B&M HRM Assistant Job Analysis

This assignment delves into a job analysis for an HRM Assistant position at B&M. It includes a detailed examination of the job specification, outlining essential and desirable criteria, as well as a comprehensive job description encompassing responsibilities, role expectations, and desired skills. Additionally, the document features a person specification tailored to XYZ, a potential candidate for this role, highlighting their qualifications, achievements, and personal information.

Human Resource
Management

INTRODUCTION
Human resource management is the directing, planning, controlling and organising of the
integration, procurement, compensation, development, separation and maintenance of human
resources to the end that organisational, social and individual objectives are attained (Human
resource management, 2017). It is management functions which concerned with motivating,
maintaining and hiring people in an enterprise. HRM is also applicable to the non business, like
education, government department, health care etc. In each and every organisation human
resource department play vital role in increasing profit and sales of business (Alfes and et. al.,
2013). In the present report, chosen organisation is B&M, it is a retail industry which deals in
different variety of grocery products. Purpose and functions of HRM and application of
workforce planning is determined in this study. There are different approaches of recruitment
and selection and its weakness and strengths is also described in this assignment. There are
mainly four types of HRM Practices and its importance in terms of increasing sales and profits in
company. An effective employee relation is more essential and beneficial for both employees
and employer to maximise their productivity which is also covered in this project. Core elements
of employment legislation and its impacts upon HRM decision making process, it also included
in this report. Along with them application of HRM Practices also determined here.
TASK 1
P1 Functions and purpose of HRM and application of workforce planning
Human is refers to the knowledgable workforce in the enterprise. Resources is introduce
to limited scarceness or availability (Anderson, 2013). Management is concern how to optimise
and develop best utilisation of such scarce and limited resource so as to gather the ordination
objectives and goals. Thus, Human resource management is the process of hiring employee,
providing training and development, orientation and induction. It is also important in keeping
long lasting relations with staff members and with trade unions. HRM help in retaining welfare
and health, employee safety and many other.
Purpose of Human Resource management: Main purpose of HRM is to provide proper training
and development to the employees in order to improve their skills and knowledge. There are
different points which are briefly define HRM purpose are as below:
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Internal customers management: In this main purpose is to implement the policies and
process to attract, retain and recruit a quality workforce.
Matrices: Human resource management of B&M use metrics approach to evaluate costs
and develop more efficiency at entire level.
Staffing: Retaining and hiring the talented workforce is a main duty of HRM. Main
purpose is to organising pre-employment testing, screening candidates and coordinating with
hiring.
Benefits of management: It is also a main and essential purpose which is important for
the HR manager (Armstrong and Taylor, 2014). They render different benefits such as health
insurance, paid time off, retirement plans, disability and leave of absent.
Employee relation: Maintaining strong and long-lasting relationships between employee
and employer is also a main purpose of HRM.
Laws: Main motive and objective of human resource management is to provide
retirement plans, advantages and conflict resolutions which fall within the HR manager's domain.
Functions of HRM: There are certain functions of human resource management which are
determined as below:
Training and development: HR Department of the B&M is responsible for providing
effective training and development to their workforce. So they are able to meet with long term
goals and objectives of organisation (Bloom and Van Reenen, 2011). With the help of this
function, business entity improve efficiency and performance level of employees. This function
assist in maximisation of sales and profit by providing proper training to the workers. In this
company apply two type of training approaches such as On-the-job and Off-the-job. Both are
highly support in reduction of employees turnover.
Industrial or employee relations: For the smooth and successful operations of each and
every enterprise, it is essential to have better labour management connection. This function assist
the manager to reduce conflict and misunderstanding and increase profitability in given time
period (Functions of HRM, 2018). Employee relation help the company to enhance performance
and profitability level of the enterprise. Healthy relation also support in reduction of employees
turnover and maximisation of profit.
Compensation and benefits: It is another important and main function of human resource
management to decrease employees turnover. In this HR manager of B&M organising market
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survey and analysing the salaries and wages for various positions in an enterprise. This type of
decision may be seized in consultation with upper level administration and finance department.
Recruitment and Selection: It is one of the most essential jobs of human resource
department is to hire knowledgeable candidates for the enterprise (Boxall and Purcell, 2011).
This is highly important for the success and development of company because its mainly depend
on the workforce quality. In this function, manager of R&M apply two approaches such as
internal and external.
Application of workforce planning: It is refers to the strategy which is use of employers in order
to evaluate labour requirement and deploy employees most usually, effectively with innovative
human resource technology. It is very essential for the company in different ways which are
determined as below:
 It develop a clear scene of talent supply and demand problems by expense area.
 Builds competitive benefits through reactive versus planned talent management.
 Effective workforce planning help in avoiding disruptions and delays.
 It assist in accomplishing predetermined goals and objectives of company in limited time
period.
 Effective workforce planning help the management to maintain strong relation with
employers and employees.
P2 Strength and weakness of different methods to selection and recruitment
Recruitment and selection both are important and necessary part of the company.
Recruitment is the effective process of stimulating candidates to apply for a job position in the
enterprise (Briscoe, Tarique and Schuler, 2012). Main objective of this is recruit knowledgeable
person from large number of applicants. On the other hand, selection is also an effective and
necessary activity of choosing best people from those who have applied for a vacant job position.
Purpose of this is to selecting best and talented candidates from pool of applicants. There are
mainly two methods of recruitment which are determined as below:
Internal: It is the process of recognising and attracting current workforces for open jobs. There
are different sources of internal recruitment such as Transfer, promotions, internal advertisement,
lent services, extension of services and absorption of trainees. This approach have some
strengths and weakness which are shown as above:
Strengths Weakness
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The workers already understand the
organisation's culture.
This approach require less training.
They have strong relationships with colleague
or co- workers.
Company already understand about candidates
weakness and strengths.
Limited number of current applicants.
No innovative ideas can be initiate from
outside of the organisation.
External: It is another method of recruitment which is apply by all organisation in order to hire
talented and knowledgeable candidates from outside of the organisation (Cooke and Saini,
2010). There are some sources which are includes in this approach such as Advertisement,
Employment exchange, lobar union, recommendation of employees, educational institutions,
Casual callers, Waiting lists and many other. This resources have some strengths and weakness
which are described as below:
Strengths Weakness
 Outsiders bring in new and innovative
ideas.
 Large number of employees from
which to analysis best candidates.
 People have a higher experience and
knowledge.
 It is longer process as compare to
internal recruitment.
 More expensive procedure due to
advertisement.
 In this selection process in ineffective
enough to show best candidates.
Selection: It is also a main and necessary process which is apply by all organisation in
selecting best candidates from poll of applicants (Flamholtz, 2012). With the help of this activity
company easily understand about strength and weakness of people. There are tow methods of
selections which are determined as below:
Systematic: It is a systematic process which is follow by B&M In order to recruit best
candidates. This source includes some steps such as job analysis, description, personal
specification, marketing, handling the outcome, shortlisting, assessing nominee, selecting,
acquiring references, making an innovative offers and starting new workers. All these process
are systematically apply by company in selective best one. This approach has some advantages
and disadvantages which are determined as below:
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Advantages Disadvantages
 It is a systematic process which attract
large number of employees.
 There is no conflict and
misunderstanding among the
workforces.
 It is very lengthy process for the B&M.
 Systematic approach of selection is
costly for the company.
Unsystematic: It is another approach of selection which is used by some organisation. In
this manager select a CV from large number of documents. On the basis of curriculum vitae,
company select candidates (Guest, 2011). There are some strength and weakness of this
approach which are described as below:
Strength Weakness
 It is good for the candidates who apply
for the vacant position in the
organisation.
 It assist the people to increase their
learning and knowledge base.
 It is not appropriate for the inside
candidates of organisation.
 This approach create conflict between
employers and employees.
P3 Benefits of HRM practices for both the employee and employer
HRM Practices: It is a planned and effective method to managing workforce effectively.
Main aim of this practices is to establish a flexible, more open and caring management model so
that workers will be developed, managed and motivated in such way. Further motivated
employees are more capable to meet with long term goals and objectives of company in allotted
time period (Harzing and Pinnington, 2010). Good human resource management practices are
helpful in enhancing the profitability and productivity of enterprise. There are different HRM
practices which are highly essential and beneficial for the employer and employees which are
determined as below:
Four types of Human
resource management
practices
Benefits to Employees Benefits to Employers
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Training and development Training and development is
one of the main and essential
practices of HRM which is
beneficial for the employees to
maximise their knowledge
about business activities and
functions (Huselid and Becker,
2011). It maximised job
gratification and moral among
workers. Increased motivation
level and reduced employee
turnover. It is also beneficial in
resulting financial gain. With
the help of effective training
workers easily maximising
their growth.
Training and development is a
also beneficial for employers
in different ways such as:
increased productivity, less
supervision, Reduction of
accidents & errors, talent pool,
Uncover employee potential,
Job satisfaction, Reduction of
absenteeism and turnover,
address employee weakness,
maximised consistency,
reduction in learning time,
team spirit, skill development
and many other.
Employee performance
management and monitoring
Performance management is
an effective and powerful
technique that enhance
employee participation
through open and ongoing
communication. It is beneficial
because it recognise and
defines expectation. It includes
both areas and
accomplishment needing
improvement. This practices
determines goals or objectives
and where to emphasis skill
development.
Performance management is
also essential and beneficial
for the employer in different
ways which are as below:
Administrators spend few time
period on micro managing
workers.
Workers enjoy greater
autonomy (Kehoe and Wright,
2013).
Misunderstanding and conflict
are decreased and confusion is
lessened.
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Payment and reward
management
Reward is a benefits which
workers obtain in return for
functioning or working on
position on an organisation. It
is more essential for the
employee to maximise their
base in enterprise and increase
profitability and productivity
of workers in a given time
period (Knowles, Holton III
and Swanson, 2012). Reward
management is beneficial in
different terms such as
motivation, absenteeism,
mutually beneficial, morale,
loyalty, teamwork and many
other.
Reward management is one of
the main and beneficial part of
the human resource
management practices which
assist in maximisation of profit
and sales in limited time
period. It is essential for the
employer to provide fair
remuneration with aim to
reduce employees turnover and
maximise profit of the
enterprise in limited time
duration. It is important in
various ways such as health
care, holidays, perks,
flexibility, pensions and many
other.
Flexible working options It is essential part of the HRM
practices which satisfy
employees while working in
the organisation. B&M is a
retail company which
employing large number of
workers. In this main aim of
the organisation is to reduce
workers turnover by providing
different options such as:
working from home, job
sharing, term-time working,
part time work, annual hours
systems, self rostering, shift
Flexible working options is
also more beneficial and
important for the employer to
improve their position in
marketplace. It is useful in
decision making process about
allotment of work and
activities. It reduced
consumption of workers
commuting time period and
fuel costs (Renwick, Redman
and Maguire, 2013). It avoids
stresses and traffic of
commuting during rush time
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working, time off in lieu,
compressed working hours,
flexitime and staggered hours.
unit. Flexible hour minimised
worker burnout due to burden.
P4 Effectiveness of different human resource management practices
HRM practices is more beneficial and essential for both employees and employers in
different ways. With the help of this tool, company can increase their performance and
profitability. There are various human resource management practices like: Training and
development Employee performance management and monitoring, Payment and reward
management and Flexible working options (Vo and Stanton, 2011). All these are highly essential
for the B&M to reduced employee turnover and maximise profit within an organisation. In this
business entity tries to provide effective training to their all workforce with purpose to maximise
basic skills of them on business activities and functions. All these practices are described in
detailed manner which are as below:
Training and development: These are main type of HRM practices which increase
profitability and productivity of company. B&M is a retail organisation which employing large
number of workers in the enterprise. Main purpose and motive of firm is to reduced employees
turnover and increase sales (Wagner, 2011). It is possible with the help of knowledgable and
experienced workforce. In order to train employees, manager of company should try to provide
proper training. In this they use two types of methods such as On-the-job and Off-the-job. So
they are trained, development of their performance is automatically increased. It is beneficial for
the organisation to raise their profit and effectiveness.
Employee performance management and monitoring: Performance management is a
strong and powerful methods that raise employee contributions through open and ongoing
communication. It is essential approach and practices which is apply by B&M to maximise their
moral and performance level within an organisation. In this role and responsibility of manager is
to provide motivation on its working activity and performance (Warner, 2014). It result is higher
profitability and productivity. It is a systematic procedure by which a firm strives to enhance
organisational productivity and effectiveness through optimising, monitoring and tracking
workers activities and behaviours.
Payment and reward management: It is concerned with the implementation of policies
that motive is to motivate and reward people consistently, equitably and fairly in relation with
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business values. Fair remuneration and compensation is more essential for the company because
it reduce employees turnover which turn in higher growth and success of company. It is also
beneficial in increasing business performance and profitability in given time period. This
practices assist in achievement of long term success and growth in competitive marketplace.
With the help of this practices B&M easily expend their business operations at global level. It
turn in higher achievement of profit.
Flexible working options: B&M is a retail business in United Kingdom. They employing
large number of workers at different level (Wheeler, Halbesleben and Harris, 2012). Company
provide different choice in working hours such as working from home, job sharing, term-time
working, part time work, annual hours systems, self rostering, shift working, time off in lieu,
compressed working hours, flexitime and staggered hours. All these are highly beneficial for the
enterprise to maximise their effectiveness and profitability in certain period of time. All these
choices are assist in selecting better options as per their preference. So that they can work
happily and thus maximise efficiency and effectiveness of organisation.
TASK 2
P5 Importance of employee relations in respect to influencing HRM decision making
Employee relation: It is introduced to an enterprise's efforts to handle long-lasting and
strong relationship between employer and employees. Effective and better relation renders
consistent treatment to enter workforce so they will be loyal to the organisation and committed to
their jobs. It is also define as a communication between employees and management concerning
workplace conflict, decisions, problem resolutions, grievances, issues of collective bargaining
and unions. Effective and strong employees connection will retain the morale and performance
of enterprise (Wright and McMahan, 2011).
Importance of employees relations: Employee relation is very important aspects in each and
every organisation in different ways which are determined as below:
 Healthy employee relation discourage misunderstanding and fights among workers.
 It reduces the issues related to absenteeism at workstation.
 The enterprise becomes a happy and effective place to perform if the workers work with
each other as a family member.
 With the help of better relationship, work become simple if it divided among all.
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 There are different issues and problems on which an employees cannot take proper
decisions alone.
 It is wise to share a strong and warm connection with the associate employees, because
they never understand when needs them (Zhao and et. al., 2011).
 It is also essential and beneficial in maximising profit and reducing employee turnover.
 With the assist of strong relationship, an enterprise is more capable to attract large
number of customers by providing quality products and services. It is very essential and beneficial in maximising profitability and productivity of the
organisation in limited time duration.
Employee relation influence on human resource management decision making: There are
different ways in which human resource manager of B&M company take an effective decisions
which are determine as below:
Accomplish goals and objectives: Effective employee relation help the business entity in
order to accomplish long term targets and goals in given time period. In this manager provide
different training and development to the employees so they can attend this program and
maximise their skills and knowledge on business activities and task (Armstrong and Taylor,
2014).
Establish strategies and policies: In order to establish new strategies and policies
business manager take an effective decision regarding them. In this effective employee relation is
more necessary because without this they can not launch innovative strategies.
Reduce conflict and misunderstanding: In this decision of the manager is to reduce
conflict which is arise among all workers. In this strong and effective employee relation is
essential and beneficial for the organisation (Zhao and et. al., 2011). Along with them
management tries to provide proper training and development in order to maximise employee
talent and at the same to reduce turnover.
P6 Key components of employment legislation and its impact on HRM decision making
Employment legislation includes different kind of protections in order to measure rights
of the workers. It introduce both to regulations including hiring and firing. In the organisation,
there are different laws which are followed by B&M, these are determined as below:
Equality Act, 2010: Under this legislation, all employees are treated in equal way which
is based on beliefs, race, sexual orientation, age and gender. This act has more effects on
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business entity, sometimes managers is not capable to reject few people even they not have any
needed attributes or quality because of such law.
Working time regulation act, 1998: Under this legislation, role of manager is to renders
the power to holidays, monitor the working hours and taking occurrence from the work. This act
highly influence on business when they have maximum work lode (Bloom and Van Reenen,
2011). Due to this act, manager can not force their staff members to stay more time and work.
Also, it is beneficial for the administrator to gives breaks to employees in between of the
business activity and work so that members are reflex and reduce their tension level.
Health and safety act, 1974: This legislation renders a safe and friendly atmosphere of
work to the workers. Sometimes B&M may obtain maximum cost because of workforce
mistakes as they not move the safety measures. Along with them, it is more essential for the
business to implement various equipments about safety like fire extinguisher to reduce the
hazards (Anderson, 2013). Furthermore, manager of the company provide proper training to
workers in respects to face difficult challenges at the incidental time at the workstation thus,
entire effects of human resource management of company.
Data protection act, 1999: It is another act which is apply by company in order to record
all information and data regarding employees performance. This act has more effects on business
operations and functions in a negative and positive way. Under this, role and responsibility of
manager is to gather all information regarding employees requirement. So further they can render
proper training and development to the employees, they easily maximise profitability and
productivity of business entity (Boxall and Purcell, 2011).
Minimum Wages act, 1998: It is another act which is apply by B&M in order to provide
fair salary to the employees as per its work and performance. It is essential for the company to
reduce employees turnover and maximise their sales or revenues in limited time period. This act
also have more effect on business performance and profitability.
P7 Application of Human resource management practices in work-related context
Human resource management practices is more essential and important for the each and
every organisation to identify basic needs and wants of the employees about vacant position
(Alfes and et. al., 2013). HRM practices is beneficial and essential for the organisation to provide
training and development, flexible working hour options, reward management and employee
performance management in a systematic manner. All these are apply after the recruitment and
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selection process. In during this process, R&M company manager analysis qualification and
skills f the employees about vacant position in the organisation.
JOB SPECIFICATION
Organisation: B&M
Job title: HRM Assistant
Qualification:- Master in Business Administration
Essential Criteria:
 Knowledge and experience on different field such as management
 Creating cooperation among workforce
 Administrate entire analysable condition systematically.
Desirable Criteria:
 4 year experience in many other retail industry
 Excellent quality and knowledge about communication
 Leadership as well as management quality
JOB DESCRIPTION
Organisation:- B&M
Department: Human-resource-management
Job Title:- HRM Assistant
Job location: UK
Job summary
B&M, it is a retail sector that searching qualified and knowledgable employees who can meet
with predetermined goals and targets of organisation. An organisation identify more
knowledgable candidates who can easily pass on with clients and it the same to solve entire
problems in an effective and efficient manner.
Role:-
 Give proper training and development class to entire employees.
 Motivate and encourage entire workforce while following various tools and methods.
Person Specification
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Name: XYZ
Contact no.: 36563867352
Email: [e-mail]
Qualification:
MBA University 78.00%
Graduation University 83.00%
High education School 92.25%
Secondary education School 77.48%
Personalized information
Father's name: PQR
Mother's name: ABC
Achievements:
 Employee of the month
 Appraisal
CONCLUSION
From the above mentioned report, it can be concluded that HRM is important department
of the all company. This division play vital role in recruiting and selecting knowledgable people
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who can accomplish business goals and targets. Purpose and functions of HRM is to hire and
provide effective training and development to the employees from internal and external. In this
workforce planning also essential in maintaining strong relationship with employers and
employees. Company use different tools to recruit and select talented workers such as internal,
external approach of recruitment and systematic and unsystematic methods of selection.
Different types of HRM Practices is beneficial for both employer and employees in context of
maximising productivity and performance. In the business entity, various type of employment act
are use such as Equality, Health and safety, Working time regulation and Minimum Wages act
that directly impacts on business performance and profitability.
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