Human Resource Management Practices and Effectiveness

This document provides an in-depth analysis of human resource management (HRM) practices and their effectiveness in modern organizations. It discusses various HRM approaches, including training and development programs, flexible working practices, and the use of digital technologies for recruitment and selection. The document also explores the integration of HRM with corporate strategy and its impact on employee work behavior. It is a valuable resource for students and professionals seeking to understand the significance of HRM in organizations.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1 The purpose, functions of HRM and the key roles and responsibilities of the HR function1
Approaches to workforce planning, recruitment, development, training, performance
management and reward system in John Lewis partnership are discussed below:................2
3 Examples to examine the different methods used in HR practices.....................................4
4 Effectiveness of employee relations and employee engagement........................................5
5 Aspects of employment legislation in the organisation.......................................................7
6 Employee relations and employment legislation inform decision making and meets business
objectives................................................................................................................................8
TASK 2............................................................................................................................................8
7 Application of HRM practices in work-related context......................................................8
8 Evaluation of the use of technology, digital platforms, online resources and social
networking on improving the recruitment and selection process ........................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource is an approach which is strategic and helps in strategic management of
people in an organisation. It supports business in gaining competitive advantage. John Lewis
partnership is an employee owned UK based company that operates supermarkets, banking and
financial service and other retail related activities. Headquarter of the company is in London.
There are about 83,000 employees working in the organisation. This study shows techniques and
tools which are used in HRM in order to maximize contribution of employees and the HR
methods to achieve competitive advantages. This report shows the importance of good employee
relations and legislation that influence and impact upon HRM decision making (Albrecht and
et.al., 2015). It shows some benefits of human resource management practices within firm for
both the employer and employees. Study evaluates the use of technology, online resources,
digital platform in improving the recruitment and selection process.
TASK 1
1 The purpose, functions of HRM and the key roles and responsibilities of the HR function
Human resource can be defined as the process of managing employees in a firm that can
involve hiring, training, motivating employees. It includes all the functions which assist the
organisation to deal effectively with its people.
Illustration 1: functions of HRM
Source: (Human Resource Management, 2019)

Recruitment: One of the most important HR function is to recruit and the higher skilled
employee's in the firm. In this process HR performs various functions like preparing job
description, publishing the job posting, negotiating the salary with all the employees and giving
the job offer letter.
Employee relation: In this function, HR develops strategies that help in supporting John
Lewis partnership in making the relationship between employer and employee better. It focuses
on identifying the workplace issues and try to resolve them. It fulfils all the needs of the
employees in order to improve and build the healthy and strong relationship with them. The
company provide them healthy working environment by which employees can focus on their
task and increase productivity.
Workplace safety: HR is also responsible to provide safe working conditions to their
employee's. For this they comply various laws implemented by government. John Lewis
partnership makes sure that there workers do not work in hazardous working conditions. In this
firm needs to control any risk or injury that can arise in workplace. (ailey and et.al., 2018).
Training and development- HR manager organise training programs in order to develop
employees skills. By getting the proper training employees get the chance of promotion that
increases their morale and that directly help in achieving organisational goals.
Labour law compliance- Labour compliance refers a set of conditions of employees. It
includes minimum wages act, work men's compensation act, factory act etc. HR is responsible
for providing all the facilities and help an organisation in achieving goals by proper training,
proper communication, by hiring the right people.
After recruiting, training and development programmes, HR also helps organisation in
achieving their determined goals by improving labour relations and motivation.
Approaches to workforce planning, recruitment, development, training, performance
management and reward system in John Lewis partnership are discussed below:
Workforce planning- It is the strategy and process to predict employee needs and
deploy workers most effectively for fulfilling the needs. The HR manager uses OPM's workforce
planning model. This model provides the way and useful starting point for understanding the
elements involved in the workforce planning.

Recruitment: There are two types of recruitment approaches which HR manager uses
such as internal recruitment and external recruitment that may be traditional based and
competency based approach. In traditional based approach it matches the characteristics of
person to fill a defined job. In competency approach it focuses on identifying the abilities which
are needed to do the job well (Bratton and Gold, 2017). Selection is based on knowledge skills
and personal qualities in traditional based. It recruits to team requirements rather than the
specific job in competency.
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On the other hand, internal recruitment is considered as recruitment approach where
manager recruit within an organisation. The main of this type of recruitment is to increase the
morale of existing employees and decrease labour turnover. By doing this type of recruitment,
manager of John Lewis Partnership provides opportunities to their employees of promotion.
Development- Employee development is defined as a process in which employer use
various training programmes to enhance employees skills and acquire new knowledge. The best
approach of development helps HR manager in improving the skills of the employees that are
essential and important for doing the given task before the deadline.
Training- There are mainly two types of training approaches which are used by the
manager of John Lewis Partnership which are traditional and modern approach of training.
Traditional method used by presentation method, hand-on method and group building method
(Brewster and Hegewisch, 2017). It helps employees to strengthen those skills which they need
to be improve. By improving skills, they get the chance to show their efficiency and ability and
get promotion by doing so. It will help employer as they can maximize the productivity by
giving the promotion facility to employees.
Performance management- Performance management is a process of managing
performance of the employees in order to maximize the productive of the company and team
members. There are mainly two type of approaches of performance management such as quality
approach and comparative approach. In quality approach, organisation emphasises on manager
and employees work together to solve performance problem. With the help of performance
management, the efforts of each and every worker can be directed towards achieving strategic
goals (Brewster, 2017).
The Reward system: Reward system refers to programs which company use to reward
performance and motivate employees for effective work. It can give the reward for good
performance to the most productive worker and teams accordingly for encouraging them.
3 Examples to examine the different methods used in HR practices
HR practices are a set of Human resource management processes and actions that work
universally and help for increasing productivity and profit of employee's. There are some HR
best practices which HR manager uses in John Lewis Partnership for improving the effectiveness
of employees and productivity.
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Flexible working option- Flexible working gives employees the freedom to choose work hours
accordingly or it gives flexibility on how long, where and when the employees can work. It
includes telecommuting or working remotely, part-time work, job sharing and vacation time
flexibility (Brewster, Chung and Sparrow, 2016). For example Iceland Ltd firm enables work life
balance by allowing employees to work from home. The management of the firm identified the
flexible working which help the business in reducing absenteeism and also boosted employee
working productivity. HR practices helped the manger in managing success business
performance and stability in employee turnover.
Payment and reward management- It is the most important and the best HR practice
which is successful in enterprises across the globe. Employees are the people who add the value
to the company so it is important for the manager to retain them and pay them fairly. Rewards
are the positive outcome that are earned as a result of an employee's performance. For example:
HR manager of JCB applies the best performance reward policy in organisation. Every employee
try to perform the best with their quality and skill that will result in the best productivity and
maximize profits (Gatewood, Feild and Barrick, 2015).
Learning, development and training- Training programmes allows employees to
strengthen those skills that they need to improve. The HR manager of Brakes Group plan and
administer training and development programmes to ensure that they have the skills and
knowledge to compete effectively and meet the organisation's business objectives. It supports
the achievement of business goals through high performance.
4 Effectiveness of employee relations and employee engagement
Strong employee relations are required in any organisation for the higher productivity and
employees satisfaction. It depends upon the healthy and safe work environment, incentive in
order to motivate employees and effective communication system in the organisation
(Harrington, Warren and Rayner, 2015). Healthy employee relations lead to more efficient,
motivated and productive employee which helps in increasing sales level. Employee engagement
approach helps and supports HR manager in improving employees relationship with the
company.
Employee engagement approach
Sirota's factor model of engagement
Engagement is achieved through the satisfaction of three engagement factors which are:
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Achievement- HR manager can provide the opportunity of archiving something within
the organisation that can help the company in building strong relationship with employese. For
example manger give tasks to its employees and the deadline for submitting that task. Employee
who get task done correctly or the given task is completed on time, manager can give rewards
and recognition to employees which help in increasing morale and decrease labour turnover.
Equity/fairness- By treating fairly in comparison to one another it can help firm in
building the productive work environment. Conflicts free environment make the employees able
to concentrate on the tasks and they are therefore more productive which helps manager in
decision making and employees engagement.
Camaraderie- It is the last way of employment engagement' model to give them healthy
atmosphere. Most of the employees spent their lot of the time at work. So it is important for
employees to give them an atmosphere which promotes interaction and team building
(Marchington and et.al., 2016). By the use of team exercise HR manager can promote
camaraderie. It increases employee motivation and through employee morale productivity can be
increased. Increasing in productivity leads to increase in profits for the business.
Flexible working method
Organisational approach of flexible working:
There are some types of method of flexible working in organisational approach
Job sharing- Job sharing is an opportunity to offer flexible employment to those who
need more alternative in taking care of their families. It will decrease labour turnover and will
help the organisation to achieve their determined goals.
Teleworking- In this type, employees enjoy flexibility in working location and hours. It
encourages the loyal workforce which improves employee retention and employee engagement.
By increasing employee retention, manager can cut the cost of recruiting, hiring and training.
Part-time- John Lewis Partnership provides part-time working facility to their employees
(Morschett, Schramm-Klein and Zentes, 2015). It can improve work-life balance and improve
morale of employees. This help in maximizing productivity with effective work. It helps
organisation in improving employee relation within the organisation.
Employee engagement helps organisation to reduce staff turnover, improve productivity
and efficiency and make more profits. Manger of John Lewis partnership follow Robinson model
of employee engagement which focus on the leadership, job performance, compensation and
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benefits, training and developments etc. By providing these facilities and by providing a better
place to work, manager can become employer of choice.
5 Aspects of employment legislation in the organisation.
Employment legislations provide rights to employees and responsibility to employers. It
covers minimum wages, fair work act, workplace safety and health, discrimination, compensate.
These laws are made to provide workers safety and non-discriminatory place and to create
equality in the company.
Employment Rights Act 1996: The employment right act provides all the facilities to
the workers that help to resolve the problem at the work place. It includes termination issues,
parental leave, ill health etc. John Lewis Partnership firm must imply this act to strengthen
employee's right to appeal, flexible working time, provide maternity leaves to women and
parental leave for each employee, eliminate discrimination in the workplace which can be based
on sex, race, material status, ethical believe and regulation regarding the unfair dismissal etc.
The Employment Relations Act 2000: It provides John Lewis Partnership's workers to
stand for own rights like, equality, resolve the problem of discrimination (Nankervis and et.al.,
2016). This act includes some duties and obligation of employers towards their workers such as
ensure safe place, non-discrimination, take responsibly for employees’ action, etc. The
Employment relation act decrease labour turnover and enhances profitability of firm.
The Safety and Health Act at Work Act 1974: This act is also known as HASAWA or
HSW. This act refers to duties and responsibility of the firm regarding their employees at the
workplace. General principle of this act has to protect the health, welfare and safety of all the
workers. It covers electric hazards, unsafe working condition, noise level and provide women
employees flexible hours, maintain the environment of the working place that includes
equipment, plants, system, etc. It protects employees from stress and made them focused the
towards their work.
Worker's Compensation Act 1906: This act gives wage replacement, medical benefits,
mandatory relinquishment to employees. In UK, organization are required to provide compensate
wages by providing medical benefits, insurance to the workers, etc. It helps those employees
who sustained injury of work related. John Lewis Partnership compensate benefits on higher
salary. (Reiche and et.al., 2016).
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Implementing employee legislation at the workplace support firm to reduce
discrimination, improve fair pay, employee privacy, provide safety at the workplace.
6 Employee relations and employment legislation inform decision making and meets business
objectives.
Employee relationship with organisation: Employee relationship refers the relationship
between employees and employers in John Lewis Partnership organisation. The Good employee
relationship provides a consistent and fair treatment to workers. So that they engaged within
organisation. Success and profit are always depends on the relationship of employees and
employers. For high productivity, the strong relationship is mandatory. For that organisation is
providing benefits. (Stone and et.al., 2015).
The strong employment relation makes positive and healthy environment in the
organisation. It enhances motivation, enthusiasm and efficiency of workers which support
organisation to take the right decision and to meet business objectives (Shen and Benson, 2016).
If employees are motived and enthusiastic towards work then HRM can take positive decision
for the firm and It also increases the employee’s participation, involvement in shared goals or
task to achieve profits. John Lewis Partnership organises training, programs and activities
related to employee relation, engagement within the organisation.
The Impact of Employment Legislation: Offering equal opportunity to employees
within the organisation can help to reduce conflicts. By following quality law, John Lewis
Partnership can stop discrimination at workplace because it will give fair chance to every
worker. That will engage, empower employees to participate and involve more towards the
decision making of organisation. With the help of grievance procedure, employees feel free to
deal with complaint against their employers regarding to be wrong or unfair. This process helps
to maintain discipline, reduce conflicts between employees and employers and make workers to
concentrate on their work which help to meet business objectives.
TASK 2
7 Application of HRM practices in work-related context
HRM practice can define via several aspects' like development, motivation and retain
workers for survival for the organisation. It is used to manage and develop competencies to
generate competitive advantages. HR practices have some of these points.
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Employee performance management and monitoring: Performance management
involves development of employees, increase competitive work environment, interpersonal
relationship, feed back and team work. HR has to manage goals and performance objectives via
providing training, motivation to employees and monitoring their progress.
Payment and reward management: It is implementation of strategies and policies that
purpose to pay workers equitably, fairly, consistently. Providing rewards motivate employees to
work effectively in order to meet business objectives.
Job Description
Job Title: Human Resource Manager
Report to: CEO of John Lewis Partnership
Job overview:
Responsibilities: Recruiting, hiring, training new employees, administrative duties, handle
employees relation, conflict solver, strong communicator.
Qualification: Graduated in Business Administrative and MBA in Human Resource
Management, CIPD qualified
Experience:
Person Specification
Job Title Human Resource Assistant
Date 01/01/19
Qualification Required Essential Desirable Met
Bachelor's Degree and
Master in HRM
MBA in HRM, CIPD
qualified
Yes
Yes
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Need of Experience
3 Years’ experience of
regarding field. Past HR
marginal experiences.
With depth knowledge of
organisational assessment,
employment law, diversity
and inclusion practices
Yes
Yes,
Skills Needed
Key skills needed:
interpersonal, decision
making, conflicts solver,
positive attitude required,
flexible to respond in the
difficult work solution
(Renz, 2016).
Good communication skill
and people skills,
committed to deliver a high
level of customer service,
both internally and
externally
Yes
Yes,
Interview questions for Human Resource Manager.
11 What do you consider for the most successful recruitment and selection ?11 How can the HR functions contribute to business success ?11 What is your experience with cost reduction efforts?
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11 What made you to apply for this post?
Job Offer Letter
Job Offer Letter
29 January 2019
John Lewis Partnership company 52-C Oxford Street, London
Harry D'Souza
We are pleased to inform that you are shortlisted for the post Human Resource assistant John
Lewis Partnership company. You're joining date 3 February 2019. The starting salary is
£48,000, per year and is paid on a weekly basis.
Full family medical coverage will be provided through our company's employee benefit plan
and will be effective on March 1. John Lewis Partnership offers a flexible paid time-off plan
which includes holiday, personal, and sick leave. We look forward to welcome you as a new
employee at John Lewis Partnership.
Mark Henry
CEO -John Lewis Partnership
8 Evaluation of the use of technology.
Online recruitment is the process in which technology and web-based resources are used
to find assessing, attracting candidates. E- recruitment allows the firm to execute easily different
processes. It helps to hire the potential applicants for the particular post (Nankervis and et.al.,
2016).
Online recruitment support to find quality candidates. Sites like Facebook, Twitter,
provide tremendous opportunities to interact with candidates. For example, AI (Artificial
intelligence) software that is tracking system helps HR department of John Lewis Partnership to
manage massive rush of resumes that they received daily.
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AI system removes unnecessary data and maintain the resumes of those candidates who
will be the best fit for regarding post. This system is time saviour for HRM of John Lewis
Partnership.
Technology makes it easy to approach potential, qualified candidates globally, while
applicants also find jobs with their interest. It helps to maintain employee record that associated
with activity and history (Gatewood, Feild and Barrick, 2015).
The world is interconnected globally. Teleconferencing is one of the best technologies
that helped and encouraged telecommunication recruitment. Due to this, the organisation can
turn to video interviews with potential candidates for its recruitment exercise. Video interviews
are reducing resumes and saving time of organisation. This advanced technology is a new way to
screening applicants for face to face interviews.
These online resources, digital platforms and social media has improved enough the
recruitment and selection process that John Lewis Partnership can reach the elusive passive
candidates, find a great culture fit, get resumes details without resumes, see talent and passion
first-hand, saving money, filter out bad candidates. This, it can be said the online staffing enables
great opportunities for managing diversity at the workplace.
CONCLUSION
This report has been concluded that effective human resource management has supported
firm to enhance the employees' morale and made them more productive towards achieving goals.
Perfect planning of recruitment and selection bought organisation potential and qualified
candidates. Training and development programmes helped employees to improve skills and
knowledge for effective work. Different approaches enhanced effectiveness of employee relation
and employee engagement with flexible working practices of organisation. Technologies like
online resources, the digital platform and social media has improved the selection and
recruitment process.
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REFERENCES
Books and Journals
Albrecht and et.al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Bailey and et.al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35).
Routledge.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Harrington, S., Warren, S. and Rayner, C., 2015. Human resource management practitioners’
responses to workplace bullying: cycles of symbolic violence. Organization. 22(3).
pp.368-389.
Marchington and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Morschett, D., Schramm-Klein, H. and Zentes, J., 2015. Strategic international management
(pp. 978-3658078836). Springer.
Nankervis and et.al., 2016. Human resource management: strategy and practice. Cengage AU.
Reiche and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
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Stone and et.al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
Human Resource Management. 2019. [ONLINE] Available thought:
<https://managementhelp.org/humanresources/index.htm>
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