HRM Practices in Liverpool Victoria: Purpose, Functions, Recruitment, Selection, Employee Relations, and Legislation

This report analyzes the purpose and functions of HRM, applicable to workforce planning and resourcing in Liverpool Victoria. It also examines the strengths and weaknesses of various approaches in recruitment and selection, the importance of employee relations in respect to influencing HRM decision making, and the key elements of employment legislations that impact upon HRM decision making. Additionally, it discusses HRM practices in work-related contexts.

Liverpool Victoria

INTRODUCTION
Human resource management is one of the most dynamically evolving department within
company business, specifically bringing workforce diversity competently and enhancing overall
productive efficacy variedly. Recent trends of HRM are widely expanding innovatively, where
workforce employee relations are significantly expanding within diverse phenomenon scenarios
rapidly. Liverpool Victoria is one of the largest UK insurance companies having around 500
million customers and range of retirement products for varied expanded industry parameters. The
report will examine purpose and functions of HRM, applicable in workforce planning and
resourcing along with strengths and weakness of various approaches in recruitment and
selection. Study will identify importance of elements in employee legislations for making HRM
decision making scenarios variedly, and importance of employee relations in respect to HRM
decision making scenarios variedly. The research will also further strengthen up examination of
research on HRM practices in work related specifics for attaining diverse optimum growth
paradigms innovatively.
LO1
P1 Purpose and functions of HRM, applicable to workforce planning and resourcing in Liverpool
Victoria
Purpose of HRM department is to significantly bring on rise within workforce planning,
staffing, employee compensation and also design innovative trainings for employees among
company. Workforce planning and resourcing innovatively examines crucial importance
towards competently heading on towards rapid growth aspects, investing towards optimum
efficacy targets and expanding key domains. The company emphasizes HRM procedures to be
evolved innovatively, for harnessing growth aspects innovatively by bringing creative efficacy

among workforce scenarios rapidly. HRM at Liverpool Victoria is to maximize productivity at
organization by optimizing effectiveness within employees, for strengthening workforce
retaining surge vividly and to expand key business goals within long terms. Functions of HRM
can be analyzed as follows:
 Recruitment and selection: HR has function to expand focus towards recruiting best
talented functional expertise innovatively, bring on rapid engagement aspects
innovatively and work with best selection methods. Liverpool Victoria enhances further
scope to bring on career growth rapidly, for evocative rise towards untapped professional
growth an selecting best HR methods innovatively (Cheng and Hackett, 2021). Performance management: HR has to further expand focus towards performance
management delivery scenarios, for bringing on rapid engagement goals within
workforce and to bring on functional rise diversely. Liverpool Victoria, by performance
management scenarios aim to enhance HR scenarios innovatively bringing structural
growth towards employees retaining surge diversely. Learning and development: HR also has function to work towards learning and
development stage variedly by organizing best training sessions innovatively and
harnessing active potentialities. Liverpool Victoria HR examines stringent focus towards
learning and development aspects innovatively which enhance overall productive level
scenarios rapidly. HR has been competently heading on towards functional rise on
learning and development among teams, for structural innovation goals to be evolved
among companies.
 HR data and analytics: HR data and analytics engagement also holds one of the key
essential function at HR department for monitoring diverse business growth parameters,
evolving towards new analytics growth rise innovatively. Liverpool Victoria by evolving
towards HR data functional analytics, are able to expand through accurate specific
diversification for larger significant growth horizons. This also holds essential role to
bring on keen management growth determination aspects, bring on creative growth
among working aspects variedly (Chen, Currie and McGivern, 2021).
P2 Strengths and weaknesses of various approaches in recruitment and selection

Recruitmemnt approaches: Analysis of recruitment approahces holds high essential role for
strengthening business goals innovatively, where further selection is done on basis of
recruitment strategies worked on rpaidly.
Intrenal recruitment: This approach involves internal recruitment from within the employees
alreay workiing in departmemntts, which enables to motivate team members among company
and harnesses creative engagement.
 Strengths: Easy and less time taking approach of recruitment,where it also motivates
employees working within company for attaining new growth and potential rise towards
productive engagement competitively (Lei, Khamkhoutlavong and Le, 2021).
 Weaskness: There is less socpe for new fresh talent within maangement, where
functional growth engagement of working efficacy is widely diversified rapidly.
External recruitment approach: This approach determines fucntional rapid growth in selecting
talented expertise and young potentials, based on creative working determinants which holds
high essentila growth for Liverpool Victoria.
 Strengths: Highly crucial for comeptitive recruitment rise diversley,of new external
employees who are also creative and brings new blood in team with stronger
performance oriented specifics development.
 Weaknesses: Time taking approach and also demands nerw investments to be done.
Selection approaches: Analysis of selection approach also holds immense importance for
diversified growth towards selecting rapid engagment among employees, based upon specific
selection goals. Liverpool Victoria slection strategies holds essetial importance, where
stratetgies fucntional usgae holds integral rise diversely for new imperatie benchmarks.
Face to face Interview : Liverpool Victoria, by operating through face to face interview
selection method will be able to adhere towrds new fucntional rise goals rapidly and select best
talented employees. Inteeview enables company to hire best talented employee, for strignent
growth in copmpetencies and also primitivelyb bring keen productive growth rapidly. Strengths: Highly effective method, holds accuracy and fucntionl growth within
expertise parameters.

 Weaknesses: Time taking approach and also requires investments
Phone interview: This strategy holds opperating specifics to be managed fundamentally, bring on
keen fucxntional expertise from within the candiate and also harness rapid engagement. It takes
less time and also communication is done as per specific business standards for larger varied
efficacy goals. Strengths: Easy and flexible to take up for quick selection of employees from candidates.
 Weaknesses: Less accurate aspect and also less deteminants connected based upon
fundamental working targeets for selecting capable employee (Di Pietro, Monaghan and
O'Hagan‐Luff,2021).
LO3
P5 Importance of employee relations in respect to influenncing HRM decision making
Employee relations has high correlation in respect to influence within HRM decision
making aspects innovatively where individuals rise based upon efficienct and motivated working
specifics enhances HRM decision making. Liverpool Victoria aims to enhance employee
realtions, to create healthy efficient and specific working engagement scenarios variedly
influencing on HRM decision making. It can be also understood that employee relations when
positively developed influences HRM decision making innovatively, which also brings rapid
engagement diversely for significant fucntional rise actively. Employee relations when psotively
enhanced motivates overall productiivity within company working ethics, evolve connetcively
for strignent becnhmarks diversley and alo enhance creative fucntional stability. HR at
Liverpool Victora has been optimising fcntional optimacy innovatively, for productive
innovation rise diversely and speciifc optimsied working targets varieldy for new fucntional
grwoth. Thi also heads on stuctural innovation focus for imperative rise towrads deerminants
optimisation, which also heas on practical engagement evovlement among business long term
goals.
HRM decision making influences strengthened wiorking engagemnt actively, brings on
operative growth rapidly and also generates diverse business efficacy variedly. Liverpool
Victoria, as one of the best innovative brand aims to keeo diversely talented employees working
within companuy for significant advancement evolved rapily (Harney, and Collings, 2021).

HRM decision making is also evovled for determining key bsusiness frameworks actively and
strengthen up creatove engagement diversely, for long term working goals actively. Employee
realtions in respect to ifluecning HRM decision making, opens up new socpe for larger vision
oriented goals variedly and enhances determined rise variedly for new strignent motivation.
Also, HRM decision making is competitively influenced profoundly with strong employer
relations practically evolved which also extends focus towrads yielding best specifics varieldy
for new untapped competitve benchmarks. Employee relations also brings on fucntional growth
creatively to new busines grounds, where Liverpool Victoria aims to harnesss rapid innovation
among deparrtments. This also determines key busienss aspects innovatively, where HR
strategies and decision making plays crucial role for strengthening key aspects variedly for new
strengthened rise diversely. Liverpool Voctoria also determines new keen brainstroming sessions
evolve actively, which further extends competitive functional rise diversely base upon new
strengthened profound work syenrgies. This can be alo uderstood to be one of the key aspect,
where practical implementation rise diversely enhances scope for untapped professional growth
benchmarks which extends fucntional efficacy variedly (Than, Le and Le, 2021).
P6 Key elements of employementlegislations thart impact upon HRM decision making
The Key elements of employee legisalions that impact upon HRM decision making can
be analysed as one of the most essential aspect, which heads on profound focus for overall
prouctivity rise diversely. Employement legislations, plays strong role for productive engageent
variedly at high specific level which empowers motivation profoundly towards higher work
synergies diversely. HRM at Liverpool further heads on strong focus towards following
employment legisaltions, which can be analysed as follows (Top 7 HR Best Practices in 2020 to
Up Your Game, 2020). Employment Rights act: This employement legislation is one of the msot essential
aspect where Liverpool Victoria aims to further head on profound focus on providing
equal employment opportunities for all people. Liverpoo Victoria has been coompetently
heading towards legal employment terms for strgnent specifics, which further extensively
evovles rise diversley among working scenarios. Employee rights act also holds essential
role for empowring productivity within equal rights for employees, to technically bring
on rapid rise variedly within fucntional operations.

 Disability Discrmination act: This employment legislation, is also one of the most
speciifc employment legislation act where disable people should be also given equal
work opportunities for working efficacy rise diversely. Liverpool Victoria heads on fair
policies, which motivates new strengthened work policies among company business
goals within HR strategies. Employee legisaltions further enhances scope towrads
performance growth targets, which further exceeds rise on new significnat bnchmarks
diversely for strengthened working effectivness (Sander, Guest and Rodrigues, 2021). Equal pay act: The equal pact act also heads on profound focus for equal pay policies
within departemnt, strengthens work engagement rapidly among working platforms for
new strengthened abilities. Liverpool Victoria has been rapidly expanding focus on equal
pay act for all employees among mnagement, diverse untapepd scenarios among working
platfroms optimisation aspects innovatively. Liveropool Victoria heads on profound
focus for equal pay within department, for largert fucntioal engagement among
stakeholders and also determining key frameworks innovatively.
From the above analysed aspects within legal legislations, it has been found that
Liverpool Vuctoria aims tofurther bring on best legal aspects fundamentally for overall
productive diversification. Also specific key business standards holds high essentila role to
harness creative specifics, bring rise on untapped professional goals and harness HR
management determinants profoundly. HR management employee legilations have also
diversfied structural rise among key business frameworks rapidly, bringing rapid work synergies
for untapped professional growth targets (Hronová and Špaček, 2021).
LO4
P7 HRM practices in work related context
Application of HRM practices in work related context within Liverpool can be
understood to be widely crucial for analyzing specific key business frameworks actively, which
has enhanced competitive functional rise goals diversely. HRM policies and practices harnessers
structural growth domains creatively, based upon working advancement and new working
specifics for larger dynamic rise diversely. Liverpool Victoria, by heading towards HRM
practices are able to expand key business goals variedly and strengthen up HRM practices
diversely for significant evolved synergies innovatively (HR Trends and Emerging practices for

2020, 2020). HRM practices in work related context enhances scopes for new specific
information rise actively, monitoring specifics for new extended commercial growth actively.
 Performance management: The brand heads on profound focus on performance
management aspects by exponentially expanding key efficacy parameters for trained
developed growth rise variedly. Performance management also opens up scope for
strengthened abilities diversely, working creative engagement rapidly for new technical
functional aspects innovatively. HRM practices at Liverpool Victoria holds high essential
growth rapidly, for new determinants rise diversely and strengthens abilities innovatively
for larger specific engagement of workforce (Pillai and Sivathanu, 2021). Monitoring
performance also brings on keen rise among platforms, for strengthened engagement
goals innovatively and harnessing performance parameters diversely towards untapped
professional growth. Performance management, also brings on rapid advancement
towards determining key business standards and expanding towards determining
functional goals. Liverpool Victoria performance management, further opens up scope
for strengthening key business synergies diversely towards strengthening productive
goals engagement strategies. The company working ideologies are also heading on
towards optimized working scenarios, harnessing functional growth standards and
bringing technical growth productively. Succession planning: This HRM practice also profoundly heads on profound focus on
succession planning within management for motivating teams, employees within teams
for specific functional rise on performance growth paradigms. The succession planning
practice prepares individuals within workforce to be motivated for significant rise and
innovative growth paradigms for higher retaining synergies variedly. This practice also
holds specific role of importance to specifically bring boost within workforce, evolve
towards untapped professional specifics diversely. Brainstorming sessions an creative
working efficacy horizons, further open up scope to leverage higher working knowledge
productively for longer term performance growth paradigms.
 Human resources information systems: Liverpool Victoria by heading on towards
HRM information system aims to specifically bring working advancement innovatively,
synchronize wider scale technical standards diversification competently. HRM
information systems also holds specific importance in changing dynamic business world,

where working structure efficacy determines key domains growth rise. HRM systems
further brings on exponential role for expanding determinants correlated towards
enhancing key business frameworks, and determining competencies innovatively. The
innovation and stringent growth benchmarks among HRM systems further open up scope,
towards determining key business goals and expanding key business frameworks for
larger time.
 Coaching and development: Liverpool Victoria by coaching and development practices,
within employees training are able to further leverage professional growth scenarios
variedly based upon expertise learning goals competently (Dahle and Urstad, 2021). By
coaching and development, employees are given pace for new stringent growth in
trainings and working competencies variedly, expanding company long term business
goals rapidly. The company HR programs for training and development, works rapidly in
correlation towards synchronizing specific business growth strategies and heading on
towards new determinants innovatively.
 Conducting motivation programs: Liverpool Victoria HRM functions are variedly
correlated towards conducting new varied motivation programs, for monitoring efficacy
rise diversely and enhancing motivation rapidly. The aspects correlated towards
conducting motivation programs, leverages focus towards harnessed creative working
efficacy horizons rapidly. By conducting new motivation practices and strategies for
expanding key business efficacy, Liverpool Victoria aims to enhance stringent rise
towards overall productive scope actively and generate new specific business goals
profoundly. This also heads on importance towards determining key untapped
professional motivation scenarios, exceeding competencies rapidly for new range of
technical strengths for significant growth.
From the above analyzed aspects within HRM practices, it can be understood that
Liverpool Victoria aims to harness productive efficacy for larger significant commercial
growth in HR management parameters. HRM Practices further also plays strong role to
bring on supervision growth paradigms worked on strategically, for significant optimum
specifics diversely which has further expanded key domains productivity (Hefferna and
et.al, 2021).

CONCLUSION
From the above analyzed aspects within report, it can be concluded that HR functions and
purpose for empowering productive change in structured rise holds immense importance for
overall productive growth diversely. The report has also concluded HR employee relations,
where Liverpool Victoria examines high focus by bringing in best employee relations among
working platforms diversely for stringent innovation. Study also concluded further employee
legal legislations, for strengthened working productivity parameters towards bringing key
benchmarks diversely and expanding towards key determinants rapidly. Research further
concluded performance management, succession planning, coaching and development as some
of the most essential HRM policies for overall productive growth rise diversely. Liverpool
Victoria holds high importance for motivating workforce variedly, enhancing overall productive
growth actively for optimizing key determinants correlated with commercial success and growth
rise.

REFERNCES
Books and Journals
Chen, Y., Currie, G. and McGivern, G., 2021. The role of professional identity in HRM
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Cheng, M. M. and Hackett, R. D., 2021. A critical review of algorithms in HRM: Definition,
theory, and practice. Human Resource Management Review, 31(1), p.100698.
Dahle, D. Y. and Urstad, S. S., 2021. Mind anchors and heart grips: the role of HRM and LMX
in internal branding. The International Journal of Human Resource
Management, pp.1-29.
Di Pietro, F., Monaghan, S. and O'Hagan‐Luff, M., 2021. Entrepreneurial finance and HRM
practices in small firms. British Journal of Management.
Harney, B. and Collings, D. G., 2021. Navigating the shifting landscapes of HRM. Human
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Heffernan, M., and et.al, 2021. HRM system strength and employee well‐being: the role of
internal process and open systems. Asia Pacific Journal of Human Resources.
Hronová, Š. and Špaček, M., 2021. Sustainable HRM Practices in Corporate
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Lei, H., Khamkhoutlavong, M. and Le, P. B., 2021. Fostering exploitative and exploratory
innovation through HRM practices and knowledge management capability: the
moderating effect of knowledge-centered culture. Journal of Knowledge
Management.
Pillai, R. and Sivathanu, B., 2021. Measure what matters: descriptive and predictive metrics of
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Sanders, K., Guest, D. and Rodrigues, R., 2021. The role of HR attributions in the HRM–
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Management Journal.
Than, S. T., Le, P. B. and Le, T. T., 2021. The impacts of high-commitment HRM practices on
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Online

HR Trends and Emerging practices for 2020. Online. Available Through :<
https://peoplemanagingpeople.com/articles/hr-trends/>
Top 7 HR Best Practices in 2020 to Up Your Game. 2020. Online. Available Through :<
https://kissflow.com/hr/hr-best-practices/>