HRM Functions and Practices

This article discusses HRM functions and practices including job description, preparing job description, key selection criteria, online recruitment advertisement, assessment, and behavioral interview questions.

Running Head: HRM FUNCTIONS AND PRACTICES
HRM FUNCTIONS AND PRACTICES
Name of the Student:
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Author Note:

1HRM FUNCTIONS AND PRACTICES
Table of Contents
Task 1: Essay on job description.....................................................................................................3
Task 2: Preparing job description....................................................................................................5
Task 3: Key selection criteria........................................................................................................10
Task 4: Online recruitment advertisement.....................................................................................12
Task 5: Outline of the assessment.................................................................................................12
Task 6: Behavioural interview questions.......................................................................................13
Task 7: Interview panel members..................................................................................................14
Task 8: Induction and orientation..................................................................................................14
Task 9: HR audit process...............................................................................................................15
Reference.......................................................................................................................................17

2HRM FUNCTIONS AND PRACTICES
Task 1: Essay on job description
Job description is considered to be one of the major factor that make the job looks
attractive and professional. Therefore, it is important for the HRM to set some principles and
follows some basic understanding related to the job description. In response to this, the purpose
of this essay is to highlight the key features of a good quality job description and different ways
to use the job description.
As far as the job description is concerned, it can be argued that there are some basic
principles that a good quality job description must follow. Such as,
 According to Shakir, Lodhiand Zafar (2017) a good job description must underlines all
the possible job related functions and responsibilities regarding the employee duties. It is
associated with the technical aspects of position, supervisory or managerial
responsibilities. Besides this, indicating the performance standards very clearly is also
identified as a key role of a quality job description.
 Furthermore, the job related skills have to be mentioned specifically so that the relevant
aspirants can come and participate in the interview and recruitment process (Verboncu
and Zeininger, 2015).
 As per the research of Mondal et al. (2018) it can be argued that the role of a good job
description is to mention all the possible level of authority that the person will enjoy over
others and his specific functions.
 As a matter of fact, the management expectations should also be ventilated through the
job description so that the aspirant will get a glimpse of the intensions and desire of the
executives.

3HRM FUNCTIONS AND PRACTICES
 Corkill et al. (2015) ascribed that it is essential for a good quality job description to highlight
the relationship between the existing employees and the newly recruited ones
It can be stated that job description can be used in different ways and purposes. For an
example,
 Performance management
It is resembled with the perception that the desired qualification and performance of the
organisation will be mentioned in the job description (Berg, Dutton & Wrzesniewski, 2013). The
performance management will be brief and detailed enough so that the aspirants will understand
the required qualifications and skills for the job.
 Training and employee development
Moreover, job description is also known to have a development measure that is different
from the external training and induction process. It can be argued that sometimes the training
specification is not mentioned in the job description though organisations conduct training for
the new recruited because of preparing him or her with the operational environment existed
within the company (Atefi et al., 2014).
 Compensation
Compensation policy is also an important aspect for the job description. It is not entirely
about the financial compensation rather the organisation compensate its work force with new
employees as well (Kang & Ritzhaupt, 2015). In this context, the job description plays a
significant role to attract the aspirants to apply for the job and the organisation can select the best
people according to requirement.

4HRM FUNCTIONS AND PRACTICES
 Discipline
Scholars have also argued that the purpose of the job description is to show the efficiency
and the professional attire of the organisation. It is also considered to be a major factor to
influence the aspirants (Winter, Keedy & Newton, 2014).
 Essential job function analysis
Besides this, the function and different aspects and details of the job are also mentioned
into the job description so that it will help the aspirant to understand the importance and
transparency of the job.
From the above discussion, it can be concluded that a good job description will provide
great efficiency and professionalism into the job and it will help the aspirants to get more
enthusiasm in applying for the job.
Task 2: Preparing job description
This job is based on a personal interview with the purpose to analyse the skills and
behaviour of the aspirants. According to Smith and Bell (2016) the personal interview process is
of an unique feature that is resembled with a direct interaction between the interviewer and
interviewees. In this context, North West Regional Hospital will get strategic advantages to
recruit best people in the related field. However, the organisation puts emphasis on the modern
method of job advertisements. It means the hospital relies on online job advertisements in order
to get maximum number of aspirants. In fact, it is important for to say that the role of digital job
advertisement is an effective tool nowadays a most of the people are very much active in the
online media rather than investing time by reading traditional newspapers. In response to this,

5HRM FUNCTIONS AND PRACTICES
North West Regional Hospital decides to go for the online job advertisements and make some
agreements with various online job related agencies. Moreover, the aspirants can get adequate
information regarding the jobs from the hospital website and there is a link down to the website
provides the direct gateway to the application. However, there are limited efforts carried out by
North West Regional Hospital in order to pursue for the newspaper advertisement.
Job description
Classification North West Regional Hospital
Role title Human resource manager
Salary $60,000 (annually)
Unit/Branch Human resource department
Location Singapore
Live a better life with our services!
Experienced HR for recruiting best people
Overview of NWRH
North West Regional Hospital (NWRH) is well known for its better medical facilities and
quality service provides across the Queensland region. It provides secondary level services
transfer to tertiary hospitals for injuries and illnesses.
The organisation is willing to conduct a recruitment drive for its new branch in
Singapore. Therefore, experience and efficient employees are required in order to make North
West Regional Hospital best in the region. Henceforth, the organisation is looking for an HR

6HRM FUNCTIONS AND PRACTICES
executive to manage and conduct all the essential recruiting, learning, development and
employee performance program. As NWRH is on its way to establish the new hospital in
Singapore therefore before appointing people in administrative posts, nurses and medical staffs it
is important for the organisation to select its HR executive. The company is offering an
handsome salary scale with future opportunities that can be an good career record for any
aspirant.
Position purpose
In this regard, the organisation requires an HR manager for recruiting efficient and skilful
people in the primary stage to initiate the organisational operations. To be successful in this role
it is important to have an in-depth understanding regarding the administrative framework from
creating work schedules to communicate with the employees. Moreover, ensuring the ethical and
legal organisational activities is also under the responsibility of the HR executive.
Job duties
 Design attractive but moderate benefits and compensation packages
 Initiate the performance review procedure in quarterly or annual basis
 Develop a strong and transparent HR policy based on the legislative framework and
relying on the organisational objectives.
 Implementing effective screening, sourcing and interviewing process for the benefit of
the organisation.
 Organising required training and learning and development process for all the employees
based on their profession.
 Evaluating and calculating the HR department’s budget.
 Pro-active attitude regarding the Fair Work regulatory issues.

7HRM FUNCTIONS AND PRACTICES
 Managing and resolving employee grievances.
 Continuous evaluation of the HR technology and recommendations as per the change and
requirements.
 Monitor the employee retention and turnover rates.
 Oversee daily operations of the HR department
Mandatory qualifications
 Work experience
o Enough experience in the related field of minimum 2 years
 Skills required
o Strong coordination skills.
o Ability to communicate with the employees and the executives verbally and non-
verbally.
 Abilities required
o Fluent communication skills like fluent English in both written and oral forms.
o Enough computer skills to do the analysis and evaluation of the employee related
data.
o Understanding the insights of the employment market so that developing the
recruitment policies and process accordingly.
o Clear knowledge of the responsibilities and working environment of the
organisation.

8HRM FUNCTIONS AND PRACTICES
 Education required
o Higher educational qualification in Human Resource Management or related
disciplines.
o Additional courses in finance, healthcare quality management and laws and ethics
 Physical skills
o To be medically fit as per the basic requirements.
o To be sound in mind and has a clear presence of mind.
o To do job within the shift timings effectively
 Key selection criteria
o Good communicative skills.
o Good marks (minimum 5 out of 10) in the interview and selection round.
Explanation
Specific and clear understanding of the interviewers question and answer them properly
is considered to be the most desiring criteria for this job. High professionalism and sharp
presence of mind will help the aspirant to gain good marks in the interview round. Moreover,
there are some selection measurement guidelines that are also followed by the interview panel.
For an instance, the overall selection marks will be evaluated out of 10 scores that include both
the basic educational qualification and approach of the interviewee. In addition to this, additional
qualification in related field will carry extra points for the aspirant. In this regard, the desired
qualification mark will be set more than 5 points. Therefore, aspirant who will pass the 5+ marks
will be called for a personal interview.

9HRM FUNCTIONS AND PRACTICES
Task 3: Key selection criteria
0= Does not meet the
selection criteria
1= Partially meet the
criteria
2= Meet selection
criteria
3= Exceeds selection
criteria
Selection criteria Candidate Score
Higher educational qualification
in Human Resource Management
Having a Masters’ degree in
Human Resource Management
3
Enough experience in the related
field of minimum 2 years
A job experience of 3 years in the
Human Resource Management
2
Clear knowledge of the
responsibilities and regulation of
the organisation.
Better communication with other
employees not only in own
department but in the entire
hospital with a good
communication skill
2
Additional courses in finance,
business administration, law and
business management
Having additional degree in
accounting, business
administration or business
management will increase the
value of the CV
3
Total Score 10+
Candidate Name Score Interview
Yes/No
Comments

10HRM FUNCTIONS AND PRACTICES
1 Ivan 7+ Yes Enough quality to
get the job
2 Jerome 5+ Yes Mediocre quality
to get the job
3 Stewart 3+ No Not enough
experience in this
field
4 Melina 8+ Yes Highly qualified
for this job with
adequate
knowledge in the
hospital
administration care
From the above selection, it can be stated that only Ivan and Melina have the ability to
get recruited. Both have done quite outstanding in the interview round. With this high education
and enough experience make them the strong claimants for this job.

11HRM FUNCTIONS AND PRACTICES
Task 4: Online recruitment advertisement
Task 5: Outline of the assessment
It can be argued that the role of the HRM is not only dealing with the working
environment of the organisation but also facilitating a better framework for the employees as
well. According to Fay et al., (2015) the HR department is the only part of the business
organisation that concerns about the interests of the employees only. However, this statement
erects different arguments but one has to keep in mind the fact that the HR department is
responsible to deal with the interests of the employees. Based on this understanding, it can be
asserted that the role of the HR executive in NWRH is to formulate such an professional and
work friendly environment that can increase the profitability of the organisation. On the other
hand, the interests of the employees are also taken into consideration so that the staffs will be

12HRM FUNCTIONS AND PRACTICES
satisfied. Moreover, Pinzone et al., (2016) mentioned that the task of HR is to monitor the
organisational performance of the organisation. Therefore, the HR executive in NWRH also puts
focus on that part so that the image of the organisation will be intact. As a matter of fact, Alfes et
al., (2013) opined that HR played a significant part in coping with the regulatory frameworks
that the governments will prepare for the betterment of workplace culture. in that case abiding
the laws and regulations and acting accordingly is also considered to be an essential
responsibility for the HR executive in NWRH.
Task 6: Behavioural interview questions
Q1: How do you handle difficult co-worker?
Q2: In what ways did you take initiatives in your last job?
Q3: In case of any organisational change how do you cope with the changing situation?
Q4: Do you have any specific goal? How do you accomplish it?
Q5: If you face any miscommunication in workplace how can you deal with the situation?
Q6: Have you ever felt dissatisfied with your profession? If so then what were the causes? If no
then explain it.
Q7: Do you have made any mistake? How could you handle it?
Q8: How do you communicate and persuade your views to other departments regarding an
important decision making?
Q9: What do you feel in case of heavy work-load?

13HRM FUNCTIONS AND PRACTICES
Q10: Do you ever anticipate any potential problem related to the workplace culture and how do
you initiate any preventive measure?
Task 7: Interview panel members
 Two higher executives of the organisation who have link with the development of the
new NWRH branch.
 Two other interviewers who are not directly involve into the new development of NWRH
but have previous experiences.
 Two members of the operational management and one member from the HR department.
 One external expert who have in-depth knowledge in the respective fields.
Task 8: Induction and orientation
Induction and orientation is considered to be an important aspect for the organisation to
prepare the newly recruited employees with the organisational environment. In this context,
Cohen, Coleman and Kangethe (2016) asserted that there are series of purposes of the induction
and orientation process such as the train and encouraging the new employees to get accustomed
with the working environment and professional activities that the organisation intends to
continue. Moreover, it can also be argued that the role of the induction process is to get the
newly recruited staffs with aims, objectives and mission-vision statement of the organisation. In
this context, North West Regional Hospital will organise an induction process for the newly
recruited employees and provide them adequate training related to their jobs.
In this regard, the NWRH decision making body decides to conduct a training and induct
process of not more than 3 weeks or 1 months training will be conducted for the newly recruited

14HRM FUNCTIONS AND PRACTICES
HR executive. Moreover, a 3 months probationary period will be set in order to make the HR
executive get accustomed with the responsibilities and duties of a HR. In this regard, the training
and induction program will be delivered on a three tier process. At first the HR will get training
on the basics of HR department. In this process, the newly joined HR will get a clear picture of
the company hierarchy and mission and vision of the company so that he or she can plan strategy
to recruit fresh employees for the new branch of NWRH. In addition to this, the new HR
executive will be given practical tasks so that the trainers will evaluate the gaps and strengths of
the new executive quite effectively (McCulloch & Loeser, 2016). After that there will be a core
process where the newly recruited HR executive has to face legal and accounting measures so
that in one hand he or she can comply with the existing regulatory framework and at the same
time assess the performance of the employees quite effectively. Both of these two training will
be done separately but at a same time so that he or she can feel the work pressure and develop
ability to understand the fathom of the designation. Finally, a personality building training will
be conducted that evaluate and shape the leadership quality and communication skills of the HR
so that he or she can easily communicate with the employees and enrich and encourage them
with positive approach (Leigh, Lamont & Cairncross, 2013). It is very important for NWRH to
encourage newly recruited employees because the new branch is yet to start its operation and any
kind of employment problem can cast severe damage to the organisational framework.
Task 9: HR audit process
Activity Costs (per unit)
Fixed Cost
Advertising expenses
Newspaper $8

15HRM FUNCTIONS AND PRACTICES
Digital advertisement $20
Consultant fee $200
Legal expenses $250
Total cost $478
Variable cost
Administration costs
Interview $25
Computer usage $5
Electricity charges $15
Application processing $18
Cost of interviewers time $12
Cost per hire $35
Total cost $110 (per unit)
Total number of recruitment 10
Total variable cost S1100
Overall expenditure $1578

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