The Functions of Human Resource Management

The provided document discusses the importance of Human Resource Management (HRM) in achieving growth in productivity as well as profit. It highlights the need to follow laws properly by which organization can get affected and employees do work more efficiently. The functions of HRM include job analysis, recruitment, selection, training and development, performance management, employee relations, compensation and benefits.

Human resource and
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1- Functions and purpose of HRM:......................................................................................3
P2- Strength and weakness of different approaches to recruitment and selection.................5
P3- Benefits of HRM practices for employer and employee.................................................7
TASK 2 .........................................................................................................................................9
P.4 The effectiveness of different HRM practices in terms of raising organisational profit &
productivity.............................................................................................................................9
TASK 3 .........................................................................................................................................11
P.5 The importance of employee relation in respect to influencing the HRM decision-making.
..............................................................................................................................................11
P.6 The key elements of employee legislation and the impact on HR decision-making.....12
TASK4...........................................................................................................................................14
P.7 Application of HRM practices in work related context.................................................14
CONCLUSION..............................................................................................................................16
REFRENCES ................................................................................................................................17

INTRODUCTION
Human resources management is a process of hiring, deploying, recruiting and managing
the employees of the organisation. HRM manages the employees as they are treated assets for
the company as they are the human capital. If the employee are used effectively then it reduce
the risk and the return on investment will be increased (Human Resources and Management.
2019). The company is JP Morgan, it’s an American banking corporation and have the large
presence in the UK. They work in financial instruments like investment banking, wealth
management, securities, etc. In this report the purpose and functions of HRM is covered along
with the effectiveness of the HRM as well as the approaches of recruitment and selection. The
benefits of HRM which help the organisation to make effective decisions and the importance of
HRM while making decisions. The internal and external factors effects the decision-making and
the human resources of the organisation.
TASK 1
P1- Functions and purpose of HRM:
Human Resource Management is a function of an organisation which indulge in the
activities which deals with the people of the organisation effectively during the several stages of
their employment cycle (Bakker and Demerouti, 2014). The activities involved are hiring
people, motivating them and managing them in the organisation. HR officials at J.P Morgan
concentrates at internal sources of competitive advantage. They regard their employees as the
asset to the organisation. The functions and purposes of HRM in J.P Morgan firm are as follows:
The main purpose of HRM is to organize people of an organisation to accomplish the
specific goal with efficiency. The purpose are:-
 Helps in fulfilling job vacancies and finding the right person for the suitable job.
 Maintaining employee satisfaction, they are rewarded for the jobs performed by them in
a effective manner.
 Safety and security of the employees is ensured.
 To maintain healthy relations in the organisation to avoid conflicts between the
employees.

Roles and responsibilities:
HR officials of J.P Morgan plays many roles and responsibilities in the organisation for
the overall development of its employees.
 Training:- They provide proper training to their employees. Which helps them to
understand the working patterns and the new culture of the organisation (Bringezu and
Bleischwitz, 2017)). If proper training is provided, then employees don't face any
problem while doing the work.
 Recruitment:- The role involves a strategic campaign a proper guidelines for the
appropriate recruitment category. In this employees are recruited according to the job
profile requirement in the company through the sources by which the manager wants to
recruit whether internal or external.
 Appraisal:- HR team monitors the work of the employees and they are awarded on the
basis of outstanding performances to keep them motivated. By which, the employees of
the organisation are able to achieve the goals effectively as well as the efficiently.
Functions of HRM:
HRM is important for appropriate utilization of resources in the company and effective
use of the human resource in the organisation. HR officials of J.P Morgan performs various
functions which are discussed below:
Managerial functions:-
 Planning:- It is a planned course of human activity, in which HR officials set goals and
objectives for the organisation as planning is future oriented.
 Organising:- This includes assigning of each subordinate with specific task, delegates
the authority to subordinates, establishes channel of communication and coordinates the
work.
 Staffing:- In this the HR officials have to decide which type of people will be hired,
recruiting perspective employees, selecting employees, setting performance standards,
and providing suitable training.
Operative functions:-

 Procurement:- It involves procuring suitable amount of people at suitable place in the
organisation. It is concerned with planning, recruiting, etc. which helps them to obtain
their target.
 Compensation:- This includes determining the wages and salaries for the workforce in
the organisation (Buttimer and Seamon, 2015). HR officials of J.P Morgan assures
equitable and fair remuneration for the employees in the company.
 Maintenance:- It is very important to protect the employees as they are part of the
company. It is the functions of HRM to protect their employees and provide positive
working environment in the organisation. To attain this the company can provide various
types of benefits to the employees which includes facilities like medical allowances,
housing policies, transport facilities, providing benefits in education to the children of
the employees , etc.
P2- Strength and weakness of different approaches to recruitment and selection.
The methods of recruitment help an organisation to form a path in acquiring the suitable
employee for the desired job. HR officials of J.P Morgan are responsible for selecting and
appointing the employees for the job. This process has various approaches which are as follows:
Illustration 1: Functions of HRM
Source 1:Functions of HRM. 2019

 Internal recruitment- This process consist of attracting employees within the
organisation to come up and take the new responsibilities within the company. HR
officials of J.P Morgan carry this process to recruit the employees at quicker pace and it
is also cheaper in its ways. It eradicates initial steps after recruitment because employees
are already familiar with the working environment of the organisation (Dean, 2017). It
also leads to the benefits for the employees as it provides promotion opportunities to
them. It also causes some disadvantages in limiting the value of suitable candidates. It
leads to restriction of new ideas from outside.
 External recruitment- This is the process of hiring suitable employees for the desired
job from external sources of the organisation. In this HR officials of J.P Morgan recruits
through introducing the job vacancies to the aspirants by advertising, campus
placements, etc. this introduces new ideas to the organisation from outside (Farndale,
Brewster and Poutsma, 2014). There are wider options to choose from. HR comes
across with experienced people in their own respective fields. External recruiting is a
time consuming process, incurs expenses in advertisement, sometimes results are not
effective in choosing the suitable employee.
Strength and weakness of recruitment approaches-
Strength Weakness
 When the recruiting process is carried
externally it increases the chances of
hiring the suitable person for the job
from a wider source of candidates.
 Recruiting through internal means,
reduce the cost involved in external
process and also helps HR manager to
finish the process fast as they know the
skills of the employees already.
 Recruiting from external source incurs
high cost in advertising and there is
surety for the desired result.
 Recruiting internally results in lack of
new ideas in the organisation which can
affect the growth of the organisation in
long run.

Selection- It refers to the process of selecting the suitable candidate for the job in the
organisation. The process involves steps like interview of candidates, evaluation of their profiles
for suiting the specific job (Harrison and Lock 2017). The approaches which HR manager of J.P
Morgan can use are personality evaluating test, skill test, personal interview, etc. the organisation
can apply these selection approaches to select suitable candidates-
 Interview round- This round involves predetermined questions which are related to job
and requires specific knowledge in the respective field. Interview round is conducted by a
panel of managers.
 Situation judgement test- It helps in finding the reaction of the candidate when he has to
deal with a hypothetical situation in the defined job title. This round consists of questions
related to various situations which arise on a natural basis in the organisation.
Strength and weakness of selection approaches
Strength Weakness
 It helps in eliminating the candidates
who are not suitable for the job and
lacks in skill and knowledge.
 It allows the HR manager to ask
questions that can result in revealing
additional information about the
candidate and help in selection process.
 Candidates may not be honest and some
test may be evasive which will impact
the result.
 It is time consuming and expensive
process.
P3- Benefits of HRM practices for employer and employee.
HR manager of J.P Morgan have various responsibilities within the organisation to
safeguard the involvement of employer as well as employees. These practises help employers in
a way which manages their relations with the employees and helps in reducing the labour cost. In
case of employees rights and scopes are secured (Helmreich and Merritt, 2017). HR practices in
J.P Morgan has benefited the employees of the organisation by advancing their knowledge and
improving the skills in their respective fields with the medium of various development programs
and training sessions. These practices help in creating positive behaviour within the organisation

and helps in eradicating various harmful situations for the organisation. HRM practices fortify
and give rewards for desired behaviour of an employee.
HRM Practice Benefits
Employer Employee
 Training practice It is important for an employer
to give proper training to their
employees. This will directly
result in making the employees
expertise for the work they
will continue to do for the
organisation. These training
programs will help the
employers of J.P Morgan to
achieve the desired target.
It is essential for a new
employee to come across the
working environment and
patterns of the work place.
These training sessions will
lead to self development of an
individual and will benefit for
the long run.
 Monitoring the
performances
This practise helps employers
to monitor the performances of
employees so that the desired
goals of the organisation can
be timely achieved. Employers
at J.P Morgan closely
evaluates the performances of
the employees and keep them
updated with the followings.
So, that regular improvement
can take place within the
working styles of the
employees.
This helps employees in a way
if the employees evaluate their
own performances on daily
basis and be honest with their
efforts it will help themselves
to grow within the organisation
itself.
 Conflict resolution HR practices helps in
controlling the conflicts within
the organisation between
It gives support to the
employees to eradicate the
wrong behaviour of any

employees or between
employees and management. It
also helps in resolving and
controlling wrong attitude and
poor language within the
organisation.
employer and makes a suitable
environment for the work
place.
 Reward It is very necessary for an
employer to reward their
employees for their
outstanding performances
(Jensen, 2017). These timely
appreciation helps the
employees to remain
motivated and boosts their
interest towards achieving the
set goal of the organisation.
The rewards can be in forms
like monetary terms,
promotions, holiday trip, gifts,
etc.
This practice helps the
employee to do better and
generates a healthy
competition among the
employees to win the awards
for their work. These HR
practices will keep the
employees of J.P Morgan
enthusiastic and keen to
deliver their best for the
organisation.
TASK 2
P.4 The effectiveness of different HRM practices in terms of raising organisational profit &
productivity.
The human resources practices will help the organisation to increase the profit as well as
the productivity. The companies which follows the skilled HRM practices in their organisation
get the higher revenue and the growth in the organisation. The practices which JP Morgan HR
follows to increase will help increasing the productivity and the profit of the organisation. The
practices are:-
 Training & development:- Its essential for the organisation to train the new employee
and make them familiar with organisation working environment (Keep, 2014). The

development is done for the existing employee. If any change is going to be according in
the organisation its HR responsibilities is to develop the qualities in the employee to
make the work effective as well as productive. The growing state of technologies and the
advance techniques are used due to which it become necessary for the organisation to
provide the appropriate learning, development and the training to its staff. If proper
training is provided to its employee then their motivation will increase to do more work
by which profit will also increase in the company.
 Payment and reward management:- It is very important for the organisation like JP
Morgan to manage the proper performance in the organization. The HR manager will
manage the performance by providing them the reinforcement. If work is done according
to which the productivity increased, goals & objectives are achieved on time as well as
the profit of the company grow then HR manager will reward their employee in terms of
monetary as well as non-monetary rewards (Mosakowski, 2017). The non-monetary are
promotion, provide them some trip etc. these are the positive reinforcement of the
employee. If employees are not doing working according to the précised standards then
negative reinforcement is used by the HR manager as work get effected. In this employee
get the punishment. To the proper performance management system employee get
motivated to do the work with higher productivity. If rewards are given timely to them as
employee start doing more work by which production as well as profit will increase.
 Performance management system:- Its HR manger responsibility to provide the proper
security to its employee as this help the organisation to retain them. It is a process in
which manager see the overall performance of the employees improving then the
organisation performance will also be improved as this will help in raising the
productivity which helps in achieving the organisation goals as well as the productivity.
In this roles and jobs are defined to the employee, selecting the right set of people in the
right place is important as well as proper feedback is essential to be provided.
 Flexible working environment:- If organisation provide the flexible working
environment to its employee then their moral will increase and labour turnover will
therefore decrease by which organisation productivity as well as profit will increase
(Nicholas and Steyn, 2017). As, the employee have the chance to work according to their
comfort as this will motivate and influence workers to work more effectively. In this

activities are aligned to the department by which overall goals and objectives are
achieved. The HR manager of the JP Morgan builds the flexible working environment. If
employees can work according to them them production will increase as well as the
profit of the company will also raise.
 The Manpower Planning:- To increase the productivity and the profit of the JP Morgan
HR need to plan the manpower effectively. In the clear actions are plan to make the
effective working for employee as well as in time. The work is allotted to their staff in
accordance to the profile which makes the work more effectual. In this putting the
employee in the right position at the right time which makes the organisation work more
productive as this will also help company to achieve the goals and objectives.
TASK 3
P.5 The importance of employee relation in respect to influencing the HRM decision-making.
In the workplace the employee has the relation with the college and the management. Its
HR manager responsibilities to maintain the proper relationship between them need to made
otherwise decision making of HRM can't get influence. The JP Morgan decision making is
influence by the employee relation. The importance of employee relation on decision-making
are:-
 Easy in sharing the work:- If the employee relation is maintain appropriately between
the workers then it would ease the work load which help the organisation to increase the
productivity. So, if the proper relations are maintained then workers will help each other
in doing and assigning the work. The decisions which manager take will accepted by
them if the employee relation is maintained properly. Than worker is ready to share the
work with anyone is proper relation are maintained. As the work need to be shared by the
employee is mandatory and employee relation are maintained then it’s very difficult for
the organisation to make their employee to work together as a team. Team need to
maintain the proper employee relation to make work more effective.
 Conflict resolution:- If the HR manager of the organisation preserved the appropriate
employee relation then it become smooth for them to solve the conflicts between the
employees. If the working environment friendly and effective then conflict are solve
easy (Quinlan and et., al. 2019). The decisions which are made by the HR manager of JP

Morgan related to conflict will be accepted as well as followed by the employees
properly if employee relation are maintained. If they don't maintain the employee
relation, then solving the conflicts become difficult. If conflicts are resolve on time then
productivity as well as employee relation are maintained properly.
 Productivity:- If organisation wants to increase the productivity than proper employee
relation is required to be maintained. If manager wants to reduce the labour turnover rate
then they need to take decisions related to increase the production. The employees are
going to accept the decisions and start working according to when employee relation is
strongly maintained in the organisation. If employee relations are not maintain
appropriately then increasing the production in between is difficult for the manager and
decision will negatively influence.
 Reduce the problem of absenteeism:- If healthy relationship is maintained between the
employee and the employer then the seriousness towards the work will increase. If the
working environment is maintain strongly than employee can't frequent leave as if
manager want them to do some over time then decision will followed as employee
relation are strongly build (Renz, 2016). The productivity will also increase as the
employees are giving their best as well as the profitability also increase if they are regular
and punctual in work.
 Changes in policies and the allowances:- If manager need to change their polices in the
organisation their decision effects employees working. If the employee relation is
maintained properly then decisions are not influence as workers ready to accept the
changes as well as changes in allowances will be accepted by them (Ross, 2017). The
allowances in terms of perks, increment in salary etc. If change then to decisions are not
going to influence if relations are maintained appropriately.
It is essential for the JP Morgan HR manager to maintain the proper relationship between
the employee, employer and the management after which productivity will increase and
due to this decisions making of the manager are also get not get effected.
P.6 The key elements of employee legislation and the impact on HR decision-making.
There the laws which are made by the government related to practices in the organisation
which impacts the decision making of the HR manager. The laws and the legislations need to be
followed by the manager then organisation is not going to face negative impact on Decisions.

The laws are made to protect the employees in the organisation. In some organisation employees
get exploited and discriminating activities take place to control these government made the
norms and the laws which company need to follow (Shafritz, Ott and Jang, 2015). The laws
and their impact on the decision making of JP Morgan HR are:-
 The Equality Act:- The equality act legally protects the employees from the
discrimination in the workplace. In this people are also protected from the harassment
and the victimisation. As this promotes the faire and the more equal society after this
people feel more safe at the work place as this will help in increasing the female
employee. The HR decision making will positively impact the organisation. The
company need to make focus on the employee equality. This act will the organisation
more safe as well as the secure when employees are not treated unequal.
 The health and safety Act:- In this parliament sets out the framework for managing the
proper health and the safety in the workplace. In this the general duties of the employer
and the employee are defined in accordance to the owner, manager and the maintaining
the proper work premises. This act is implemented to complaint the safety of the
employee in the organisation. In this accurate training is need to be provided related to
the procedure of the of the health and safety for the decision making of the JP Morgan
HR manager will not get effected. As they required to provide appropriate training to its
employee. If corrective actions are taken in advance, then this law don't effect the HR
decision making. The employer is require to provide the proper training due to which
accidents can be minimized by which employee safety will be maintained` 1.
 The fair labour standards Act:- This act is establish to maintain the minimum wages
rate, record keeping of the employee, child labour standards and the overtime pay to
employees. The wages are needed to be paid according to the employee potential. The
company have pay extra amount to its employee if they are doing overtime in the
organisation. As this impact the decision making related to the salaries, wages and the
overtime pay. The HR manager of JP Morgan need to pay the wages according to the
standards otherwise it’s very difficult for them to make the fair standards in the
organisation and after which decision making get effected.
 Data protection Act:- In this the way organisation use the personal information of the
employee as they also want to protect their employee information. This act is

implemented by the General Data Protection Regulation (Waddock and Bodwell, 2017).
In this organisation need to use the fair, lawfully and the transparent working
environment. The most legal protection is related to the information of race, ethical
background, religious beliefs, health and the political opinion. The HR manager of the JP
Morgan employer need to make the law related to protect its employee information as
their employee information is not required to be leaked by anyone as this creates the huge
problem for the organisation in implementing the decisions.
TASK4
P.7 Application of HRM practices in work related context.
Job specification for the Nurse
Nurse position job Specification
Qualification B.A or diploma in nursing
Required active nursing license
M.A in nursing
PhD in nursing
Experience Experience of 3-4 years nurse in a hospital
Experience of 1-2 years in effectively managing the team of nurses
Skills Clinical skill, infection control, multitasker, listening, verbal
communication, nursing skills etc.
Duties Identifies the care requirement
Resolve and report the patients needs and issues in the hospital
Delegate and administer the workload is required to be needed by
the team.
Required to follow the regulations and the standards in the
hospital.
Area of expertise The nurse need to be expertise in handling the emergency
situation in the hospital
The questions to be asked in NURSE Interview:

1. Why you want to be nurse and what make to chose nurse as a career?
2. Tell me something about you and your family?
3. Where you see yourself after the 4-5 years in the healthcare sector?
4. What the basics thing you find rewarding being a nurse?
5. Why you leave the previous nurse position (if not a fresher) ?
Person specification of a chef in Michelin Star Restaurant
Michelin Star Restaurant
Person specification of a chef
Skills and abilities A proper understanding of food preparation and the ingredients.
Excellent and mind blowing cooking skills
Have the creative skill whether its related to presenting the food or
menu preparation.
Blue chip management skill.
Qualification The diploma of city & guilds in professional cookery
Foundation degree in culinary arts.
BTECH HND in professional cookery
Certificate course in maintaining food safety & hygiene.
Experience Had the 4 years experience working with 5 star hotel as chef
Internship of 6 months experience in 3 star hotel.
Expertise Manage the team effectively
Have the leadership quality
Expertise in innovating new food.
CV for a photographer in vogue magazine
CURRICULUM VITAE
Name DEF
Qualifications Bachelor's of Fine Arts (BFA)
Majors in photography
Member of a photography club in London

Skills Photoshop, In-design
Able to load, use and remove the photographic film
Know to create the visual aids
know to install the photographic camera and equipments.
Experience 6 years experience in famous magazine
Worked in shot film
8 months internship experience in media channel
Language Fluency in English, German, Chinese.
Achievements Global photography award, Portrait Category
3rd position in contemporary Photoshop award
Contact number (123) 5896362
DEF @gmail.com
Evaluation and rational of conducting HR practices
The HR practices are needed to be constructed in the organisation by which the
performance of the employee is manage properly and the rewards the need to be provided to its
employee for their benefits as these will help in developing the strong employee relation
(Woodrow and Guest, 2014).
CONCLUSION
From the above report it is concluded that its essential for organisation to maintain proper
HRM system by which productivity as well as the profitability will increase. The company have
to chose wisely the recruitment approach to hire the employee in the organisation. The benefits
of HR practices enables the increase the production. The HR measures it strength as well as the
weakness of them. Its essential to maintain the proper employee relation in the organisation
otherwise it become difficult for the organisation to achieve the growth in productivity as well
as in profit. The laws are followed properly by which organisation can get effected and
employees do the work more efficiently.

REFRENCES
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Dean, M., 2017. Governmentality. The Wiley‐Blackwell Encyclopedia of Social Theory. pp.1-2.
Farndale, E., Brewster, C. and Poutsma, E., 2014. Coordinated vs. liberal market HRM: the
impact of institutionalization on multinational firms. In International human resource
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Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach.
Routledge.
Helmreich, R.L. and Merritt, A.C., 2017. Culture at work in aviation and medicine: National,
organizational and professional influences. Routledge.
Jensen, R.S., 2017. Pilot judgment and crew resource management. Routledge.
Keep, E., 2014. Corporate training strategies: the vital component. New Perspectives. pp.109-
125.
Mosakowski, E., 2017. Overcoming resource disadvantages in entrepreneurial firms: When less
is more. Strategic entrepreneurship: Creating a new mindset, pp.106-126.
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technology. Routledge.
Quinlan and et., al. 2019. Business research methods. South Western Cengage.
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Wiley & Sons.
Ross, J.E., 2017. Total quality management: Text, cases, and readings. Routledge.
Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015. Classics of organization theory. Cengage Learning.
Townley, B., 2014. Selection and appraisal: reconstituting. New Perspectives on Human
Resource Management (Routledge Revivals). 92.
Waddock, S. and Bodwell, C., 2017. Total responsibility management: The manual. Routledge.
Woodrow, C. and Guest, D.E., 2014. When good HR gets bad results: Exploring the challenge of
HR implementation in the case of workplace bullying. Human Resource Management
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Online
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