Purpose and Functions of HRM in Workforce Planning and Resourcing

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
P1.................................................................................................................................................3
Purpose and functions of HRM in respective of workforce planning and resourcing.................3
P2.................................................................................................................................................4
Strength and weakness related to different approaches of recruitment and selection.................4
P3. ...............................................................................................................................................5
Benefits of different HRP practices for employers and employee..............................................5
P4 ................................................................................................................................................6
Effectiveness of different HRM practices in terms of profit and productivity............................6
P5.................................................................................................................................................7
Importance of employee relations which influence HRM decision-making...............................7
P6.................................................................................................................................................8
Key elements of employee legislation and its impact on decision-making.................................8
Application of HRM practices.....................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is the procedure of managing people efficiently within an
organisational setting which help them to grow and and to achieve their establishment objectives
and goals and can also attain competitive advantage. It basically works on enhancing the
efficiency of the employees. This department is accountable for managing all the employee
benefits, recruitment, selection, training and development of the workers and reward
management. Audi Ag is a multinational auto mobile company that assemble, design, distribute
and produce premium vehicles. It was established in 1909.The following report discuss the
various purpose and functions of HRM and their applicability to planning and resourcing. It will
also identify all the strengths and weaknesses management face in recruitment process. Benefits
of different HRM practices will also be discussed and how various practices will contribute in
the productivity and growth of the organisation. Further the report will analyse the employee
relation in respect to HR decision making process also identify the key components of employee
legislation and its impact. Lastly the application of HRM practices will evaluated in work
related context.
P1.
Purpose and functions of HRM in respective of workforce planning and resourcing
The major functions and purpose of Human resource management are as follows:
Human resource planning: The management of AUDI perform the planning of human resource
which include understanding the future needs of the organisation. They also work towards
identifying that how much workforce is needed and what all are the qualification and skills are
required to be possessed by the candidates. They manage their workforce planning in order to
manage their future objectives by hiring efficient employees which will take their organisation to
their desired destination (Alatailat, Elrehail and Emeagwali, 2019).
Staffing: The HR planning and the recruitment function will give direction to the actual staffing
and selection of suitable candidates for the offered position. The HR personal conduct a
strategically designed recruitment function which will draw in the potential and talented
applicants to fill the offered vacancies.
Job analysis: Company conduct the proper job description and analysis which will make the
resource and planning process much effective. They describes the quality of the job offered, and

education qualification,set of skills and specific experience required by the candidate to perform
the task. They also provide a brief description of the occupation include the roles and
responsibilities. By giving a detailed idea what the work is all about and what will be the duties
need to be perform it will become easy to attract the right amount and quality of applicants.
Personnel research: Human resource personal conduct a detailed research to collect all the
beneficiary information and data to build a efficient program. The properly planned system of
rules will help the management in conducting efficient selection and hiring procedures (Aust,
Matthews and Muller-Camen, 2020).
P2.
Strength and weakness related to different approaches of recruitment and selection
Recruitment
Internal recruitment: This type of recruitment can be done in the company through various
methods like by promotion or internal and inter departmental transfers to different designations
and job responsibilities. Employees also have a benefit of switching from permanent to part-
timers and from part-time employees to fixed term employees. This method is time savvy and
very cost effective as company doesn't need to conduct the whole hiring procedure. Through this
the talented, skilled and experienced workers can be retained and overall ratio of worker turn
over will be reduced. People will will motivated towards working even with more efficiency to
secure their desired position in the company.
The negative aspect related to this particular system is that company will stay deprived
from new possible talents and from all the innovative and fresh creative thoughts and ideas
which they can bring along with them. The internal rivalry and foul competitive feeling may
arise.
External recruitment: This is a very complex and time and cost consuming arrangement. As a
renowned auto-mobile industry they are required to train their workforce, invest on their
development and induction process, conduct background checks. Program a whole new
systematic function of posting job ads on newspapers, on company websites and portals, and on
social media platforms etc. Attracting candidates, conducting assessment and interviews, on-
boarding and orientation for them. So many candidates get rejected just because their profile was
not formed systematically (Taamneh, Alsaad and Elrehail, 2018).