Functions and Purpose of HRM for Workforce Planning

This presentation discusses the functions and purpose of HRM for workforce planning. It explores the strengths and weaknesses of various approaches in selection and recruitment. It also highlights the benefits of HRM practices for the company and evaluates their effectiveness in achieving profits. The significance of employee's relations in HRM decision making and the impact of employment legislation are also discussed. The presentation includes a case study on Reckitt Benckiser plc.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
 Introduction
 Overview of company
 Functions and purpose of HRM which can applicable on
workforce planning
 Strengths and Weaknesses of various approaches in
selection and recruitment
 Human resource management practices benefits the
company.

TABLE OF CONTENTS
 Evaluation of effectiveness of HRM practices in
achieving profits for the company.
 Significance of employee’s relations in respect to HRM
decision making
 Impact of employment legislation on HRM decision
making
 Conclusion
 References

INTRODUCTION
 Human resource management refers to business practice that
includes recruiting, selecting, controlling, hiring and deploying the
suitable workforce for the vacant job in an organization. It is concern
with managing manpower and allocation of business resources.
 The study will clarify functions and purpose of Human resource
management that is applicable for workforce planning. It will explain
weakness and strengths of various approaches in recruitment and
selection. Furthermore, it will explicate advantage of human resource
practices in an organization. Then, it will determine significance of
employee’s relations in accordance with HRM decision making.
Moreover, it will identify employment legislation and influence of
them on HRM decision making. Lastly report will cover illustration
of HRM practices to work related context.

OVERVIEW OF COMPANY
 The project report is based on Reckitt Benckiser group plc.
The company deals in consumer healthcare, cleaning,
nutrition and personal care products. The company is
founded on 1814. Its founders are Isaac Reckitt, Jeremiah
Colman and Johann Benckiser. Headquarters of firm are
situated in Slough, England in United Kingdom.

FUNCTIONS AND PURPOSE OF HRM WHICH
CAN APPLICABLE ON WORKFORCE
PLANNING
 Human resource management is the process of
developing, making plan and regulating administrative
policies. It helps in development of human resource
program. This is concern with effective utilization of
manpower in order to bring better outputs. Purpose of
HRM in Reckitt Benckiser plc is as follows -

CONTINUE
 The objectives of HRM are interlinked with Reckitt Benckiser
plc goals. HRM gives direction to the employees to achieve the
goals simultaneously.
 Human resource management ensures coordination among the
people in an organization.
 They are responsible in delegating roles and responsibilities to
employees and workers.
 Human resource management maintains compliance with labor
laws.
 HRM of Reckitt Benckiser plc is helpful in assessing
performance of employees.

FUNCTIONS OF HRM
 Job Analysis - This is the process by which human resource
management of Reckitt Benckiser plc analysis job nature, skills
and abilities for a specific job role in the company. They prepare
job description and specification for the employees. It makes easy
for them to assign roles and responsibilities in an organization. In
this way they are able to recruit and appoint skillful workforce in
the company.

CONTINUE
 Recruitment and Selection - It is the process of screening,
captivating, qualification of candidates and selection of potential.
It is based on objective to fill the vacant job role in the company. It
is the process of attracting applicants as per their qualification.
Human resource management department of Reckitt Benckiser plc
select the best candidate by conducting interview in the company.
 Training and development - HR department of Reckitt Benckiser
plc is responsible to trained their employees about the use of new
technology or to assist them in learning new skills for their overall
growth and development. HR manager of the company gives
training to its employees or workers by conducting seminar,
induction programs and by organizing classes and sessions.
Through this the employees get to learn what they need to do in
organization.

STRENGTHS AND WEAKNESSES OF VARIOUS
APPROACHES IN SELECTION AND
RECRUITMENT
 Internal source approach
 In internal approach human resource management of
Reckitt Benckiser plc recruits and select employees on
internal basis. For the internal recruitment they transfer
the employees or gives them promotion so that vacant
job gets filled. Recruiting existing employees is cost
efficient. They also use referrals of existing employees to
select the new and appropriate candidate for the job role.
Human resource management also doesn’t feel confused
to choose potential employee within the organization.

STRENGTHS OF INTERNAL
APPROACH
 HRM is able to select best candidate in less time.
 It doesn't involve and cost of job advertising and
recruitment.
 Existing employees are well versed with organization
culture no training is required.
 There is no need to conduct interviews, human resource
management can simply choose appropriate candidate.
 There is no risk involved of hiring unqualified employee.
 By giving promotion to employees their morale gets
boosted which eventually turns into higher productivity.

WEAKNESSES OF INTERNAL APPROACH
 This approach has a drawback side that employees who
are not get promoted feels de-motivated.
 This may create discrimination in Reckitt Benckiser plc.
 Internal source approach limits opportunities for hiring
new talent.

SOURCES OF RECRUITMENT

EXTERNAL SOURCE APPROACH
 This type of recruitment in Reckitt Benckiser plc attracts
the employees from outside. Under this approach the
employees are recruited by advertisement and various
media channel. Human resource management of the
company conducts interviews and then select suitable
candidate. This process is complex and time consuming.
It brings good outcome in Reckitt Benckiser plc

STRENGTHS OF EXTERNAL
APPROACH
 It helps Reckitt Benckiser plc to recruit the best talent for
vacant job role in the company.
 Through this the company is able to promote its brand.
 Applicants are avail in large quantity. Thus, new ideas
and opinions are generated.
 Company is able to do innovation with the help of new
candidates.

WEAKNESS OF EXTERNAL
APPROACH
 Human resource management of Reckitt Benckiser plc
occur high costs. For doing job advertisement and
conducting interviews, it generally costs high.
 Conducting interviews are time consuming process.
 It has risk in hiring unqualified candidate for the job.
 Human resource management practices benefits the
company.

HUMAN RESOURCE MANAGEMENT
PRACTICES BENEFITS THE COMPANY.
 Organization culture - It involves values, mission and
vision of the company. The human resource management
plays crucial role in influencing culture of Reckitt
Benckiser plc. It helps to establish company's culture.
They establish standards for the company, guidelines and
procedures on which employees and employee can rely
on. They assist the employees to do work accordingly.

CONTINUE
 Plan for change - Human resource management assists
the employees to plan for the change. They introduce new
technology and organized new setups which is beneficial
for the firm to take competitive advantage. They help the
company stabilize continuous change in organization.
 Training and development - Human resource
management of Reckitt Benckiser plc conducts training
programs. So that employees are able to perform the tasks
and roles of organization smoothly. The employers of the
company are responsible to give training to the employees
so that they are able to cope up with this new change.

CONTINUE
 Conflict management - Human resource management also works to
resolve conflicts in the organization. Conflicts and disputes may arise
in any organization among the employees and its subordinates. It is
not new for any organization. Thus, human resource manager of the
Reckitt Benckiser plc use various techniques through which conflicts
are solved. They work as a mediator and give counseling to the
employees.
 Talent hunt - Human resource management of Reckitt Benckiser plc
applied good tactics to recruit the best talent. They create pool of
talent by publishing and giving advertisement in news paper and on
television. Human resource management of Reckitt Benckiser plc
organized interview round in which they also check various skills of
employees by conducting aptitude and qualitative test. Thus, through
this they are able to hire best talent.

EVALUATION OF EFFECTIVENESS OF HRM PRACTICES IN ACHIEVING PROFITS FOR THE COMPANY.
 Human resource management of Reckitt Benckiser plc
tries to maintain good relationship with the employees in
the organization. Effectiveness of leadership helps in
achieving the profits for Reckitt Benckiser plc.
 Effective practices of human resource management in
Reckitt Benckiser plc helps to reduce employees
turnover in the company. The human resource
management of the company offers various benefits such
as fringe and insurance claims. HRM also provides
employees salary increments. Thus, this helps in
boosting morale of the employees in the company.

CONTINUE
 Human resource management also does performance evaluation
of the employees by which productivity of the company also
gets increased. By doing performance evaluation the chances of
the errors get reduced. HR manager of Reckitt Benckiser plc
regularly monitors employee’s performance and give feedbacks
by which they are able to make improvements.
 Human resource management also conducts training programs
for employees which helps them to grow and further develop
their skills. It is helpful for the organization to have such
talented and skillful workforce. This helps the company in long
term basis. Employees become productive and serve company
efficiently.

SIGNIFICANCE OF EMPLOYEE’S RELATIONS IN RESPECT TO HRM
DECISION MAKING
 Employee’s relationship is crucial; it helps Reckitt
Benckiser plc to achieve new heights. Its significance is
discussed down the line -
 Productivity - Human resource management maintains
good relationships with employees by which the
company's employees are able to work conductively in
organization. The company has also invested in various
programs to maintain employee’s relation in firm. HR
department of the firm also provide employees timely
benefits and compensatory programs by which
employees are able to work in efficient manner. Hence, it
leads to higher productivity.

CONTINUE
 Resolution of conflicts - The working condition of the company
is friendly. HR manager takes necessary steps to resolve
disputes and conflicts at the workplace. Reduction of the
conflicts adds to higher productivity level. The employees are
able to focus more when they are not involved in any disputes.
This also helps to motivate employees when they work in
friendly environment.
 Loyalty of employees - HRM practices are beneficial for
Reckitt Benckiser plc. The HRM ensures employees get what
they needed most in the organization. They provide them better
facilities and infrastructure. Also supports then on emotional
level. By this them remain loyal to the organization and don’t
resign any time. HR manager provide salary increments and
other benefits to employees on timely basis. All these offerings
increase their motivational level. By this the employees work
harder to achieve the goals of Reckitt Benckiser plc

IMPACT OF EMPLOYMENT LEGISLATION
ON HRM DECISION MAKING
 Equality Act 2010 - The Equality Act is combined act of
both Disability Discrimination Act and Race Relation
Act. This act assists HRM of Reckitt Benckiser plc to
maintain equality at the workplace. They ensure that they
create equal opportunities for the employees in the
company. They prohibit any discrimination regarding to
age, race, gender and religion. The company obeys the
rules of this law.

CONTINUE
 Employment Protection Act 1978 - This act has certain
standards which are related to job conditions salary, pension
working hours etc. Under this act certain policies have been
designed regarding the salary and working hours. Reckitt
Benckiser plc also follows this rules and regulations of this
act. HRM ensures job salary is paid to employees as per this
act. They also arrange flexible working hours for the
employees. Full protection is given to the employees by
facilitating flexible structure.

CONTINUE
 Health and Safety Act 1974 - Human resource management
ensures safer work environment for the employees. They
facilitate them with conducive working environment by
ensuring there health and safety. They ensure about proper
canteen facilities in Reckitt Benckiser plc so that health
needs of employees gets fulfilled. They arrange safe
instruments and regular check machinery of the company so
that none of the employee get harmed. Primary treatment
facilities are also available in organization as per safety laws.

HRM PRACTICES APPLICATION IN
WORK RELATED CONTEXT
Job description
 It is a formal document that describes roles and
responsibilities of employees. It defines needs of
organization which is required to fulfill the job role. It
provides functions of the employees. It covers skills
which is required for that particular role. It also listed
qualification and experience which is required.

JOB DESCRIPTION FOR MARKETING MANAGER
IN RECKITT BENCKISER PLC.
 [Job title] - Marketing Manager
 Reports to marketing manager reports to department
head.
 Overview - Marketing manager is responsible for
conducting marketing activities in the company. They
need to use various tactics and strategies for boosting the
sales of the company. Marketing manager work is to
assess the employees to achieve organizational goals.

DUTIES AND RESPONSIBILITIES
 Marketing manager helps in conducting interview of candidates
for hiring best marketing expert for the firm.
 To help in formulating marketing strategies and plan.
 They help in doing innovation in the company.
 They gather marketing and get updated with the latest trends of
the market.
 To improve product quality in the company. To suggest
measures of improvement.
 To report the finance department of the company. They provide
them essential information regarding to marketing budget as
advertising and promotional activities generally costs high.
 To enhance the company sales by bringing ideas.

CONTINUE
 Qualification and Skills required - The company need
specific degree in bachelor of marketing. Master degree
is also approved.
 Skills - Skills are required such as research analysis,
creativity and communication skills, making
presentation, leadership qualities and budgeting.

JOB SPECIFICATION
 Job specification provides knowledge, abilities and skills
of the employees. The human resource department of
Reckitt Benckiser plc make job specification to attract
large number of candidates to fill the recruit job in the
company. Job specification for marketing manager is as
follows -

Job Specification
 Marketing Manager in Reckitt Benckiser plc.
Academic qualification - MBA of BBA degree in human resource
management is required from reputed universities.
Attributes
 Energetic and young personality
 Communication skills should be good
 Knowledge about marketing and research
 Good leadership and interpersonal skills
 Knowledge of customer behavior and promotional activities.

 Experience - Minimum of 3 years experience is required as a
Assistant manager.
 Physical appearance - Should be smart and handsome in order
to tackle customers. Should have healthy body language and age
should be in between to 24 to 35.
 Evaluation process - The process is effective to recruit the best
candidate from the pool of people. This process gives clarity to
candidates what they needed to recruit the best. It gives clear
information about the roles and duties of job vacancy. It gives
specific details about the job criteria in Reckitt Benckiser plc

CONCLUSION
 It has been concluded that human resources management plays crucial role
to drive organization towards success. Human resource practice involved
recruitment and selection, compensatory programs, training and
development of employees and job analysis.
 It has been summarized that there are two type of recruitment and selection
approach internal and external. Both of them have their own advantages
and disadvantages. Conflict resolution and talent hunt is also responsibility
of HRM. To improve organizational efficiency Human resource
management work tactfully to achieve Reckitt Benckiser plc goals.
 It has been determined that by giving compensatory benefits employees
retain for long term. Various legislative laws are influencing HRM
decisions such as Health and safety and Equality law. It has been studied
that Human resource management of company also make job description
to attract the applicants towards it.

REFERENCES
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Online
 Human resource management – purpose and objectives, 2019.
[Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-
management-meaning-objectives-scope-and-functions/35229>.
 Sources of Recruitment, 2018. [Online]. Available through: <
https://theinvestorsbook.com/sources-of-recruitment.html >