Importance of Human Resource Management (HRM)

The provided report highlights the significance of Human Resource Management (HRM) in an organization. It explains the various functions of HRM, including recruitment, selection, job specification, and person specification. The document also discusses different legal laws that HR departments must consider. Additionally, it mentions the use of technology to aid in the hiring process through social media analysis.

HUMAN RESOURCE
MAANGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1 Purpose and function of HR management in workforce planning and resourcing a company3
2 Approaches to workforce plan, recruitment, selection, development and training, reward
system and performance management....................................................................................5
3 Inclusion of case study to examine various methods used in HR practices........................7
4 Effectiveness of different HRM practices in raising profit and productivity of a company9
4 Importance of employee relations in respect to influencing HRM decision making........11
5 Key elements of employment legislation and the impact it has upon HRM decision making
..............................................................................................................................................12
6 Key aspects of employee relations management and employment legislation that affect
HRM decision-making.........................................................................................................13
TASK 2..........................................................................................................................................13
7 Application of HRM practices in work related context.....................................................13
M5 Rationale for the application of specific HRM practices in a work-related context......19
CONCLUSION..............................................................................................................................19
REFERENCES .............................................................................................................................20

INTRODUCTION
Human resource management is a strategical approach which assists in effective
workforce management within a company. An efficient management of human resource allow
businesses to gain competitive advantage over competitor companies. HR management helps in
maximising the workforce engagement and productivity within an organisation (Alfes and et. al.,
2013). The main focus of this department is on managing system and policies in an appropriate
manner. This assignment is written in context of Marks & Spencer which is a UK based
multinational retailer situated in Westminster, London. Company specializes in manufacturing
food items, clothes and standardised home products. This report involves purpose and functions
of HRM along with weakness and strength of various approaches in selection & recruitment.
Also, benefits associated with different management practices and their effectiveness in context
of productivity and profitability is mentioned. Beside this, value of workforce relation in
decision making and key element of workers legislation is discussed. At last, different
applications of human resource practices in context to work is discussed.
TASK 1
1 Purpose and function of HR management in workforce planning and resourcing a company
HR department of a firm is responsible for recruiting, managing and firing of staff
members. It is the function of human resource department to ensure high engagement and
productivity of employees within a company. There are several purposes and functions of HR
department within an organisation. Some of the purpose and functions of HR management in
context of M&S are mentioned below(Cox, Arnold and Tomás,2010):
Functions of HR management
HR functions are very important for the efficient working within an organisation. These
functions helps in maintaining an appropriate work environment which helps an organisation in
gaining productivity advantage against rival companies. Basic HR functions in context of M&S
is mentioned below(Flamholtz, 2012):
 Employee engagement: Role of HR department is to enhance employee engagement
within an organisation. This will helps in increasing working potential of workers and
enhanced overall productivity of organisation. Purpose of human resource department in

M&S is to take care of different needs of workforce such as legal and financial needs so
that their engagement will increase. To enhance employee engagement, HR manager of
M&S needs to solve issues and conflicts of employees in an efficient manner.
 Compliance of laws: M&S is a private organisation but still managers in company needs
to follow governmental policies in order to sustain a firm position within marketplace. It
is the responsibility of HR manager to follow and take care of governmental norms in a
desired manner. Negligence of these laws can results in heavy fine and penalties to
company. Purpose of this department is to maximize the productivity level of a company.
 Offering awards: Administering and developing worker benefit program is an effective
way to retain employees within a company. These benefits can be dental insurance,
retirement plan or health insurance etc. Role and responsibility of HR personnels in M&S
is to analyse and initiate these programs packages. Purpose behind this tactics is to reduce
employee turnover. These will helps in enhancing the safeguard of employees and
minimising the expenses of employers.
 Performance appraisal: Another important role of HR department is to evaluate the
performance of employees working in different departments. Entire appraisal process of
an organisation is managed by this department. This program takes place on annual basis.
Purpose of this appraisal programs is to retain, promote and terminate employees in
M&S.
 Workforce planning: Main purpose of HR department in M&S is to recruit workforce in
different departments according to the working needs and requirements. It is the role of
HR personnels to assign working duties to employees according to their job qualification.
Purpose of HR department in workforce planning is to perform business operations in an
efficient manner.
 Staffing needs: Main purpose of HR department is to recruit and select employees. This
involves vacancy announcements which include finding of skilled person for that
particular position. At first recruitment vacancy is advertised with the help of promotions,
newspaper etc. After that screening, administering tests and interviews take place to
select desired candidate. Along with this, responsibility of HR department is to manage
promotion and transfer process for already existing workforce.

 Compensation: Another purpose of HR department in M&S is to evaluate and incorporate
change to the pay structure of firm by analysing compensation trends. This will results in
fair payment of workforce. Responsibility of HR department is assessing organisational
policies and managing different local, federal and state laws such as minimum wage act,
Fair labour standard act etc.
Functions of HRM in achieving organisational objectives
HR management is simply the effective use of workforce in attaining organisational aims
and targets. It is describes as efficient hiring, selecting, developing, compensating and utilizing
human resources of a company. These HR functions helps M&S in accomplishing their
objectives in an desirable manner (Fulton, and et. al., 2011). Good culture and coordination at
workplace assists in maintaining excellence. HR department recruit and select those employees
which are skilled, capable and add value to the organisation. This shows HR department assists
in acquiring right talent. It is the duty of HR department to hire desirable candidates and
sustaining a working environment with full of enthusiasm and productivity. As it is the duty of
HR department to take care of welfare of employees and solve their queries on timely basis. It
helps employees in performing their duties and work appropriately which leads to
accomplishment of tasks on timely basis. This helps an organisation in attaining their targets and
objectives in an efficient manner.
2 Approaches to workforce plan, recruitment, selection, development and training, reward
system and performance management
There are several recruitment and selection processes which can be adopted by HR
manager in M&S to hire desirable candidates. Some approaches to recruit and select an efficient
candidate are mentioned below (mGlendon, Clarke and McKenna, 2016):
Workforce planning approach: In general, there are three approaches which are associated with
workforce planning. These are workload approach, workforce approach and contingency
approach. In context of M&S, contingency approach is mentioned below:
Workload approach of workforce planning: This approach is based on translation business
strategy. This approach is helpful in determining the required manpower for a company. Along
with this, it specifies strategic inputs associated with recruitments. Another merit of this
approach is that it results in polishing of organisational business process and structure.

Development and training approach: Training and development is a organisational procedure
to build knowledge, attitude and skills of workers so that they can deliver their optimal
performance. Training plays an essential role in developing employees. There are different
approaches to training such as reactive approach, systematic approach and proactive approach.
 Reactive approach: This approach is adopted by small companies and it does not require
pre-planning. This approach is transformed into action at those times when productivity
and performance of business falls at suitable level. This approach is not suitable for M&S
as it is a big organisation.
 Proactive approach: In this approach, the company actively seeks different measures of
training so that overall performance of organisation can improve. This approach can be
used by M&S in that case where they not only wish to improve their training methods but
also wants to expand these training methods to wider section of organisation.
Performance management approach: It is concerned with evaluating the performance of
workers within a company. It is measured in accordance with the contribution of employee in the
profitability and success of an organisation. Different approaches associated with performance
management are attribute approach, comparative approach, result approach, quality approach and
behaviour approach. In case of M&S, comparative approach is mentioned:
 Comparative approach: It include ranking of employees on the basis of their
performance. Workers are ranked from higher to lower number. There are different
techniques to carry out this approach which are paired comparison, graphic rating scale
and forced distribution. This approach will benefits M&S in evaluating the growth and
performance of their employees by desirable means.
Reward system approach: Different approaches associated with reward system are incentive
approach, traditional approach and merit approach.
Recruitment approaches: Different approaches for recruitment are mentioned below:
 Internal recruitment: It is the procedure of identifying, analysing and attracting already
existing workforce for available vacancies and positions within an organisation. There are
different formal and informal mechanisms which can be used by HR manager in M&S to

identify desired candidates. This recruitment approach offers some advantages to the
organisation but they also posses some disadvantages.
 External recruitment: It is defined as the assessment of job candidates other than
already existing workforce. This procedure helps in hiring skilled and qualified staff for
existing job vacancies. This approach allows HR manager of M&S to search outside the
existing worker pool in order to fill open positions.
Selection approaches
There are different approaches by which manager in M&S can select desirable candidate.
Some of these are mentioned below:
 Skill tests: There are certain jobs which needs specific skills. These skill test insure that
an individual have at least minimum skill level to hold the vacant job position. It can
either be a written, online or typing test (Gruman, and Saks, 2011). In some cases, these
test assemble together. It is an effective way to eliminate those candidate which will not
add value to the organisation.
 Panel interview: In this selection process several questions are asked to candidates form
a team of three to five people. These questions are concerned with the job position for
which they have applied. This is a best method to hire those employees which are capable
to perform desirably even in changing situations also.
Strengths and weaknesses of different approaches to recruitment and selection
Above carried out discussion appropriately specifies the weaknesses and strength of
different approaches of selection and recruitment. Internal recruitment benefits in reducing
recruitment costs and time period. But on other hand this process will results in use of old
concepts and ideas due to which it will became difficult for M&S to fulfil the changing needs of
clients. External source of recruitment will benefits M&S to hire fresh and talented employees
where as it will more costlier and consume more time period (John Wiley & Sons.Storey, 2014).
3 Inclusion of case study to examine various methods used in HR practices
M&S is a large organisation which deals in clothing, food products and home care
products. There are several departments within company which perform different activities like
finance, production, marketing, human resource, R&D and other department. All these
department works interrelatedly. It is the responsibility of HR department in M&S to consider
the welfare of employees which are working within an organisation. Along with this, it is under

the working responsibility of human resource department to provide training to workers so that
their working potential will expand. There are different HR practices like Compensation to
employees, training and development, recruitment and selections etc. which helps in maintaining
an appropriate working atmosphere within an organisation. It is important for manager of M&S
to properly implement these HR practices.
Different HR practices along with their methods are mentioned below:
 Training and development: It is an important HR practice which involves working skills
and leadership training, professional development and employee orientation. This
practice will considerably help employees in M&S to enhance their working potential due
to which overall productivity of the firm will enhance. Methods used in training and
development are mentioned below:
On-the-job training method: It is considered as a basic method of training. In this method a
trainee is given a specific job and required knowledge and skill is teaches to them so that they
can perform business operations accordingly.
Off-the-job method: These methods are adopted by manager of an organisation to develop the
capabilities and skills of employees away form workplace.
 Compensation: It is defined as the entire non-cash and cash payment which is given to
workers in return for the business operations they perform. These compensations are
more than the regular paid wages of workers. There are different methods in which
manager in M&S can compensate their employees. Some of these are mentioned below:
 Wages and salaries: Wages are described as the earnings of workers which is calculated
on the basis of hours where as salary of employees working in M&S is calculated on
monthly, semi-monthly or weekly basis.
 Commissions: This method of compensation varies from one company to another but is
based on the sales which are earned during payroll period. These commissions are
calculated on a specified commission or percentage rate.
Benefits of various HRM practices to workers and employers
Human resource management practices have several benefits for both employers and
workforce. In respect with Marks & Spencer, these benefits are mentioned below:
HRM practices Benefits for employer Benefits for employees
Training and development If HR manager in Marks & These training sessions will

program Spencer will provide training
and development sessions, it
will enhances the capabilities,
skills and knowledge of
employees due to which they
will give their best
performance. This will
benefits the firm in gaining
competitive advantage over
rival companies along with
increasing revenues, profit
margins and market shares.
benefits the employees in
increasing their skills and
capabilities to perform better
even in difficult and changing
situations. This will allow
them to become specialised in
their jobs.
Reward system If HR personnel of M&S will
offer benefits and rewards to
its employees, then this will
enhance the morale of
employees which will
encourage them to deliver their
best performance. This will
help the firm in accomplishing
tasks before deadline due to
which overall productivity and
revenues of firm will increase.
In hope of rewards employee
will give their best
performance due to which a
healthy competitive
environment will be formed
within an organisation. This
will improve also their
capabilities to perform work
related activities.
4 Effectiveness of different HRM practices in raising profit and productivity of a company
HR policies assists in enhancing welfare of employees due to which productivity level of
a firm automatically enhances. Effectiveness of these human resource practices in context of
M&S are mentioned below(Messersmith, and et. al., 2011):

Employee testing: The main responsibility of HR department is to hire and select
desirable candidate which are manage to perform business operations desirably. For this,
different tests and interviews are carried by HR personnel due to which only qualified candidate
is selected. This will help M&S in accomplishing their works and projects in an appropriate
manner due to which overall productivity of firm enhances. This results in increased revenues
and profits.
Advantage:
 It can be performed electronically or manually.
 It efficiently analyse the performance rate and potential of candidate.
Disadvantage:
 It can be a costly procedure to rate and administer
 Results to be subjective because of manual grading
Recognition, incentives and rewards: Another important duty associated with Human
resource management is to give recognition, benefits, rewards and incentives to hard working
employees according to their working potential and skilfulness. This motivate employee to
deliver their best performance which results in increased increased profitability and market
shares for M&S.
Advantage:
 It will enhances the motivation of employees to deliver their best performance.
 Working productivity of overall firm enhances.
Disadvantage:
 In hope of achieving benefits and incentives, employees can act selfish.
 Coordination among groups and team get disturbed in hope to gain individual benefits.
Talent acquisition: HRM practices assists in hiring right person for right job with the
helps of recruitment and selection process due to which fresh talent is hired. These individuals
with new skills and talent helps in satisfying the needs and requirements of customers in more
desired way. This helps them to gain competitive advantage against rival companies which
results in enhanced profits and revenues.
Advantage:
 New concepts and ideas will be introduced by newly hired workforce due to which
working efficiency will increase.

Disadvantage:
 Welfare and confidence level of existing workforce will decrease due to enhanced
competition.
All the above mentioned HRM practices will benefits the company in enhancing their
productivity and profitability but in context with M&S, recognition, benefits and rewards will
most benefits the company in achieving their desired profitability and productivity. This is
because in this HRM practice, employee will deliver their best performance so that their personal
interest can be satisfied which in return will help the company in accomplishing their task in a
timely manner. This will help M&S in enhancing the overall productivity level of company that
will results in enhanced profitability.
Different HRM practices, providing specific examples to support evaluation
There are different activities and operations which are important part of human resource
management practices such as selecting, recruiting, training etc. M&S is large organisation
having thousands of workers, hence it is the duty of managers in maintaining harmony at
company. In order to maintain effective working atmosphere and harmony, employees need to be
active and unified. This helps in creating desired interaction among workforce and appropriate
coordination can be sustained among them which is very beneficial for maintaining expenses and
improving profits.
Selective hiring- For this an organisation develop and find ways by which hire effective
employees that increase the value of its products. In present scenario company approach large
number of customers through digital medium. For this M&S done interview, personality test,
references check etc. as it help to find skilled and capable employees for job.
Merit of selective hiring In this company identify different technique which help to hire best employ as the high
performer employ bring productive outcome for their result. Another factor capable
employees bring more
De-merit of selective hiring
 In this case company has to invest time and money to find out best candidates for the
job. It is complex process as to gain job sometimes candidate made erroneous
commitments that does not relate with work performance.

Fair compensation- It is essential for company to provide better fair and equal
remuneration to its employees. This practice is developed by management to reduce
discrimination in company.
Merit of fair compensations In this company has hire those employees which perform good and give better
compensation to its products. As it motivate them to perform similar for long time
period.
De-merit of fair compensation.
 This practice provide salary and other benefits to its employee's based on their
performance while in this individuals start to compare each other. It de-motivate employ
and reduce performance of company and its profits.
4 Importance of employee relations in respect to influencing HRM decision making
Appropriate employee relation assists in sustaining a strong relation among workers and
employer. It benefits in enhancing the growth and development of M&S. It is very important for
HR manager to maintaining a healthy and effective relation as it will benefits in resolving
conflicts and issues at workplace. If relation of employees will not be good, this will impact the
productivity level of organisation which can leads to revenue loss. If staff members will be
comfortable with one another then it will helps in achieving organisational goals desirably. It is
very important for HR manager in M&S to involve employees during decision making as it will
increase their value within organisation (Ployhart and Moliterno, 2011). This will assists in
improved productivity and suman.mandiaworking performance. Along with this, involving
workforce in decision making will help in increasing coordination, unity and understanding
among employees due to which market reputation and profitability of company will enhance.
Approach to and effectiveness of employee relation and employee engagement:
Employee relation: There are different approaches associated with employee relation.
One of the approach which M&S can adopt is flexible working hours. This approach specifies
that it is not important for employees to came on a specific time period. All they have to do is to
perform their business duties within allotted deadlines. Effectiveness of this approach is that it
will results in flexibility within organisational procedures as employees will not get compelled to
came on a fixed time but all the important tasks will be carried out efficiently. This can be

considered as flexible working practice where management doesn't force their workforce to
strictly obey their rules.
Employee engagement: It is defined to the extent at which workers of an organisation
relate themselves with the success and work. There are some approaches which are linked with
employee engagement. One of them is situational approach. This approach is consistent due to
which welfare of workers is given consideration as a priority. Due to this they feel motivated and
engage themselves more with business operations and activities. Effectiveness of this enhanced
employee engagement is that working atmosphere of an organisation improves due to which
company operations are performed with flexibility. Due to increased worker's engagement work
performing also become flexible as employee feel comfortable in performing their operations.
5 Key elements of employment legislation and the impact it has upon HRM decision making
Employee legislation are the laws which assists and govern employment within an
organisation. These laws have a considerable impact on the employees, organisation and
employer. Elements of Employment legislation and their impact on decision making in context
with M&S is given below (Schermerhorn and et. al., 2014): Sex discrimination Act, 1975: It was an Act passed by parliament in UK to protect
women and men from ant kind of sexual discrimination. This act is related to the training,
education, employment and harassment of employees. Manager in M&S must be
impartial and should not discriminate employees on the basis of their sexuality. HR
manager needs to formulate policies take decisions without favouring any particular
gender in order to sustain a healthy work environment. Equal pay Act, 1970: According to this Act both men and women must be paid equally
for same kind of work. If more salary will be given to males as compared to females,
victim female employees can file a charge against manager and company. It is very
important for HR manager in M&S to pay every employee according to their work and
needs to formulate a proper chart which specifies the way in which salary is given. This
will helps in resolving issues related to salary and working productivity will be
maintained.

6 Key aspects of employee relations management and employment legislation that affect HRM
decision-making
HR manager of M&S must follow some legal rules and regulations like employment
Acts. These laws benefits in performing operations and activities in ethical manner. It is
important for manager of M&S to consider these laws to avoid any governmental penalty. If
these laws are changed, then HR manager must change organisational policies (Song and et. al.,
2010). This will improves the image of M&S in front of customers and stakeholders. Due to
legal norms, employer and worker relations improves which helps in enhancing standard of
product and services. If relation among employees will be good then this will benefits the
manager in implementing those strategies in an easy manner. Also, employees will adhere to the
orders in an appropriate manner if management and employees share a positive business relation.
This will helps in enhancing revenues and profitability of company.
TASK 2
7 Application of HRM practices in work related context.
Job description for the position of assistant HR manager
Job Description
Position: Assistant HR manager
Department: Human Resource
Reporting to: HR manager
Qualification requirements:
 M.B.A in Human Resource
 Graduate in any field
 PhD in Human Resource
Experiences
 Experience of 2-3 years in Human resource
 Experience of minimum 2 years in strategy development
 Experience of 2 years in recruitment and selection process
Skills
 Excellent communication skills (written and verbal)
 Multitasker

 Active listener
 Team player
Duties
 To select the suitable candidates for the company.
 To develop and implement strategies for the employees.
 Managing and organising fun activities.
 Assisting HR manager in his working.
The questions to be asked in job Interview:
 Why do you think we hire you?
 What is your weakness which can be converted into opportunities?
 Tell me something about your family background?
 Why do you quit your previous job?
 What is your strengths which are useful for the vacant position?
Person specification for Assistant HR manager
Person specification
Skills and abilities
 A proper understanding of management theories and techniques.
 Excellent spoken English skills.
 Must have creative thinking and ability.
 Ability to perform under pressure.
Qualification
 Must have degree in Human resource
 The diploma of city & guilds in professional cookery
 Foundation degree in Science.
 Must have management and team skills
Experience

 2 years of experience in working with MNC's
 Internship from a certified institute or organisation
Expertise
Manage the team effectively
Must have leadership skills
Expertise in developing innovative and unique strategies.
CURICULAM VITAE
Curriculum Vitae
Name: Alex Merry
Address : C 24th Lane, near BFI south bank, United Kingdom
Phone No. -9845324155
Profile summary:
Pursued MBA in human resources with 3 years experience. I want to work for a company in
which I can use skills and knowledge in a proper way. I have sufficient knowledge about HR
practices, policies and rules.
Specialisation:
 Hiring and selection
 Induction and guidance
 Training and orientations
 Marketing administration Formulating regulations and policies
Educational qualification: -
 BBA in Business administration MBA in human resource
Declaration:
I hereby declare that provided information is accurate and in accordance with my degree and

document.
Date: 26h March
Place: Birmingham, UK
CURICULAM VITAE
Curriculum Vitae
Name: James Smith
Address : 11th Lane, Birmingham, UK
Phone No. - 6546217820
Profile summary:
A have pursued MBA in human resources and marketing with 2 years of experience. I want to
work in an organisation where I can properly utilize my academic knowledge and enhance my
professional skills. I have good knowledge regarding HR rules and policies.
Specialisation:
 Training and orientations
 Marketing administration HR policy formulation
Educational qualification: -
 B.com with Human resource MBA in Marketing and HR
Declaration:
I hereby verify that all information given here is accurate and is foremost of my knowledge.
Date: 27th march
Place: Birmingham
Selective hiring: Selective Hiring is helpful to the organization as it directly raise the
productivity level. When right candidate is appointed at a right place then it automatically
increases effectiveness in work. Due to which set goals can be achieved on time and goodwill
can be raised at rapid scale in the cut throat competitive world. Candidate should be hired on the
basis of qualifications, abilities, skills, knowledge etc. which bare needed for the post. Human
are the assets of the organization so while hiring all the aspects need to covered so that justice
can be done with the vacant post as well with the selected participants. HR policy should be

adopted in selective hiring as well guidance of marketing administration should be taken.
Participants should be B.com pass in HR as it is the required degree for the post.
Fair compensation: Fair compensation should be done in an organization so that good or
positive image can be framed in the market. There should not be any discrimination at work
place regarding male and female pay scale. Deserving candidates for their hard work should be
paid equally so that they get motivated accordingly and best outcomes can be achieved in given
time duration. If firm adopts fair compensation policy in their business then effective employees
can be retained back for longer time duration.
Based on the Job description and Person specification, two potential candidates are
selected from the LinkedIn. These two candidates are then interviewed by the HR manager and
asked 4 questions regarding the working. One of the candidate get selected for the vacant
position and provided with a job offer letter as given below:

Job offer letter
Amy Green
Waterside House, 35 North Wharf Road,
London W21NW UK
[e-mail]
February 1, 2019
Ms. Magnolia Applicant
123 Main Street
Anytown, CA 12345
Dear Magnolia,
With great pleasure, I am writing this letter to you for the designation of Assistant HR manager
in Marks & Spencer. Your confidence along with the skills will be most valuable asset fro our
organisation.
Please find attached the document in which your salary and benefits are mentioned for the
position you are selected. We will soon contact you regarding the paperwork for initialising
your work on the selected position.
We are looking forward to welcome you as a part of giant organisation.
Regards,
Amy Green
Human Resources Director
Marks & Spencer

M5 Rationale for the application of specific HRM practices in a work-related context
HR practices plays a very essential role in selecting the suitable candidates for any firm.
When the chosen candidates are talented and skilful, then they can work with the required
efficiency to execute their work for contributing in achieving the desired organisational goals.
These candidates must be selected based on their skills, knowledge and qualification. Companies
can use the online advertisements platform or their website for attracting the talented candidates
towards the open vacancy (Sirmon, and et. al., 20). The job advertisement can be conveyed in
newspapers, social media platforms, Boards hoardings etc. Through these advertisements,
candidates gets the knowledge about the required skills, pay scale, vacancy etc.
Technology is very useful in the recruitment and selection process as through updated
technology, firms can hire and attract talented employees. The online resources and digital
platforms are suitable for advertising regarding the job vacancy. Now a days, individuals mostly
use the online platforms for searching the jobs in companies. Through the social media,
companies can hire the talented individuals who has knowledge regarding the online platforms
and even the firm can advertise the vacancies on social media as the youth is most active on
social media platforms. Through the social media, company can identify the social status of the
candidates, their likes and dislikes etc. through which they can determine whether the candidate
is right for the position or not. By using the technology, firms can determine whether the
candidates has the technical skills which can assist them in their working.
CONCLUSION
From the above discussed report it has been comprehended that HRM is an essential
aspect of an organisation. This report specifies functions and purpose of HRM along with
various HR functions of a organisation. There are various methods of recruitment and selection
which helps in selecting desirable candidate. Job and person specification helps in hiring
efficient employees. It is vital for HR department to consider different legal laws for
organisation.

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