much important that company is also
having very flexible workplace culture and strategies which are matching with given situation.
HR will be hiring more flexible and motivated employees who are involved within the policy
formulation of company as well.
By doing assessment, it has found that practices of HRM make significant contribution in
organizational productivity and profitability. Moreover, training & development activity
provides deeper insight to the employees regarding working aspects. In addition to this,
employees feel high level of motivation when they have idea about their work. In this way,
training session helps employees of AVIVA plc in delivering quality services to the customers
and thereby enhances both employee productivity & profitability. However, on the critical note,
HR practice pertaining to performance appraisal places negative impact on employee motivation
& organization’s profitability. Moreover, when criteria’s regarding performance assessment are
not clear to the personnel then it negatively influences both employees and organizational
performance in monetary terms.
4. The approaches of employees relations and engagement
Employee relation means that AVIVA Plc. use efforts for manage good relationship of
employer and employee. In this HR find issue of workplace prevent conflicts so it’s helpful in
achieve organizational goal. And it interrelate with employee engagement if employees engage
in their work so they do less interact with each other and it’s reduce spread rumors so employees
relation maintain easily.
Human relationship approach of Employee relation – It means relationship between
employer and employees. AVIVA Plc. follow this approaches for providinge fair and equal
treatment to all employees. It’s helpful in employees works with loyal and effectively. Through
this approach employers solve conflicts from workplace and give job satisfaction to their
employees. It includes different approaches like psychological, sociological and human
relationship. So human relationship approach is maximum using by AVIVA for human
relationship. This will help into forming good relationship between employer and employee with
providing satisfaction for job.
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Aon's Hewitt's model of employees engagement – This model follow by AVIVA it
means that employees engages in works so it reduces labor turnover, increase productivity and
profitability. if employees busy in their works so also reduce conflicts and they feel belonging
ness from each other. Because employers tell about everything in positive way. Its helps in
motivate and meet organizational objective (Marler and Parry, 2016). The engagement of
employees into function and operations of company will help them to be more satisfied with
work which is been assigned by them.
Atkinson flexible model – This model is used by AVIVA Plc. Its divides employees of
organization in two groups. Core and peripheral groups. Core group means employees who has
high level skills and knowledge so their replacement is difficult. But peripheral group include
less skilled and less experienced employees so they easily replace. It includes three types of
flexibilities like functional, numerical and financial. Functional flexibility include core group of
workers so its requires training and more flexible working hour and reevaluation of payment to
the company. Numerical flexibility is related with peripheral workforce. It means that
employers match number of labors demands in company. Financial flexibility is adjustment of
price according to supply and demand of workers within the company. Its works on two types of
dimensions. Employment flexibility related to found new and innovative ways to make the size
is more flexible. It includes remote workers etc. work flexibility includes working times and
implement new technologies so this helps in flexible production process (Meacham, 2017). This
will help organisation in knowing type of training and development which employees need and
making organisation flexible as well.
5. Employment legislation
Employee legislation is law and rules & regulation made by government for provide
protection, attract the employees and reduce risk at workplace so it’s very helpful in meet
objective of organization as well as execute decision making.
Equality law (2010) – This act provide protection to employees from discrimination of
age, gender, religion and disability etc. AVIVA Plc follow this law because through this law
employees attract and motivate and feel wellgood within their workplace So employees stay and
works with company for long term. Through this they work efficiently, effectively and honestly.
On the other hand it is beneficial for the company such as AVIVA Plc in executing their decision
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making. The motivation of employees attracts them for the contribution of their suggestions for
decision making of AVIVA Plc.
Health and safety law (1974) – This law also provide protection related to employees
health, welfare and safety. AVIVA Plc give this protection tofor reduce risk and injury from
workplace. And HR also provide of health and safety training to employees for protect
themselves. Through these employees work effectively and organization has benefit that
employees works with their full efforts and increasing productivity and profitability. aAnd
reduce labor turnover and increase morale(Oswal and Narayanappa, 2015). The healthy
environment enables the company to execute the decision making which are in correspondence
with maintenance of health and safety of employees.
Unfair dismissal act (1977) – This act is strictly followed by AVIVA Plc. because it
provides protection from unfair termination. It includes reason of pregnancy and family problem.
Due to these reasons, employers can't dismiss any employees. They have only right for dismiss
due to lawful and valid reasons like qualification, mistakes and avoid discipline so employers of
organization has right to terminate and dismiss them. aAnd HR has to give notice before 1 month
of termination. So employees of AVIVA maintain their believe with company and do work
effectively and helps in meeting objective. The decision regarding leaves to these employees are
taken efficiently in the company AVIVA Plc. Also, they are availing them leaves for the valid
reason.
Minimum wages act (1948)- Tthis act provide fair wages and salary to employees. aAnd
AVIVA follow this act for gives fair wages to employees on per hour basis. It follows rates like
for apprentice £3.90, under 18 years £4.35, 18-20 years £6.15, 21-24 years £7.70 and 25 years
and above £8.21 (National Minimum Wage Act, 1998). These chart follows by AVIVA for fair
wages so through this its improves their working environment, employees feels well and
increasing productivity. The company availing them a minimum wage which is a part of decision
making of AVIVA Plc. The HR department maintains good working environment in the
company and this enhances the decision making of company because any decision executed by
them will be acceptable by employees of AVIVA Plc as they build trust in them.
6. Employees relations and employees legislation help in meet business objective
Employees legislation is very important and helpful in achieve organizational goals. It
used for maintain relationship between employer and employees and all acts are made by
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government So AVIVA Plc follows all above law related to employee welfare. It follows law
like health and safety law, equality law and unfair dismissal law. Health and safety law is
important for provide safety from sudden accident and injury (Employment Legislation, 2017).
So they give health and safety training to employees. Equality law also give equality to all
employees. This act prevent discrimination due to age, gender and religion. And see to all
employees equal. Unfair dismissal act also prevent unfair dismissal like pregnancy and family
problem. This act said that only fair and valid reason have to follow for dismiss like capabilities
and contravene discipline and rule & regulation. Due to fair and lawful reasons employers has
right for dismiss and terminate to employees and give notice before one month of termination
(Petre, Osoian and Zaharie, 2016).
These all above acts is helpful in meeting objective and achieve organizational
goal. Through these AVIVA provide protection and motivate them. It prevents partiality and
through these employees work together with happily and get job satisfaction. Employees feel
belonging ness with workplace and employees. It also provides comfortable environment and
reduce risk and injury from workplace so it’s helpful in reduce cost and save time. So it’s direct
put impact on worker's, they work efficiently and effectively for meet objective and achieve
organizational goal. It’s also increase productivity and profitability and reduce labor turnover
(Sivapragasam and Raya, 2018). If all employees are involved within company and its operation
if relation between employer and employee is very good then they would surely influence HRM
decision making. The could be giving ideas and suggestions related with changes into policies
and regulations of company this will be helpful in decision making process.
The employee relationship builds a feeling of trust and belongingness with the
organisation. The company asks their employees about their valuable suggestion in vital decision
making. For which the decision making executed by the Human resource department will be
acceptable by whole organisation.
TASK 2
7. Human resource assistant job description, person specification, interview question and job
letter
Job description:
Job tittle Human resource assistant
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Report to Head of HR AVIVA Plc.
Responsibilities and roles  Maintain records of employees
 take interviews
 provide training
 conduct appraisals
 Handling and prevent conflicts
 maintain payroll
Qualifications  Full time 10th and 12th with 60 % and above
 graduation with commerce
 post graduation with HR (MBA & MHRM)
Other qualities  Effective communication skill
 computer knowledge (MS excel & office and Microsoft
windows)
Experience required 2 years of experience compulsory with related field
Person specification:
Tittle of job : human resource assistant
Date – 05/03/2019
Objective To build my future in human resource with my master's degree in
reputed company. And give my full efforts for improve and
increase profit of organization.
Qualifications  completed high school with 64%
 Full time B.com with 62 %
 Completed MBA from HR
Required qualification  Knowledge in ms office and excel
 Communication skills (English & Hindi)
Personal Skills  Risk taker and face any challenge any problem
 leadership
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 problem solve easily
 project management
 flexible nature
Experience 3 years of experience in company as HR executive
Hobbies  Long drives
 interact with peoples
 read novels
 listening music
Behavior competencies  Teamwork
 responsible
 motivator
Job related questions:
Q.1. What are the major functions of HR?
Q.2. How do you make strategy for achieve goal and how to motivate for it?
Q.3. If any conflicts create on workplace so how to resolve and manage?
Q.4. What tools and techniques use by you for improve employees skills for increase
productivity and profitability?
Q.5. What methods use by you for givinge relaxation and entertain to employees of the
company?
Job offer letter:
Mr. George
118 Bradford
United Kingdom
Date 5/3/2019
Dear Mr. George
You have been selected for the position of human resource assistant for AVIVA Plc. Through
evaluation of your CV we observe that your skills and knowledge is very precious and helpful
for our company. We hope that you will give your great efforts for achieve goal and increase
earn profit. So you can join from 06 of march 2019 and your salary offered by our company is
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30000 pounds per year. You also get benefits of health, insurance and allowance etc. all
information will be send to you with attach your offer letter. The working time is 9:00 a.m to
6.00 p.m. Of 6 days in week. If you accept this offer letter so please continue to process of
onboarding.
Regards
Harry
Director of human resource
AVIVA Plc.
8. Technology, social networking, digital platform and online resources improve
recruitmentrecruitmenrt process:
Technology – Technology improve recruitment and selection process day by day. HR of AVIVA
has easy to work of hiring because they make strong brand image and advertise for attract
efficient and skilled candidates for fill vacant post. They search candidates through internet for
create and develop new ideas for AVIVA Plc. They give all criteria for needed position so
limited candidate who are eligible and suitable for all conditions then they apply for job. So
through this reduce huge numbers of candidate for walk in interview. So technology make easy
to recruitment process.
Social networking – Now a days social networking is the best ways for spread any information
related to jobs. It includes Facebook, Twitter and Instagram etc. Through this AVIVA spread its
job descriptions and find potential, skilled and efficient candidates for meet objective of
organization. This is helpful in reduce costs and time of both employer and employee.
Online resources – It is also best mediator for advertise information about jobs. It includes web
sites and documents on internet so it’s make easy to recruitment process. HR of AVIVA use
these for advertise about vacant post and select after screening and observing resumes of
candidates. Then do call for interview to limited candidates so it’s helpful in reduce time and
cost. And get new ideas and skills in organization for meet objectives.
Digital platforms – its include video calls and telephonic interview because through this HR of
AVIVA take interview through either video call or audio call. So it’s save travel time and cost of
candidates. And they can reach to candidates at global level and give flexibility to all employees.
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It also see and observe resumes anytime so it’s helpful in achieve organizational goals (Wilton,
2016).
CONCLUSION
From above study it has been summarized that the human resource management plays
vital role in organization. All department run through this department because it hire employees,
give training and conduct appraisals so through all of these HRM motivate them for develop
their skills and its helpful in increasing productivity and profitability of organization. It gives
training, reward and payment for do work with full efforts. It also helpful in prevent conflicts and
maintain relationship between employer and employees. They recruit skilled candidates because
it’s create new idea for implement and promote their product.
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REFERENCES
Books and journals
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Coulombe, D. and et.al., 2017. Governance of supplementary pension plans, labour relations
and role conflicts: a Quebec study/Gouvernance des regimes complementaires de
retraite, relations du travail et conflits de role: une enquete quebecoise/Gobernanza de
regimenes complementarios de jubilacion, relaciones laborales y conflictos de rol: un
estudio quebequense. Relations Industrielles/Industrial Relations. 72(2). pp.246-270.
Delery, J.E. and Roumpi, D. 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
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Farndale, E. and et. al., 2017. A vision of international HRM research. The International
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Haas III, W.M. and et. al., 2015. Labor and Employment Law. Mercer L. Rev. 67. p.91.
Kamp, K. and et. al., 2019. Facebook Recruitment and the Protection of Human
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HRM technology. The International Journal of Human Resource Management. 27(19),
pp.2233-2253.
Meacham, H. and et. al., 2017. HRM practices that support the employment and social
inclusion of workers with an intellectual disability. Personnel Review. 46(8). pp.1475-
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Oswal, M.N. and Narayanappa, G.L. 2015. Evolution of HRM to E-HRM to achieve
organizational effectiveness and sustainability. International Journal of Business
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Petre, A., Osoian, C. and Zaharie, M. 2016. APPLICANTS'PERCEPTIONS ON ONLINE
RECRUITMENT. Managerial Challenges of the Contemporary Society. Proceedings.
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Sivapragasam, P. and Raya, R.P. 2018. HRM and employee engagement link: Mediating role of
employee well-being. Global Business Review. 19(1). pp.147-161.
Wilton, N. 2016. An introduction to human resource management. Sage.
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