Resource Management in HRM: Functions, Practices, and Effectiveness

This article discusses the purpose and functions of HRM in workforce planning and resourcing. It evaluates the strengths and weaknesses of different recruitment and selection approaches used in a selected organization. It also explores the effectiveness of various HRM practices in a hospitality/tourism organization.

Resource Management

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Definitions and a brief explanation of HRM and work force planning..................................1
Explanation of the purpose and the functions of HRM, applicable to workforce planning and
resourcing of your selected organization................................................................................2
Assessment of how the functions of HRM can provide talent and skills appropriate to fulfill
the Brief and Guidance business objectives of your selected organization............................3
Critical evaluation of the strengths and the weaknesses of different approaches to recruitment
and selection used in your selected organization...................................................................4
Exploration of the effectiveness of different HRM practices in your selected
hospitality/tourism organization.............................................................................................6
Critical evaluation of the HRM practices and application within your selected organization7
Analysis of the importance of employee relations in respect to influencing HRM decision-
making in your selected organization.....................................................................................8
Identification of the key elements of employment legislation and the impact they have upon
HRM decision-making in your selected organization............................................................8
Illustration of the application of two HRM practices in your selected organization using
specific examples....................................................................................................................9
Critical evaluation of employee relations and the application of HRM practices that inform
and influence decision-making in your selected organization.............................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Resource management is the effective and efficient development of the different
resources of the business as per the need as it includes the financial resources, human skills,
production resources, inventory, natural resources and information technology. It is a overall
process that include the pre-planning, scheduling, and allocation of all the resources by which
maximum profit will get attained within the certain period of time (Alfes, 2017). The resources
are anything that could be needed to complete the adequate task that might be based on the
human skills or by the usage of some software as well. The human resource management is more
crucial within the business as with this an overview of all the different activities that get
performed within the business as like recruitment, selection, orientation, performance appraisal,
induction, monitoring, motivating employees, training and development programmes and many
others as well. McDonald’s is considered in this report as it is an American fast food company
that was founded in 1940 by Richard and Maurice McDonald and having the headquartered in
Chicago, Illinois, United States. This report includes the purpose and scope of HRM in terms of
resourcing an organisation with skills and talent with the effectiveness of key elements of HRM.
In addition the internal and external factors that affect HRM decision making and employment
legislation will get considered with the HRM practices.
MAIN BODY
Definitions and a brief explanation of HRM and work force planning
Human resource management is the strategic approach of the business through the people
of the company will get managed so as they could work with more efficiency that helps to gain
the better competitive advantage and get designed to enhance the performances of an employees
by which more profit and continuous growth get measured by the business (Human resource
management, 2020). There are a lot of responsibility that is played by the manager of McDonald
such as staffing, defining/designing work and employee compensation and benefits. It is
management function that includes the concerned about hiring, motivating, and maintaining
workforce in the business and have deal with the different issues as like compensation,
motivation, hiring, training, development, communication, and administration of an employees
(Armstrong, 2020).
1

The work force planning is a process of analysing, forecasting, assessing gaps, planning
supply and demand of workforce, determining target talent management interventions by which
the right people with the right skills get selected for the right job such that the accomplishment of
target become more speedy. It is a continuous process that is used to get align the priority and
need of the McDonald for their workforce to get sure that they could meet the service and
production requirements, legislative, regulatory and business objectives (Bailey, 2018). It helps
the manager to identify the competency in between the employee and select the best for the
business by which all the issues get address systematically and drives the positive change as
well.
Explanation of the purpose and the functions of HRM, applicable to workforce planning and
resourcing of your selected organization
Human resource management of McDonald designed the overall process or system to get
ensure that the each and every employee has successfully used so as to attain the objective of the
business. The major purpose of HRM is to make available that the willingness and competency
of the employee will get maintained that enhance the development and productivity of the
business.
Human Resource Management Purposes applicable to workforce planning and
resourcing:-
 The human resource manager of McDonald ensure that the right person has worked with
the right place as per the suitability of their skills, ability, capability, capacity,
knowledge, experience, attitude and have other factors as well.
 To perform the staffing of the entire new individual within the business as per their skills
and knowledge by which the working performance will get standardised.
 The another one is to manage the employee compensation and with that provide the
appropriate benefits as like cash, vacation, leaves etc as it is based on the service that is
provided by the employee to the employer (Banfield, 2018).
 To make the effectiveness that is more optimised and under controlled by which the
profitability of the business will get enhanced that enlarges the productivity as well.
HRM plays some functions as well it is the systematic process and with that forecast the
future need and demand of the business in terms of employee.
2

Human Resource Management Functions applicable to workforce planning and
resourcing:-
Staffing: It is the major function with that hire the new employee on the basis of talent
and skills and provides the suitable place within the business. In this manager of McDonald must
have focus to hire the individual with its knowledge they furthermore develop the working
probability and concern about those have the acumen (Chelladurai, 2017).
Training and Development: In this the manager of McDonald provides the adequate
training and development to both the new candidates as well who are already working within the
business. It is to get improvise the skills by which they furthermore make better contribution in
the success of the business.
Orientation: It is the function that is provided to the new candidates and with that the
HR manager of McDonald ensure that the employee feel more comfort and easily get known the
different working criteria of the business with in parallel also understand the different working
policy by which the work become more clear and transparent.
Remuneration: It is the function of HRM through which the manager provides the
appropriate wages to the employee as per their work and performance. The HR of McDonald
performs this so as to motivate the employee and provide both monetary and non-monetary
benefits as like promotion, perks etc.
Assessment of how the functions of HRM can provide talent and skills appropriate to fulfill the
Brief and Guidance business objectives of your selected organization
The HRM is always be more about to acquire the service of employee, development of
skills, motivation that ensure that the employee will continue want to maintain the better
commitment and consideration (Collings, 2018). There is some of the different function of the
HRM that could provide the talent and skills appropriate to fulfil the objectives of McDonald
that are as define below as:
 The HR manager have support the employee so as to develop the accountability of the
business and with this the operational and strategic goals of the business get developed.
 The manager ensures that the positive surround will get developed for the employees that
help and improvise the utilisation and development of the skills and experience.
 The HR manager must assist the employee through design the feasible structure and job
design so as to maintain the productivity and performance of the business. In addition
3

provide the feedback as well by which the loop hole in the performance will get
improvised and help to develop the successful orientation.
 Have maintained the effective relationship in between the employee and the employer
with more harmony that promotes the positive working culture.
 The HR ensures that safe and secure surround will get maintained at the working place
that develops the healthy environment that has the intangible benefits and also motivates
the employee as well (Haneda, 2018).
Critical evaluation of the strengths and the weaknesses of different approaches to recruitment
and selection used in your selected organization
The recruitment is the overall process that is used to get attract the most talented individual
for the vacant position in the business. In this McDonald have uses both internal and external
recruitment to fulfil the void place with most appropriate candidate. It is a procedure through
which the HR manager identifies the potential candidates for their business. The internal
recruitment is based on the promotion and for that the performance of the entire employee will
get measured such that analyse the demand of vacant position with that matches the exact skill
candidate. On the other hand, in external recruitment the manager of McDonald has circulated
the advertisement at their official website with including the certain detailing. It is also being
provided the certain information in the market as from the college recruitments, E- recruitments,
employment agencies etc with that attract the best candidate. The strengths and weakness of
different approaches of recruitment process of McDonald are as follows:
Internal recruitment approach
Strengths Weaknesses
It is the most cost effective way of the
recruitment as there is no need of
advertisement and induction process.
There are only limited number of employee
that get participate and available in the
recruitment (Khan, 2018).
It motives and boost the morale of employee
this they liability will get improvised.
The employee feel more relaxed and comfort
thus didn’t get focused on the productivity and
raises the complexity within the business.
4

External recruitment approach
Strengths Weaknesses
It brings the new and fresh candidate within
the business by which the working ability and
efficiency will get increases.
It is comparatively costlier to the internal
recruitment.
There is a lot of option to get select the right
candidate as the pool will get gathered in this
recruitment.
It will sometime de-motive the working
employee as they didn’t get promote while new
candidate get the better opportunity (Mao,
2016).
Selection- It is defines as the process of choosing the right candidate for the vacant
places. In this McDonald uses the job interview, assessment of the candidate so as for selection
and there are different approaches that are as defined below as:
Interview
It is mostly get used as in this the direct face to face interaction get proceeded by which
manager ask any question and check the overall personality of an individual.
Strengths Weaknesses
The manager could make the better judgement
and knows all about the candidate within the
short period of time.
It is a process that is time consuming thus the
manager becomes biased as there in no
maintained record.
Assessment centres
In this the McDonald must have conduct the assessment as like testing of skills and
abilities of the candidates will get matched.
Strengths Weaknesses
More useful to observe and monitor the
practical and technical skills of the candidates
(Mendy, 2018).
It is costly process as need a separate space and
need of manage that has skills to make validate
judgment.
5

Exploration of the effectiveness of different HRM practices in your selected hospitality/tourism
organization
The HRM practices are more effective in the business as it develop the productivity and
probability of raising profit and have measure the employee's retention, compensation, managing
of appraisal system, measurement of performance and many others factors as well (Impact of
HRM on productivity,2017).
 Augment employee's contribution: It is more vital as with this have enhance the
participation and engagement of the employees and for this McDonald provide the
training to the employee so that their skills will get developed and brings successful
implementation of all the task (Nankervis, 2019).
Strength Weaknesses
It boosts the employee and with that the
positive surround will get promoted that is
in favour of success.
It might have brought more complexity as
well with that all wants to proof themselves
thus try to put them over others.
 Increase the motivation: It directly improvise the performance of all the employee as
much they get motivate thus much positivity will get created while working in the
business and induce the consistency as well that increases the profit of the McDonald.
Strength Weaknesses
It emphasis the ability and interest of the
employee towards their work thus goals get
complete in timely basis.
The employee get overconfident with the
workings thus the performance will get
deprived.
 Recompense base on performance: In this McDonald provide the compensation to
employee as per their performance as by collecting the feedback from others thus bring
more positivism.
Strength Weaknesses
McDonald provides compensation as per
performance that enhances performance
ability and attitude of employee.
The biased feedback provides reward to
non deserving candidate that de-motivate
the others (Reiche, 2018).
6

These HRM practices use to develop the positive surround and with this adequate and
appropriate changes get implemented that are in favour of the business success and growth.
Critical evaluation of the HRM practices and application within your selected organization
The HRM practices are more useful and with this the manager of McDonald provides the
training and development to the employee and with that improvises the performance. They also
manage the employee performance, issues, provide appraisal etc. There are a lot of applications
of HRM practices that are as defined below as:
 Recruitment and selection: It is a process that makes more investment of McDonald as
to hire the employee and then to improvise the skills and experience (Ogbonnaya, 2019).
If the employee left the job then it takes more time to develop the similar skills in new
candidates thus McDonald always try to retain the employee for longer period of time.
Benefits to employee Benefits to employer
The employee get the different facilities as
like wages, insurance, appraisal on timely
basis, leaves, compensation etc.
As much the employee get retain that much
productivity of business get developed and the
target get achieved with more easiness.
 Flexible services: In this HR manager manage the employment and salary trends, labour
cost, balance the cost of training and development, conduction of motivating seminars,
conducting events etc and in this McDonald assign adequate budget as well for smooth
flow of services.
Benefits to employee Benefits to employer
The McDonald allocates the budget especially
for the employee development by which the
skills and knowledge will get improvised that
brings satisfaction in employee.
As much the talented and skilled employee the
business has that much speedy their goals get
completed that help to make in lead in the
competitive marketplace.
 Training and development: It is the basic practice of HRM and with this as the new
advancement get used within the business that manager provide training to employee for
easy access and it help to reduce the production time period by which more profit will get
gained (Treweek, 2018).
7

Benefits to employee Benefits to employer
It brings the sense of satisfaction with that
employee get retain in the business for longer
period of time as they continuously learn some
new basics.
It enhances the productivity time period with
that employee also get motivates by which
more creative and innovative changes get
induce with more perfection.
Analysis of the importance of employee relations in respect to influencing HRM decision-
making in your selected organization
The employee relations are vital within the McDonald as it helps to get work within the
teams and the effective relation with each other will improvise the consistency within the
business and with this the availability and accessibility of goals and objectives will get
completed within the certain period of time (Unger, 2018). On the other hand the decision
making is the process through which the HR will take the decision that are in favour of the
employee and support to make more profit. There is various importance of employee relation
that is as defined below as:
 Productivity: The effective relation in between the employee enhance the positive
surround by which it is easy for the employee to get performed their work. In this
McDonald conduct different program through which the employee get start work
altogether that develop the trust and have direct impact on improvisation of productivity.
 Employee loyalty: It is important that employee become more loyal towards the business
and for this the McDonald take the decisions that are in favour of the growth and
development of the business.
 Reduction of conflicts: If the employee gets learned to work within the team by which
the complexity within the McDonald will get reduces and for this the miscommunication
also get reduces by which all the individual get worked to get attain the target and
objectives of the business.
Identification of the key elements of employment legislation and the impact they have upon
HRM decision-making in your selected organization
The employee legislation is being followed by the McDonald so as the better surround
get provided to the employee by which they get freely work within the business and have gain
8

higher heights in their own life as well. It also affects the decision making of the business and
with this the manager of McDonald have developed the policy by following the legislation laws
(Walsh, 2018). “The Employment Right Act 1996” must have follows by the McDonald and
include basic components that are as follows as:
 Equal employment opportunity: In this McDonald didn’t get differentiate the employee
and provide the equal opportunity to all to gain better highest with this the effectual
growth and development will get measured.
 Sexual harassment: It is more based on the bias culture in this the company never
differentiate the employee on the basis of favourers and gender wise and in this
McDonald provide equal facility and promotes the effective performance working.
 Working time regulations: In this the employee of McDonald must get worked for the
particular period of time and that is 8 hours and 48 hours in a week.
 Wages and remuneration: In this McDonald must get provide the adequate wages to all
the employees and that is based on the position and experience.
 Safety and health: It is the priority of McDonald and with this they have worked to
provide the better safety to the employee with that provide insurance, crèches, maternity
leaves, canteen etc.
Illustration of the application of two HRM practices in your selected organization using specific
examples.
The HRM practise of McDonald must get manage the different application as like
attraction, motivation, retention, motivation and many others as well so as better development
get achieved.
a) Classification of a skills break and occupation requirement
McDonald offers the job vacancy for the HR manager and need the candidate that has
better skills and adequate experience with better qualification (Welch, 2019).
b) Job specifications
McDonald recruits the candidate for the post of human resource manager and the job
description is as follows as:
9

Administration: McDonald
Sector: Management division
Description: - Human resource manager
Job lecture to: England, UK
Job outline
The candidate must have managed the different strategy and policy that make the employee
more satisfied that improvise the working performance in effective manner.
Role: -
Plan, direct, and coordinate the administrative functions
Recruiting, interviewing, and hiring of new staff
Strategic planning
c) Person specification
Person Specification
Location: Human resource Manager
Practical unit: Management department
Coverage to: HR Manager
Attribute Requirements Enviable
Ability & Knowledge The candidate must have
minimum 70% aggregate in
management of administration
with the recognised university
with 3 year HR experience.
The candidate must have
efficient communication
skills include both written
and read.
Skills To manage the working norm
with both soft and hard skills as
per the demand of the condition
and develop effective relation
The candidate must be more
capable to accept all the
challenges and have ability to
manage the staff with better
10

with all the employees. sufficiency.
d) Announcement for Job
Job Advertisement
Necessity of Human resource Manager
Managerial division
The job is for the Human resource manager thus the applicant must have good knowledge
concerning the diverse approaches and concepts of the human resource.
Eligible candidates should have following skills to go for this job-
 Graduation with 70% from recognized university.
 At least 3 year occurrence.
 Must have luminous communication skills.
Time-scales
Pleasing submission from candidates 15-18 June, 2020
Undersized register of submission 20-22 June, 2020
Meeting date 25-28 June, 2020
e) Job related interview question
These are the questions that has been asked to the applicant for the projection of
interview
Interview questions
Q1) What do you understand by the term Human resource?
Q2) Why do have to decide your carrier as a Human resource?
Q3) How do put your efforts to make perfection as the Human resource manager?
Q4) What you do to make effective relation with other employee?
11

f) Propose note
Job offer letter
28th April 2019
David Dannels
McDonald Dear David Dannels
Here, we are tremendously stunned from your abilities and prerequisite and thus wish for
that you should join our business as soon as possible. You are appointed as the Human resource
manager and we are waiting for you at 28 June 2020.
We are excited to meet you.
Best regards,
Victory Mania
Critical evaluation of employee relations and the application of HRM practices that inform and
influence decision-making in your selected organization
The HRM practices and the employee relation and more in parallel and combine get
improvised the working culture and behaviour of the McDonald. These factor has influence the
working nature of the business as it reduce the complexity from the business as HR provide the
training, appraisal system, employee retention and that is based on the effective decision making
and as per the need of the business (Renwick, 2017. It will lead more success within the business
as it influence the working nature of the business as by maintaining the plan, control, monitor,
manage, evaluation that has direct influence on the working criteria of the employees.
Role of trade union: It is for the welfare and betterment of the employee such that they
get the adequate wages and salary with better surround with the applicability of both the tangible
and intangible benefits.
Collective agreement: It is the procedures through which the HR will take the decision
as per the collective effort of all the employee and then the policy will get develop that is in
favour of all the employees and enhance the level of participation of employee and bring sense of
achievement and satisfaction.
12

13

CONCLUSION
It has been concluded from the above report that resource management is more necessary as
with this the human force will get maintained and developed so that the working operation and
function of the business will get improvised that induce the better benefits and profit. In this
there are different types of HRM practices with having the strength and weakness both but get
controlled by the HR manager such that the productive outcome will get conceived with better
effectiveness.
14

REFERENCES
Books and Journals
Alfes and et. al., 2017. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P. and et. al., 2018. Introduction to human resource management. Oxford University
Press.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Collings, D.G. And et. al., 2018. Human resource management: A critical approach. In Human
resource management (pp. 1-23). Routledge.
Haneda, S. and Ito, K., 2018. Organizational and human resource management and innovation:
Which management practices are linked to product and/or process innovation?. Research
Policy, 47(1), pp.194-208.
Khan, M.A. and et. al., 2018. Dynamic virtual machine consolidation algorithms for energy-
efficient cloud resource management: a review. In Sustainable cloud and energy services
(pp. 135-165). Springer, Cham.
Mao, H. and et. al., 2016, November. Resource management with deep reinforcement learning.
In Proceedings of the 15th ACM Workshop on Hot Topics in Networks (pp. 50-56).
ACM.
Mendy, J., 2018. Key HRM challenges and benefits: The contributions of the HR scaffolding. In
Teaching human resources and organizational behavior at the college level (pp. 1-24).
IGI Global.
Nankervis, A. and et. al., 2019. Human resource management. Cengage AU.
Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well‐being, and differential
effects of human resource management subdimensions: Mutual gains or conflicting
outcomes?. Human Resource Management Journal. 29(3). pp.509-526.
Reiche, B.S. and et. al., 2018. Cultural perspectives on comparative HRM. In Handbook of
research on comparative human resource management. Edward Elgar Publishing
Renwick, D. W., Redman, T. and Maguire, S., 2017. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Treweek, S. and et. al., 2018. Strategies to improve recruitment to randomised trials. Cochrane
database of systematic reviews, (2).
Unger, J. M. and et. al., 2018. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp.341-358.
Walsh, B. and Lynch, M., 2018. Evolution and selection of quantitative traits. Oxford University
Press.
Welch, C. and et. al., 2019. Theorising from case studies: Towards a pluralist future for
international business research. Journal of International Business Studies. 42(5).
15

ONLINE
Human resource management. 2020. [Online] Available through:
<https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM>.
Impact of HRM on productivity. 2017. [Online] Available through:
<https://www.ukessays.com/essays/management/the-impact-of-hrm-practices-on-
employees-productivity-management-essay.php>.
16