Human Resource Management: Key Objectives and Functions

The provided document is a summary of human resource management's vital role in an organization. It highlights the coordination between departments, hiring skilled employees, training for productivity, managing employee performance, appraising them, and providing employment legislation like health and safety. The HR management major focus is on establishing engagement and relation with employees and preventing conflict, ultimately helping achieve organizational goals.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Overview of Aviva..................................................................................................................1
2. Purpose and key roles and responsibilities of HR function....................................................2
3. Evaluate workforce planing, recruitment and selection, development and training and
performance management and reward system:...........................................................................3
4. Importance of employee relation in respect to influencing HRM decision making...............5
5. employment legislation with organisation must work............................................................5
Task 2 ..............................................................................................................................................6
1. Job specification of Assistant Human Resource Manager in Aviva plc.................................6
2. CV for the post of human resource assistant...........................................................................8
3. Prepare notes for interview and selection criteria...................................................................9
Q.1. Tell me about yorself?.........................................................................................................9
4. Job offer letter :.....................................................................................................................10
5. Process of recruitment...........................................................................................................10
6. Evaluation of recruitment process and rationale for conducting appropriate HR practices..12
Conclusion.....................................................................................................................................13
References......................................................................................................................................13

INTRODUCTION
Human resource management is a department in an organization who makes strategic
plan for efficient working in an organization. Its mainly work of recruiting, selecting candidates.
They give training, reward etc for motivate and promote candidates. It major focus on meet
objective of organisation. Aviva plc is a insurance company. It is located in United kingdom. It
provide many services like investment and insurance related services. This report will cover
purpose, roles and responsibility of HR functions. It will also cover different approaches like
recruitment and selection, training and development and performance m,anagement and reward
system. It also include employment legislation(Bailey, 2017).
TASK 1
1. Overview of Aviva
Aviva public limited company a financial service industry which was founded in year
2000 and mainly deals in life insurance, pension, long term savings products, general insurance
and fund management services. Aviva is a British multinational insurance company which is
headquartered in St. Helen's London, United Kingdom. Aviva plc is one of the leading company
which serves 33 million customers in 16 countries and mainly focus on five markets which are
Europe, Asia, China, South East Asia and Canada.
Organizational structure of Aviva
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There are several departmental structure in Aviva plc to coordinate their business activities
effectively to increase higher market share and achieve goals and objectives of the organization.
2. Purpose and key roles and responsibilities of HR function.
Human resource management department are a heart of an organization who make
strategic policies and decisions keeping in mind the goals and objectives of Aviva plc. Human
resource management main purpose is to maintain a healthy and positive workplace environment
where employers and employee can work productively and efficiently(Chaudhary, 2017). The
main functions of HR are:
Recruitment and Selection: The most important responsibility of HR is to identify vacancy and
make a strategic plan to attract large number of people and stimulate them to apply for the job
vacancy. Human resource management main purpose is to select candidates from pool of people
who best fit the job. It aims at hiring those candidates who have optimum amount of skills and
knowledge to perform particular task effectively and efficiently which helps in development and
growth of the company.
Role and responsibilities of HR is recruit skilled candidates according to position. That
responsibilities of review application, shortlisting and selecting right candidates for right job for
achieve organisational goals.
2

Training and Development: Human resource department mainly focus on giving proper
training to employees of Aviva plc which helps them improvise their skills and working
capability of individual. This boost up the confidence and motivation of employees to perform
the task efficiently. The main purpose behind this function is to professionally develop their skill
and learning which can be implemented at workplace to increase operational efficiency.
Roles and responsibilities of
HR of Aviva plc is give proper training to existing and new employees. Their responsibilities is
improve skills and efficiency of employees. Its helpful in learn changing environment.
Performance appraisal: Human resource management key role is to create a healthy
competitive environment by rewarding employees for the work performed by them which
motivates individuals to perform better which increases productivity at workplace and help
achieve organizational objective(Cingano, 2015.).
Its very important responsibility of HR because they make structure of
payment and they make changes payment structure time to time for motivate workers and
employees do work in efficient and effective manner. Through this Aviva plc improve and
promote their employees.
3. Evaluate workforce planing, recruitment and selection, development and training and
performance management and reward system:
Assessment of workforce planing – It is very important approach in Aviva plc because it sales
different types of product like insurance and investment product provide to people so it has need
skilled workforce for increase their sales of products. Skilled and efficient workforce increase
their sales and profitability of organisation and maintain balance between demand and supply of
product. So it plan for efficient workforce for complete their predetermined goals.
Strength:
 its necessary for HR to look staff for future.
 And also identify talent of workforce.
Weakness:
 lack of employee mentoring programme.
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 Its consume more time.
 Assessment of recruitment and selection – this approach is very important for Aviva
plc because it hire skilled and efficient workers for complete particular task and meet
objective of organisation. Organisation take this approach as important because
competition increasing day by day so for beat to competition it is necessary approach for
Aviva plc(Shields, 2015).
Strength:
 its helpful in connect with qualified and skilled workers.
 And also helps in evaluate accurate qualification.
Weakness:
 its consume more cost.
 Chance of hire unskilled employees.
Assessment of training and development – it includes that after hiring process training is so
much important for improve skills of workers(Kianto, Vanhala and Heilmann, 2016). Aviva plc
provide training for new and existing employees because its main purpose that handle any issues
and work efficiently. It is a vital part of HR and its helps in increasing productivity and
profitability.
Strength:
 reduce supervision.
 Create profitability and productivity.
Weakness:
 consume more cost.
Assessment of performance management and reward system – it means that HR evaluate
performance of employees and then conduct appraisal process. In this process they promote
employees and give reward for improve their work and motivate them. Through this employees
work efficiently and effective manner.
Strength:
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 motivate to employees.
 Promote to them.
Weakness:
 create conflicts related to reward system.
 Increase risk of competition in organisation.
4. Importance of employee relation in respect to influencing HRM decision making.
Aviva plc aims at adopting flexible workplace for employees in the organization to
increase productivity at work. Flexible work practices adopted by Aviva plc is compressed
working hours, vacation, job sharing, shift swapping, work from home which develops a sense of
commitment in the organization and reduces employee turnover rate. This helps retaining
prospective employees in the organization who aims to achieve organizational objective
effectively. Flexible working practices reduces stress, tiredness and absenteeism of employees,
which eventually increases the productivity of the organization and operational
efficiency(Obeidat, 2016).
Human resource is the heart of an organization who work together to achieve
organizational goal. HRM aims at building employer and employee relationship in the
organization for healthy and positive workforce. Employees relation plays a key role in making
strategy to achieve goals of the organization which enhances employee engagement at Aviva plc
and increases productivity. This helps HR in resolving conflicts at workplace and increases
morale and satisfaction among employees. HR implements various strategy and policies at
workplace for increased performance and to resolve grievance by finding necessary solution to
the problem. Effective HR decisions regarding maintaining work life balance, excessive
workload, appraisal, working environment helps increase operational efficiency and achieve
goal of organization(Sundstrom, 2016.).
5. employment legislation with organisation must work.
Unfair dismissal act (1977) – this act is follow by Aviva plc because its protect to employees
from unfair dismissal and termination like family reasons and pregnancy etc. organisation has
only right for dismissal and terminate against fair and legal reason like capabilities and
qualification etc. this act is necessary for create stability and meet objective of Aviva plc.
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Health and safety law (1974) – it is very important for Aviva in achieve organisation goal
because organisation provide health and safety facility to employees. And reduce risk and injury
from workplace. So through this act employees motivate and attract. And increase productivity
and profit of their company(Pani, 2015.).
Equality law(2010) - Aviva always follow this law for give equal rights to individuals. It also
protect from unfair discrimination like age, gender and religion. So employees of Aviva always
feel belongingness in workplace because they follow this act and it prevent and detect
discrimination. It helps in increase productivity of Aviva plc.
Task 2
1. Job specification of Assistant Human Resource Manager in Aviva plc.
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Job Title Human resource assistant
Reports to Head of human resource department
Roles & Responsibilities Recruitment, Training, appraisal, healthy work environment,
strategic decision making.
Qualification High school, Graduation, Post graduation
Title of the job Human resource assistant
Date: 1/03/2019
Qualification required Essential Desirable Met
High school
Graduation: Bachelor's
degree in business
administration,
commerce and
management .
Post- graduation: MBA ,
MHRM, PGDM.
Specialization in
computer software and
skillful in Microsoft
office and data entry.
Yes
Yes
Need of Experience
Minimum 1 year of
training or job
experience.
Yes
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Personal characteristics
& conduct
Fluency in
communication.
Skillful in keeping
confidential information.
Problem solving skills
and analytical thinking
capability.
Cooperative and multi-
tasker.
Good negotiator.
Yes
Yes
Roles and
Responsibilities
Maintaining and
compiling employee
records regarding
leave, payroll, etc.
Recruiting and selecting
prospective employees
for organization.
Proper training and
development session
for employees.
Mailing and scheduling
appointments.
Ensuring healthy
working environment.
Yes
Yes
2. CV for the post of human resource assistant
Tittle of job : Human resource assistant
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Date : 01/03/2019
Objective To make career with my master's degree in HR I want to
adopt and improve knowledge with day to day work.
Education  Pass out high school
 Graduation with commerce (B.com)
 Master's in HR (MBA)
Skills and qualities  Effective and fluent communication skills (English &
Hindi)
 knowledge in microsoft excel and office.
 Researching and resource skills.
 Flexible as per situation.
 Easy taker of multitask.
Experience 3 years of experience in HR field.
Hobbies  Long drive
 Travelling
 read novels
Achievements  Employee of the year in previous organisation.
 Gold medalist in volleyball.
 Get certificate from school in drama.
3. Prepare notes for interview and selection criteria.
Job related interview question:
Q.1. Tell me about yorself?
Q.2. How to you motivate employees and what criteria use for this?
Q.3. How to increase customers for Aviva plc and attract them ?
Q.4. What are the function of HR in Aviva?
Q.5. What plan make by you for achieve organisational goal?
Selection criteria:
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Selection criteria used for hire more capable and qualified persons For hire. Aviva plc always
follow different type of following criteria:
 Individual should has multitasking because if one or more task come so it not blame
other.
 Candidate should well qualified and knowledgable for right position.
 He/she also has communication skills for attract peoples.
 Candidate has complete HR knowledge and also knowledge about organisation.
 HR assistant should has past job experience and know about training for improve other
workers.
 Candidate also has to knowledge about team work.
 Assistant should has to quality of problem solving.
4. Job offer letter :
Mr. Thomas,
18, George town
united kingdom
Dear Thomas
Aviva plc has been selected to you and offer the job in human resource department on the
assistant post. Your resume evaluate by our team and we analyse that your skills and your
efficiency is beneficial and profitable for our organisation. So your joining date is 5th march
2019 and your gross annual income is 30000 pound per year. Aviva also give other benefits like
medical, insurance etc. all these conditions, facilities and salary will be enclosed in attached
documents. And your official timing will be 10:00 am to 7:00 pm. If you accept this offer letter
so please do onboard process.
Regards,
George
director of human resource
Aviva plc
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5. Process of recruitment.
Recruitment is a process of attracting large candidates of people for the job vacancy in the
organization. Human resource management of Aviva plc aims at analysing and identifying job
vacancy in the organization. It aims to attract prospective candidates who has the ability, skill
and knowledge to perform a particular task efficiently(Piore, 2017). Following steps are included
in recruitment:
11 Recruitment Planning: The first step towards recruitment process is to analyse and
identify the job vacancy in the organization. Human resource management make
comprehensive planning regarding the type of candidates to be contacted according to the
job specification and description. They outline the key roles and responsibilities,
qualification, personal characteristics, skills, experience, date of joining, salary,
designation, etc(Szczepańska-Woszczyna, 2015).
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Illustration 1: Recruitment process
(Source:Recruitment Process, 2019)

11 Strategy Development: The second step towards recruitment process is to adopt a
strategy plan which will help attract large number of prospective candidates who has the
skill, knowledge and ability to perform a particular task at job which increases
operational efficiency. HR takes strategic decisions regarding the method of recruitment,
source of recruitment, geographical area coverage are to be taken in consideration while
implementing strategy development.11 Searching: After successfully preparing the strategy plan the search for candidates starts
where large number of employees are attracted to apply for the job vacancy. There are
two source of recruitment which helps select right candidate for the job. Internal source
of recruitment means selecting candidates from within the organization through
promotion, transfer, employee referrals, etc. external source of recruitment means
selecting candidates from outside the organization through campus recruitment, direct
interview, advertisement, etc.11 Screening: It is the key step of recruitment process where candidates are shortlisted for
interview according to the capability and skills. This step aims at eliminating those
candidates who are not qualified for the job.11 Evaluation and control: This is the last step of recruitment process where cost is
evaluated like advertisement cost, administrative expense, time spent,etc.
6. Evaluation of recruitment process and rationale for conducting appropriate HR practices.11 Recruitment is a core practice performed by human resource management of
Aviva plc which helps in identifying and analysing job vacancy in the organization. HR
aims at evaluation the need for the job and make job specification and description to
attract large candidates for the job vacancy who have the desired skill and capability to
perform a particular task.11 Aviva plc aims at selecting candidates through both the sources. Internal source of
recruitment like promotion, transfer do not let new blood enter into the organization who
have better skill and knowledge. Internal recruitment is cost effective and less time
consuming process to fulfil the vacancy. External source of recruitment is very time
consuming and costly process which includes campus recruitment, advertisement, direct
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interview, etc. which attract large pool of candidates who have desired potential and
skills to perform effectively at job(Vickerstaff, Phillipson, and Loretto, 2015.).11 Recruitment is a process of attracting potential candidates for the job and
retaining them to increase productivity and efficiency in the organization. HR aims at
making strategic plan and process to attract prospective candidates who help achieve
organizational goal and objective and subsequently increase profitability of the company.
Conclusion
From above study it has been summarized that human resource management plays vital
role in an organisation. It works of coordination between all department. It main objective is hire
skilled, experienced and knowledgeable candidate that they work efficiently and give training to
employees for increase productivity and profitability. They also manage performance of
employees of organisation and appraise them and provide employment legislation like health and
safety, equality etc for motivate and reduce labour turnover. HR management major focus on
establish engagement and relation of employees and prevent conflict. It overall helpful in achieve
organisational goals and meet objectives.
References
Bailey, C., et., al. 2017. The meaning, antecedents and outcomes of employee engagement: A
narrative synthesis. International Journal of Management Reviews. 19(1). pp.31-53.
Chaudhary, R. 2017. Corporate social responsibility and employee engagement: can CSR help in
redressing the engagement gap?. Social Responsibility Journal. 13(2). pp.323-338.
Cingano, F., et., al. 2015. Employment protection legislation, capital investment and access to
credit: evidence from Italy. The Economic Journal. 126(595). pp.1798-1822.
Kianto, A., Vanhala, M. and Heilmann, P. 2016. The impact of knowledge management on job
satisfaction. Journal of Knowledge Management. 20(4). pp.621-636.
Obeidat, S.M. 2016. The link between e-HRM use and HRM effectiveness: an empirical
study. Personnel review. 45(6). pp.1281-1301.
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Pani, S., et., al. 2015. EFFECTIVENESS OF HUMAN RESOURCE INFORMATION
SYSTEM ON HR FUNCTIONS OF AN ORGANIZATION. Management Dynamics.
15(2).
Piore, M.J. 2017. Wage Determination in Low-Wage Labor Markets and the Role of Minimum-
Wage Legislation. In Unemployment and Inflation (pp. 197-206). Routledge.
Shields, J., et.,al. 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Sundstrom, E.D.,et.,al. 2016. Personality traits and career satisfaction in training and
development occupations: Toward a distinctive T&D personality profile. Human
Resource Development Quarterly. 27(1).pp.13-40.
Szczepańska-Woszczyna, K. 2015. Responsible leadership contribution to human resource
management-a study of csr-hr interface. Procedia Economics and Finance. 34. pp.403-
409.
Vickerstaff, S., Phillipson, C. and Loretto, W. 2015. Training and development: the missing part
of the extending working life agenda?. Public Policy & Aging Report. 25(4). pp.139-
142.
Online
Recruitment Process.2019 .[ONLINE] Available
through:<https://businessjargons.com/recruitment-process.html>
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