Human Resource Management Report

This report examines the role of Human Resource Management (HRM) at JP Morgan & Co., a leading investment banking institution. It analyzes the purpose and functions of HRM, the 'Hard and Soft' approaches, recruitment and selection methods, and the effectiveness of HRM practices in terms of organizational profit and productivity. The report also delves into employee relations, employment legislation, and the application of HRM practices in a work-related context.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1...........................................................................................................................................1
P.1. Purpose and functions of Human resource management and also explain the 'Hard and
soft' approach of HRM for planning and resourcing JP Morgan &co. ......................................1
P.2 Strengths and weakness of the approaches to recruitment and selection and benefits and
disadvantage of internal and external recruitment......................................................................2
M.1. Ways in which Functions of human resource management gives the appropriate skills to
achieve the objectives of the business.........................................................................................5
M.2. Strength and weakness of approaches to recruitment and selection...................................5
M.3. Example of the above discussion........................................................................................5
TASK 2............................................................................................................................................5
P.3. Benefits of different HRM practices for both the employer and the employee...................5
M.4. Different Methods for HRM Practices ..............................................................................6
P.4. Effectiveness of HRM practices in terms of organisational profit and productivity. ........7
TASK 3............................................................................................................................................8
P.5. Importance of employee relations which influence HRM decision making and strategy to
improve employee relation..........................................................................................................8
P.6. Key elements of employment legislation and its effect of HRM decision making.............9
M.5. Key aspects of employee relation management and employee legislation that affects
HRM decision making................................................................................................................9
TASK 4..........................................................................................................................................10
P.7. Application of HRM Practices in a work related context..................................................10
M.6. Rationale for the application of HRM practices in a work context..................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource department is the backbone of an organisation. It is a process of
employee’s management and it also concerns with hiring of new talents, training and
development and motivating workers of the company. This assessment is context to JP Morgan
&company. It is an investment banking institution which was founded in the year 1871 by J.P.
Morgan. Headquarter of the firm is situated in New York city. This report will include Purpose
and functions of Human resource management and Hard and soft approach of HRM. Further it
will also describe Strengths and weakness of the approaches to recruitment and selection.
Benefits and disadvantage of internal and external recruitment are also being shown under this
assignment. Effectiveness of HRM practices in terms of organisational profit and productivity
will be shown briefly.
TASK 1
P.1. Purpose and functions of Human resource management and also explain the 'Hard and soft'
approach of HRM for planning and resourcing JP Morgan &co.
Human resource management is a process of hiring and developing new talents for the
organization. A specific human resource department is established in company for recruiting,
managing and giving training to the employees of an organization. It also reviews the
performance of workers and solve disputes between any two persons in the company.
Functions of human resource management:
Recruitment and selection: Recruitment is that process of selecting the best talent for a
particular job. But before hiring a new talent HR department has to go with long procedure of
proper staffing plan and should know the number of vacancies and needed employees needed in
the organisation (Bolman and Deal, 2017).
Maintaining good working conditions: It is main work of human resource department
to provide good working condition to the employees. HRM department of JP Morgan motivates
its employees so that they can help in achieving goals of the organisation(Functions of human
resource management, 2016). This entity has such working environment that it provides job
satisfaction to the people working in firm.
Managing employee relationship: It is very important for the company that all
employees work as a team and should work in coordination. If employee will have conflicts
between them then it will affect the productivity and results of organisation. Human resource
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department of JP Morgan manages relationship of all the employees and if any dispute arises
then it focuses on solving it as soon as possible (Brewster and et.al.,2016).
Purpose of human resource management:
Human resource management is the backbone of the company. As this department, focuses on
employees and their recruitment, working environment so that they will help in achieving
organisational objective. JP Morgan focuses on productivity and efficiency of employees through
HR department of the company.
Hard and soft approach of Human Resource management:
There are majorly two approaches of human resource management in an organisation.
These two classification are explained below:
 Hard HRM
 Soft HRM
Hard HRM:
JP Morgan uses this approach and see its employees as resource of the company. This type of
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Illustration 1: Functions of human resource management
(Source: Functions of human resource management,2016)
Illustration 2: Functions of human resource management
(Source: Functions of human resource management,2016)

Business has major focus on management, hiring and treating them properly and accordingly. Its
key features are:
Giving instructions to the employees rather than delegating responsibilities to them.
Appraisals are made on the basis of judgements rather than developments.
Soft HRM:
Under this approach workers of the organisation are treated very nicely and their needs
are always kept on priority. Major focus of this theory is on motivation and rewards of the
employee (Clark and et.al., 2016).
P.2 Strengths and weakness of the approaches to recruitment and selection and benefits and
disadvantage of internal and external recruitment.
Recruitment in an organization is done by Human resource department of the company. JP
Morgan select the employees majorly in two different ways:
Internal recruitment
This is that process where an organization hires people from their own company. It is the
method where vacancy in a firm is filled by the existing employees.
Here in this method the most common ways of recruiting are listed below:
Transfer: It is that process where the existing employee of a company is shifted from
one job to another occupation. Either it can be a shifting from one subdivision to another branch
or from one city to another locality in the same organisation (Gatewood, Feild and Barrick,
2015.)
Promotion: This is the best and most common way of internal recruitment where
employees are shifted to upper level in the same company. This is done when higher position is
vacant and workman is shifted so that they can feel motivated and get a sense of job
satisfaction. This is very beneficial process for the organisation as the existing employee are
familiar with the company. Less cost will occur as in comparison to hiring from other sources.
This will be a major advantage to the company.
Advantages of Internal recruitment:
 Feasible process: It is the Easiest process to carry out because employees are hired from
the same company.
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 Familiar employees: Employees are already familiar with the organisation so entity does
not have to make many efforts for the orientation programme and training and
development
 Motivate employees: It motivates the employees as they are being hired for higher
position (Helmreich and Merritt, 2017)
 Skills of employees: Organisation is already aware about the skills, knowledge and
abilities of the work man as they are the existing employees of the company.
Disadvantage of internal recruitment:
Limited talents: Company does not hire the talent from outside and that is the biggest drawback
for the organisation. Same and existing people cannot come up with new and innovative ideas.
Another vacancy: Filling the vacancy from the same organisation leads to another vacant
position which is required to be fulfilled by the company.
Restrict the potential applicants: Internal recruitment restricts the number of potential
employees in the organisation (Jackson, Schuler and Jiang, 2014).
External recruitment
It is that process in which vacant positions are filled by available job candidates other
than the existing employees of the company. Human resource department of the company search
the new employee through planning and executing the entire recruitment process. When an
organization recruits externally, it opens the organization up to a larger pool of applicants, which
increases its chance of finding the right person for the job.
Here in this method the most common ways of recruiting are listed below:
Media advertisement: This is the most common method of external recruitment where
company gives advertisement in the magazines, newspaper and many other social media. All
details related to job and eligibility for the same is specified in advertisement. So a person can
apply for the vacancy accordingly.
Employment exchange: This office is set up and run by the government where all job
seekers can give their details who needs a job and organisation will call all those candidates who
are already registered with such exchanges. This is a platform where both person who seek to
engage employees and people who seek employment meets and fulfil their requirement.
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Direct recruitment: Unskilled workers and labours who are paid on daily wages basis
are given job directly by putting a notice on front gate of the factory. For such jobs worker apply
directly (Johnson and Szamos, 2018)
Advantages of External recruitment:
New talents: By hiring new people from outside company can have the advantage of
fresh talents. A fresh and smart brain can make so many benefits to the organisation by giving
innovative ideas.
Higher productivity: Company can have more productivity because new talents will be
hired and existing employees will be more focused towards their work in hopes of promotional
opportunities.
Disadvantage of External recruitment:
 Costly: Process of hiring candidates from outside the company makes it a costly
procedure. Internal recruitment is very less costly process as in comparison to external
one.
 Sense of competition: Hiring of new people can develop very high level of
competitiveness among the existing employees.
 Time consuming process: Process of hiring a new candidate is time taking. As this
company needs to plan the entire procedure of staffing.
M.1. Ways in which Functions of human resource management gives the appropriate skills to
achieve the objectives of the business.
There are so many functions of HRM such as training and development, Recruitment and
selection, orientation programs and maintaining good working environment. This will help
employees in giving job satisfaction and a sense of motivation. Appraisals are made on the basis
of judgements rather than developments. Such functions of HRM department will take out the
best from the employees and that will help company in achieving its objectives (Kavanagh and
Johnson, 2017).
M.2. Strength and weakness of approaches to recruitment and selection.
 Selection of candidates helps an organization in bringing new talents and their
innovative ideas to the company.
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 Recruitment within the company helps in motivating employees and gives them a
sense of job satisfaction.
 It involves huge cost to hire new people in the organization.
M.3. Example of the above discussion
JP Morgan uses this approach to select fresh talents which involves huge cost to hire new
people in the organization. Hard and soft approach is also used by company when there is
maximum workload with the organisation (Kramar, 2014).
TASK 2
P.3. Benefits of different HRM practices for both the employer and the employee
Human resource department of JP Morgan carries lots of practices within the company. It
focuses on protecting the interest of both employer and employee by carrying practices listed
below.
Promoting Positive behaviour: Different human resource practices helps in giving a
positive working environment to both the employers and employees. Practices by HR of JP
Morgan reward employees of their behaviours and work. This way of managing employees helps
the company in achieving its objectives and maintaining a healthy corporate environment.
Conflict resolution: It is the major work of human resource department to resolve any
dispute that has occurred between employer and employees or between two or more workers. HR
executive helps the people working in the organization. All policies and procedures of JP
Morgan are delivered to the employees by HR executive only (Lee and et.al., 2016).
Training and development: Human resource manager gives training to new joinee of the
company and help them in learning entire work system. This training program of company helps
the employer by increasing sales and productivity of the entire firm. Development programs are
not for only employees but that are for employers too, as it is for overall growth of the person
and helps them in their career growth.
Building a flexible workplace: A healthy and flexible workplace helps in building
particular work schedules and appropriate work timings. This all gives employee satisfaction and
that results in retention of workers in the company. .
Benefits for employers Benefits for employees
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 High performance in the organization
 Increases productivity of the company
 Enhance profits of the entity
 Development of skilled workforce
 It helps in motivation of employees
 Job satisfaction to the workers
 Development of skills and abilities of
people working with JP Morgan
M.4. Different Methods for HRM Practices
Human resource department follows different methods to select new employees for the
company.
Training programs: This training program of company helps the employer by
increasing sales and productivity of organisation (Nel, P. S and et.al., 2014).
Retention program: Due to many employment opportunities Retaining employees is
difficult because it may attract them. But human resources can make it less by the probability of
employee leaving by planning retention programs.
Seminars and job affairs: To achieve important objectives of JP Morgan company’s,
human resource management must plan to hire and recruit workers in good quality and in
optimum quantity. Seminars and job fairs offer employers an opportunity to introduce
themselves, advertise and promote the company (Jackson, Schuler and Jiang, 2014).
P.4. Effectiveness of HRM practices in terms of organisational profit and productivity.
As per the recent study Human resource department of a company plays very important
role in improving the efficiency of a company. HR of the organisation conducts so many
practices which helps in increasing the profit of a company (Peccei and Van De Voorde, 2016)
Below are some practices which are followed by the HR of JP Morgan.
Learning development and training practices: JP Morgan follows this practice of
giving training to new joinees and employees of the company. It helps in sharpening talents,
skills and abilities of the employees. Company plans its training program in such a way that it
helps employees to learn about their work and improves performance of the work men.
Employees are being trained in such a way that they can use all new technology and the
existing one in the best possible way. Workers are trained by human resource department of the
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company. This practice of HR helps in less wastage of money and time, because once the
employees are trained then they take less time to perform any task. Well qualified employees
help in increasing productivity of the entity. Employees gets satisfied by such program and it
helps in building their confidence level too (Purce, 2014)
Payment and reward management: Human resource department of JP Morgan follows
practice of paying benefits and rewards to the employees of their organisation. It helps in
motivating employees towards work and career objectives. Every work men of the entity wishes
to get promotion, perks or allowances for all work they are doing for their company. These all
are the benefits given by HR of firm. People get a sense of satisfaction on getting rewards and
appraisals for their hard work which leads to increase in productivity of company.
Flexible working options: JP Morgan has followed the practice of flexible working
conditions in the company. Organisation has fix working hours for their employees where they
have to arrive on time and can go when the assigned work will get over. Human resource
department of entity has also come up with new concept of Unlimited holiday. Employee can
take leave whenever he can but this concept only works when employer have high trust on
employees. This will result in increasing productivity of the entity. HR executive of JP Morgan
keeps a track record of working hours of employee and let them know about the time they have
worked, which helps in reducing stress of workers and thus it will increase overall productivity
of the firm.
TASK 3
P.5. Importance of employee relations which influence HRM decision making and strategy to
improve employee relation
Every person maintains a relationship with co-workers at workplace. No individual can
work without talking or sharing things, everyone needs to discuss ideas and share feelings and
emotions with one another. It is really important for workers to maintain a healthy relation
With each other at workplace. A good and strong employee relation will help the work men in
feeling positive and they will get higher motivation towards work.
Human resource department takes decision regarding all the employees conflicts,
appraisals and motivation. Employee relation has great influence on decision making of HR of
an entity. Internal policies and procedures has high impact on the activities of Human resource
department (Riley,2014)
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For example, JP Morgan is attached to do promotions from within, HR of JP Morgan &co.
Company must make sure that workers receive proper training and development to be ready for
publicity when the time comes. HR should supervise the number of employees suitable for
retirement. Along with that it should assure possible replacements to avoid a sudden departure of
business knowledge. If a company is unionised, HR must move in aggregate bargaining with the
union on matters of cooperation. External influences, political factors and firm’s culture all
influence the sum of complaints HR should into action and give necessary suggestion for the
same (Importance of employee relation, 2017).
Below is the Strategy to improve employee relationship
To improve the relationship between employee JP Morgan, follows these strategies:
 HR of the company should be friendly with all workers of an organisation so that
manager can take out best from employees of the entity.
 To maintain a good and healthy relation between employees HR should create staff
member participation teams. This will help all members of the team to communicate with
each other. Such interaction will help in building relationship between employees.
 Give appraisals to those workers of the organisation which will help in creating
communication between employees of a company (Storey, 2014.)
P.6. Key elements of employment legislation and its effect of HRM decision making
Labour law of United Kingdom determines the relation between employee and
employers. Main purpose behind passing this law for health and safety, anti-discrimination is to
ensure the safety and better healthy working environment.
Health and Safety Work Act,1974
Health and safety act is passed to ensure that all those safety policies are published by the
employers are for the safety of workers. Organization should ensure that workers should not be
harmed in any case while working at the work place. Human resource department of a company
should ensure that there must be a safety and welfare officer in that company. Every employee of
JP Morgan should give proper training regarding safety and health. It is the duty of HR to let
know every rules and regulations to people working with their company.
HR plays a critical role in connection between the company’s authority and employees.
It is duty of HR to make sure that every issue of worker related to safety are raised and heard. At
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the same time, HR also conveys a company’s commitment towards its staff, thus it helps in
encouraging morale of the employee.
Equality act, 2010
This act legally protects the discrimination at workplace. Any kind of harassment at the
company is covered under this act. Individual who is disabled should not be treated bad. HR of a
company should address all complaints of employee regarding any sexual harassment and take
strict action against the same. HR of an organisation should ensure that female staff will get the
safe and healthy environment for working. HR should ensure that workers are not treated in bad
manner (Zehir and et.al., 2016).
M.5. Key aspects of employee relation management and employee legislation that affects HRM
decision making
No person can work without sharing things, everyone needs to discuss ideas and share
feelings and emotions with one another that helps in developing employee relations at
workplace. In Employee legislation, HR plays a critical role in the connection between the
company’s authority and the employees. It is the duty of the HR to make sure that issues of the
workers related to safety are raised and heard.
TASK 4
P.7. Application of HRM Practices in a work related context
Here is the CV of photographer at Vogue magazine
Photography Assistant CV
John Ford/72 link road, United kingdom/2014856489720/ [e-mail]
Professional summary
Enthusiastic picture taking quality with good working experience of photography and sales.
Practice in use of digital and traditional cameras and various aspects of manipulation of images.
A keen photographer with a view to put knowledge and enhancing skills along with the personal
interest with proven technical background. Have a specialization in event and portrait
photography. Looking for work that will build my personal profile and allow me to use my skills
to their effect.
Core qualifications
 Bachelor degree in photography
 Awarded in photojournalism
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 Technical knowledge certificate
 driving license
Key skills
 Skilled in events photography
 specialization in animal’s photography
 Have worked as a photographer in free time
 excellent management skills
Experience
Photography assistant at Ken Williams photography
August 2017- Present
 Arranged clients in to groups and time slots for shoots.
 Performed additional photography duties to help complete the photographer's quota.
 Liaised with wedding planners and different photographers.
Person specification for a chef position
Say it with Chocolate
Person specification for Chef job
knowledge, experience and skills:
 Excellent at cooking delicious foods.
 Experience of 3 years’ management at three star hotels.
 Relevant experience in management of a kitchen team of at least 5 chefs and kitchen
porters.
 Ability to meet and train other people in cooking food
 Ability to work under pressure
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Qualification
 Master’s degree in cooking course
 Level 2 awards in food safety
 specialization in Italian food
Living the values
An understanding of the values and behaviour expected within this role.
M.6. Rationale for the application of HRM practices in a work context
There is so much importance of HRM practices followed by human resource department.
All the work related to employees is done by this department only. Hiring of new employee,
shortage of workers in an organization and training them is all done by this department.
CONCLUSION
From the above report it has been concluded that human resource department is one of
the most important division of an organisation without HR a bit of the work cannot be done. This
report summarised Strengths and weakness of the approaches to recruitment and selection and
benefits and disadvantage of internal and external recruitment. Key elements of employment
legislation and its effect of HRM decision making was also understood in this report. Last but
not the least Benefits of different HRM practices for both the employer and the employee was
also included.
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REFERENCES
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Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Helmreich, R. L. and Merritt, A. C., 2017, November. 11 Safety and error management: The role
of crew resource management. In Aviation Resource Management: Proceedings of the
Fourth Australian Aviation Psychology Symposium: v. 1: Proceedings of the Fourth
Australian Aviation Psychology Symposium. Routledge.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. The Academy of Management Annals. 8(1).pp.1-56..
Kavanagh, M. J. and Johnson, R. D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Lee, H. W and et.al., 2016. Effects of human resource management systems on employee
proactivity and group innovation. Journal of Management, p.0149206316680029.
Nel, P. S and et.al., 2014. Human resources management. Oxford University Press Southern
Africa.
Peccei, R. and Van De Voorde, K., 2016. The application of the multilevel paradigm in human
resource management–outcomes research: Taking stock and going forward. Journal of
Management, p.0149206316673720.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Schutte, N., Barkhuizen, N. and van der Sluis, L., 2016. The development of a human resource
management (HRM) professional competence model: A pilot study. Journal of Psychology
in Africa. 26(3). pp.230-236.
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Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Zehir, C and et.al., 2016. Strategic human resource management and firm performance: the
mediating role of entrepreneurial orientation.Procedia-Social and Behavioral
Sciences. 235. pp.372-381.
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Importance of employee relation. 2017. [Online]. Accessed through:
<https://www.managementstudyguide.com/importance-of-employee-relations.htm>.
Functions of human resource management. 2016. [Online]. Accessed through:
<https://medium.com/@swaticbindia/human-resource-management-its-core-functions-
managerial-operative-fc0335ef616a>.
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