HND Business Management Human Resource Management

HND Business Management
Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
a) Purpose of HR functions and importance-..............................................................................3
b) Role and responsibilities of HR..............................................................................................4
c) Advantages and disadvantages of the selection methods:......................................................4
d) Improvement in selection methods-........................................................................................5
TASK 2............................................................................................................................................7
a) Person specification for role of receptionist...........................................................................7
b) Medium for placing advertisement-........................................................................................7
c) Advantages and disadvantages of print medium-...................................................................8
d) Interview questions for the Receptionist and improvement in selection decision process-. . .9
TASK 3..........................................................................................................................................10
a) Benefits of apprenticeship and graduate...............................................................................10
b) Developmental opportunities for permanent employees-.....................................................11
c) Benefits of flexible working practices-.................................................................................11
d) Motivate worker through job design and reward system-....................................................12
TASK 4..........................................................................................................................................13
a) Meaning of Employee engagement.......................................................................................13
b) Employee engagement is an internal strategy of employee relation-...................................13
c) Key approaches to engaging workers-..................................................................................14
d) Pieces of employment legislation in the UK-.......................................................................15
CONCLUSION .............................................................................................................................16
REFERENCES .............................................................................................................................16

INTRODUCTION
The human resource is the element of organization that connects employees to each other
and find best from them for organization growth. HR utilized the best things of organization in
better way. Firstly report will discuss about purpose and importance of HR function, role and
responsibility of HR, advantages and disadvantages of employee selection methods and last
improvement in selection method (Ballantyne and Povah, 2017). This report will explain person
specification, advertisement medium, advantages and disadvantage of medium. Next step
describe apprenticeship and graduate schemes, staff development opportunities, flexible working
practices and motivation through job design. In the last report will discuss employee
engagement, engaging approaches.
TASK 1
a) Purpose of HR functions and importance-
Recruit, manage and direct people are HR function of an organization.
Recruitment- Recruit skilled people for company growth. To see 'Say it with chocolate' at pick
HR recruit talented employees.
Satisfaction- Employees job satisfaction is main purpose of HR. 'Say it with chocolate' HR main
motive is satisfied employees with their job.
Training- To teach employee organization culture and their job responsibilities conduct a
training session. 'Say it with chocolate' HR arranges a training program for employees.
Planning- HR of organization make plan for all employees activities.
Organising- Develop planning and organized them among the employees.
Controlling- HRM of organization control organization and employees activities and create a
good working environment into the company.
Importance of HR- HR solves the organization issues. HR is important for organization.
 Plan the strategy and apply it.
 Hire smart and talented employees to reduce company cost and increase profit.
 Responsible for employee’s attrition (Bratton and Gold, 2017).
HR importance in ‘Say it with chocolate’ retains skilled and qualified employees and provides
smart salary. Purpose of HRM is that they manage all functions of organization. They view
employees as a assets of organization and internal customers or work to develop job satisfaction
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and workers efficiency. HR planning process recognized company goals and matches them with
workers competencies require achieving pre-define objective.
Current problem of 'say it with chocolate' its non-experience staff. They do not have experience
of work in under pressure situation. For further growth organization has to appoint skilled,
talented and experienced employees and production of products according to customers taste.
b) Role and responsibilities of HR
Prepare and maintain employees performance records, appoint new employees, policy
frame are HR responsibilities.
Job safety- Safety at workstation is more important for employees and HR of Say it with
chocolate have to provide it to everyone. One of the main function is to support workplace safety
training and maintain federally mandated logs for injuries during working hours. Cited
organization HR manage the workers compensation issues.
Employee relations- In Say it with chocolate work environment the workers and employer
relation functions of HR may be manage by specialists with certain expertise in every area. This
kind of relation functions include development in management process, conduct campaigns,
negotiating and labor union issues. Through job- satisfaction, employee engagement or solve
chosen company conflicts.
Compensation and benefits- Compensation and benefits functions of Say it with chocolate HR
department, which handled by a specialist person. HR function of chosen company include
compensation structures setting and evaluate competitive pay practices. Payroll can be
component of the benefits section of HR .
Labor law compliance- Compliance with worker and employment law is a one of the critical
function of HR. Noncompliance can result at workstation complaints relayed on unfair
employment practices, unsafe working situations which affect productivity of Say it with
chocolate. HR staff of cited organization must be aware of federal and state employment law like
National Labor Relations Act, Civil Rights Act etc.
c) Advantages and disadvantages of the selection methods:
Say it with Chocolate selected their employees through aptitude test and personal interview.
Because this method has many advantages.
Advantages of selection process-
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 Ask for a raise- An Aptitude test selection process of Say it with chocolate organization,
show candidate whether or not are valued commodity in company and change it into
higher salary. Before HR of cited company ask for a rise, they can take an aptitude test
first. Get that promotion- Say it with chocolate passing employees for promotion to know
skills of employees. To improve that, workers of chosen company can use results from
aptitude test to show competence and get promotion at workplace.
 Capture emotions and behavior- Face to face interview in Say it with chocolate, can no
doubt capture candidate emotions and behavior. Similar to not being able to notice verbal
and non-verbal questions, online surveys fail to know about applicant raw feelings.
Disadvantages of selection process-
 Cost- Cost is a big disadvantage for personal interviews in Say it with chocolate. They
require a staff of people to organized interview activity, that means there will be personal
costs. It is the highest cost of cited company can incur. Aptitude test is the process of external recruitment that is more expensive or time
consuming. For external interview 'Say it with chocolate' spent more money on
advertisement. Limit sample size- The size of sample is limited to the size of interviewing staff, the area
of interview and number of skilled respondents within Say it with chocolate organization.
 Aptitude test don't measure all areas- This kind of interview test traditionally neglect
some areas of intelligence and ability like social, artistic capability, musical knowledge
etc.
Other selection process for Say it with chocolate in comparing to above two define
process is telephonic interview. In this kind of job selection approach HR of cited company fail
to know skills and talent of applicant. There is no face to face interaction between employee or
employer.
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d) Improvement in selection methods-
Selection of employees through normal interview and school percentages is old method.
Oral interview (personal interview), written interview are not effective interview process.
Improvement in selection method helps to find skilled and right employee.
Finding- In verbal interview process recruiter never comes to know that how talented candidate
is. Interviewer of 'Say it with chocolate' fails to assumption about future forecasting. So
interviewers create some fake story script and ask questions based on script situation. This
activity helps to recruiter to know candidate mental level in certain conditions.
Significance- 'Say it with chocolate' interviewer conduct interview to decide which one is best
for job expectations (Domsch, 2017). So they have to make some significant selection process
like group discussion, technical knowledge etc. This selection method helps to find skilled
employees.
Practical Application- Practical selection process develops practical knowledge of candidate.
Discuss on a case study, data figure and ask candidates their opinion on this scenario. Say it with
chocolate' can select qualified and an effective decision maker in unfair situations.
Strength and weakness of selection process-
Strength-
 Personal interview process shows candidate instant thinking power. How they react on
situation immediately.
 Selection on English speaking skills shows how they effectively communicate with
clients.
 Aptitude test defines candidate mental strength and how they manage critical condition
into company.
Weaknesses-
 Personal interview never shows metal level of candidate.
 Selection through speaking skills never defines that how much candidate is talented.
 Aptitude test takes more time in selection.
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TASK 2
a) Person specification for role of receptionist
Candidates have to know high post competencies and use those in their own job role.
Interviewer notices some unique competencies during interview process. Receptionist at 'Say it
with chocolate' has few core responsibilities which are-
Person specification: Receptionist
Job title Receptionist
Details of job Responsible to for the information of company service, warm
welcome greetings to visitors, always carry a positive
attitude.
Qualification Post graduate in English or any PG degree
Experience Minimum 1 year as receptionist in well organization.
Skills Communication- Soft speaker and good communicator to
visitors, guest. Receptionist must have good communication
skills. A good and soft communicator easily can attract the
visitors and create good organization image.
Friendly nature- People easily can communicate with
friendly nature person. Friendly nature receptionist makes a
friendly environment and visitors feel comfortable in such
environment (Hopkin, 2017).
Self-motivated- Many visitors come in organization some are
good and some are rude. In this situation receptionist never,
loss hope and ready to do their job with enthusiasm.
Organizer-Receptionist manage meetings, ceremonies,
culture activities etc.
Personal Characteristics Honest, responsible, computer knowledge as well as MS
Office, Flexible, helpful.
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b) Medium for placing job advertisement-
Advertisement is the medium of attract people, it is may be audio or visual. To increase sales and
promote the product advertisement is a right way. Advertisements are many types-
Print Advertising
Online Advertising
Mail Advertising
Digital Advertising
For 'Say it with chocolate' chose two job advertising medium one is online and second is mail.
Everyone can reach this advertisement medium.
Print Advertising- It is the most popular, old and cheap medium (Lasserre, 2017).
 Newspapers- It is the old and most important medium of job advertising. Newspapers are
published in regional and general languages. It is an economical medium for 'Say it with
chocolate' and everyone easily reach it.
 Online- In digital world every candidate apply through online on Say it with chocolate
website. Cited company provide job application form on their page, applicant can fill it.
 Mail- Say it with chocolate use mailing advertising for their requirements. They send
mail on candidate personal mail id can give message about vacancy.
c) Advantages and disadvantages of print medium-
Say it with Chocolate chose print media for their product advertising. It is the suitable
medium for publicity of products and hires more talented employees. This method has own
advantages or disadvantages. 'Say it with chocolate' want to hire world best candidate as a
employee;
Advantages
 Newspaper job ads- Jobs ads in newspaper is a less expensive advertising method for
Say it with chocolate. HR of cited company can publish their requirements in local or
national papers and call for interview.
 Mail- Mail ads saves a good amount of cited company time. Candidate can send their
resume through e-mail services and get a date for interview. Through this method HR of
say it with chocolate easily select best individual for interview among all.
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 Online- Online job ads are the part of service provider organizations. The chosen
company show their ads on job seeker websites and candidate through that can apply for
the requirements.
Disadvantages
 Spam- Commercial e-mails or spam irritates consumers. If say it with chocolate message
are not targeted to the relevant person, recipient may be delete this kind mails and
unsubscribe. The click through rate for untargeted e-mails is likely to be low.
 Size issues- Files need to be small enough to download quickly. Cited company e-mails
containing many images mat take too much time for loading, and people lose their
interest.
 Newspaper ads- Say it with chocolate publish their job ads in newspaper, generally
people avoid to notice them in digital world.
d) Interview questions for the Receptionist and improvement in selection decision process-
Receptionist is the welcome gate of every organization. Every guest, visitors, customers firstly
meet with receptionist of the organization. Before appoint the receptionist employer of Say it
with chocolate' ask few question related to job responsibilities-
 What are your strengths?
 What do you know about our company and products & services?
 What is the receptionist role when customer visits the company?
 How do you manage your personal activities as well as professional?
 How your last experience is valuable for us?
 If you face misbehavior, how will you handle this unpredictable situation?
With this interview process interviewer come to know about candidate. After interview they
know who the more suitable candidate for the relevant position is. As a receptionist employer
want to appoint that guy who is humble, knowledgeable, ready to accept challenges and never
avoid job responsibility. With the help of above questions' interviewer easily imagine a clear
personality of appear candidates that they are responsible or not, good in managing situation or
not.
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TASK 3
a) Benefits of apprenticeship and graduate
Apprenticeships are frame training program which provide a chance to work towards
education, and training give a real chance to convert skills into practice (Nicholas and Steyn,
2017). Microsoft offer apprenticeship and graduate training schemes which are beneficial for
employees and Microsoft.
 Through the apprenticeship and graduate training schemes employees have chance to
become a part of such a big organization. And Microsoft does not have need to appoint
external employees.
 Let’s take an example- organization announce rewards for employees for their
performance. It is the a part of practice. To achieve award individual try hard and
accomplish their pre-define targets or increase not only self-performance but also
improve organization productivity.
 Apprenticeship increases the employee’s skills and provides them an organizational
working environment. Microsoft comes to know about the employee’s skills and talent
and place them according to their ability.
 Apprenticeship increases the chance of employees to earn smart and high salary in
multinational organization. And this reduces the time or money of Microsoft, which it
will spend on fresher.
 Employees have chance to develop their practical knowledge and improve personality
(Orna, 2017). Microsoft start avoids conduct interview programs and finds skilled
employees without any hard-work.
 Employees have chance to develop personal as well as professional skills and start a
bright future. Microsoft hires technical, well qualified and familiar employees.
Benefits of HRM practices on employees and employer-
 Employees- HRM's practices important benefit for employees that they maintain
employees into the organization. Through the their work worker easily can improve their
skills. They get motivation by HR efforts.
 Employer- Employees retention in the organization is beneficial for HRM. It increases
their performance or make more profit for organization.
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Benefits of apprenticeships on employer of the Say it with chocolate create a pipeline of skilled
workers, across the economy, employers worry about their rapidly aging workforce. Cited
company gain workers with customized skills, boost employees retention, get positive return on
investment.
Through the apprenticeship employee can gain chance to literally towards a qualification.
It help them to increase skills and knowledge for success.
HRM of organization provide reward to employees for their performance. This kind of practices
encourage worker to do their work with more effectiveness and increase organization
productivity. As a result of this efforts business encounters prominent proficiency and expand
organization in deals or profitability.
b) Developmental opportunities for permanent employees-
After the apprenticeship and graduate schemes Microsoft appoints they as a permanent job
according to their performance and qualification. Recruit as a permanent employee have many
opportunities, those are beneficial for them.
 Career growth- Appoint as a permanent, they feel secure and start enjoy their job. They
always try to find new opportunities for their development. Employees start to give their
best in company growth. They give innovative and logical ideas which develop their
mental level.
 Personally as well as professionally growth- After permanent employees to improve their
personality, which is initial level of their development (Rees and Smith, 2017) Personal
development is necessary to look more confident, motivate and optimistic person.
Personal growth make impact on professional growth, they do their work with confident,
zeal and dedication. These efforts helpful in career growth chosen organization.
 Ready to take risk- Permanent staff of Microsoft give a power to their employees that
they become risky. They always ready to take decisions in unfair situation. Worker of
cited company became innovative and give their input when management ask them for
suggestions.
c) Benefits of flexible working practices-
Advantages for employers and employees of Microsoft exits when employer allows
employees to work flexible.
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 Flexibility to meet family needs, personal growth and life responsibilities. Microsoft
employees use this flexibility to come out from the work pressure with the help of yoga, a
short nape break.
 If Microsoft allowed employees to work from home, that give them extra hours to
perform their work. This those time which employee waste to cover distance between
home or office.
 Avoids traffic noise and stresses during rush time. Microsoft flexible working practices
avoid road stresses as well as work stresses if employees reached office 10:00 instead of
9:00.
 Reduces employees thinking power because of overload (Reilly and Williams, 2017).
Microsoft work flexible practice means employees can take break when they actually
need it without management permission.
 Cited company work flexibility give employees such environment where they perform
their job with energy or high boost. This working atmosphere improve workers skills.
 Employee can take rest when they feel less energetic or ready to do work with healthy
mind. They are free to perform responsibilities according to their work agenda.
d) Motivate worker through job design and reward system-
Job specialization is the initial approach to job design. Early alternatives of job
specialization are- job rotation, job enrichment and last job enlargement. How Microsoft
motivate worker with job design are-
 Skill variety- Worker is more motivated if they use variety of skills in their job, position.
Rather than repeating same thing. Microsoft give opportunities to worker to show their
qualities at different level, they do not believe in repetition.
 Tasks- When workers feel that their work is important to organization, they are more
motivated to do job in well manner.
 Autonomy- Workers like to take their decisions and flexibility in their job
responsibilities. If they do not freedom they feel less motivated (.Tjosvold, 2017).
Microsoft's employees can take their own decisions according to their job.
 Feedback- To stay motivated worker need feedback, it may be positive or negative.
Microsoft give feedback to employees on time to keep them motivates.
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Microsoft reward system also motivate worker, it gives reward employees according to
performance. It may be in monitory term, a trophy and may be a family tour.
Microsoft motivate their employees through different job encouragement methods like
provide rewards for performance, holidays trip for achievements, give certificate to best
employee of the month. Receiving this types of appreciation workers do work more efficiently.
TASK 4
a) Meaning of Employee engagement
Emotional connection an employee feel toward their employment organization, that tends
to impact their behavior and level of efforts related activities. Engaged employees care about
work and organization performance and feel that efforts make a difference.
Employee engagement is a result of workplace approach, according to this approach
employees of an organization have to give their best each and every day in the right condition,
committed to organizations' goals, motivated to perform well to organization success.
Employee’s engagement is work on trust, integrity, open communication between organization
and employees. Microsoft follows this approach to increase more chances of business growth,
contribution of individual performance, productivity. It is measurable from poor to great.
Employee engagement can be dramatically or nurtured. An organization HRM daily handles
complaints from employees. These complaints generally come as an issue with colleague and
boss. HRM plays important role in managing differences and solve all problems and make them
comfortable at their workstation. A strong relationship between HR or employees develop
healthy or safe environment inside organization. In a good relation employees easily shares their
issues or HR department provide best solution to them. Employees relation is important for
HRM decision making because good or healthy relationship provide strong foundation to any
decision.
Employee engagement is get up in the morning with smile and thinks about positive and
creative. Always looking forward and work within the team for success. Employee engagement
is about being a member of the team, focused on goals and objectives (Bratton and Gold, 2017).
Microsoft is an employee engaged organization, so it has strong and authentic values, evidence
of trust and fairness in mutual respect, two ways commitments between management and
employees. Employee engagement is about company employees feeling loyal towards
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organization. It is about drawing on employees' knowledge and ideas, which good for employee
growth and success.
b) Employee engagement is an internal strategy of employee relation-
Employee engagement is a condition where employees are engaged with their work
responsibility and hardly have any free time to whispering and rumours. Microsoft believes in
employee engagement approach. It is acceptable because management has been noticed that if
employees engaged in work they do not get time for fighting with others and enjoy a healthy
relationship with management and colleagues. In working hour most of the employees are
engaged with their work and stay away from politics, internal affairs of organization and avoid
interfering in others tasks. Employee engagement and employee relation both have a direct
connection with each other. In fact employee engagement and employee relation are proportional
to each other. Employee engagement always keep employee busy and they talk each other either
work related or in lunch time. This is the best way to create and maintain a friendly working
environment (Debroux, 2017). Management plans such kind of strategy to maintain good market
image and growth of company. Employee engagement builds a strong and understanding relation
not only between employee and employer but also relation between employees.
c) Key approaches to engaging workers-
To keep employees engaged some approaches are-
 Employees always look for feedback from management about their work. That feedback
should be positive and regular. Every organization has own methods to keep employees
engaged and update. They stuck employees in new projects generally.
 Provide training at regular basis to keep them engaged. Manager delegate their work
responsibility if employee do not have to do anything. Employee engagement may be the
best determinate of an organization to achieve success.
 Every and each employee is unique for organization; They all have their own interest
zone. Organization engaged employee in their zone for company and individual growth.
 Short term goals- Say it with Chocolate set short term goals for individual or team and
they have to accomplish them on set time. During achievement of these tasks HRM or
employees have to communicate to each other. This things not only improve
communication at workplace but also provide appropriate solution for relevant problems.
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 Put everyone in the right role- To increase employees engagement at workstation HRM
place them in their interesting role. This is the best method to keep them busy. Working
at desire level is good to make them happy and they communicate each other without any
negative thoughts.
 Have an employee voice- Having a once-a -year satisfaction survey is not enough to
judge how Microsoft is doing. Cited organization facilitate channels where every
employee can raise issues and give feedback.
 Employ effective group learning strategies- Traditional workplace training session are the
part of Microsoft working life and great way to help employee engage with new ideas
and techniques.
Through such engaging planning they come to know each other and easily can
communicate. It improves their communication or create friendly environment into cited
company.
d) Pieces of employment legislation in the UK-
A body of law has framed for governing, employee and employer relation and rights of
employees and employers at workplace.
The Employment Rights Act 1999 and 2003:
 Give an itemised statement.
 Give the national Minimum Wage
 Terms and conditions of working place should be written.
 Protection against unfair incident at work.
HRM has to make such decision which is good for all employees like they provide equal salary
for same working, provide protection in unexpected condition at workplace.
Discrimination on grounds of illegal in the same way as Equality Act 2010
 The National Minimum Wage Act, 1998
 Employees received minimum wages for their job and wage will be increased yearly.
It is the right of every employee that they receive minimum amount of wages. HRM of
organization make such kind of decisions which provide equal wages according to workers
skills.
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When HR department appoint an employee, they have to follow government laws for employees.
They do not hire employees their gender based. They have to provide equal training and
development program for their job. Provide reward for their performance and pension schemes
for retirement.
CONCLUSION
From the above report it is concluded that HR manager is responsible for selection process. To
achieve organization goals they have to select skilled employees. Provide growth opportunities
and to keep update employees follow engagement method. Government’s laws have to follow to
avoid employee’s conflicts and create a fair working environment.
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Auditing Firms: A
Research Perspective: A Research Perspective. Routledge.
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Human Resource Management System Fitting to the Global Economy: Changes and
Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge.
Domsch, M.E., 2017. Human Resource Management in Russia. Routledge.
Hopkin, V.D., 2017. Human factors in air traffic control. CRC Press.
Lasserre, P., 2017. Global strategic management. Macmillan International Higher Education.
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McGraw-Hill.
Nicholas, J.M. and Steyn, H., 2017. Project management for engineering, business and
technology. Routledge.
Orna, E., 2017. Information strategy in practice. Routledge.
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Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Reilly, P. and Williams, T., 2017. How to get best value from HR: The shared services option.
Routledge.
Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.
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