Human Resource Management Report

The given report is about human resource management, which manages entire activities of an organization. It includes the purpose, functions, strength, and weaknesses of internal and external approaches of recruitment and selections. Additionally, it covers employer-employee practices that impact decision-making.

Human Research Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing........1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................3
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices.....................................................................................4
P4 Effectiveness of different HRM practices to raise organisational profit and productivity....5
TASK 3............................................................................................................................................6
P5 Importance of employee relations in respect to influencing HRM decision-making............6
P6 Key elements of employment legislation and its impact on HRM decision making............7
TASK 4............................................................................................................................................8
P7 Application of HRM practices...............................................................................................8
CONCLUSIONS............................................................................................................................11

INTRODUCTION
Human resource management can be define as regulatory body of the organization who
develops the policies and practices in order to attain the goals and objectives. It manages the
employees within a company and it provides a structured process which comprises as
recruitment, selection , placement, training and development, motivation, rewards, etc. to
indulge the workforce with a great motivation so that they can put their efforts to increase the
productivity of the firm. One of the major responsibilities of HR manager is to encourage the
employees to increase their performance and then involve them in decision making that can give
a new height to the business. In this report two organisations are involved one of them is ‘Say it
with Chocolate’ and another is Microsoft and both of these companies adopted the human
resource manager who is working for them. The report also covers the purpose, function,
importance, strength and weaknesses, key elements of HRM. In addition it also includes benefits,
effectiveness of different HRM practices, employment legislation and application of HRM
(Anderson, 2013).
TASK 1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing
HRM or human resource management can be referred as the core part of the organization
such as ‘Say it with Chocolate’ is company which requires to implement the HR practices that
can enhance the fertilization and performance of the company in order to increase its business.
There are various purposes and functions that are applicable to workforce and resourcing of the
company and that are given below -
Internal customer management – The major purpose of HR manager is to define and
implement such policies and process that can attract the employees to perform in better manner.
It also recruits workforce for several departments in order to retain the quality of work. It also
establishes policies that can provide some benefits to them such as compensation, leaves and
other policies. ‘Say it with Chocolate’ HR manager needs to establishes such policies that can
attract and retain the employees in the firm for a long time because when the employees turn
over decreases then it would be beneficial for the firm as it will increase the performance and
productivity (Aswathappa, 2013).
Staffing – Staffing refers to hiring the best employees for the them that can put their
efforts to increase the productivity. The ‘Say it with Chocolate’ manager can recruit the
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candidates through a proper process that begins with advertisements, screening, pre testing and
interviews to identify the appropriate candidates according to the company requirements.
Benefits of management – The management benefits can include the health, insurance,
retirement plans, paid time off and leave of absent and disability. These all the plans that needs
to managed by the HR for the staff because the employees wants to work in safe job that can
give them a safe present and future (Brewster and Hegewisch, 2017).
Employee relations – Maintaining a good relations between employer and employee is
major responsibility of the manager because when employees does not have good relationship
higher authorities then employee turnover increases and it is not good for ‘Say it with Chocolate’
because there can be some issues that can decrease the growth of the company.
Cultural sensitivity – In an organization there are so many employees who came from
diverse background and it is the managers responsibility that to main the culture awareness
among the employees. In ‘Say it with Chocolate’ the managers needs to manage a healthy
environment among the staff.
Functions of HRM
Recruiting and staffing – Recruitment is one of the major responsibilities of the HR
manager and it is essential to hire the candidates to increase the performance of the company in
order to gain profit. ‘Say it with Chocolate’ human resource manager can recruit for various
designation and departments according to qualification of the candidates. The manager can pull
candidates through advertisements about the job on various platforms like newspapers,
magazines, social media and professional websites so that the desired candidates can reach the
managers. Then they will be call to face the pre test that comprises of English and maths test.
The pre test is recommended to identify the eligibility of the applicants and those who would
have got success in test then they will be call for the final interview. Finally, who satisfies the
requirement of ‘Say it with Chocolate’ will be selected for the appropriate position in the
company (Cascio and Boudreau, 2010).
Training and development – After getting selection of appropriate candidate training
should be provided to them in order to work in proper way. Training is not provided to the new
joiners even it is essential for the existing staff to improve their skills that can give them
promotion. ‘Say it with Chocolate’ needs to manage their accounts so it is essential to train the
staff so that the employees can give fruitful results.
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Conflict resolution – There are several employees working in ‘Say it with Chocolate’
and they all belong to different background. There is a possibilities of some issues but the HR
managers needs to able to solve the problems among employees.
Appraisal and performance management – The human resource manager conducts
timely appraisal for workforce which is based on their performance. The management analyse
their entire performance of work and then encourage them with appropriate appraisal. If ‘Say it
with Chocolate’ adopts this strategies to decrease the employee turnover then it would increase
the enthusiasm of the employees to put their best foot forward in order to meet the goals and
objectives of the firm (Chelladurai and Kerwin, 2017).
P2 Strengths and weaknesses of different approaches to recruitment and selection.
There are two different approaches of recruitment and selection such as internal and
external and both of these having their own strength and weaknesses. These are described below
-
Internal recruitment approach – Internal recruitment is a process which opens the
opportunities for the in house resources before considering the external market. ‘Say it with
Chocolate’ can give a notice to the existing employees about the vacancy so that they can fetch
the opportunity of growth. The company can provide this information to its full time, short time,
part time employees so whoever is interested in the job and designation then they will get the
promotion. The firm initial support the internal promotions and recruitment because there are
several advantages of this process and it also has its strength and weaknesses such as -
Strength Weaknesses
 The companies decisions will be fast as
there is no involvement of external
factors because the company already
aware about the effectiveness and
efficiency of the employee who is
interested.
 The employees will be encouraged to
increase the performance and it will
increase the loyalty towards the
company (CHUANG and Liao, 2010).
 It will reduce the training and
 'Say it with Chocolate’ will not be able
to hire the talented workforce and that's
why the company.
 There is a less possibility for external
employees they can develop the new
ideas to grow in market.
 The company can face the issues while
promoting the existing employees
because when they will get promoted
then their designation will be remain
empty. Therefore, there will be
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development cost of the employees mismanagement in work.
External recruitment – A company can hire the employees from outside the
organization. 'Say it with Chocolate’ can recruit the outside people through the advertisement
and pre -testing and interview. So the aspirants can get the chance to grab the job (Daley, 2012).
There are various aspects that needed to take under considerations by the management is that the
employee should be new who have the zeal to work for 'Say it with Chocolate’. As it is a
chocolate company so there is need of creative marketing that can increase its business to grow
but it has some strength and weaknesses that can be stated as -
Strength Weaknesses
 The employees will have new talent
that is good for the companies
reputation cause they can have the
ability of creation through which they
can attain the market.
 There is a fair chance to everyone to
get the selection because no one is
favourite. The recruitment will be given
to the appropriate person (Fulton And
et. al., 2011).
 The external recruitment for 'Say it
with Chocolate’ is a long process
because there are so many candidates
are involved in it. So it will take time to
take decision about the suitable
candidate as there are already so many
aspirants.
 This process needs to invest on the new
joiners training and development in
order to make the understand the
company's working style.
TASK 2
P7 Application of HRM practices
The HR has the responsibility to manage the work among the employees according to
their capabilities and skills as there are several operations and activities in Microsoft that are
needed to carry out with an extensive manner. The human resource manager has to bring out the
best for recruitment, selection, training and development to achieve the goals of the organization.
The manager has a wide range of applications that can needs to embrace the qualities of
candidates that can satisfies the job perceptive (Anderson, 2013). The applications of HR
practices are given below -
Job analysis – Job analysis is a process which recognizes the job role and give a detailed
information for the hiring position. The HR gathers the information about various designations
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within the Microsoft. The main aim of job analysis is to design a particular procedure to recruit
the appropriate candidates according to their qualifications and skills. After collecting the
information about the various designation the information is provided in the advertisements
through various media like newspapers, magazines, social media and professional websites so
that the aspirants can know about the vacancy and put efforts to get the job.
Job description – Job description refers to provide a brief information about the job
requirement like qualifications, experience, skills, job responsibilities, job role, salary, and so on.
For an example, if Microsoft requires an software engineers then they will generate the
information such as qualification should be M. Tech and 4 years of experience in well known
organization. They have to be able to handle the pressure and problem solving approach and
must be frequent on programming skills to give the solutions (Aswathappa, 2013).
Organisation name : Microsoft Inc.
Job profile : Human Resource Manager
Location : England, UK
Report to : Human Resource Administration office
Roles and Responsibilities
Conducting training and development programmes for freshers.
Assisting recruitment and selection
Performance reviews and appraisal.
Develop policies and strategies of HR.
Required Qualification : MBA (in Human Resource Management)
Experience required : 2 to 5 years
Salary : 12 to 24 lac per annum.
The next step of job description is utilize the media sources in order to provide job
information for the vacancies (Brewster and Hegewisch, 2017). Then the desired candidates will
be able to send their curriculum vitae that can be shown as below -
Curriculum Vitae (CV)
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Name:
Address:
Contact number:
Email Id:
Career objectives: Seeking for the opportunities to grow up with the organization and
enhancement of skills that can increase the performance.
Qualification
Bachelor of Business Administration(BBA)
Masters of Business Administration in Human Resource Management
Experience:
5 year experience in relevant field.
Personal skills:
Confident in presentation skills.
Leadership skills
Good communication skills in French, Spanish, English.
Quick Decision power
Problem solving approach
Declaration:
I ….........hear by declares that the provided information is true and best of to my
knowledge.
Name and Signature
Person specification – Person specification can be defined as personal qualification and
skills of the person that required to work for Microsoft. Personal specification is required to
specify for the desired job role. For an instance, an individual should be M. Tech to be an
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software engineer, it is important to mention because Microsoft is a well established company
and it wanted to achieve its new targets (Cascio and Boudreau, 2010).
Job posting strategies – Job posting strategies are methods or strategies that can be
utilise to select the appropriate and qualified individual. Microsoft can hire the persons with
technical and programming skills for the job posting.
Recruitment and selection – The human resource manager hires the employees by test
and interview in several phases and then the final result will take time to recruit the candidates
(Chelladurai and Kerwin, 2017).
Orientation – After recruitment manager should organize an orientation event to
introduce the new employees with others. Through, this they will become familiar with
employees that can help them while working.
Training and development – This is a responsibility of a manager that they organize
training session for new employees. So that they can be familiar with organizational activities
and operations. They will be able to work according to the firm's environment. “Say it with
chocolates” conduct training and development sessions for their employees for enhancing its
skills and knowledge.
TASK 3
P3 Benefits of different HRM practices.
Human resource management works as an interface between the employer and employees
of the organization. There are several departments in a company and they all has some sort of
specific work but 'Say it with Chocolate’ is going through troubles because of that the firm is
not growing. Although the firm's owner is innovative but this is not enough for 'Say it with
Chocolate’ that's why it needs to manage the work with a human resource manager who plays a
vital role between the entrepreneur and the employees. Because it is core responsibility of the
manager to establish a bond between both the ends and this can be done by applying few
practices and these are known as HRM practices. There are some specific benefits of HRM
practices for the employer and employees that are mentioned below -
Employee retention – If the employees are treated well within the organization then they
will stay for a long time and put their efforts to increase the productivity of the company. In
order r to gain more profitability the 'Say it with Chocolate’ needs to encourage and give a better
training so that the firm can hold increased number of employees (Glendon Clarke and
McKenna, 2016).
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Solving the issues - This is important to handle the issues in a appropriate manner that
cannot be harmful for anyone neither the employees nor the employer. The HR manager used to
interpret the policies and procedures to the employees in a way that can define the workplace
behaviour. The disputes regarding poor attitudes, insubordination, abusive language are resolved
by the managers and this makes a healthy environment within 'Say it with Chocolate’.
Making policies and procedures - Establishing policies and procedures is one of
essential practices of human resource management. The management is liable to develop the
company policy for workers such as salary, bonus, appraisal, leaves, compensation, etc. There
are lots of procedures that are given by the company to maintain the systematic working. The HR
ensures that all the activities are working according to the government regulation so there will
not any elimination in 'Say it with Chocolate’ process. It is important to follow the government
procedures to keep the company safe for a long run and to attain profit.
Performance management – The human resource manager keeps the record of
employees performance in order to give them appraisal. The 'Say it with Chocolate’ give its
employees promotions in designation, salary increment on the behalf of their performance. The
performance can be measured as their productivity and involvement in group activities, team
work efforts to meet the objectives. After analysing all of these aspects the HR proposed their
appraisal in order to give them motivation with maintaining their performance record (Guest,
2011).
P4 Effectiveness of different HRM practices to raise organisational profit and productivity.
There are different kinds of practices that are implement by the human resource
management in order to increase the profit and productivity of 'Say it with Chocolate’. In order
to amend the productivity and performance of the employees can understand by various point of
views and concepts. There are numerous employees that needed to determine the effectiveness
of HRM practices for different sections of the organization. The HRM practices can be described
as follow -
Employee management – Keep the employees engage in their work and also increase
their involvement in other activities is important. Because assigning the work among employees
increases the productivity and when they give their performance then they will become efficient
to get the equal opportunities that can be take them further. Offering staff an equal opportunities
according to their qualities is necessary for the manager to amend the performance and
productivity of 'Say it with Chocolate’ (Knowles, Holton and Swanson, 2014).
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Focused management – An effective and concentrated management is aware about what
they wanted to get and what they need to do to attain the expected outcome. 'Say it with
Chocolate’ wishes to take their business on peak but in order to get profit the manager should put
their effort in a specific direction to rise in profit of the firm.
Creating a brand – Shaping a brand image is not an easy task but when the human
resource manager establishes a brand at that time they need to hire the one of the best skilled
person who has the ability and skills to create a brand image among public. As 'Say it with
Chocolate’ is a chocolate firm but it is getting a negative feedbacks from the public in order to
amend its process and flavour of the chocolates it needs to recruit a suitable marketing person
who can research that what kind of changes are expected by the people. So that the
improvements can be made effectively. The most qualified person is able to shape chocolate
brand among the public with their skills.
If all of these human resource management practices will work in effective way then it
can be much beneficial for the organization because they ensures a rise in performance and
fertilization (Marchington and et. al., 2016).
TASK 4
P5 Importance of employee relations in respect to influencing HRM decision-making.
In the modern business era, every firm become more effective with occupy good position in the
marketplace. They focus on achieving particular goals or objectives with the help of better
performances and completion of tasks in adequate manner. Therefore, employees relations play
an important role in achieving growth and sustainability of business firm. They contribute more
in getting better outcomes and increase productivity within firm. Employees relations is helpful
in creating positive working environment and better culture of an organisation. Microsoft is
biggest brand in computer software that capture wide area of global market. They also focus on
their employees satisfactions and relations that support in accomplishing particular goals or
objectives with the help of completing any task.
Microsoft always looks for various opportunities to adopt innovative ideas and creativity
to produce better quality or new software application. It can be possible through employees
satisfaction and motivation that company does to get higher result. They conduct training and
learning session to acquire effective knowledge and it also helpful in enhancing skills, abilities
and knowledge regarding technologies and tools or techniques so that they can perform in better
manner. Here are some major importance of employees relationship such as:
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 Sharing work: It is most important aspect for organisation as they can divide their work
among people for reducing work load and stress which is beneficial in attaining set
targets in adequate manner. Microsoft maintain its employees relations by assigning task
among them as per their knowledge, skills, and abilities so that they can perform it in
easy manner (Meredith, 2011). It will enhance their productivity and manager can take
new decision to manage firms operations and activities in an effective way. As they work
in coordination and it will increase their efficiency and effectiveness of working.
 Conflict resolution: Employees relations should be in positive manner which is essential
in maintaining harmony system among workers. Microsoft focus on creating positive
working environment so that new innovative software services can be produced as it can
be possible through healthy relations among employees. Therefore, conflicts are to be
resolved by their HR manager. Conflicts can be arise while running business and it create
disputes between workers which result failed to achieve success. As manager can
establish new policies that are beneficial for employees and company as well. Employees
will not have any issues which will create a positive environment. Hence, manager can
develop new policies and strategies to enhance production and efficiency of the
organisation.
 Maintain Equality: Microsoft considers equality for proper managing or maintaining
relationship among employees so that productivity can be enhanced. There should be no
partiality in workforce as per gender, age and race so company also treats fairly to each
individual within firm and provide them awards or rewards according to their
performances. The organisation should give equal opportunities to their employees so
that they can perform well. It will increase productivity of Microsoft and HR manager
can also take decision for organisation in order to improve productivity.
 Communication methods: This is best source to maintain relations among employees
and company through communications process for providing appropriate informations to
them so that they will be aware regrading any decisions and action plans which have
taken by Microsoft. They use e-mail, telephonic and online chat method for passing
messages in quickly (Purce, 2014). Employees can share their problems with others to
get solutions and this will improve their skills. As they can work in collaboration which is
beneficial to solve their problems and improve efficiency.
 Increase loyalty of employees: There is opportunity for company that to make
employees loyal and retain them towards firm for long time period. It is helpful in
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reducing labour turnover due to better employees loyalty. HR manager of Microsoft
considered employees relations that create healthy environment of workplace and
maintain harmony to achieve common goals or targets as well.
P6 Key elements of employment legislation and its impact on HRM decision making.
There are employment legislations which impacts on the HRM decisions and that are
mentioned below -
Equality Act 2010 – The Equality Act 2010 was formed to protect the employees from
unfair decisions of the management. According to this law the management have to give equal
opportunities to its employees regardless of sex, race, cast, nation, etc. The management cannot
be biased or create a discrimination as they are bound with the UK government because of this
they need to give equal chances to workers of the Microsoft (Scullion and Collings, 2011). If
management discriminate their employees then employees has a right to oppose them. This will
harmful for organisation's reputation.
Health and Safety Act - Health and safety act is established to protect the employees
who are working in the different departments of Microsoft. It prevents the employees to work in
hazardous conditions like they cannot pushed to work in dangerous place or situations. The
health and safety act 1974 gives a insurance of the life at workplace and Microsoft is abide to
follow the rules. It have to secure their employees as it is specified by the UK government. If the
organisation does not work according to these legislation then workers are liable to take action
against company.
Hours of work – There is rule in the UK that no one can work more forty eight hours in
a month. The average working hour is seventeen for a day as this law specifies the working time
therefore, it known as working time regulations. If the employee is adult then they have the
freedom to opt for more than specified hours but if the worker is less than 18 years then they
cannot work more than eight hours a day or 40 hours a week. Therefore, people can work more
then specified working hours but organisation cannot force them. If company pushes them to do
so then it employee has to right to sue them.
Termination procedure – There is a termination policy established by the HR of the
Microsoft and therefore, the employer and employee are both notified for termination of
employment. The employer is liable to pay the normal wages for during the termination period of
the employee. While working in Microsoft employee needs to give a notice before one month to
claim their salary for one month. In contrary, if the employer find the employee wrong in any
kind of activities then they have the right to immediately terminate worker.
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Wages and remuneration – The workers in the UK are legally entitled to pay the
national minimum wages to the workers. The employees are allowed to make the decisions for
the tax reductions. There are so many employees are working for Microsoft some of them are
working as permanent, part – time or shift wise and all them are liable to get the minimum wages
according to the government of UK. In case if they are not getting the apt wages then they can
file go for demand for the minimum wages (Wright and McMahan, 2011).
CONCLUSIONS
The above report is about the human resource management that manages entire activities
of an organization. The report covers the purpose, functions strength and weaknesses of the
internal and external approaches of recruitment and selections. Moreover, it also comprises the
employer and employees practices that affects on decision making along with the applications of
human resource management.
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