Importance of HRM in Managing Employees

This article discusses the importance of HRM in managing employees and its impact on the success of a company. It explores various HRM practices such as employee relations, workplace design, performance management, and rewards.

HRM

TABLE OF CONTENTS
TABLE OF CONTENTS..............................................................................................................2
INTRODUCTION...........................................................................................................................3
LITERATURE REVIEW................................................................................................................4
FINDINGS.......................................................................................................................................6
Evaluate effectiveness of case study examples from contemporary company that have
implemented varied HRM practices............................................................................................6
CONCLUSION................................................................................................................................8
RECOMMENDATION FOR MOST APPROPRIATE RECRUITMENT AND SELECTION
METHOD........................................................................................................................................8
RECOMMENDATION IN RELATION WITH EMPLOYEE RELATION STRATEGY..........10
REFERENCES..............................................................................................................................12
APPENDIX....................................................................................................................................13
Job description..........................................................................................................................13
Person specification..................................................................................................................14
Interview form with scoring criteria.........................................................................................15

INTRODUCTION
HRM or the human resource management is that function of business which is related
with the management of the employees within the company. This is the most important thing
which needs to be managed effectively as the success of the company is totally dependent over
the working capacity of the employee. Hence, it is the duty of the HR department to take care of
the employee since they are recruited till the time they leave the company. Hence, the major
purpose of HRM of NISA is to make sure that the employees within the company are satisfied
and happy while working in the company. NISA is a small company which is a retailer in UK
(NISA, 2020). The mission of the company is to build a long chain of retail stores and
supermarket all over the world in not more time. The major purpose of the existence of the
company is to provide the consumer with qualitative services so that the consumer of the
company increases with high percentage. The current consumer profile of the company is the
middle income group as these consumers are increasing and being attracted towards the trendy
goods and services being provided by the retail stores. The SWOT of company is as follows-
Strength
The major strength of the company is that this
is a growing company and has a potential of
adapting to the changes very rapidly. This is
strength because the company has young group
of employees and they are very adaptable to
the latest changes taking place.
Weakness
The major weakness of the company is that this
is small scale company and is not able to invest
much amount of money in the latest
technological advancement taking place within
the business environment (Armstrong and
Taylor, 2020).
Opportunity
The major opportunity for the company is to
expand the business overseas and this will
assist the company in increasing its market in
some other companies as well and this might
increase the operational level of the company.
Threat
But the major threat is the increasing
competition which may affect the working
capacity and profitability of the company. This
may also reduce the talented employees of the
company as they might get attracted towards
the other big competitors within the global
business market.

All these elements of SWOT might change because of the changes taking place in the
external environment. This is majorly because of the fact that there are many changes taking
place in the external environment and if these changes will not be addressed then this might
affect the SOWT of the company (Chelladurai and Kerwin, 2018). Thus, for attaining success the
most important thing for the company is to manage and study both the changes taking place in
the external environment and the impact of those changes in the internal factors that is SWOT.
LITERATURE REVIEW
Scope of Human Resource
Human resource department is the department which is generally known as a back born
of different operation of the business. As it has been identified that Human resource department
of the company used to help the company by providing variety of the employee in the
organization, which used to help the organization in carrying out the variety of the operation of
the business.
Palma and et.al., (2019) in the published paper highlights that there are many different
type of scope of Human resource management, one of such scope which is highlighted is the
Personal aspect. Human resource management of the organization looks at manpower planning,
recruitment, selection, placement and transfer in the organization. This eventually used to help
the company in diversifying and maintaining the good human resource in the organization to
carry out different operation of the business that easily in an organization. As it has been
identified that HR department is the one who used to recruit manage and train the different
employee in a way in the organization that efficiency of the business can be improved in the
organization.
Bratton and Gold (2017) Another Scope of Human resource in the organization is the
career development in the organization, As human resource department of different organization
used to offer the variety of the opportunity to different employee in the organization to develop
their career in the organization. This eventually helps the company in maintaining the employee
of the organization for longer period of time in the organization. Generally HR department of the
company in the market used to organize different sort of training session in the organization, this
eventually used to help the employee in the building good skill set in the organization this
eventually help them at the time of joining any other organization or performing different
activity in the organization. These eventually help the company in passing on the good message

to the employee that organization used to care about them as a result it used to help them in
maintaining the employee for longer period of time in an organization.
Essential of Human Resources
There are many different type of benefit which is brought by the Human resources to the
organization this eventually makes it as a essential department of the organization. At the same
time there are some author who are having contradicting thought on the same. Khalil and et.al.,
(2019)highlights that the most essential feature of Human resource department in the
organization is that Human resource department of the company used to manage the good
environment in the organization, as Human resources department of the company used to
organize different activity which help the company in building good working environment in the
organization. In which all the employee used to love to operate very happily to carry out
different operation in the organization. This help company in maintaining the different employee
for longer period in the organization.
Bartram, Cavanagh and Hoye (2017) In the published paper the author highlights that
another essential of human resource in the organization is that it used to help the company in
managing the human resource in the organization. As Human resource department of the
company used to forecast the different need of the human resource in the organization and on the
basis of the same make sure that all the department in the organization is having good amount of
the human resources in the organization to carry out different operation in the current as well as
in the future scenario. This help the company in maintain the good resource of the company in
the long.
Bratton and Gold (2017) on the contracting note it has been also identified by the author
that Human resource department of teh company in the market also sometime used to increases
the cost of the company in the long run. As it has been identified by the author that HR
department generally does not grantee the success for the company. Also it has been find out that
HR department of the company sometime used to increase the cost of the company in carrying
out different operation of the business in the market. HR department used to demand good
amount of the investment to be made to get the best out of the human resource department. This
some time used to increase the cost of the company in carrying out different operation of the
business.

FINDINGS
Evaluate effectiveness of case study examples from contemporary company that have
implemented varied HRM practices
From above analysis, it has been finding that human resource management practices play
vital role in growth and success of company as it help to increase productivity as well as
profitability level rather than before. By implementing HRM practices within organization, Nisa
can gain many benefits it aid to enhance employees motivational level, profit margin sales and
revenue more than competitors in same industry. There are several HR management practices
assessable can be used by company to raised organizational profit & productivity. Learning and
development (Training and development) is one of the best Human resource management
activities that is quite beneficial and effective for whole business performance (Noe and
Kodwani, 2018). In area of HRM, L&D is the field concerned with organizational act aimed at
improving performance of workers and groups of people in business settings. Human resource
manager adopt off job training and on job training and development methods in order to build
strong workforce who are able to contribute in achieving aims & objectives of company.
Along with the above, practice HRM implement another one that is also effective in
terms of increasing productivity and profitability of Nisa for instance employee relations. It refer
to HRM attempts to manage relation between workers and employers (Trif and Paolucci, 2019).
In context of this activity, human resource manager has two primary functions. First, they assist
in enforcing & creating policies that are equal and consistent for everyone in work area. Second,
HR management aids resolves and prevent issues or complexity between staff and
administration. In order to build effective employee relationship, HRM adopt different
approaches for example, they motivate workers to take part in decision taking procedure by
removing all the barriers and allow them to communicate with top authority. Manager build
strong relation between workers and senior by conducting meeting where people are free to share
their point of view in front of management that is really very effective way to enhance
motivation degree of individual as result increase productivity more than past few years.
Human resource management conduct many practices for example, they deal with
workplace issues that may be impact on business functions negatively. The success and growth
of Nisa is depending on their workforce who is skilled and talented. HRM contribute to build
team of knowledgeable applicants as they are able to create effective job design for specific job

post with all the requirements. It is a main function of HRM and is related to specification of
contents, relationships and approaches of jobs in order to satisfy organizational and technological
needs as well as personal requirements of job. Human resource management used several
methods for job design such as job rotation, enrichment and job enlargement, as it helps to fill
vacancies and allow management to select the best applicant. Along with it, workplace design is
also considered as HRM practices. It refer to procedure of organizing and designing a work area
to optimize employees performance as well as safety, It helps to motivate and encourage staff to
contribute in success of business by working better than past few months.
Creating flexible working opportunity is the best human resource management practice
that boosts up the morale level of existing and new candidate. A flexible working practice is very
beneficial in term of profitability as it help to reduce stress level absenteeism in company. With
flexible work schedules, staffs stands to experience better number of benefits. One that many
employees point of first is flexibility to meet family needs, life accountabilities and personal
obligations conveniently. When management offer flexible schedule once in a week, they can
motivate people to retain with business for longer period of time. It permits labour to work when
they complete most, feel happy, freshest and enjoy working more than more. Human resource
manager feel that flexible working build team who is able to work hard instead of ineffective
team. It includes capability to adjust hours and days of being in workplace and allow people to
work effectively.
Performance management is human resource management practice implement in Nisa
Company in order to raise profit margin and productivity level. This activity is really very
important in work place because it helps to strengthen brand image in marketplace by building
effective teams. Performance management is possible when HR manager utilize right method
and apply in effective manner. It considered as procedure of reviewing an worker activities
during preceding ear and deciding where they stands as far as their peers in same place are
concerned. By taking review from co-workers about other employees performance and practices,
HRM identify weak performer and then decide to train them as it can be said that peer reviews is
the best way adopt for performance management. It helps to foster effective performance
management. Review of peer is useful and beneficial because they permit co-workers to praise
other employees and highlight positive features of their performance & point out where
betterment will be made.

All above human resource management practices are very effective and beneficial for
business growth as well as long term success. Reward is an incentive plan to motivate and
reinforce desirable behaviour of employees and in return for their services to Nisa. HR manager
plan to offer rewards after analysing the performance of staff and decide who is more capable
rest of the others. They create reward management strategy and implement in workplace for
purpose of appraising people for their hard attempts and efforts in organization.
All the HRM practices get affected by internal and external factors that may be change
performance management procedure, rewards system, learning and development facilities.
CONCLUSION
From all the above discussion it is clear that the managing of human resource within the
company is very important for the success of the company. This is majorly pertaining to the fact
that all the work is done and accomplished by the human resource and if the human resource will
not be effective then the working will not take place in effective manner. Thus, this may result in
loss for the company and for this management it is the responsibility of the human resource
department. Thus, the current report started by the discussion on the purpose of HRM which was
to take care of the employees since the time the employee enters the company and till the time
they leaves the organization.
Also, the discussion highlighted the scope of HRM which is also the backbone of the
company. This is due to the fact that the HR department is only responsible for the overall
working and management of all activities of business and the policies being made by the
company for the working of company. This discussion also outlined the essential element of HR
which is to manage all the resources for the activities of the business. The report also discussed
about the different HRM practices like managing employee relation, workplace design and
safety, performance and reward and many other practices. The major aim of these practices is to
increase the productivity and profitability of the company.
RECOMMENDATION FOR MOST APPROPRIATE RECRUITMENT
AND SELECTION METHOD
With the above all discussion it is clear that the recruitment and selection are the most
important thing need to be managed by the HR of the company. This is majorly because of the
fact that recruitment and selection of the employees result in the success or failure of the

company. Thus, it is recommended to NISA that they must work on their recruitment and
selection methods and procedures. The major recommended recruitment method for the company
is the online websites for the recruitment. This is recommended because this is the latest method
of recruitment and company can find more good and educated candidates with help of these
online job advertisement sites (Guest, 2017).
Under this method of recruitment the company post an advertisement of the vacant job
position and the candidates interested in this applies for the position. Hence, these websites are
operated by the candidates who are more educated and talented and knowledgeable. Thus, this
will help NISA in hiring a more advance and adaptable to changes employees. But the major
advantage of using this type of recruitment strategy is that this is a more cost effective method
and has a wider reach for the option to be selected form the a variety of options (Soltis, Brass and
Lepak, 2018). On the other side the negative aspect of this recruitment strategy is that only those
people who have the technical knowledge can only access this medium of recruitment. Thus,
other people who are capable and talented but not have access to the use of online mediums will
not be able to have access to this method.
The selection is defined as a step through which the human resource employees of the
company try to select some new candidate for the vacant position within the company. This is
the most important thing for the success of the company because if right employees will not be
selected then the employees will not be able to work in more effective and efficient manner.
Thus, with recruitment it is necessary that the selection process is also good for the company. For
the purpose of selection there are many different types of test which can be conducted for the
testing of the candidate. These tests are like attitude test, psychology test, aptitude, personality
and many other tests.
All these test help the company in assessing the fact that whether the candidate is eligible
for the company and its working or not. For this the most important recommended selection
method to NISA is the role play method of selection. This is the method in which the candidate
is given a situation and then they are asked to react to that situation. The selection panel of the
company will then assess the way the person will deal with that situation. This method of
selection will help the selection panel in assessing the fact that whether the candidate will react
in reasonable and intelligent manner if the same situation is encountered by the candidate in
actual.

Thus, this method is helpful because this will assist the company in selecting more
efficient employees because this will assess the personality of the candidate from in and out. This
is so because the reaction of the person will outline all the characteristic and traits being
possessed in them (Jabbour and de Sousa Jabbour, 2016). But this is not that effective method
because the personality of a person differs from one another and this will differ because every
person thinking and mentality is different from one another. Thus, in the same situation two
people will react in different manner.
RECOMMENDATION IN RELATION WITH EMPLOYEE RELATION
STRATEGY
For the success of the company the most important thing is that the employees and the
HR department of the company must maintain good relation with one another. This is necessary
because of the fact that if the relation among the employees will not be good and coordinated
then the employees will not work in harmony (Delery and Roumpi, 2017). Thus, this will result
in loss for the company as the employees will not work in proper and effective manner.
Hence, for the success of the company the most important thing is the management of the
employees and for this most important thing is to keep the employees motivated to work in
proper and effective manner, thus, for this it is essential for the company that they direct the
activities of the business in the direction of the fulfilment of the need of the employees. This is
necessary because if the needs of the employees will not be fulfilled then they will not be able to
work for the company in more good and effective manner. Thus, for this there is requirement for
the company to work in more effective manner and keep the employees happy and satisfied.
Thus, for this the major recommended strategies are as follows-
The first and foremost step is to build an inclusive and conducive workforce which will
include employees being recruited from different cultures. This is necessary because of the fact
that when the employees are being recruited from different cultures then there is a wide variety
of the working patterns as every culture has their own distinct work practices. Thus, this will
bring in more variety of ways to conduct some activity of the business or to undertake any of the
activity.
Another major recommendation for improving and maintaining the employee relation is
the following of different rules and laws for the betterment of the company. This is necessary
because of the fact that these laws and regulations will direct the working of the company in the

betterment and growth and development of the company. These laws and regulation are like
equality act, act relating to health and safety, employment act, contract act and many other acts
and laws which governs the business to a great extent.
In addition to this another major strategy for managing employee relation is the proper
communication (Brewster, 2017). This is very important and crucial because of the fact that if
the communication will not be clear then the employees will not understand that what work they
have to perform. Hence there can be issues at time of managing and distributing the work.
Hence, this may also lead in the duplication of the work and this will reduce and waste the
efforts of both the employees.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bartram, T., Cavanagh, J. and Hoye, R., 2017. The growing importance of human resource
management in the NGO, volunteer and not-for-profit sectors.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35).
Routledge.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Jabbour, C.J.C. and de Sousa Jabbour, A.B.L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Khalil, M and et.al., 2019, August. Cloud Computing: Scope for Human Development and
Inclination towards Fog Computing. In 2019 IEEE 21st International Conference on
High Performance Computing and Communications; IEEE 17th International
Conference on Smart City; IEEE 5th International Conference on Data Science and
Systems (HPCC/SmartCity/DSS) (pp. 2514-2519). IEEE.
Noe, R.A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.
Palma, F. E and et.al., 2019. Managing Scope, Stakeholders and Human Resources in Cyber-
Physical System Development.
Soltis, S.M., Brass, D.J. and Lepak, D.P., 2018. Social resource management: Integrating social
network theory and human resource management. Academy of Management
Annals. 12(2). pp.537-573.
Trif, A. and Paolucci, V., 2019. Employee Relations in Context: Globalization, Uncertainties,
and Dynamics of Change. In International Comparative Employee Relations. Edward
Elgar Publishing.
Online
NISA. 2020. [Online]. Available through: < http://corporate.nisaretail.com/about >

APPENDIX
Job description

Person specification

Interview form with scoring criteria