Human Resource Management (HRM) Practices | Assignment

HRM in PRACTICE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Purpose of the HR function and its importance of the company............................................1
b) Roles and Responsibilities of Human Resource Officer........................................................2
c) Current selection methods of ‘Say it with Chocolate' and their advantages and
disadvantages .............................................................................................................................2
d) Potential improvements that could be made to current selection methods. ...........................3
TASK 2............................................................................................................................................4
a) Create a person specification for the role played by Receptionist..........................................4
b) Suitable medium for placing the advertisement of 'Say it with chocolate' company.............5
c) Advantages and Disadvantages of methods of advertisement used by 'Say it with chocolate'
company......................................................................................................................................5
d) Interview Question for receptionist........................................................................................6
TASK 3............................................................................................................................................6
a) Evaluate the benefits of Microsoft offer apprenticeship and Graduate training schemes to
both employees and company.....................................................................................................6
b) Development and opportunities are available to staff of permanent job role. .......................8
c) Benefits of the approaches Microsoft has taken in respect to flexible working practise. ......8
d) Way through which Microsoft motivates its workers through its job design and systems of
reward..........................................................................................................................................9
TASK 4..........................................................................................................................................10
a) Team employee engagement.................................................................................................10
b) Why is employee engagement an integral strategy of employee relations...........................10
c) Key approaches of engaging workers and there importance in terms of improving
communication. ........................................................................................................................11
d) Employees legislation and their influence on decision making............................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
Human resource management is a planned approach in order to manage people
effectively for performance. Companies conduct good practices in HRM to achieve the targeted
objectives and goals as well as for enhancing the productivity and profitability of organization.
There are so many practices which help company to achieve the set organisational goals. Human
resources serve as the central pillar of all companies. Majorly, there are five activities in HRM
practices which are staffing, development, compensation, employees, labour relations as well as
their safety and health. In this report, 'Say it with Chocolate' company of UK has been chosen for
assessment. This is the organization which deals in tailor-made Chocolate based greeting cards.
This report will introduce the purpose and scope of HRM along with Recruitment and Selection
of company. Moreover, the purpose and significance of HRM practices of organization as well as
roles and responsibilities of Human Resource Manager will be discussed.
TASK 1
a) Purpose of the HR function and its importance of the company
The department which is designed to recruit people and select employees as well as
deploy them in a company is known as Human Resource Management. It is the procedure which
is managed all the functions and activities related to employees. Employees are the backbone of
company, without them, not even a single task or work can be executed. The practices of HRM
of 'Say it with Chocolate' are totally different from all the companies; they recruit most skilled
people in their organization (Swart and et.al 2015).
Functions of HRM in 'Say it with Chocolate' company are: Selection and recruitment process- The foremost function of HRM is selection and
recruitment. They manage the procedure of employment in company. They define the
most valuable and effectual methods for selecting and recruiting employees. Organizing training and development programmes in company- Organizing training
programmes at 'Say it with Chocolate' company is the most vital function of HRM.
Employees after selection need training helps them to achieve the goals and objectives of
company.
 Management of Performance- Primary function of the HRM is to evaluate and measure
peculiar performance of employees and set targets to achieve the goals and objectives of
company which will assist in better performance of employees and company. HRM is
1

accountable for the amended strength of the organisation and make various strategies to
improve the financial and commercial position of the company (Brueller and et.al 2016).
b) Roles and Responsibilities of Human Resource Officer
There are various roles and responsibilities of HR. officer as they are the key persons for
organization. The roles and responsibilities of Human Resource Officer at 'Say it with Chocolate'
are excellent which are as follows- Recruitment- This is the first and primary duty of HR. officer. It is the major
responsibility of HR. officer. In order to recruit suitable employees in company, the team
of HR. has to arrange and devise strategic campaigns and guidelines. They also work as a
mediator in between employers and company communicate policies and rules of
company before they joined or recruited. Training- The roles and responsibilities of HR. officer are limited up-to only recruitment
and selection work. Training is the core element in the development and growth of
company. The functions and operations of 'Say it with Chocolate' company are totally
different and in strategic way so the management of HR. provides training to employees
so that they can achieve the goals and objectives of company and their performance of
employees are also improved (Bolman and Deal, 2017).
 Professional Development- This function and duty of HR. manager is closely related to
training and development programs. Training and development programs lead to entire
development and growth of employees. It is the duty of HR. officer to know the hobbies
and areas of interest and give them opportunities to explore them in the field of their
interest. The HR team of 'Say it with Chocolate' are very talented they are working for the
development and growth of their employees.
c) Current selection methods of ‘Say it with Chocolate' and their advantages and disadvantages
There are many methods and techniques of selection. 'Say it with Chocolate' company is
using following selection method which are as follows:
Application forms and CV's- This is the traditional approach for applying for jobs. In
this method, employer persuades people about their skills and abilities which company requires.
It is the written and presented form of documents in which all necessary details are written. It is
important of job seeking.
2

Advantages
 The simplest method of selection.
 Saves time of company (Pinto, 2015).
Disadvantages
 Not an effective form of selection.
 Technical needs are not fulfilled by this
method of interview.
Interview- Interview selection is the most popular and the best method in recruiting and
selecting employees in the organization. Generally, there are five types of interviews such as
telephone interviews, personal, behavioural, group or panel and video conferences interviews.
'Say it with Chocolate' company usually chooses personal and telephone interviews. Personal
interview is the best method as HR. officer can easily identify its skills and traits by there
personality, way of talking and the level of confidence in individual or interviewee.
Advantages
 Information can easily be obtained
 Company can know personal feelings,
perception and opinions
 High rate of response (Brewster and
et.al 2016).
Disadvantages
 Time consuming process
 It is somewhat expensive.
Ability and Aptitude Test- This method of selection is also a good method of selection.
This process is totally based on logical reasoning and capability ad ability of thinking. It consists
of multiple questions as well these questions are strictly timed. At the administrative and clerical
level of 'Say it with Chocolate' company, uses this method of selection.
Advantages
 Discover internal talent
 Academic improvement
 Can know the weak points
Disadvantages
 Costly to both administration and
development
 Time consuming (Purce, 2014).
3

d) Potential improvements that could be made to current selection methods.
Company is using all above the methods of selecting employees. These all methods are
useful but they all need some improvement which is very essential to achieve the target goals of
HRM as well as organization.
In the method of application form and Cv's, there is need of high improvement as this
method is traditional method. In order to select the most skilled people, this method is not useful
for section of people at technical team or any other high level of work. Secondly, Interview
method is the best method of selection but 'Say it with chocolate' company's management is not
aware or sincere in taking interview. Sometimes there is partiality also in selecting people which
is not good for company. Organization should call experts and specialist to conduct interview.
Last, aptitude and ability test method, this method is majorly useful for promotion of
employees. 'Say it with chocolate' company also needs some improvement in this method of
selection as this technique of selection is not up to the mark. There is no sincerity while
conducting test. Company should make strict rules and policies.
TASK 2
a) Create a person specification for the role played by Receptionist.
Receptionist is the most important person in the company. There are called admin of the
company and there department is Administration department. All the information is reported to
the administration manager. The main purpose of job is to provide a welcome and professional
experience for customers of visitors to the company. Addition to this, receptionist has to attain
and answer the incoming calls in efficient manner. They have to perform various task also such
as meeting and greeting clients, booking meetings, arranging couriers, keeping the reception area
tidy, answering and forwarding phone calls, sorting and distributing post, completing the paper
work, rendering customer services and many other duties regarding company management.
Person specification means the entire description of qualification, skills, experience,
knowledge and other attributes which a person must posses in order to perform the duties.
Qualities and skills required in performing the job of receptionist are-
Verbal and Communication Skills- In the job of receptionist, he/she must require
outstanding skills in communication. He/she should have the best communication skills, he/she
has to talk to many people in a day so communication skills is must (Kramar, 2014).
4

Friendly and Professional demeanour- In the job of receptionist, he/she should be
highly skilled in greeting other and always posses friendly nature. The personality of a
receptionist should reveals professionalism.
Multi tasking capabilities- In the job of receptionist, he/she should posses highly skilled
in handling multi tasking activities. As receptionist has to do multiple task of work in a day. So it
is very essential to have power to control and handle the situation of work.
Should have power to work under pressure- In the job of receptionist, patience is the
core skills which is very essential. They have to deal with many people so they have to control
there anger and emotions. So it is very necessary to have patience.
Conflict Resolution- In the job of receptionist, it is very necessary to have ability to
resolve the conflicts and battles. It is very important to solve the issues and troubles of
employees regarding the affairs of company and report to managers.
Computer literacy- In the job of receptionist, he/she should have basic knowledge of
computer as all the information, details are inserted in computer only. Today, paper work has
been not in use.
Efficiency- In the job of receptionist, he/she should have efficiency is his/her work as in
the job of receptionist, work is never been stop, continuous work is done in the job of
receptionist.
b) Suitable medium for placing the advertisement of 'Say it with chocolate' company.
There are so many medium for placing advertisement for the job of receptionist. The HR.
team of 'Say it with chocolate' company usually places advertisement by newspaper article and
advertisement on company's website.
Newspaper advertisement- This is the traditional form in placing the order of
advertisement but still it covers wide range of public. 'Say it with chocolate' make use of
newspaper advertisement for the job of receptionist. When company wants to hire a person from
local city, company mostly use this medium of advertisement. Newspaper advertisement should
not be too long, it should be brief. By newspaper, even a lay man can understand the content.
Company website- This is the most useful and fruitful method for placing an
advertisement. 'Say it with chocolate' company also use this method, HR. team places an
advertisement on website so that job seekers get information about the job and have an interview.
The website of 'Say it with chocolate' is highly updated and it is well-designed (Kramar, 2014).
5

c) Advantages and Disadvantages of methods of advertisement used by 'Say it with chocolate'
company.
Advantages and Disadvantages of Newspaper advertisement.
ADVANTAGES
It targets a more experienced audience.
In order to hire employee locally, it is best.
It is convenient for job seekers.
DISADVANTAGES
It is quite costly in giving advertisement.
Newspaper has shorter shelf life. There is no
use of newspaper after a single day, people
used to throw them.
Advantages and Disadvantages of Company website.
ADVANTAGES
 Modern method of advertisement.
 Not a costly medium.
 Wide area of coverage.
 Increase in number of applications.
 Easy and simplest method.
 One time investment.
DISADVANTAGES
 Less response.
 It doesn't always work.
d) Interview Question for receptionist.
Here are some questions which can be asked by HR. manager in recruiting or selecting a
receptionist-
Question 1. What are your previous duties and responsibilities as a receptionist?
Question 2. On an average, How many people you come in contact with on a daily basis??
Question 3. What is your knowledge in computer?
Question 4. How you manage the multiple task in our organization??
Question 5. How you deal with high-pressure and high stress situations?
Question 6. How you handle annoyed visitors or customers??
6

TASK 3
a) Evaluate the benefits of Microsoft offer apprenticeship and Graduate training schemes to both
employees and company.
Microsoft offer apprenticeship and graduate training schemes which gives many benefits to
employees and company.
Apprenticeship programs- This programme is launched in 2010 which gives promising,
motivating employee's. It is a process of learning a skilled occupation through on the job
training under the supervision of an expert of professionals. It is the most useful training for the
company and individual. 'Say it with chocolate' company also conduct apprenticeship
programmes in order to development and growth of the company. In this programme employee
learn from doing physical work. On job training is the best training as individual come to learn
his work. Proper guidance is given to them which is very useful for company and employee too.
Apprenticeship programmes is not so expensive.
Graduate training programmes- This is the process in which company tie up with
collages and students and students who are going to be graduate, company provides training.
This is the modern method training. This type of training generally last for a year but sometimes
it is extended to 18 months and last to last it is for last two years. It is an excellence way to jump
start employees or students career. In this type of training usually graduated are allowed. 'Say it
with chocolate' company also conduct graduate training programmes. It is expensive type of
programmes.
Benefits of Apprenticeship and Graduate training programmes in context to employees.
Apprenticeship Programs Graduate training programmes
It stimulates economic development and
growth in the skills and knowledge of
employees.
It helps in becoming lifelong learners as
because in these program generally focus on
job training (Wilton, 2016).
It helps in creating leaders within the company.
It motivates and encourage in large way.
Graduate programmes makes employees
competitive and confidence.
It also offers streams as it gives head-starts in
the career of employees.
It also provides development in all areas.
7

Benefits of Graduate training programmes in context to company.
Apprenticeship Programs Graduate training programmes
It helps organization to entire growth and
development of company.
It is the simplest and easy form of training.
No need of more money.
By organizing graduate training company will
get qualified and graduate employees in their
organization (Jiang and et.al 2017).
It is very effective process for the production
and development of company.
b) Development and opportunities are available to staff of permanent job role.
There are so many opportunities and development once employee get permanent job.
They can take advantages of professional development opportunities in permanent job.
Development and opportunities of staff in permanent job-
 Increment in salary at regular basis- In permanent job, there is regular increment in salary
which motivated employees which benefited the entire development of employees or
staff.
 Can take advantages of Provident funds and other benefits- In permanent job, employees
are able to take benefits of Provident funds and other medical insurance fund like they get
loans and advances easily by the deposit (Jackson and et.al 2014).
 Job security. A permanent employee enjoys the benefits of job security. Even the families
of permanent workers fell safe and secure.
 Income security- Job security and income security are both interlinked as once job is
secure, income will automatically secure.
 Easier to obtain credit- For a permanent employee it becomes easy for them to obtain
credit as it becomes easy for them to obtain a mortgage as well as other forms of credit.
 They don't have to be worry about tax- In permanent job, employees are not afraid or
worry about any tax. In permanent jobs, employer are responsible for paying employees
tax. It saves times.
8

c) Benefits of the approaches Microsoft has taken in respect to flexible working practise.
The approaches which was discusses above are very useful for company and employees
too. It is very important for company to implement these approaches in there working place so
that practices of working becomes easy. Flexibility is the key to obtain or achieve the goals and
objectives of company as well as for employee's development and growth.
There are some benefits of those approaches-
Thinking flexibility- With the helps of those approaches, the thinking of employees
becomes flexible which automatically covert the working place in flexible work practices.
Thinking of employees plays a critical role as it the tendency of people that once they
build a thinking, it is never changed. So by these approaches of Microsoft, the thinking of
employees in 'Say it with chocolate' will become flexible and broad (Riley, 2014).
Passion for change- With the help of these approach the passion of employees changes
to great extend. They develop the solid level of motivation of work. The employee's of company
will be more passionate towards achieving the goals and objectives of company as well as there
career development and growth.
Development of skills, qualification and interest- With the help of these approaches the
employees of organization will develop their skills, qualification and interest. Training and
Apprenticeship are the most valuable for company as well as for employees too.
Make employee's innovative and creative- This is the factor which is most valuable for
company and employees too. As in the era of modernization, innovation and creation has reach
to its peak level.
d) Way through which Microsoft motivates its workers through its job design and systems of
reward
There are different type of strategies that are implemented by companies so that they are
able to motivate workers. With this respect, Microsoft make use of job design and system of
rewards to motivate employees. In this context, in job design workers get demotivated or their
efficiency gets reduced when they perform same role again and again. Microsoft make sure that
there are job rotation as it enables the worker to identify the roles that co-workers perform. When
there are other activities given to employees, then it enables to raise interaction and thus it helps
workers to contribute effectively towards growth of company (Sheehan, 2014). Further, there are
rewards given to employees and this is provided to them as their performance. This is effective
9

enough to raise competition among employees and to get the reward they work with their full
efficiency. There are certain set of expectations that individuals have towards their work and
these are not satisfied, then it becomes demotivated. This is not just about the pay that firm
provides but it also includes the motivational factor that contribute positively in raising the
willingness and interest towards the roles that has to be played by them. This way, it can be
started that both reward system and job design enables to make the business to understand need
and requirement of employees and to provide them services accordingly.
TASK 4
a) Team employee engagement
Employee engagement is the best approaches to find out the right condition of all team
member to performing the best way to achieving their goals and objective. They are contributed
for growth and development. Microsoft is the fast growing company to provide the many
services for customer. They will identify the need of customer an effective way. They are
motivated to other people to do their best at workplace. They should follows some rules and
regulation to achieving their goals and targets. Employee engagement is based on the loyalty and
trust people the employee (Storey, 2014). They are giving many chances to improve their
capabilities to explore all around the world. Microsoft is a leading organization to provide the
best services to their customer. It is the best approaches to increases their performance,
productivity, contributing for growth and development. It is based on understanding identifying
the actual requirement of customer. They are mainly focused to improve their performance clear
their achievements and support to their employee for development. They have build a strong
relationship between employee and management. They are always built a positive attitude
towards their work and find out effective outcomes. It is all about the deep thinking to
performing a different function for increases the value sin marketplace. Employee engagement is
achieved their specific goals to control their emotions and commitment. Each and every
organization has required to maintain their performance at their workplace because it gives many
chances to improve their skill and knowledge (Albrecht and et.al 2015).
b) Why is employee engagement an integral strategy of employee relations.
Employee engagement will be process under which management is allowing all
employees of company to include their thoughts, ideas and their methods of working so that this
10

will be increasing productivity of company and that of employees as well. Engagement of
employees is very much important within both larger and smaller companies so that they are
satisfied with company (Murphy and et.al 2017). This is very much integral or vital part of
organisation especially that for employee relations. Employee relations is method of building up
support and productivity ability among employees and management which is also helping in
engagement with labours and workers. So in order to be able to relate all employees who are
working with goals and objectives of firm it is required that management is setting up
approaches to engage employees into firm.
c) Key approaches of engaging workers and there importance in terms of improving
communication.
There are some approaches or strategies which helps in employee engagement as well as
improve the communication skills. It is very important to have the best communication skills in
them (De Lange and et.al 2015).
Always Think Bottom-up up, not top down- In order to motivate employees and engage
employees in doing there work in much effective way, the company should first think about
employees not for top management. There should always be unity and equality in the company.
Always show them that company has listened- It is very essential to show employees
that company has listened what they said to them. If company do not show any response or
ignore them than employees will not able to do there work in effective way and do not
communicate anything next time.
Always share good practices and ideas between teams- In order to develop good
communication skills in employees of organization. It is very essential for managers to share all
ideas and make them involve in each and every practices of company.
Have an employee voice- In order to build effective communication in company, they
always make a medium for them so that they can raise their issues and give feedback. Only
satisfaction is not enough for them (Martin and et.al 2015).
d) Employees legislation and their influence on decision making.
Employment legislation are formulated by the government of country. It is the regulation
which bounds the organisation to work accordingly. Employment legislation safeguards the
11

rights of employees and employers and also provides benchmarks on which the organisation can
lead to growth and success. In this context, the main pieces of employment legislation in United
Kingdom which are mandatory to be followed by national and international organisations are
described below:
National Minimum Wages Act 1998: The National Minimum Wages act was proposed by the
Parliament of United Kingdom in 1998 which mandates the minimum wage which is to be given
to worker for the allocated hour he or she worked in the organisation.
Contracts of Employment Act 1963: The Contracts of Employment act was passed by
parliament of United Kingdom in 1963. The motive of this act is to provide greater security to
employees and worker who have completed given time period in the company.
Data Protection Act 1998: Data Protection Act 1998 states that organisations needs to use the
data in precise and effective manner so that the chances of data leaks can be prevented. It
mandates the management needs to secure the personal data of employees in safe and secured
locations (Meijerink and et.al 2016).
CONCLUSION
In accordance with the findings, it can be stated that employees play vital role to
contribute effectively towards making the business attain their goals and objectives. For this
purpose, training and development is an effective strategy that enables to motivate workers and
in enhancing their skills through which the rate of performance can be improved in appropriate
manner.
12

REFERENCES
Books and journals
Meijerink, J.G and et.al 2016. Employees as active consumers of HRM: Linking employees’
HRM competences with their perceptions of HRM service value. Human resource
management. 55(2). pp.219-240.
Martin, G and et.al 2015. Not all risk taking is born equal: The behavioral agency model and
CEO's perception of firm efficacy. Human Resource Management. 54(3). pp.483-498.
De Lange and et.al 2015. Human resource management and sustainability at work across the
lifespan: An integrative perspective. Facing the challenges of a multi-age workforce: A
use-inspired approach, pp.50-79.
Murphy, C and et.al 2017. Blue skies and black boxes: The promise (and practice) of grounded
theory in human resource management research. Human Resource Management
Review, 27(2), pp.291-305.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal, 32(5), pp.545-570.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Swart, J and et.al 2015. Strategic Human Resource Management and performance management
in professional service firms. In The Oxford handbook of professional service firms.
Brueller, N.N and et.al 2016. Linking merger and acquisition strategies to postmerger
integration: a configurational perspective of human resource management. Journal of
Management, p.0149206315626270.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Pinto, J.K., 2015. Project management: achieving competitive advantage. Prentice Hall.
Brewster, C and et.al 2016. International human resource management. Kogan Page Publishers.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Albrecht, S.L and et.al 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance, 2(1), pp.7-35.
13

Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Jackson, S.E and et.al 2014. An aspirational framework for strategic human resource
management. The Academy of Management Annals. 8(1). pp.1-56.
Wilton, N., 2016. An introduction to human resource management. Sage.
Jiang, K and et.al 2017. Understanding employees’ perceptions of human resource practices:
Effects of demographic dissimilarity to managers and coworkers. Human Resource
Management. 56(1). pp.69-91.
Paillé, P and et.al 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
14

15