Human Resource Practices in Business Development

This assignment delves into the significance of human resource (HR) practices in driving business success. It discusses various HR functions such as resourcing, training & development, appraisals, and rewards, and how they contribute to a company's effectiveness. The report also evaluates different legislation related to recruitment and selection, highlighting both positive and negative implications for businesses like Mother London. A conclusion is drawn, emphasizing the importance of HR practices in business development.

HR REPORT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Explain the role of HR practices in supporting the different forms of capital............................3
Evaluate the HR practices implemented at Mother with the theoretical perspectives of SHRM
.....................................................................................................................................................5
Illustrate with examples key legislation and areas for consideration in recruitment and
selection ......................................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCE ..................................................................................................................................9

EXECUTIVE SUMMARY
HR practices has resulted in making the organisational function in very significant and
resulted manner. It also deals with various practices such as recruitment & selection, training &
development, performance appraisal along with management in the business entities. This report
will cover the each and every aspects of the HR practices for getting the collective and right
solution for issues/problems related to recruitment, performance management etc. in the firm.

INTRODUCTION
HR practices is an important part of every organisation with focus is on making the
organisation far better with appropriate tools and techniques. Along with this, HR practices
involves the recruitment, resourcing, training & development along with performance appraisal
and rewards offering etc. (Briscoe, 2012). This report will be based on Mother London which is
the advertising agency employing around 280 people and which is part of Mother holding Pvt
Ltd. It has 20 companies in their portfolio with around 40 clients including high profile brands.
Mother London has engaged in producing the commercial for television and events as well as
events and also some online output. This report will be carried on role of HR practices on
different forms of capital and its contribution to the success of the business entity. Apart from
this, report will also put emphasize on evaluating the HR practices of this organisation using the
theory of SHRM. Also, the report will focus on implication of key legislation and area of
consideration regarding the recruitment and selection for the company.
MAIN BODY
Explain the role of HR practices in supporting the different forms of capital
HR practices has plays the necessary role in the development of an organisation and its
manpower activities. HR practices is related to the regulation of the certain tasks and activities
which is connected with ethical laws and consideration. HR practitioners have increasingly
required to understand how to strategically manage the human resource in line with an
organisation's intended the future direction of an organisation. Such practices involve recruiting,
selection, performance appraisal and information keeping. Its provides the full support and
importance to the different forms of capital such as human, social and organisational capital by
bringing strategies & plans to upgrade the HR role at both organisational and individual level.
HR practices has put emphasize on making the strategic human resource function on optimized
level. In context with Mother London, role of HR practices has put positive impact on supporting
the different forms of capital is several ways as follow:
Human capital: In context with Mother London, HR practices such as recruitment,
hiring, selection and performance appraisal is helpful in selecting best suitable human capital for
achieving the organisational goals and targets. Such practices has potential to employ staff who

have gain adequate knowledge, skills and experience to work with Mother London. Recruitment
provides the base of human capital to any business entity with accurate skills, knowledge and
right ability. Training & development practices provides creativity and innovation technique to
the staff of Mother London. The role of these HR practices has resulted in enhancing the work
accountability along with encouraging the confidence and motivation of the workforce for the
collective accomplishment of business goals or targets.
Social capital: Recruitment is one of the strategic approach to hire manpower in the firm.
Mother London believes that social enhancement and changes provides working environment
which has resulted in the success of an organisation. The role of HR practice such as recruitment,
selection, performance appraisal and T&D (training and development) etc. has enabled the social
and cultural inspiration to empower the staff of Mother London to attain the organisational goals
& targets. It has enabled the value of “Holy trinity” to achieve the quality output from the staff of
Mother London. HR practices is helpful in centric the different variables such as clients,
creatives, Mother's and strategists to the problem associated with social or cultural cause which
can lead towards high growth and development.
Organisational capital: This involves the structure, procedures and processes which
reflects the core principles of Mother London. Performance appraisal has enabled the behaviour
and potential of an employee at the greater level (Baum, 2015). Such appraisal has well-
structured the hierarchy of an organisation at the greater and optimized level. In context with
Mother London, HR practices like recruitment has provided the workforce and manpower at the
higher level. It also enabled the promotion, motivation to accomplish the well-defined goals &
targets. The role of HR practices in context with organisational capital is to lead the workforce
from lower to reach at the top level position for bringing the suitable results for future
development of the Mother London. Also, HR practices such as training & development has
added on resources and inputs to the structure of an organisation for reaching at the desired
goals.
Apart from these, HR practices such as recruitment, selection, appraisal has enhanced the
accountability and creativity towards the work or targets. In context with Mother London,
recruitment has contributed to the hiring best candidate for their organisational structure and
hierarchy. For the success, they have adopted the “Talent or people centric approach” which
plays the necessary role to empower both employees and employers which offers the

performance management training for the managers, also helpful in boost the employee
participation, encourage an employee recognition along with raising an employee confidence and
motivation. Using of this approach has increased the performance expectancy and long term
profitability for the Mother London. It has contributed into the success of Mother London by
changing and re-structuring their hierarchical process, which has resulted into setting the both
long term or short term goals of the Mother London.
Mother London has used external method of recruitment, which includes the newspaper,
employment agencies, Campus placement to perform the recruitment process and they also
rectify it with the help of continuous evaluation process to make recruitment more effective and
get skilled manpower. The major drawback of Mother's recruitment approach is their pre-
planning stage for deciding the method of recruitment whether internal or external and lack of
connection with sources while giving for recruitment for the prospective. Also, it has been noted
that improper resources such as funds, strategies, planning is the major weakness of the
recruiting system of Mother London.
Evaluate the HR practices implemented at Mother with the theoretical perspectives of SHRM
Strategic human resource management (SHRM) is the collective practice of attracting,
developing, rewarding and retaining employees for the benefits of both the employees as an
individuals and the organisation as the whole. In context with Mother London, HR practices
consists of resourcing, performance reward & management along with training & development.
These practices needs to be implement in the proper and effective manner to accomplish the
defined goals & targets of an organisation (Bailey and et. al, 2018). In Mother London, it is
necessary to identify the scope of executing changes into the recruitment and training &
development process of the Mother London. Here, it is required to evaluate the HR practices of
Mother London with the linkage of business and HR strategy into the greater and utilized
manner. Theoretical perspective of Mother London will be analysing along with evaluation of
different HR activities of this organisation. The above discussion is as follow:
Training & development: This is the mix of various formal and informal opportunity
for the training to the workforce of the Mother London. In this organisation, a formal budget is
set to identify the actual requirements of the funds for conducting of training & development
programs. It is stated that T&D program of the Mother London is linked to both business and HR
strategies to accomplish the defined targets & goals of this business entity. Mother London has

linked T&D program with their business strategy of accomplishing the maximum customer and
enhance the maximum generation of the profitability. For this, they gave major focus on
increasing the communication skills and personality of their employee to interact with the clients
or prospective customer at an optimized level. Also, the Mother London has linked their HR
strategies such as rewarding and annual appraisal to their employee's on the basis of their
performance and work accountability. It stated that more performance more remuneration. As a
result, it has increased the actual potential and accountability of the employee's to accomplish the
organisational goals or targets. Business structure of Mother London has varied with their
hierarchical position from top management to lower level. Here, more emphasis is placed on an
opportunity for relatively junior staff to raised their skills, potential and knowledge. Hence,
Mother London linked these opportunities with their business strategies to acquire and locate
maximum customer's to the products & services. For this, they have implemented various HR
policies such as performance based rewards and incentives along with other benefits. This has
raised an effective expectancy of T&D to the work force.
Performance management and rewards: This is an annual system for appraising the
performance to be carried out by the line manager of Mother London. This involves discussion
of the past period performance and change into the rewards system. Such changes in paying the
salaries has to be approved by the line manager of Mother London. In this business, top level
personnel linked these appraisals and rewards with performance and actual efforts of an
employee's. This is the part of HR strategies of Mother London. Business strategies of this
organisation is termed as business accomplishment tools which involves the acquiring customer
at the higher and optimized level. For such acquisition, HR Dept. of the Mother London has
given training to their workforce to gain the business attractiveness. Mother London's has both
interlink between their business and HR strategies.
Theoretical perspective of SHRM prefers its Fit or Contingency approach which is
based on two critical forms of fits, first is an external fit which is based on vertical integration,
which says that HR strategy fits with the demands of business strategy and another one is
internal fit which is based on horizontal integration, which says that both HR and business
strategy is fit together so that they make a coherent whole, which are mutually reinforcing and
are applied consistently. This major strength of this model is that it provides the simple

framework to show how selection, appraisal, development and other rewards can be mutually
geared to produce required type of an employee performance. The brief implication would be:
Selection: Successful experience of the teamwork and sociable, co-operative personality,
rather than the independent thinker who likes the working alone.
Appraisal: It generally based on contribution of the team and support of others, rather
than the individual outstanding performance.
Reward: It basically based on team performance and contribution, rather than individual
efforts and performance.
HR and business strategies are both linked with the development of the Mother London
on revenue and manpower growth basis. This present approach has been done on hierarchy of
selection to reward which is the major part of HR strategies to develop and manage the
workforce for formulating the business strategies. Hence, the interrelationship between both HR
and business strategies is necessary to work towards the common purpose of achieving the
organisational objectives.
Illustrate with examples key legislation and areas for consideration in recruitment and selection
Mother London is a creative agency with their offices in Argentina, USA, Canada etc. It
has noticed that recruitment and selection varies from person to person and even place to place.
While in Argentina, recruitment and selection is different because of Change in behaviour and
attitude of their citizens. Change in legislation and area of different laws in the Argentina has not
as same as the legislation in the entire UK. But, they have certain necessary and effective laws
such as Employment act, 2001 and Equal compensation act, 1992, which may affect the
recruitment & selection of the Mother London in the Argentina. Where Employment act, 2001
focuses on the self and fair conducting of an employment into the company. There is amendment
in this legislation every three years by the Argentina parliament. There main focus is lies on
empower their employee's and give them right and fair opportunity to grow in their life. This
laws has positive implication in context with recruitment and selection in the Mother London. It
has increased the confidence and motivation of the prospective candidate to be the part of
Mother London. Apart from this, Equal compensation act, 1992 has put emphasize on giving the
equal pay and rewards to an employee, which is helpful in motivating and enhancing the
confidence of an employee at the greater & optimum level.

There are some shortcomings into the federal legislation of the United Kingdom, which
has impacted the business and high turnover rate of an employee. After this, company realize
that Mother London's in Argentina is best suitable to retain and decreased the high turnover rate.
In regards with this, they take certain steps such as amendment in their HR policy, enhance
priority to the rewards to appraise employee's performance and potential to achieve short and
long term goals.

CONCLUSION
From the above report, it is concluded that human resource practices have played the
necessary role for development of the business entity into the most effective and conclusive way.
HR practices has provided the various activities to provide the effectiveness and reliability into
the functioning of an organisation. Apart from this, Evaluation of different HR practices such as
resourcing, training & development and appraisals and rewards has put positive implication to
the business of the company including the Mother London. Lastly, it is also concluded that
different legislation regarding the recruitment and selection has played both positive and
negative implication on the business function of the Mother London.

REFERENCE
Books & Journals
Bailey, C., and et. al., 2018. Strategic human resource management. Oxford University Press.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management. 50. pp.204-212.
Briscoe, et. al., 2012. International human resource management: Policies and practices for
multinational enterprises. Routledge.
Camps, J. and Luna‐Arocas, R., 2012. A matter of learning: How human resources affect
organizational performance. British Journal of Management. 23(1). pp.1-21.
Datta, N. R., et. al., 2014. Radiation therapy infrastructure and human resources in low-and
middle-income countries: present status and projections for 2020. International
Journal of Radiation Oncology* Biology* Physics. 89(3). pp.448-457.
Gabčanová, I., 2012. Human resources key performance indicators. Journal of competitiveness.
Gil-Aluja, J., 2013. The interactive management of human resources in uncertainty (Vol. 11).
Springer Science & Business Media.
Stone, R. J. and Stone, R. J., 2013. Managing human resources. John Wiley and Sons.
Tracey, W. R., 2016. The human resources glossary: The complete desk reference for HR
executives, managers, and practitioners. CRC Press.
Varma, A. and Budhwar, P. S., 2013. Managing human resources in Asia-Pacific. Routledge.
Online
People-Centric Performance Management. 2018. [Online]. Available through:
<https://www.saba.com/blog/making-the-case-for-people-centric-performance-
management>