Unit 3 Assessment on Human Resource Management

This Unit 3 Assessment on Human Resource Management discusses the purpose and function of HRM, recruitment methods, benefits of HRM practices, and employment legislation. It focuses on The Bird company and how they can improve their workplace through HR practices. The subject is Human Resource Management, and the course code, course name, college/university are not mentioned.

Unit 3 Assessment
HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Explaining the purpose and the function of HRM and applicable to workforce planning and
resourcing an organization:..........................................................................................................3
2. Explaining the strength and weaknesses of different recruitment methods:............................4
3. Explaining the benefit of different HRM practice to employee and employers:.....................5
4. Evaluating the effectiveness of HRM practice in raising organizational profit and
productivity:.................................................................................................................................7
5. Analysing employee relations and how they affect the decision-making process of HRM:...8
6. Identifying some of the key element of employment legislation and its influence on
decision-making process of HRM:..............................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is one of the most important pillar of every business
organization as this allow company to be stable, company depend upon HR Practice to make
their workplace healthy. This study is based on The Bird, this company want their employees to
be productive and focus on company's success, by adopting the best HR practice, The Bird will
be focusing on employee's development (Bratton and et.al., 2021). This report will discuss
concept and function of HRM and workforce planning in the business organization. Later this
report will discuss strength and weakness of recruitment process and explain benefit of HRM
practice and its impact on raising organizational profits and productivity. At last this report will
discuss employee relation and impact on decision-making process of HRM and will be focusing
on employment legislation.
MAIN BODY
1. Explaining the purpose and the function of HRM and applicable to workforce planning and
resourcing an organization:
The purpose of HRM is to bring betterment in the workplace and make company
profitable with the help of workforce, human resource management is not limited to hiring and
selecting the best candidate but this is related to employee development and sharpening their
skills as well. In today's modern HR practice, company focus on talent hiring where they recruit
skilled workforce from the pool of employee. Due to unemployment, many company able to hire
skilled workforce at lower cost (DeCenzo and et.al., 2016). The Bird is one of those companies
who need to focus on HRM practice for better employee performance, not only limited to hiring
but company need to find talent and sharpen their skills accordingly. It is very clear that The Bird
company have to invest in employee to get betterment in the workplace. There are certain
function of HRM, these are:
 Recruitment and hiring function.
 Training and development function.
 Compensation and other benefit function.
 Performance management and human relation function.
Workforce planning:
Training and development: Training and development is one of the most important thing
company under as the best HR practice, The Bird is planning to train their employee before

season for example; as peak season is coming soon, The Birds want their employee to learn new
skills and become effective (Rodriguez and Walters, 2017). Due to effective workforce planning,
The Bird can capture market and become stable in peak season time. HR of The Birds have
responsibility to provide effective training to employee and allow them to become productive
during crucial time that company will going to face.
Talent hiring: The Birds is planning to hire talent in their workplace to capture upcoming
season, this company is planning to hire talented workforce that are ready to provide their best in
achieving organizational goals. With the help of talent hiring, company will become stable but
their employee cost or expenditure will be high because talented workforce will going to demand
more salary and wages. To overcome such issue, The Birds have to scan labour market and find
those talents that are ready to provide their best in reasonable price range of salary and wages.
2. Explaining the strength and weaknesses of different recruitment methods:
Recruitment is one of the most important element in HR process, every business
organization depend upon HR because they recruit the best talent in the workplace and allow
company to be effective in the market. With the help of different recruitment methods, The Birds
can hire talent and make their workplace more productive, these are:
Internal recruitment process: internal recruitment is one of the best recruitment process as this
allow company to save time and affords to advertise and hiring candidate (Larsen, 2017). It is
very clear that company only focus on internal hiring when their business has different branches
around the country for example if The Birds have different branches then they can perform
internal recruitment that allow them to share employee internally and provide them higher
position. There are certain strength and weakness of internal recruitment, these are:
Strength:
 Time and cost saving: internal recruitment allow company to save time and cost of
finding talent, The Birds can adopt this method to reduce affords in recruitment
externally.
 Experience: internal hiring means employee will be shifted to another place within the
business organization with the help of promotion or other method, this way company
ensure they secure experience of employee and allow company to reduce training
expenses.
Weakness:

 Lack of new talent: lack of new talent can be seen if company adopt internal recruitment,
it is very clear that The Birds will lose talent while internally recruitment as new
candidate will not be participating new the company.
 Lack of expertise: lack of expertise can be seen when company focus on internally
recruitment, company can not explore wide pool of employee and may often lack behind
in recruiting those employees with expertise.
External recruitment: external recruitment is normal as usually which means company
externally will scan labour market and hire talent accordingly, it is very clear that external hiring
is more beneficial then internal hiring because company will be focusing on new talent as
compared to old employee (Shahbaz and et.al., 2018). There are certain strength and weakness of
external recruitment, these are:
Strength:
 Selecting talent: company who focus on external recruitment able to fill their
organization with the help of talent, it is very clear that The Birds have to perform
external recruitment as this allow them to recruit fresh talent.
 Competitive advantage: company who focus on external recruitment often become
competitive for example if company fill their workplace with talent then they will get
competitive advantage in highly competitive market.
Weakness:
 Increased cost: cost of advertising and recruitment will be high, company need to bear
huge cost due to advertising for the job and selecting employee. The Birds have to cover
cost of recruitment by selecting only limited employee.
 Additional training: company need to bear additional efforts of training and development,
company will face lack of productivity if they provide training to new employee. The
Birds will be facing issue due to additional training process.
3. Explaining the benefit of different HRM practice to employee and employers:
HRM practice allow company to gain internally stability and make their workplace more
healthy. With strong HR practice, company get competitive advantage and often become
successful. It is very clear that if company do not focus on employee development then they will
never grow, The Birds have to focus on betterment of employee and have to practice

development process to become stable (Mathis and et.al., 2016). There are certain benefit of
different HR practice to both, employee and employer, these are:
Training and development: training and development is one of the most important thing for
every business organization, this HR practice allow company to sharpen employee's skills and
help them to become effective in the workplace. The Birds company can provide effective
training process to employee that allow them to become productive, there are certain benefit of
this HR practice to employee and organization, these are:
Craft skills: training and development craft new skills and ability of employee, it is very clear
that employee will explore different area of development and become part of company's culture.
Apart from this, employer get skilled worker when they provide training, The Birds can get
competitive advantage with the help of proper skill development process to employee.
Meet expectation: training to employee allow them to meet expectation of business organisation,
this simply means employee develop their mentality to work according to training provided. The
Birds can meet their expected result if training is properly provided to employee.
Performance management: performance management means focusing on employee and their
performance, it is very clear that company want those employee who have great efforts in
achieving organisational goals. There are certain ways to manage performance of employee, for
example The Birds company can provide financial benefit according to performance of the
employee, with the help of financial benefit company can boost motivation of employee and
push them to work more effectively (Stone, Cox and Gavin, 2020). There are certain benefit of
this HR practice, these are:
Better company's growth: performance management allow company to manage their employee's
productivity and help them to work with any issue, this HR practice is quite challenging because
they might lack behind in understanding what employee want. However, this HR practice allow
company to get continuous growth.
Employee satisfaction: employee remain satisfied if company have this HR practice, it is very
clear that with the help of performance management company focus on betterment of employee
that means they will be satisfied.
4. Evaluating the effectiveness of HRM practice in raising organizational profit and productivity:
HRM practice is crucial in today's modern business world, every business organization
want to increase their profit and productivity with the help of the best HR practice. It is very

clear that HRM is developed for betterment of employee and to boost profit and productivity of
the company, The Birds company can adopt HR practice to boost company's profit and
productivity, these are:
Compensation package: compensation package is one of the best thing company can adapt to
increase company's profit, crafting those package that benefit experienced employee and boost
their trust level with the company. This HR practice allow company to build a trustable
environment and push employee to become more effective (Anwar and Abdullah, 2021). For
example, The Birds company set compensation package for marketing team then they will work
more effectively and allow company to boost sales. However, compensation package is costly
for the company as they have to add financial as well as non financial benefit.
Flexibility: flexibility play vital role when discussing HR practice, when company provide
flexibility to employee they become productive for example, in workload if The Birds company
provide flexibility of time to employee then they will be more effective hence impact company's
profit. Sometimes flexibility to employee push their ability to work productively, if they have to
have flexible time schedule then they have to work accordingly. However, flexibility affect profit
generating capacity of the company for example if they provide flexibility to employee, and they
misuse this flexibility then result will be bad and company will be facing loss.
Training and skills development program: providing training to employee and sharpening
their skills is the best way to increase profit, if employee gain those skills with the help of
training then this will benefit company. The Birds company have to provide skill development
program, they can sharpen skills of worker, or they can develop new skills. It is very clear that
company make surplus profit if their employee have rare skills, for example, if IT specialist of
The Birds company have rare skills in technology then their can boost company's revenue and
allow company to generate surplus profit (Stewart and Brown, 2019). However, training to
employee requires cost and time, expert of company need to cut their previous time to meet
demand of employee and if employee decided to leave after training then this will be the biggest
lost for the company.
5. Analysing employee relations and how they affect the decision-making process of HRM:
Employee relation is crucial for every business organization, this simply means HR of the
company will practice those activities to better relation with employee, there are certain
employee relation practice that allow company to become effective, these are:

Workplace environment: workplace environment play vital role when it comes to creating
employee relation, every business organization have to create healthy workplace environment
and should try to avoid any kind of conflict (Kossivi, Xu and Kalgora, 2016). Employee often
feel disrespected if their organization do not respect them, their relation will be impacted. The
Birds company need to have healthy workplace environment avoiding any kind of discriminating
practice to create better employee relation.
Job security: job security is one of the most beneficial thing company need to consider when
building employee relation, every employee need to feel secure at job, this simply means
company have to ensure that they never going to remove them until and unless employee desire
to leave. The Birds company need to provide job security to employee, they need to ensure that
employee is safe with their job position and build strong relation.
Policy and procedure: policy and procedure play vital role when it comes to employee relation,
company have to craft effective HR and workplace policy that allow them create fair process.
The Birds company need to craft policy that promote diversity in the workplace as this will allow
company to be more effective and meet demand of employee as well. This is one of the best way
to create employee relation.
6. Identifying some of the key element of employment legislation and its influence on decision-
making process of HRM:
Employment process is quite challenging for every business organisation, they have to
compile with legislation and law to provide employment. Company need to follow both, legal
and ethical guideline when moving forward to provide employment, in the UK, every company
need to follow employment instruction provided by the government to create fair deal between
employer and employee avoiding any kind of unethical practice. There are certain legislation that
company need to consider when providing employment, these are:
Employment Law: Employment Law of the UK highlight fair process of employment between
employee and employer, the UK government have cleared all necessary procedure while
performance employment process (Freedland and Dhorajiwala, 2019). This law is been designed
to ensure both, employee and employer become safe from any kind of unethical practice or
illegal activity, there are certain acts in employment law of the UK, these are:
Equality Act 2010: this is one of the most important legislation which every business
organization have to consider before providing employment, this simply means while performing

recruitment process HR have to provide equal opportunity to every candidate avoiding their
cultural diversity, gender, caste, identify, religion and any other differentiation factor (Fell and
Dyban, 2017). The Birds company have to provide equal opportunity to every candidate.
Health & Safety at Work 1974: this is another important legislation that company need to ensure
they compile with, every manufacturing and production company who use heavy machinery and
dangerous equipment. If The Birds company have process of manufacturing goods then they
have ensured their workplace meet requirement of HSW. Apart from this, in workplace,
company need to perform risk assessment that allow them to identity hazard and risk associated
that impact employee and their safety in the business organisation.
CONCLUSION
This report has discussed human resource management and its impact on business
organization. Later this report has discussed concept and function of HRM including recruitment
and training and development. Later this report has discussed strength and weakness of different
recruitment methods including internal recruitment and externally recruitment. Later this report
has discussed benefit of different HRM practice including providing training and development
and focusing on crafting skills. Later this report has discussed effectiveness of HRM practice in
organizational profits and productivity including creating healthy workplace environment. Later
this report employee relation and its important in the business organisation and discussed its
impact on decision-making process of HRM. At last this report has discussed legislation of
employment.

REFERENCES
Books and journals
Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on
Organizational performance. International journal of Engineering, Business and
Management (IJEBM), 5.
Bratton and et.al., 2021. Human resource management. Bloomsbury Publishing.
DeCenzo and et.al., 2016. Fundamentals of human resource management. John Wiley & Sons.
Fell, E.V. and Dyban, M., 2017. Against discrimination: equality act 2010 (UK). The European
Proceedings of Social & Behavioural Sciences (EpSBS). Vol. 19: Lifelong Wellbeing in
the World (WELLSO 2016).—Nicosia, 2017., 192016, pp.188-194.
Freedland, M. and Dhorajiwala, H., 2019. UK response to new trade Union strategies for new
forms of employment. European Labour Law Journal, 10(3), pp.281-290.
Kossivi, B., Xu, M. and Kalgora, B., 2016. Study on determining factors of employee
retention. Open Journal of Social Sciences, 4(05), p.261.
Larsen, H.H., 2017. Key issues in training and development. Policy and practice in European
human resource management, pp.107-121.
Mathis and et.al., 2016. Human resource management. Cengage Learning.
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development, 3(10), pp.206-212.
Shahbaz and et.al., 2018. irecruit: Towards automating the recruitment process. In Service
Research and Innovation (pp. 139-152). Springer, Cham.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
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