HR Management and Employee Relationships

This assignment delves into the crucial role of Human Resource Management (HRM) in cultivating healthy and productive employee relationships within organizations. It examines various HRM practices, such as recruitment, training, performance management, and compensation, highlighting their impact on employee engagement, motivation, and overall well-being. The assignment also emphasizes the strategic importance of HRM in aligning organizational goals with employee aspirations, fostering a positive work environment, and driving organizational success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ..........................................................................................................................................1
P.1 Objectives and functions of human resource management.............................................1
P.2 Strengths and weakness of recruitment and selection approaches...................................2
P.3 Benefits of personnel practices for employer and employee...........................................4
P.4 Monitoring effectiveness of various personnel practices to increase revenues and
productivity.............................................................................................................................5
TASK 2 ...........................................................................................................................................6
P.5 Importance of employee relations in influencing HRM decisions...................................6
P.6 Key elements of employment legislation which can influence personnel decisions.......7
P.7 Use of HRM practices in work related context................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is method through which company selects good and
qualified candidate. Firm helps in giving training to all employees so that they can enhance their
skills. As a result all workers are satisfied and they can give best outcomes. This results in
increasing productivity of firm (Banfield, Kay and Royles, 2018). Thus it can earn more profits.
Hence company can positive image in front of users and in market. Report describes about John
Lewis which is a retail firm. It was found in 1864 in U.K. Project discusses about purpose and
functions of humans resource management to achieve goals. Assignment explains about
effectiveness of key elements of personnel management. Report describes about internal and
external factors which helps in influencing human resource management decisions such as
equality act, employment act etc. and there is application of personnel management in work
related context such as CV, job specification, job description etc.
TASK 1
P.1 Objectives and functions of human resource management
There are various duties and functions of human resource management. Objectives and
scope of personnel management in John Lewis are-
Operative functions
Recruitment- Main objective is to select talented and competent employees so that they
can give best results. Through this firm can perform they activities in proper and effective
manner. It leads to growth and development of firm.
Training and development: HR manager of John Lewis can organize various training
programmes and seminars through which it can training all employees. It helps staff members so
that they can increases their technical and other skills through which they can perform any tasks.
Performance appraisal: HR manager monitor performance of all workers. Thus they can
give feedback so that employees can perform better and can handle all task and activities in
proper manner. This helps in enhancing their performance.
Managerial functions
Planning: HR manager of John Lewis creates strategies and methods so that they can
select talented and skilful employees. Through this firm can run effectively and it results in
improving performance of company (Bratton and Gold, 2017).
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Organizing: HR manager gives various duties and responsibilities to all employees so
that they can handle all activities and task in better manner. Workers use this resources so that
can complete all activities in proper manner (Brewster, 2017).
Directing: Manager of John Lewis company motives and support all workers so that the
can increases their necessary potentials and they can achieve their target and goals. Hence they
can accomplish objectives in less time. It results in effective performance of company.
Controlling: In this step HR manager evaluates performance of all employees. Hence to
improve their performance they can give advices so that workers can excel in their work. It leads
to growth and development of firm.
Functions of HRM:
Decreases employee turnover: In this step HR Manager of company communicates with
all workers so that they can perform better. This helps in increasing potentials and zeal of
employees. Hence they feel satisfied and do not leave the firm.
Reduces conflicts: HR manager helps in supporting and guiding all workers. Thus it
decreases the problems and issuers among all employees. Hence they can perform better.
Through this it helps in improving the performance. Thus organization can achieve their
objectives.
Recruitment and termination: Company can recruit and select qualified and talented
workers . Whenever HR manager feels that workers are had not achieved their objectives and
targets, they can terminate them from their jobs.
P.2 Strengths and weakness of recruitment and selection approaches
Various strengths and weakness of internal, external recruitment,selection and third party
approaches which are applied by John Lewis are-
Internal recruitment- It is process on which selects employees from within firm. They do not
hire work from outside the company.
Strengths
Decreases costs: It helps in reducing costs of recruiting and selecting all employees as
they are to be selected from internal source. Company do not have have incur expenses related to
advertisements and college recruitments.
Knowledge of person: Company do have knowledge of person which manager of firm
has to select to perform all activities. As they have previous information related to existing
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workers so hence they can recruit and select talented and qualified workers (Brewster, Brookes
and Gollan, 2015).
Weakness:
Limited choices: As company is selecting and recruiting employees from within
company so it has limited preferences and choices to select qualified and educated persons.
Hence it cannot bring new and hire efficient workers in firm (Friedman, 2017).
Training new person: As existing employees are to be selected so hence of they are to be
promoted to senior level they are to be given proper training. This takes more time of firm to
give training so that they can perform their jobs in better manner.
External recruitment:
If employees are to be selected from outside the firm then its known as external recruitment.
Strengths:
New talent: By recruiting and selecting employees from external source firm can bring
new and effective employees in firm. Hence they can giver new, distinct and innovative ideas in
firm through which activities can be carried out more efficiently.
Improves diversity: It helps in bringing diversity in company as firm is selecting all
workers and they dot make difference between them on basis of caste and religion etc. Thus they
can communicate with each other and can give creative ideas through firm can run smoothly and
successfully.
Weakness:
No knowledge of person: Company do not have nay knowledge about the employees
who are selected from external source. Hence it is difficult for company to select qualified
workers which are needed for required job.
Communication gap: Sometimes there is not proper communication of company with
employee as they are not familiar with workers. So they cannot solve their problems and it can
hamper work of firm.
Third party:
When an consultancy firm recruits and selects employees it is known as third party recruitment.
Strengths:
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Strong relationship: HR manager can select employees by taking various tests. So they
can easily evaluate performance of all workers. So it results in maintaining strong relationship
with employer and employee. Hence they can perform better in firm (Harrison and Lock, 2017).
Candidate evaluation: They also take various tests such as skills and background tests.
So as a easily they can recruit more educated and competent employees (Lu, Zhu and Bao,
2015)..
Weakness:
Lack of control: There is lack of control from company. As third party uses their own
approaches and methods of selecting employees so hence company cannot interfere in work of
third party.
Indirect access: It is tough tasks for company to evaluate employees at initial level. As
firm has to trust on third party that they have conducted all tests such as skill and other tests to
select required candidate for job.
P.3 Benefits of personnel practices for employer and employee
Advantages of personnel practices of employer and employees of John and Lewis
company are-
Benefits to employer-
Promotes positive behaviour: By motivating and guiding all employees in better and
proper manner it can create friendly and positive behaviour and attitude among all employees.
Thus they can create positive environment in firm. Through this they can give good results.
Hence firm can run successfully.
Developing employees: By motivating and solvating problems of all employees manager
can develop them properly. Workers perform better and can give good results. Thus they can
easily achieve objectives of company. Hence it leads to growth and development of firm
Flexible workplace: Through proper communication level,motivation and guidance all
employees can perform better and effective work as compared to earlier time. They are also
given option to choose working timings according to their need. Hence it results in enhancing
quality of work.
Benefits to employee:
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Increase productivity: As employer properly motivates and guide all workers so hence it
results in improving the performance of all workers. They are energetic and full of zeal and
hence they can give best results. Thus they can manner all activities in proper manner.
Peace of mind: As they get flexible timings according to their need so hence they do nit
have any tension and they can work with other calm and cool mind (Marchington and et. al.,
2016). So hence as a result they can achieve their goals and it leads to enhancing their skills and
capabilities in performing all tasks and activities.
Senses of pride: As employees are satisfied by proper motivation ans guidance through
their employer. Hence they have a feeling of proud and accomplishment. Thus they can work
better and can give good and best results (Mosakowski, 2017).
P.4 Monitoring effectiveness of various personnel practices to increase revenues and productivity
Various HR practices are applied by firm to increases productivity and revenues. HRM
practices of John Lewis are-
Promotes training and development: HR manager can organize various training
sessions and programmes for all workers. It is essential so that they can move in right direction
and can develop the required skills which are required in job. For example HR manager of
company can increase their presentation and selling skills through computer based training.
Through this they can have all information related to producing and selling of products in better
and effective manner. Thus some employees can develop good quality of products. While other
workers can develop their communication and other skills to sell necessary products to all
customers. Through this they can easily sell all products to customers in effective manner.
Hence customers purchase products through online applications and other sites. It results on
enhancing their productivity and profits.
Better working conditions: Company can give various choices to all employees
regarding their timings of working in job. This helps them in improving their performance. This
also helps in increasing productivity. For example John Lewis have gave choice to all workers so
that they can choose their timings according to their need and suitability. So this helps in
working in job according to their need. They can handle all activities in superior and better
manner. Hence process and methods can run successfully and smoothly. This not only in proves
the performance of all workers but it also leads to improving the quality of work. This helps in
increasing productivity of work. Hence firm can earn more revenues and can maintain good
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image in front all individuals employees and in market (Moutinho and Vargas-Sanchez, 2018).
Thus they can give strong competition to other firms.
Reward system: HR manager of John Lewis can organize different programmes in
which they can give different rewards to all employees. Through this they can increase their
motivation level of all employees and they can perform better (Schoorman, Mayer and Davis,
2016). For example John lewis has set objective to sell 80000 packets in 5 days. So all
employees gave their best and work with their full potential and skills. Thus some employees
have achieved their target and some have sell 90000 packets. So company has organized
programmes and the they are given holiday tours and other gifts by company. They are
recognized in front of all employees. So through this all employees also feel that they can
perform better and they have to work with full zeal. Hence they also try to achieve their targets.
This results in enhancing performance and it results in enhancing their revenues.
TASK 2
P.5 Importance of employee relations in influencing HRM decisions
Relationship between employer and employee are important so that HR can take
important decisions (Role of Managers in Employee Relationship, 2018). Importance of
employee relations in John Lewis are-
Solve issues: Manager solves all problems and grievances of all employees. This results
in creating strong relationship between employer and employee. Through this they can complete
their activities in time as they can discuss problems and other matters with employer. Hence HR
can take relevant decisions related to recruiting and selection of educated and talented workers.
They can take crucial decisions related to providing wages to all workers by taking advices from
employees. Hence through good relationship between employer and employee HR can take
important decisions.
Reduces stress: It reduces the stress of all employees as employer motivates and guides
all employees. If there is good relationship it reduces tension and workload among all employees
as they can also solve all issues with employer. Hence HR can take decisions such as selecting
qualified employees and related to providing compensation to all employees. They can also take
decisions to providing training. This is only possible through strong relationship between these
two. Thus firm can perform well and they can run smoothly. It leads to maintaining good image
in front of employees.
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Team work: If there is effective relationship among employer and employee then it leads
to creation of team. As employer guides all staff members and hence they work together to
achieve their goals (Shields and et. al., 2015). They can share their views with other and can
achieve goals in minimum time. Hence HR can take decisions related to recruitment and
selection, compensation to all workers. They can also take decisions related to solving
grievances of new employees. Hence through strong relationship between employer and
employee HR can take all decisions related to recruitment,training,problem solving etc. which
gives many benefits to firm (Sparrow and Makram, 2015).
Increases productivity: As manager properly supervises and guides all employees hence
they can perform better. Through their motivation workers can work with full potential and they
can complete all activities and task in proper time. Hence it helps in improving the quality of
work. Thus firm can increases their revenues. Through this firm can enhance their market share.
They can expand their operations easily in various countries. So HR can take relevant decisions
such as selecting of qualified employees,training to workers and providing adequate
compensation. Hence good employee relations are important so that HR can take relevant
decisions.
Reduces absenteeism: If employer continuously motivates and guide employee then it
reduces the absenteeism level of all employees. They can work work full zeal and with full skills.
They can achieve their goals in less time. Hence as a result firm can increase their quantity as
well enhance their quality of work. Thus HR can take decisions related to solving
grievances,providing training to all employees, selecting talented workers. They can also take
decisions related to providing of salary to staff members.
P.6 Key elements of employment legislation which can influence personnel decisions
Various employment legislations which can influence HR decisions in John Lewis are-
Equality act, 2010- In this law equal treatment is given to all employees and company
do not make discrimination among criteria such as gender,sex,disability,sex etc. Hence HR can
take decisions to recruit and select all employees and do not make discrimination among staff
members. It can organize training sessions and all motivational programmes for all workers so
that all get equal chance to enhance their capabilities and necessary skills. Through this they can
perform better and can give results.
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Employment rights act, 1996- In this law staff members get certain rights such as
unfair dismissal and redundancy. They get full salary and other conditions which are stated in
agreement at time of termination (Wilton, 2016). They get rights and compensation if they had
faced any accidents. They are also given certain wages if they are facing health problems. Wages
are also given at time when job is obsolete. Hence they get full rights when there are such
conditions.
National minimum wage act, 1998 – In this act workers get minimum wages per hour.
So HR can take decisions related to providing of minimum wages to all employees. Through this
they provide some wages per hour who have attained age of 21 years. Through this it can
increase their living standard and they are satisfied. They feel satisfied and can complete their
tasks very successfully (Wright, Guest and Paauwe, 2015).Hence it leads to improving
performance of firm through these decisions.
Living wage act: This act provides income related to basic facilities such as water,food
and clothing etc. There is a situation that HR manager can give salary for basic facilities.
Through this they can concentration on their work more properly and efficiently. They do not
have any stress related to food and clothes. So hence it gives benefit to employees.
P.7 Use of HRM practices in work related context
Various HRM practices can by used buy firm so that they can recruit and select more
efficient employees. Use of personnel practices in John Lewis are-
Job specification: It includes qualification,experience and areas of expertise
Job specification
Job title Accountant manager
Qualification  Graduation in accounts and finance
from U.K. University
 MBA from accountants and finance,HR
and marketing
Experience  Applicant had worked for minimum of
at least 5 years in finance company.
 Applicant has also worked as
accountant manager for at least 6 years
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in finance firm.
Area of expertise  Can manage operations and tasks.
 Can provide accurate financial data to
investors for rational decisions.
 Can create reports on daily basis.
Job description: It means designation,roles and functions are there.
Job description
Name of firm John Lewis
Job designation Accountant director
Location U.K.
Reporting Senior managers
Working hours 9:00 a.m. To 8:00 p.m.
Role and functions  Create strategies and methods to
manage transactions of company and
banks
 Can create reports in which financial
data is mentioned.
 Monitors that there are no excessive
losses in business.
Salary 300000000 pounds
Working facilities Good room which is not sophisticated with
proper AC facilities.
Curriculum Vitae: It is page in which qualification,personal skills are mentioned.
Curriculum Vitae
Name
Address
Contact no
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Career objective- I want to work in good finance company so that I can increase my abilities.
Qualification
 Degree in accounting
 Degree in computers course
 Degree in cost and management accounting
Personal skills
 Knowledge of managing transactions
 Can handle pressure
 Accurate in solving calculations
Interview: It is asked so that firm can select efficient staff member.
Interview questions
Q.1 What is your name?
Q.2 What is accounting?
Q.3 What are methods through which you can increase profits?
Q.4 How you manage yourself under stress and pressure?
Q.5 Tell me your experience related to accounting?
CONCLUSION
Human resource management is crucial to company. Objectives and functions of
personnel management so that firm can achieve goals. Effectiveness of key elements of humans
resource management in firm,internal and external factors which have impact in HRM decisions
and application of HR management Practices in work such as CV etc. to select employees
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REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford
University Press.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
InPolicy and practice in European human resource management(pp. 22-35). Routledge.
Brewster, C., Brookes, M. and Gollan, P. J., 2015. The institutional antecedents of the
assignment of HRM responsibilities to line managers.Human Resource
Management.54(4).pp.577-597.
Friedman, S. D., 2017. Succession systems in large corporations: Characteristics and correlates
of performance. In Leadership succession(pp. 15-38). Routledge.
Harrison, F. and Lock, D., 2017.Advanced project management: a structured approach.
Routledge.
Lu, K., Zhu, J. and Bao, H., 2015. High-performance human resource management and firm
performance: The mediating role of innovation in China.Industrial Management & Data
Systems.115(2). pp.353-382.
Marchington, M. and et. al., 2016.Human resource management at work. Kogan Page Publishers.
Mosakowski, E., 2017. Overcoming resource disadvantages in entrepreneurial firms: When less
is more.Strategic entrepreneurship: Creating a new mindset, pp.106-126.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018.Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Schoorman, F.D., Mayer, R.C. and Davis, J. H., 2016. Perspective: Empowerment in veterinary
clinics: the role of trust in delegation.Journal of Trust Research.6(1). pp.91-95.
Shields, J. and et. al., 2015.Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Sparrow, P. R. and Makram, H., 2015. What is the value of talent management? Building value-
driven processes within a talent management architecture.Human resource management
review.25(3). pp.249-263.
Wilton, N., 2016.An introduction to human resource management. Sage.
Wright, P. M., Guest, D. and Paauwe, J., 2015. Off the mark: Response to Kaufman's evolution
of strategic HRM.Human Resource Management.54(3). pp.409-415.
Online
Role of Managers in Employee Relationship. 2018. [Online]. Available
<https://www.managementstudyguide.com/role-of-hr-in-employee-relationship.htm>
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