Human Resource Management Assignment : J.P Morgan

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1...........................................................................................................................................1
P1 Purpose and function of human resource management.....................................................1
P2 Strengths and weakness of different approaches of recruitment and selection.................3
TASK 2............................................................................................................................................5
P3 Benefits of HRM of employer and employee...................................................................5
P4 Evaluation on effectiveness of several HRM practices.....................................................7
TASK 3............................................................................................................................................8
P5 Importance of employee relations in influencing decision making..................................8
P6. Key elements of employment legislations and its impact on decision making................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices........................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
Human resource management can be considered as an effective strategic approach which
may aid organisations in managing their staff members. With the help of this, company can gain
many competitive advantages at marketplace of United Kingdom. HR department within a
company is planned to enhance performance level of employees. It is responsibility of HR
manager to take initiatives so that proper benefits can easily be gained right on time.
Organisation that has been taken under this assessment i.e. J.P Morgan . It was found in 1854
and is a banking firm which is providing financial services to their customer across the world.
Report is going to include various things like functions and purpose of HRM (Alfes and et. al,
2013). On the other hand, methods of recruitment process and their strengths and weakness are
also going to be enclosed under this assignment. Apart from this, assignment will also put light
on employment relations as per today's business environment which can put impact on running
business in successful manner. It is required for enterprises to understand the concept of effective
HRM strategies through which company can hit their targets right on time.
TASK 1
P1 Purpose and function of human resource management
Human resource management refers to the process of selecting employees, conducting
induction and orientation program for new joined employees, providing training and
development session, motivating, building proper relation between organisation and employees,
and many other other activities for welfare of employees as well as organisation. In other words
human resource management is defined as managing employees of an organisation in effective
manner. It is the responsibility of HR manager to improve the work efficiency of employee by
proving safe and secure working environment ( Bacon and Voss, 2012). Main purpose of HR
manager is to make recruitment process effective which helps the organisation in hiring skilled
manpower that will perform their job responsibility effective and efficient manner.
Functions of HRM performed by J.P Morgan are evaluated as below:
Recruitment and planning of workforce: This term refers to the activity of getting pool
of applicant with the purpose of selecting only skilled one. HR manager of J.P Morgan is
conducting various recruitment programs in order to get maximum number of applicants which
will help organisation in hiring talented employee to perform effective operational objectives. It
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will impact in positive manner on J.P Morgan as it recruiting and selecting skilled employees is
considered as the beneficial resource for this organisation. This will result in achieving
organisational goals and objectives in less time.
Training and development: Another function of HR manager is to conduct training
session for the employees to develop their skills. It is one among the essential functions of
manager as it improves skills and work efficiency of employees which leads to provide positive
outcome in terms of productivity as well as creativity (Brewster and Hegewisch, 2017).
Development of the employees is long term beneficial for J.P Morgan to achieve their
organisational goals. Employees with developed skills will perform in effective manner and
attain the business goals of the J.P Morgan is effective way. This will improve the brand value of
the organisation as its employees are using creativeness in attracting customers.
Compensation and benefits: An organisation provides benefits and compensation in
order to achieve its goal and objective. It is important for the every organisation to retain their
employees for long term to make organisational working manner smooth and easier. HR
manager of the J.P Morgan provides various benefits such as increase in vacation, medical
insurance, flexibility in working hours, maternal and paternal leave and also provides extra
benefit for children's education reimbursement etc. to its employees for increasing their
satisfaction level. Providing compensation and benefits is helpful for J.P Morgan as it will
motivate employee to perform given responsibility. In addition to this, it will also reduces
employees turnover of organisation.
Nature of strategic HRM
Strategy means complete plan for future to compete external environment in order to
achieve companies goals and objectives. Here, Strategic HRM means the process of making
strategies, implementation and evaluation of these activities with the motive of analysing its
effectiveness. It guides HR manager to develop their working practices, programs and make
policies which support in achieving organisational goals. Nature of the strategic HRM involves
further evaluated points:
 Strategic HRM includes policies and strategy made by HR manager in order to achieve
organisation objectives.
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 Strategic HRM of organisation involves system, work performance of employees which
is reflected in the and development and management of organisational manpower
(Daley, 2012).
 It involves strategic requirement of the firm for business growth and development.
 Formulated strategies works as the guideline for the HR manager and employees to
improve their work efficiency.
Various practices of HRM of J.P Morgan are evaluated as below:
Hard HRM: Under this practice, employees of J.P Morgan are treated as important
resources and equipment to perform business activities in order to achieve organisational goals
and objectives. Planning of manpower is done for short term. Employees are paid as per their
skills and productivity. Manager is less interested in communicating with its employees
regarding their problems and issues. This HRM practice comes under autocratic leadership style.
This approach supports the manager in quick decision making process.
Soft HRM: This approach gives more priority to its employees and treats them as the
valuable and essential asset of the organisation which helps the form in achieving their business
goal in effective and efficient manner to the purpose of business growth (DeNisi, Wilson and
Biteman, 2014). In this, motive of the manager is to retain employees to work with the same
organisation for long duration to improve their work efficiency and also reduce efforts of HR
department by less recruitment programs. Its beneficial for HR department as it supports them in
making the procedure of recruitment and selection more effective.
From the above mentioned HRM practices J.P Morgan is using Soft HRM practice as it
emphasize on treating employees as the valuable asset. Soft HRM practices builds positive
realtion between HR manager of this organisation and employees which motivates them to work
with the form for long run. Soft HRM practice will enhance the employees performance which
will lead to increase effectiveness.
P2 Strengths and weakness of different approaches of recruitment and selection
Recruitment refers to short listing candidates from pool of applicants and select right
candidate for the suitable position at workplace. It is one among the essential function of the
HRM as it is necessary for the HR manager to implement recruitment process in effective
manner. In context to J.P Morgan , recruitment is helpful for the company as it provides skilled
manpower that is required to achieve organisational goals and objective. In order to execute
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requirement process J.P Morgan can opt two approaches to hire applicant as per the
acquirement. These approaches are evaluated as follows:
Internal approach of recruitment: In this approach applicant of the required position are
chosen from the existing employees only. Currently working employees are getting opportunity
to apply for the higher vacancy of job position in organisation is termed as internal approach of
recruitment. For opting this approach manager of J.P Morgan have examine skills and working
capability of its employees in order to recruit appropriate employee (Farndale and Kelliher,
2013). Strength and weakness of internal approach of recruitment are described as below:
Strengths: First and foremost strength of this approach is that it saves the time and cost
of J.P Morgan . As it provides promotion to its existing employees which motivates them to
work effectively. It also creates positive working environment as the old staff is more
comfortable with the surrounding and perform their new job responsibility effectively.
Weakness: Internal approach is not giving opportunity to candidates outside the
organisation. It also de-motivates the existing workforce for not qualifying the promotion criteria
which results in low productivity in their current job responsibility. This also creates
complication for the manager to choose the right candidate.
External approach of recruitment: Under this approach, J.P Morgan can invite candidates
from the outside in order to fulfil the vacancy (Gelens and et. al., 2013). This approach is more
beneficial for the organisation compared to internal approach of recruitment as it provides new
employees with high skills, innovation and creativity which helps the organisation to achieve
their preset goal faster. It includes various methods like Job portals, campus placement,
recruitment agencies and other online process. Among these methods, mangers of JP Morgan use
e-recruitment process for hiring new candidates. E-recruitment process is helpful for the J.P
Morgan as it provides pool of applicants to the firm which are further selected by screening and
online interview process.
Strengths: This approach invites innovation in the organisation that enhances
productivity of the organisation. New candidates have modified skills that saves the training cost
of the organisation. Creativity in work will results in manufacturing of creative product and it
will also attract more number of customers towards the organisation.
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Weakness: It is expensive and time consuming approach for the organisation as it recruits
the new employees who will take time to get familiar with the working culture. This will reduce
the initial productivity of the company.
Selection: It is the process of finalizing the candidates from the qualified applicants of
recruitment. This process is the next step of recruitment in which manager takes the final
decision of selecting candidate for specific job position. Approaches of selection are discussed as
below:
Systematic: In this approach, it is the responsibility of the recruiter to follow each and every step
of the procedure in taking final decision in selection. Manager have to examine skills of the
every candidate to choose better one with effective skills. Systematic approach is much effective
approach of selection with more effective and efficient outcome in terms of productivity.
Unsystematic: This approach does not follow any procedure of the selecting. In this, recruiter is
choosing a CV randomly from the bundle of CVs and follows his own process of comparing the
skills of the candidate with the vacant position and required skills (Gill and Meyer, 2011).
Candidate who qualify the managers criteria is selected for the job. This approach ignores the
bulk of options which they have received in the form of applicants.
Henceforth, manager of the J.P Morgan is opting external approach of recruitment in
recruiting process as it provides opportunity to external applicants who have high skills and
ability to work with innovation for the purpose of organisational growth. On other hand, for the
selection process manager of this company is choosing systematic approach. Systematic
approach is more beneficial for the organisation as it provides more number of employees by
evaluating each and every CV of the applicants for getting right employee at right position.
TASK 2
P3 Benefits of HRM of employer and employee
In an organisation, HRM involves several practices to improve its performance. Manager
of J.P Morgan have to emphasize on beneficial outcome of the organisation in terms of
employees, profitability and organisation (Hwang and Ng, 2013). Human resource practices
helps the organisation to retain its employees at marketplace. For this, HR manager of this
organisation is conducting several training and development programs in order to improve skills
of its employees to raise their work efficiency. These sessions provides opportunity to the
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employees to develop their skills which are beneficial for them in personable as well as
professional work. Employees of J.P Morgan are works not only for fulfilling their monetary
needs but human resource practices of this bank attracts them to work here with motive of
improving skills and developing their career growth. There are various HRM practices
performed by the J.P Morgan bank but major practices of HRM are evaluated as below:
Monitoring and managing employees performance: It is responsibility of manager of
J.P Morgan bank to monitor and evaluate performance of the employees on regular basis to
calculate their work efficiency. For this, manager have opted application of performance
management system to analyse their performance in terms of the productivity. After analysing
the performance of employees it is easier for the manager to know required skill to improve work
efficiency of the employee (Hendry, 2012). This supports him in conducting training and
development sessions improve skills and generate high productivity from employees
performance.
Reward system: This system ensures that every individual is motivated with the
monetary benefits which he receives from the organisation. Manager of J.P Morgan have made
several parameter's to major performance of employees and whenever the employee is working
more than that criteria he is rewarded with monetary benefits. Rewards have positive impact on
the employees performance.
Human resource practices provides benefits to the both employers as well as employees and
these are discussed below:
Benefits to employees Benefits to employers
 HRM practices provides various
training session to its employees with
the motive of improving their work
performance. This helps the employees
in proving their customer servicing
skills and these developed skilled are
beneficial for them in future in order to
grab opportunities (Knowles, Holton III
and Swanson, 2014).
 HRM practices are beneficial for the
 HRM practices also includes employee
retention which helps the manager in
creating comfortable working
environment for the employees. Its
easier for the HR manager to deal with
the old staff in terms of increasing their
productivity. New employees are
consuming more time in understanding
working culture of the company as well
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employees as it provides positive and
appropriate working environment at
workplace. HR Manager of J.P Morgan
bank ensures that each and every
employee should get equal and fair
wages as per their works performance
which motivates them.
 These HRM practices also ensures that
every employee of J.P Morgan gets
equal opportunities which helps the
employees in maintaining good relation
among whole working staff. It usually
develops interpersonal relation among
the employees and decreases conflicts
between them.
as HR manager of J.P Morgan bank.
 Effective HRM practices provides high
level of satisfaction to its employee
which results in reducing absenteeism
and also improves effectiveness if their
work in less time. This helps the
employer in achieving organisational
goal in less time with effective work
efficiency (Marchington and et. al.,
2016).
 HRM practices also supports manager
of J.P Morgan bank in taking quick
and correct decision for the company.
Its easier to take decision as the
manager knows all the activities and
work performance of the employees of
every department. This supports is
taking right decision which is beneficial
for the employee as well as
organisation.
P4 Evaluation on effectiveness of several HRM practices
Concept of HRM is based on management of employee's work performance and their
decision making of employer at workplace. It is the responsibility of the manager to take right
decision in less time without doing any partiality to contribute towards business growth of the
organisation. In order to improve work efficiency of the employees HR manager organises
various training and development program which is the basic requirement of business operation
and increase productivity and profit (Nabrzyski, Schopf and Weglarz, 2012).
Main objective of HRM practices is to generate maximum profit from the skills and
performance of the employees. HRM practices also provides many opportunities to its
employees by giving them option of flexible working hours according to employees needs and
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requirement. For evaluating effectiveness of HRM practices, manager of J.P Morgan banks is
considering the following points:
Performance management: For monitoring performance of the employees, manager of
J.P Morgan bank is using performance management system which evaluates quality, cost, time
and quantity. This helps the manager to know about the highest productive employee. It helps the
manager in employees appraisal and also provides feedback to the employees about their
performance. Performance management system also identifies the requirement of the training to
develop the skills of the employees.
Career planning: This term refers to systematically individuals capabilities and career
goals with the opportunities in order to fulfil them. In context to J.P Morgan bank, its manager is
making is active planning policy for the employees for their career development. This will
encourage employees and improves work efficiency which will directly contributes in better
financial performance of banks.
Employee relation: Human resource manager of J.P Morgan bank is emphasizing on
building good interpersonal relationship among the employees (Nyberg and et. al., 2014). For
this they assigns works in team to build their team spirit which will develop mutual trust between
them. HR manager also involves employees in decision making process in order to build their
relationship and take right decision. Improved interpersonal relationship of employees
contributes this bank in increasing their financial performance.
Rewards and Recognition: Rewards works as the essential mode of motivation for the
employees as it fulfils their monetary needs and encourage perform well. For this, manager of
J.P Morgan banks is monitoring the performance of the employees and provides rewards to them
them on the basis of their work efficiency. This bank are made their own parameters for the
employees according to their job role. And provides rewards to the individuals who crosses these
parameters.
Recruitment and selection: Manager of J.P Morgan bank opts external approach for
recruitment as it invites innovation in the bank (Pierce and Aguinis , 2013). New employees have
already modified skill which helps the organisation in business operations. Fresh candidates also
supports the organisation with their creative and attractive ideas for achieving preset goal quicker
and makes opens new dimensions for business expansion.
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Training and development: J.P Morgan banks believes in conducting training and
development session to improve the skills of the existing employees. To know the requirement of
the skills, manager of this bank monitors the performance of employees which helps in
evaluating quality work performed by each worker. It also supports the manager in knowing
obstacles and barrier which reduces effectiveness of their performance in order to avoid this
situation manager conducts training sessions and develops the skills of workers. These training
session are helpful for employees as well as employer as it increases work efficiency of
employees and supports employer in achieving their preset goal for business expansion.
TASK 3
P5 Importance of employee relations in influencing decision making
It is being analysed that, staff members can be considered as one of a kind asset for a
business firms that helps in enhancing both productivity and profitability. Therefore, it is
required for business firms to have good employees relations at workplace. With the help of this,
it can be said that business organisations can easily hit their targets. On the other hand, it is
responsibility of HR managers to keep on looking into performance of employees and see that if
they are going through with some issues or not (Ployhart and et. al., 2014). If yes, then it is their
duty to make effective decisions so that proper problems can be resolved right on time. Because
companies in modern scenario knows that less motivated employee won't perform well and this
can put bad impact on their profitability. Training and worker involvement programmes is one of
kind strategy that has been adopted by J.P Morgan Bank in order to keep up the project in much
effective and efficient manner.
P6. Key elements of employment legislations and its impact on decision making
Employment legislation is being considered as a legislative assembly which helps in
protecting employment of a country. It has been analysed that government of United Kingdom
has made ample number of rules and regulations for business firms so that employees or
employer both do not get into problems. In previous years, it can be said that employers used to
make discriminations among staff members. They judge staff members as per their colour, age,
religion and many other things and used to assign them tasks accordingly. This brought up many
conflicts in between staff members and employers (Renwick, Redman and Maguire, 2013).
When HR department was introduced in business world, they pulled out many issues in front of
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government of united kingdom. This influenced governmental bodies to develop appropriate
policies, rules and regulations as per the requirements so that relation among employer and
employees can stay healthy. It can be said that J.P Morgan Bank needs to follow every single
rule of employment legislations that has been made by different countries in which they are
providing their financial services. Some of legislations that are related to employment are given
below: Anti-discrimination Act, 1975: This act was made to bring equality among employees of
business organisations. As per this law, employees should not get judge as per colour,
race, religion, culture and gender. This has helped both employees and companies in
enhancing their productivity because every individual in organisation started getting
equal opportunities which helped them in getting motivated. This has also impacted
positively on economic conditions of United Kingdom because women also got same
opportunities which were for men in business firms in previously years. Diversity Act, 1970: This act which was made by governmental bodies in order to reduce
all the differences among employees within an organisation. It is being found that there
are various behaviours like education, parental status and geographical location which
can be considered as major things which can put impact in present context (Sparrow,
2013). On the other hand, managing diversity can be helpful for business firms when it
comes to deliver satisfactory services to customers. Data protection Act, 2018: This type of act which has been introduced by government of
united kingdom, ensures that personal information can only be used for legal purpose.
Act controls that how personal data can be used by companies or by governmental
agencies. On the other hand, it is also required for employees to keep the data secured
through which many benefits can easily be gained right on time. Equality Act, 2010: This act is new version of Equal Pay Act, 1970. In this act, it can be
said that employer needs to give equal opportunities to employees and to do not
discriminate. With the help of this, companies have started improvising their both
productivity and profitability because it boosted up the morale amongst employees
where they felt motivated and started hitting their own targets in specific or given time of
period ( Storey, 2014).
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 Health and safety Act, 1974: Depending on this law which was made by government of
united kingdom in the year of 1974 where employer stays liable to provide both health
along with safety employees at workplace. It is being found that J.P Morgan keeps their
focus on this because they knows well that, workers in safe environment can perform
really very well.
Henceforth, the above discussed legislations which are related to workplace, needs to be
followed by J.P Morgan so that they do not face any issues. With the help of this, J.P Morgan
can easily do business in a legalised manner. Malfunctioning into this, may lead J.P Morgan to
face many legal charges from government of United Kingdom.
TASK 4
P7 Application of HRM practices
Job Specification
Job Details
Post: Nurse
Department: Medical
Job Purpose
 Provide safe and effective patient care using professional knowledge
 Follow policies and protocols
 Practise according to guideline of the hospital.
Roles and Responsibilities
 Implement policies, regulations and procedures with patients and public
 Design duties, train and instruct medical students.
 Maintain records of patient for emergency case.
 Maintain professional and good relation with employer
 Evaluate work performance of Junior nursing staff
Interview Questions:
 What is your biggest achievement in life?
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 What are your strengths?
 How much you scored in Graduation?
 What are your expectation from our company?
 Why you have resigned your previous company?
CV:
Curriculum Vitae
General information:
Name: Emma Watson
Father's name: John Watson
Mother's name: Shiya Watson
E-mail id: [e-mail]
Contact no:6545475127
Objective:
To work with the organisation where I can provide appropriate outcome of my skills and use it
for the purpose of organisational growth and satisfy my personal and professional needs.
Qualification:
BA honours in Journalism.
Masters in management
Graduate in arts
Experience:
14 years of experience of Assistant photographer at Anybiz from June 1998 to august 2012.
Skills:
Certificate of technical safety
Effective management skills
Team player
Street photographer
Person specification
Particulars Essential criteria Desirable criteria
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Personal characteristics Punctual
Confident
Ability to work in team
Qualification Cooking qualification Qualification in proper food
representation and hygiene.
Experience Worked under pressure
Provided best services to
clients.
Specialised in various type of
dishes
Three years working
experience of 3 star hotel.
Skills Attentive towards instruction Entrepreneurial skills
CONCLUSION
It can be concluded from the above mentioned report that HRM practices helps in
managing the work efficiency of employees at work place. It also develops the relationship
between employer and employee for the effective business operation. Manager of J.P Morgan
bank adopts internal approach of recruitment for hiring new employees and conducts training
and development programs for already existing workers. New employees are beneficial in terms
of innovative and creative skills where old employees are considered as the valuable asset as
they are loyal towards the bank. Several acts of employment legislation are considered by HR
manager while making compensation packages of employees. Appropriate execution of HRM
practice is beneficial for the employer and employees.
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REFERENCES
Books & Journals
Alfes, K., and et. al, 2013. The link between perceived human resource management practices,
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approach to performance improvement. Nicholas Brealey Publishing.
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Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
DeNisi, A. S., Wilson, M. S. and Biteman, J., 2014. Research and practice in HRM: A historical
perspective. Human Resource Management Review. 24(3). pp.219-231.
Farndale, E. and Kelliher, C., 2013. Implementing performance appraisal: Exploring the
employee experience. Human Resource Management. 52(6). pp.879-897.
Gelens, K. and et. al., 2013. The role of perceived organizational justice in shaping the outcomes
of talent management: A research agenda. Human Resource Management Review. 23(4).
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Gill, C. and Meyer, D., 2011. The role and impact of HRM policy. International Journal of
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Hwang, B. G. and Ng, W. J., 2013. Project management knowledge and skills for green
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Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Nabrzyski, J., Schopf, J. M. and Weglarz, J. eds., 2012. Grid resource management: state of the
art and future trends (Vol. 64). Springer Science & Business Media.
Nyberg. C. and et. al., 2014. Resource-based perspectives on unit-level human capital: A review
and integration. Journal of Management. 40(1). pp.316-346.
Pierce, J. R. and Aguinis, H., 2013. The too-much-of-a-good-thing effect in management.
Journal of Management. 39(2). pp.313-338.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.114.
Sparrow, P., 2013. Strategic HRM and employee engagement. Employee engagement in theory
and practice, pp.99-115.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Wickramasinghe, V. and Gamage, A., 2011. High-involvement work practices, quality results,
and the role of HR function: an exploratory study of manufacturing firms in Sri Lanka.
The TQM Journal. 23(5). pp.516-530.
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Online
Difference Between On-the-job and Off-the-job training, 2018. [Online]. Available through:
<https://keydifferences.com/difference-between-on-the-job-and-off-the-job-
training.html>./
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