HRM Practices for Organizational Profit

This report discusses the purpose and functions of HRM applicable to workforce planning and resourcing in the context of Mont Rose College. It explores recruitment and selection approaches, HRM practices, and their effectiveness in raising organizational profit. The report also highlights the importance of employee relations and the impact of employment legislation on HRM decision-making. Additionally, it examines the methods used in HRM practices at Mont Rose College.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
Purpose and function of HRM applicable to workforce planning and resourcing......................1
ACTIVITY 2....................................................................................................................................2
Recruitment And Selection Approaches..........................................................................................2
Recruitment approaches...............................................................................................................2
Selection approaches....................................................................................................................3
ACTIVITY 3....................................................................................................................................4
HRM practices and their effectiveness for raising organizational profit ....................................4
Effectiveness of different HRM practices....................................................................................4
ACTIVITY 4....................................................................................................................................5
Different Methods Used in HRM Practices.................................................................................5
ACTIVITY 5....................................................................................................................................6
Evaluation and Rationale of Recruitment Process Related HR Practices....................................6
ACTIVITY 6....................................................................................................................................7
Importance of Employee Relation in HRM Decision-Making....................................................7
ACTIVITY 7....................................................................................................................................8
Impact of Key Elements of Employment Legislation on HRM Decision-Making.....................8
ACTIVITY 8....................................................................................................................................9
Employee Relations and Applications of HRM Practices at MRC.............................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management can be understood as strategic approach of effective
management of people in a company or organization for gaining business competitive advantage.
Its aim is to maximize employee performance in service to the company's strategic objectives. In
this report the purpose and functions of Human resource applicable to workforce planning and
resourcing in context to Mont Rose college is explained. The benefits to different HR practises
for hiring skilled employees in college. This report explains the various recruitment and selection
approaches for college HR managers, along with their strengths and weaknesses. It also analyses
the effectiveness for different HRM practises for employers and employees for raising
organizational profits and effective production (Armstrong and Taylor,2020).This report also
explains rational for conducting specific HRM practises for college authorities, importance of
employee legislation for decision-making in context to flexible working practises by their college
authorities. It also evaluates the key elements of employee legislation and its impact on HRM
decisions, importance of employee relations and how it affects the overall efficiency of working
in college.
ACTIVITY 1
Purpose and function of HRM applicable to workforce planning and resourcing
Purpose of human resource management is to maximize the functioning efficiency by
investing in right people which have the appropriate skills, knowledge and capabilities to
enhance the productivity. Employing top talent and motivating employees to succeed in their
roles and ensure proper working conditions to them. The functions of HRM applicable to
workforce planning and resourcing can be understood as
PURPOSE OF HRM AT Mont Rose College: The HRM department has the function to gain
insights on all employees’ functional ability, recruit and train them with innovative services and
keep them empowered with motivation for high retention percentage.
FUNCTIONS OF HRM: Functions of HR department is to manage and supervise all activities
of employees, leverage strong performance standards, motivate them with training and
development along with extrinsic motivation patterns.
WORKFORCE PLANING: The college HR department recruits strong efficient employees
with advanced skills, potential energy and skills to bring high targets and goodwill of college
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workforce planning helps in gaining high equipped employees and functionally perform their
services.
Analysing the workforce requirement - Process of analysing the workforce requirements,
forecasting and assessing the gap to be filled.
Recruitment and selection of talented skilled workforce- Analysing the needs and objectives
of college.
Training the workforce -Training the human resource with high technological skills and talent
to perform effectively, developing standardized and fair plan to recruit the workforce.
Resourcing High qualified employees – It can be understood as Resourcing talented staff will
enable college to achieve its fullest potential and expand the horizons with effective completion
of performance targets.
Motivating and guiding employees -The function of HR managers is to motivate employees
working in college so that there is stable growth in workforce, and they remain retained for
longer periods (Bombiak E., 2019 ).
Human resource policies can be understood as the policies made by human resource
department in relation to employees working in college. Policies taken by HR managers confer
to the employee benefits and how HR managers can work towards attracting and retaining new
workforce.
Performance linked bonuses- The HR managers in college should use performance linked
bonuses which will motivate employees to work harder and enhance their productivity levels.
Benefits to employers-Performance based bonuses will enable the college authorities to reach
high organizational profit in productivity margins. It will keep the morale of employees high and
keep them retained for long time period in college.
Benefits to employee- Increase in morale levels.
Fair evaluation system – The HR managers in college should use fair evaluation system
practise to examine the performance levels of all employees.
Benefit to employers – It will benefit college by enabling the authorities to examine employees
on a structured system which will increase organizational profit and productivity levels.
BENEFITS OF HR PRCTISES FOR EMPLOYEES AND EMPLOYERS AT MRC
Through strong Hr practises employers are able to gain strong goodwill among people, gain
strong workforce commitment and highly look forward to increased loyalty as an inner strength.
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The employees will gain satisfaction at workplace which will motivate them and retain for longer
periods, improve their abilities and functional performance in varied sectors of business. HR
practises broaden their perspectives towards work, leverage advance skills in employees by
training and gain huge future goals.
ACTIVITY 2
Recruitment And Selection Approaches
Recruitment approaches
Internal Recruitment approaches
Promotions- The HR managers can use internal recruitment procedures which involves
promotions of potential employees within the organization who are moved to upper levels with
more responsibility of new position. College HR managers by internal recruitment of the job
posts boosts the morale of employees (Dhabe, Bonde and Konnur,2019).
Benefits-The employees are familiar to working of organization and is cost effective approach of
recruitment.
Weaknesses- It hinders growth of new blood and high talented employees in organization.
Employee Referrals- The HR managers can use employee referral methods in which present
employees refer to suitable candidates within their family, friends about the job vacancy. College
HR managers can use this internal recruitment method for hiring new employees.
Benefits - Cost and time effective.
Weaknesses – It is not totally reliable approach of recruitment
External recruitment approaches
Social media- This is the most common recruitment approach and an essential channel in the
volatile business environment to resource talented qualified human resource in organization.
Social media is the best way to find and connect with passive candidates who are talented and
passion driven. Websites such as Linked In, Indeed, Twitter and Facebook are common online
portals which can be used to recruit talented skilled employees (Fenech ,Baguant and Ivanov,
2019). HR managers in college by recruiting through social media promote about the work
culture environment and enable the college authorities to find a great culture fit.
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Benefits- It is a cost effective approach of recruitment and also takes less time to advertise on
large scale. It helps to get the direct details of candidates work experience, and select the perfect
choice as per the college goals.
Weaknesses- Advertising through social media generally caters to large number of public which
at times becomes hard to filter the not fit resumes as the data is spread to wide extent.
Recruitment agencies- Advertising through recruitment agencies is an effective approach to
recruit appropriate high skilled candidates in the workforce. It helps to screen qualified
candidates according to the objectives and specific needs of workplace. HR managers in Mont
Rose College can use recruitment agencies as an approach to recruit talented young employees.
Benefits- Enables the organization to advertise about the specific needs in candidate for the job
vacancy (Iqbal , 2019).
Weaknesses- It involves high cost to heir recruitment agencies.
Selection approaches
Structured Interviews – In this selection approach, candidates are asked series of specific,
predetermined job related questions by the employer. The questions in interview relate to
criteria of objectives set by the management authorities in HR department. College authorities in
HR department can conduct Face to face interviews, which will enable the employer to directly
asses the candidate capabilities, communication skills and examine potentialities as per the
desirable standards set by college.
Benefits- Interview helps to select the appropriate candidate by predicting the performance and
experience through proper evaluation.
Weaknesses – Elaborative procedure for HR managers.
Online screening and short listing – In this selection approach, online screening is done by
employers of applicants and it involves short listing them according to their capabilities and
potentialities. Employment testing is done which typically accompanies job application questions
related to asses the knowledge, skills and personality of candidates (Keegan,Brandl,and
Aust,2019).
College HR managers can use this approach to heir skilled workforce, which further include
phone screening or video tests.
Benefits- It saves a lot of time for HR managers, as online screening is done fast.
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Weaknesses – It is not reliable source of selection and technology also costs a large amount of
money.
Benefits of recruitment strategies are very important for MRc to integrate in their
functioning’s which will help them in being competitively strong, loyal workforce of all
employees and determine various activities of training which will help in motivating and
vision enlargement.
Weaknesses can be analysed by the fact that often it becomes elaborative and the
procedures have to take various serious formulation steps which will take long time by HR
department.
ACTIVITY 3
HRM practices and their effectiveness for raising organizational profit
The functions of HRM to provide talent and skills appropriate to fulfil the business
objectives can be understood as :
Technical training-The human resource department must aim to provide technical training and
skill development opportunities to new apprentices joining the workforce for reaching effective
performance targets in college. HR managers in college by providing quality technical training
about the equipments and structural operation to the workforce enhance the productivity levels
(Morgeson ,Brannickand Levine, 2019).
Soft skills training- The human resource department in college should emphasis on developing
soft skills like strong communication skills between team members. Soft skills enable employees
to develop coordination in work and build ethical code of conduct for fulfilling the business
objectives
Effectiveness of different HRM practices
Selective recruitment- HR policies related to selective recruitment enable the company to hire
talented skilled people who have the understanding of working in dynamic work environment.
HR managers in college while selective recruitment need to keep the technical skills and
specialized soft skills requirements according to the college (Peccei and Van De Voorde, 2019).
The employees should have proper technical abilities to work in collaborative work environment
which will enable them to reach effective performance targets. Selective recruitment will benefit
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the college to have an effective workforce with skilled knowledge, technical abilities to perform
their duties with utmost dedication.
Training and development – HR policies related to training and development of workforce will
enable the employees to work with high skills and technical knowledge. Training the employees
adds value in the performance levels and contributes highly to the success of organization goals.
HR managers in college by providing training to new employees joining the workforce enhance
their performance standards, provide knowledge about the ethical code of conduct which college
authorities follow (Stewart and Brown ,2019).
It motivates them and empower to work towards reaching organizational goals, and will benefit
the college through employee retention for long term growth.
Talent and skills appropriate for employees can be achieved by HR department by focusing on
training practises, development platforms and conducting brainstorming sessions along with
interpersonal skills development which will enable employees to gain strong performance. Talent
and skills are majorly important to be there in employees for being efficient in their work, which
will keep them motivated and retained for longer periods.
ACTIVITY 4
Different Methods Used in HRM Practices
HRM practice is the systematic approach which provides development, motivation to
employees within organization. It also helps to retain employees to increase productivity of
business to compete in market and achieve objectives effectively. HR practices also facilitates
HR activities to achieve the set aim and goals of Business firm. Mont Rose College is using
different method of HRM practices increasing the potential of their employees to deliver better
quality of education to their students and create effective and healthy environment in College.
Job Analysis- Mont Rose College is using job analysis to determine all the requirements of HR
activities for employees to increase the efficiency of management (Dai, 2018). Job analysis also
helps to provide better understanding about all the resources available in the college to formulate
effective human resource planning to fulfil the gaps for the expected resources in future and
increase the performance of college and provide better services to their students.
Regression Method- regression model is the forecasting technique which helps to identify the
relationship between employee and employer. This method helps HR to understand the
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relationship between employees which can create effective and healthy work environment to
ensure the quality of education to their students. This helps to predict all the requirement of
employees in future to establish development, program, recruit new employees to reach the
objectives of college.
Interviews- This method helps Mont Rose College to develop knowledge of skills and educations
of candidates who can be hire in college. Interview is the face to face communication between
employer and employees that help to understand value, characteristics, behavioural patterns,
nature, vision, ethics, moral values of candidates. Interviews also helps to provide a better
assessment criteria to select the candidate in college and increase the potential of employees.
Writing Papers- Paper writing helps HR to understand the communication skills of employees.
This also provides better opportunities for employees to maximize the clarity in sending their
messages to other employees or students (DeCenzo, Robbins and Verhulst, 2016). Human
resource managers uses this method to evaluate performance of employees. This helps to identify
inefficient employees of College and provide them with raiding and development programs to
ensure their productivity and also support growth of Mont Rose college.
Appreciations and Rewards- Appreciations and reward is process which provides motivation to
new and existing employees to increase their efficiency to achieve their objectives. This
decreases the cost of operation and provide better opportunities for growth of college (ZHANG
and HUANG, 2018). This also help to integrate all the employees and develop shared value to
achieve common objectives effectively and increase the potential of work environment to
promote high quality of skills and knowledge. HRM uses this method to improve the employee
relations with Mont Rose college so that it can increase their productivity and improve output.
ACTIVITY 5
Evaluation and Rationale of Recruitment Process Related HR Practices
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It is very essential for Mont Rose College to analyses performance of their employees to
increase the potential of students and also help to achieve successful careers in the future (Liu,
2018). Recruitment of new employees in college is very important as it helps to increase the
knowledge of human resource department about the existing talents available in the market with
help of recruitment process like interviews, questionnaires which increase the information base
of HRM to develop effective strategies and policies which provides better working of the
operations of college. Recruitment also provides opportunities to fill the vacant job of college to
increase efficiency of overall staff.
Job description improves the knowledge of HR by analysing the effective skills and
human resources of College. Helps to appoint right person at right job at right time to decrease
cost and allocate the funds at right place to expand and increase the services for students and also
promote the brand name of college in the region. It also helps to reduce the cost of training new
employees by selecting high skilled employees which can easily integrate with objectives of
college. Mont Rose College HR management Adopted recruitment process related practices as it
also helps to analyse job description by job analysis to develop better jobs with better output to
increase performance of college.
Process of recruitment facilitates internal and external analyses of factors which impacts
functions of HRM and which helps to formulate effective policies and strategies to avoid those
factors. It helps to understand all the legal policies of government which are currently applicable
in education system. With help of external recruitment college finds better talents from help of
social media (Marchington, M and et.al., 2016). As social media is the largest platform based on
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Illustration 1: Recruitment Process

internet which provides better coverage to invite potential candidates for recruitment process in
college. Newspapers and magazines helps to attract local candidates which do not have access to
internet but have potential to work in college. External recruitment helps to increase skills and
knowledge of existing employees with hiring new potential employee. This discourages the
existing employees to work effectively and also increases employee turnover of college (Rees
and Smith, P. eds., 2017). Recruiting new employees in college promote innovative techniques
which provides better quality of academics to students and also promotes new strategies to
improve the activities designed by human resource department of college.
ACTIVITY 6
Importance of Employee Relation in HRM Decision-Making
Employees are the fundamental criteria which is required in any organization to facilitate
its function. Human resource management also have to determine the employee engagement in
the organization to make decisions and formulate effective policies and strategies.
Flexible organization is the one which is efficiency in analysing factors of market and
determining required change to make the structure more effective and competitive in market to
attain core competency. Employee relations provides leverage to Human resource management
decision-making as high work culture helps to reduce disputes and help them to accept all the
changes implemented by HR. this also helps HR to understand the issues of employees to
transform better structure and increase the efficiency of Mont Rose College. Employees relations
also facilitates improved understanding and communication for HR in understanding task which
is formulated by Human resource managers. Adopting Flexible organization Concept Mont Rose
College will increase satisfaction of stakeholders and increases goodwill to increase brand
equity.
HR helps to develop the overall growth of employees by appointing them different
functions of organization. This helps to increase overall skills and knowledge of employees to
achieve objectives of organization effectively. Employees relation helps to develop shared values
and culture which helps to build a healthy working environment to achieve common objectives
of Mont Rose College. Flexible working practices also help college to increase retention power
of employees and support HR to formulate effective policies to motivate and provide effective
training in order to increase job satisfaction (Stewart and Brown, 2019). With higher
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employability skills it impacts the decisions of HR to adopt different approach to increase
potential of employees and promote their quality of work in the college. High employees
relations with also increases high performance workforce which increases productivity of college
and also provides suggestion to HR to make effective policies and strategies.
Employer of choice is the excellent facilities which are provided by organization which
have excellent work culture and productive training to employees that increases the potential of
employees. This concept impacts the decision-making of HR due high employee relations with
college which also provides better retention and employees loyalty in college (Tong, 2020). This
decreases the cost of operations and helps HR to promote innovative skills to employees to
develop evidence based practices in work culture and reach the vision of college. Better
employee elation is also important as it will provide better information about all the behaviour of
employees to fulfil their personal needs and make them more effective in performing their tasks
in college. To employee relations helps to promote employer of choice concept and Increase the
efficiency of HR practices.
ACTIVITY 7
Impact of Key Elements of Employment Legislation on HRM Decision-Making
For decision making in various HRM practices such as recruitment, selection and talent
management HR department of MRC must take several elements into consideration. For instance
it must ensure that all employees are provided with equal opportunities, wages and respect. It not
only enhances their productivity and dedication towards organizational goals but is also vital
from the legislative perspective. For instance Equality law 2010 prohibits any kind of work place
discrimination. Similarly as per occupational health and safety regulations also work place
safety, working conditions and timings are also duty of HR department. MRC must provide safe
working environment to its employees.
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Employment legislation is the legal framework for employees who protect their rights
and duties from exploitation in organization. HR has responsibility to understand all the
legislative elements to formulate effective policies and increase the efficiency of employees. The
key elements which are mentioned below are included in contracts of employees by HR
department to ensure the safety of their well being and legal operations of college.
Equal Employment Opportunity
Equal employment is very important legislative element which impact decision-making
of HRM.This also helps employees to increase their opportunity in their career according to their
skills and potential (Rose, 2018). It also helps Mont rose College to recruit effective talents and
increase the workforce. HRM need to identify all the cultures, behaviours and attitude of the
employees of college to formulate effective policies to recruit new talents and provide them
opportunities according to work culture and efficiency of employees of college. HR of college
also have to analyse the effective job description and establish hiring standard according to skills
and potential and not on basis of colour, caste, gender, origin etc.
Wages and Remuneration
Wages and Remuneration is major aspect which have impacted the decision-making of
HRM of Mont Rose College. Due to this law HR have to provide proper wages and salary and
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Illustration 2: Employment Legislation

also have to formulate standardized policies for the college to avoid the discrimination. This also
helped college to increase the loyal employees and HR made salaries of worker and employees
on the basis on their performance in job description to decrease the cost and identify the right
person for right job at right time.
Working Conditions
HRM have to evaluate the employees' beliefs, cultures, attitudes in order to create
effective strategies which helps to provide healthy working environment and decreases the
disputes and increases retention power of Mont Rose college (Armstrong and Taylor, 2020). HR
also has to identify the effectiveness of employees and ensure the workload is divided equally to
reduce stress on per employees of college. HR also have to ensure that right person at right jib to
increase their efficiency and decrease stress and provide mental stability.
ACTIVITY 8
Employee Relations and Applications of HRM Practices at MRC
Employee’s relations are very effective in increasing efficiency of HRM practices and
provide effective leverage to Mont Rose College in achieving its objectives (Tu, 2019).
Employee’s relations are effective in different HR practices and also help to promote the growth
of college effectively.
Leadership
HRM have to identify effective leadership style which can increase the employees'
relation in the college to decrease employee turnover and reduce cost of training new employee.
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Illustration 3: Employee Relations

With help of effective leadership style it also helps to influence the employees to increase their
willingness to perform efficiently. If MRC does not have good relation with its employees then it
employees may not be willing to work with full dedication. Thus overall productivity of services
may reduce.
Communication
HRM have to develop effective policies which help to develop effective communication
channel and increase the shared values towards the vision of Mont Rose College. This increases
employee relations with college and improve the quality of performance to achieve objectives by
understanding all the information provided by HR. In order to build good relations with the
employees MRC must emphasis on strong communication with its employees. The lack of
communication can create several conflicts and college management may fail to understand the
need of its staff members.
Culture
HRM is responsible to understand the nature of employees and analyse the requirement
for job in college (Zeng, 2016). This help HRM to recruit effective employees with expected
interpersonal skills which help to support and integrate with the existing culture of MRC. This
increases the employee’s relations with college and provides motivation to become loyal. MRC
must also ensure that it give respect to cultural diversity so that its different teams and staff
members can work together as unit. If college does not consider these cultural aspects then it can
result in conflicts and misunderstanding. Thus training programs, workplace culture and work
practices are designed by the college in a way such that it builds a healthy relation with the
employees.
Social Responsibility
Employee relations can be increased when HRM deicide to provide free education to
needy and poor and also help the lower society. This increase trust and promotes goodwill of
College in the society (Bratton and Gold, 2017). Social responsibilities also influence the
decision-making of HRM to analyse the employees which have similar vision to easily connect
with ideology of Mont Rose College and increase the efficiency by improving College value in
the market.
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CONCLUSION
It can be concluded that this report explains the functions and purpose of HR department
in college for workforce planning and resourcing college with technical skilled employees. It
evaluates various internal and external recruitment approaches, college can take along with
appropriate selection strategies for hiring new employees. This report concludes the role of HRM
in formulating policies regarding selection, recruitment and training of workers. It concludes
how college human resource managers need to work towards policies of hiring skilled workforce
for organizational profit and high productivity levels. This report concludes the importance of
employee legislation for college authorities in relation to flexible organization, working practises
and employer of choice.
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