Human Resource Management Practices and Policies for Employers and Employees

Human Resource Management INTRODUCTION 1 TASK 11 P1 The purpose and functions of HRM that applicable for workforce planning and resourcing1 P2 The Strengths and weaknesses of various approaches to recruitment and selections 2 TASK 24 P3 Benefits of HRM practices for both the employer and employee 4 P4 Evaluation on effectiveness of different HRM practices 5 TASK 35 P5 Importance of workers relations to influence HRM decision-making 5 P6 Key elements of employment legislation and its impacts upon

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 The purpose and functions of HRM that applicable for workforce planning and resourcing
.....................................................................................................................................................1
P2 The Strengths and weaknesses of various approaches to recruitment and selections............2
TASK 2............................................................................................................................................4
P3 Benefits of HRM practices for both the employer and employee.........................................4
P4 Evaluation on effectiveness of different HRM practices.......................................................5
TASK 3............................................................................................................................................5
P5 Importance of workers relations to influence HRM decision-making...................................5
P6 Key elements of employment legislation and its impacts upon HRM decision-making.......6
TASK 4............................................................................................................................................7
P7 Illustrate the application of HRM practices in the organisation with examples....................7
CONCLUSION................................................................................................................................9
REFRENCES.................................................................................................................................10

INTRODUCTION
Human Resource Management is an essential part of a company whose basic function is
to provide manpower as well as manage their work in a systematic manner. People in this
department performs various roles and responsibilities which can be summarised into three
components that are staffing, planning and designing the workplace in an organisation. The
main purpose behind this is to gain competitive advantage and expand business in other
locations. In order to see approaches and various functions of HRM, this report has been made
on Deloitte Company of UK (Anderson, 2013). It is one of the biggest accounting organisation
as well as largest professional services network in the world. This assignment describes the
strengths and weaknesses of approaches used in recruitment and selections. In addition to this, it
also highlights benefits of HRM practices for employers and employees.
TASK 1
P1 The purpose and functions of HRM that applicable for workforce planning and resourcing
Workforce process is done by human resource management of company in which
managers use various methods of recruitment and selection for hiring the candidates. Since
Deliotte Company is a consultancy firm which mainly works for providing suggestions in terms
of finance, audit, tax and more. It has 263,900 professionals in workplace, therefore to manage
them HR managers perform various functions in order to increase their productivity.
Functions of Human Resource Management
In Deliotte, HR managers concern more on hiring expert candidates mainly from
commerce background (Aswathappa, 2013). The reason behind this is it business criteria because
this firm used to provide suggestion to other companies how to utilise capital as well as raise
funds. Some functions of HRM of this company are:- Recruitment and selections procedures: This is the main function of HR management
in all type of organisation in which they carry out various activities for hiring the
eligible candidates in workplace. As Deliotte is an accounting company, therefore, its
managers use online procedure for hiring candidates. Orientation: This functions of HR managers is also holds its importance as in this
process employers conduct suitable orientation program for new person who recently
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join the company. This program helps them in understanding the role and
responsibilities of their job as well as nature of new working environment. Employee relations management: Since Deliotte has diverse organisational culture in
which all people are expert and gain a high level of qualifications, therefore, to
establish relationship among them is a major task for HRM. Managers of this firm used
to engage in them team-work through which they can interact with each other and
develop relationship.
 Training and learning sessions: The main requirement of this firm is to gain highest
productivity of workers (Brewster and Hegewisch, 2017). Thus, for this purpose
managers provide effective training program specially apprenticeship for employees. It
will help them in developing their knowledge of accounts and current changes in
taxation and other interest rate. Through this process, they can help other firms in
resolving their financial issues.
Purpose of Human Resource Management
 Create better organisational culture: The main purpose of HRM behind performing
various functions is to make an effective cultural in workplace. This would help in
providing equality and diversity in organisation through which image of a company
can be enhanced at marketplace.
 Law: In order to run business organisation in a legal manner, HR managers follow all
rules and regulations established by UK Government. This would help in making
decisions behind requirement and selection in a proper manner as per requirement of
employee legislation.
P2 The Strengths and weaknesses of various approaches to recruitment and selections
In order to hire candidates from various sources is not an easy task for HR managers.
They have to analyse strengths and weaknesses of each method so that chance of error can be
reduced. The term recruitment and selection refers to a process through a company introduce
people in their staff for fulfilment of specific job vacancies. In this regard, analysing benefits and
drawbacks of each source assists employers in preferring best suitable approach. In Deliotte, its
managers use external source mostly as compare to internal. Through this process, they can build
a pool of various applicants who are expert in taxation and accounting policies. Some approaches
of recruitment and selections are given below:-
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 Job analysis: It is the first approach in which managers used to analyse which part of
department need staff. After analysis, they collect information about requirement of job
and make decisions for conducting recruitment and selections process. Job Description: In this stage, they provides information about vacancies on websites
and other media which includes description of salary, job roles, experience and more.
This would help job seekers to apply as per qualification (Cascio and Boudreau, 2010). Person specifications: It is also a part of documentation in which managers provide a
sample of curriculum vitae including basic skills, qualification, job roles and
responsibilities to interested candidates. Through this process, applicants can match their
qualifications and access themselves before apply.
 Job posting strategies: Before taking interviews for further selections process, it is
responsibility of managers to build some strategies for this procedure. It would help in
judging the knowledge and skills of applicants through they can select a better one.
Sources of Recruitment and Selection
For hiring the applicants, managers can use various internal and external source of
recruitment as per demand of job. Internal method hires a candidate from within the workplace
while external one provides employee from outside the organisation.
Strengths of recruitment and selections
 Internal method is suitable in case of urgency in which managers used to promote an
employee from one position to another (Chelladurai and Kerwin, 2017). This method
reduces time as well as cost also.
 In place of internal, external source of recruitment assists in getting a list of various
candidates for same position having required skills and knowledge of same field. The
main strength of this method is that through this, a company gets fresh face who is
coming with unique ideas and creative opinion which is helpful in producing innovation
in products or services.
Weaknesses of recruitment and selections
 The major weakness of internal source is that this method fails to provide best person in
workplace. Along with this, giving promotion or transfer a person on their position arise
conflicts among other employees also.
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 Among various benefits, external method also has some limitations like it sometimes
bring wrong persons in working environment. Therefore, to prevent from this error,
managers have to take initiatives (CHUANG and Liao, 2010). In addition to this, external
source consumes much time and money for getting an eligible employee.
TASK 2
P3 Benefits of HRM practices for both the employer and employee
Practices of HRM are proved to be beneficial for both employers and employees too in an
organisation. It gives various advantages for people which help them in conducting various
operations in a proper manner. In Deliotte, HR managers provide effective training to workers
through which they can gain knowledge about changes in technologies. Some benefits of
practices for its people and management are:-
Employer's benefits
 Focus on tasks or assignment: HRM practices helps in identifying the strengths and
weaknesses of employees through which managers can distribute task as per their
abilities. It would help in completing a task on time as well as getting better outcomes
also.
 Using work time: Practices and policies also helpful in utilising the resources, cost and
time if a task is completed in a short interval (Daley, 2012).
 Reduce absenteeism: Giving training and development, reward and compensation, etc.
helps in keeping interest of workers in company for long period of time. This would
assists in reducing heavy turnover of labour too through which management of Deliotte
gain success in enhancing growth and profitability of business in an appropriate manner.
Benefits for employees
 Experiences in new areas: Through various HRM practices, workers get chance to grab
knowledge in a particular field as well as gain experience.
 Opportunities of training and development: One of the best practices of HRM among
have other is providing training and development course to employees. Through this
process, they can remove their inabilities as well as gain opportunities to enhance their
knowledge.
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 Personal satisfaction and cultural interest: HRM practices is useful in the terms of
giving satisfaction to staff from their job.
P4 Evaluation on effectiveness of different HRM practices
HRM practices constitute various rules and regulations which are needed to be followed
by all members of organisation. These policies are helpful in managing work of employees as
well as conducting various functions in a proper manner. In terms of effectiveness of these
practices, in associations including Deliotte can be described as:-
Setting of objectives and goals: The main responsibility of HR managers in a firm is to
set achievable goals and objectives of business. After setting the goals, they should provide
proper guidelines as well as directions to employees (Fulton and et. al., 2011). This would help
workers in understanding the importance of objectives as well as provide their contribution in
achievement of the same.
Excellent performer and innovative staff: Providing effective training and
development program help in increasing productivity of employees. These programs assist
companies in providing innovative and creative products for customers.
Individual and team goals by effective communication: Another important practice of
HRM is employee engagement in which managers used to allocate work in group task. Doing
work in team helps in developing relations among workers through which maintaining positivity
in environment becomes easy for managers. Along with this, when people work in group then
can share skills and knowledges with each other as well as can complete a task in a given period
of time.
TASK 3
P5 Importance of workers relations to influence HRM decision-making
Deliotte company has diverse culture in organisation which helps in accomplishing its
objectives and goals on time. Therefore, HR managers of this firm uses various policies in order
to gain productivity of workers in a proper manner (Glendon, Clarke and McKenna, 2016). It
includes employee engagement process in which managers distribute work in team and select
members as per their abilities. Along with this, they use various stages of team development like
forming, storming, norming and performing for building strong team in workplace. Along with
this, for managing their relationship, managers and leaders adopt effective management and
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leadership skills in order to influence them for group task. These process help in increasing
productivity and profitability of association in following manner:-
Sharing work: Working in group help employees in sharing their views and opinion in a
particular field through which it is become more easy of them to reduce workload pressure as
well as accomplishment of task in a short period of interval. Along with this, they can interact as
well as form better relationship with each other.
Resolve conflicts: In any workplace, there is necessity of good relations among
employees. It will help in reducing the chances of conflicts which mainly arise due to different
background of persons. In addition to this, when workers have good relations then they can
resolve issues in task easily without help of management.
Employees loyalty: HRM practices like training and development, reward and
compensation, etc. helps in gaining loyalty of employees as well as their retention for a long
period of time. When workers are loyal then they can contribute their best effort in achievement
of business objectives in a proper manner.
Maintain Equality by communication: The management of an associations are needed
to communicate in proper way to staff (Guest, 2011). Making communication effectively help in
reducing resistivity of employees as well as convince them for adoption of changes also. This
would help in eliminating barrier of changes.
Early Achievement of Set Targets: When people at workplace work in team then it will
reduce workload pressure through which they can complete a task in shorter period of time. In
addition to this, having good relationship with colleagues aid employees to work in happy and
stress free environment.
P6 Key elements of employment legislation and its impacts upon HRM decision-making
Employment legislation refers to laws which are established by UK Government in order
to provide benefits to workers at organisations. It constitutes various laws which give rights to
persons to demand equality in workplace. The main purpose behind these rights of regulatory
bodies is to prevent associations and their employees from discriminations. It includes 9
characteristics on which a person can be discriminated which are sex, race, colour, gender, caste,
nationality, religion, community and linguistic. Such distinguishes can be occurred generally
when a company has diverse culture and large working organisation. Because due to diversity
workers have different background and culture so, to make an effective relations among them is
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a major task of HR managers. Along with this, employment legislation impacts on decision-
making process of management also, as it forces them to follow all rules while conduction
recruitment and selection procedures (Knowles, Holton and Swanson, 2014). Some important
laws amendable for all type of associations are:-
 Equal wage act: According to this act, employers of a firm are required to provide equal
salaries to employees as per their job and responsibilities. Any type of discrimination
occur on the basis of gender or sex in terms of wages are strictly prohibited by this law.
 Health and Safety Act: This law prevents employees from hazardous situation in a firm.
According to this act, company's managers should provide effective training and
development program to workers so that they can know how to work as well as in case of
adverse situation they can prevent themselves too. Management must provide healthy and
safe working environment by introducing suitable safety equipments at workplace.
 Equality Act 2010: This is the most important law established by regulatory bodies with
main aim is to eliminate all type of discrimination from workplace of industries. It
replaces all previous acts based on preventing employees from harassment and other type
of unlawful activities (Marchington, 2011). It also gets success in maintaining equality in
diversity as well as provides opportunity for job seekers to work in an organisation as per
qualification and abilities. Therefore, through this act managers of Deliotte get success in
fostering the good relationship among employees in an effective manner.
TASK 4
P7 Illustrate the application of HRM practices in the organisation with examples
As observed, HR managers conducts various activities in recruitment and selection
process. In Deliotte, currently it has seen that in accounts department, there is need to replace
assistant manager as the previous one fails to execute the operations in desired manner in a
proper manner. So, its managers of human resource department made a team of five members for
hiring the best person as per need. Some documentation procedure of this process are:-
Job analysis: In this process, they analyse the requirement of job, number of vacant
position, roles and responsibilities in order to advertise job description in newspapers, on website
and other social media in a systematic manner.
Job description
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Organisation name
Deliotte Consultancy
Job profile
Assistant Manager in Accounts
Location
London, UK
Report to
Senior Manager of Account
Roles and Responsibilities
 Knowledge about taxation policies
 Excellent in handling accounts
Required Qualification
MBA (Master degree in Finance Management)
Experience required
8 to 10 years
Salary
10 to 15 lac per annum.
After making a suitable job description, managers provide a personal specification on job
portal and other media in order to provide information of job vacancy. In this assistance, a CV of
candidate should be matched with following:-
Curriculum Vitae (CV)
Name:
Address:
Contact number:
Email Id:
Career objectives:
To become successful person in life by achieving the set business goals and objectives.
Qualification:
MBA (Master in Business Administration)
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Experience:
10 years of experience in HRM field.
Personal skills:
 Strong communication skills
 Effective Leadership skills
 Decision-making abilities
 Problem solving techniques
Declaration:
I hear by declare that information given above is true as per my experience and knowledge.
Recruitment and selections process: In order to get best person for specific position
having expert knowledge, manager screen resumes of various candidates and select suitable
applicants from them. After then they conduct various interview procedure for judging their
skills and selects the required one.
CONCLUSION
From this report, it has been concluded that without contribution of HR managers, a
company cannot achieve its desired success and objectives in a proper manner. Management
performs various functions in order to make plan, introducing the human resource, managing and
maintaining their work and more. Managers concern more on hiring the best candidates in
association who provide their support and contribution in achievement of business objectives in a
short interval of time. Therefore, for achieving their productivity they provide training,
compensation, reward and more which help in gaining their retention for long period of time.
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REFRENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
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Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries.12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington, M. and et. al. 2016. Human resource management at work. Kogan Page
Publishers.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
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Online
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