Importance of HRM Practices in Organisations

The provided report highlights the significance of HRM practices in organisations, not only benefiting employees through compensation and learnings but also enhancing employer efficiency and revenues. Recommendations are suggested to improve workplace innovation and creativity, including rewarding innovative performance, delivering intrinsic training, and involving innovation as a core competency in leadership development plans.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Covered in PPT...........................................................................................................................1
TASK 2............................................................................................................................................1
3.1 Job description and person specifications through examples from a hospitality
organisation ................................................................................................................................1
3.2 Compare the selection process of different service industries businesses............................3
TASK 3............................................................................................................................................5
4.1 Assess the contribution of training and development activities to the effective operation...5
CONCLUSION................................................................................................................................6
RECOMMENDATIONS.................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management can refer to strategic approach to organisation's workplace
administration in order to gain competitive edge of business organisation. This is known as HR
division in a firm which manage and cooperate all employee aspects and has numerous functions
like conducting recruitment, job analysis, HR planning, selection of human resources,
compensating, training and maintaining industrial relationship (Human Resource Management
(HRM) - Definition and Concept. 2016). The motive of report is to assess the function and
purpose of McDonald's which is a multinational American fast food organisation established in
1940. The company sell burger, French-fries, wraps, milkshakes, soft drinks, desserts etc. The
assignment will discuss various strengths and drawbacks of distinct selection and recruitment
approaches along with benefits of HRM activities on the employee and employer of organisation.
Report will also highlight attention on different employment legislation, HRM practices
applications and its influence on productivity as well as benefit of organisation (Collings and
Mellahi, 2011).
TASK 1
Covered in PPT
TASK 2
3.1 Job description and person specifications through examples from a hospitality organisation
Before placing any job vacancy with a hiring consultancy, this is essential for an
organisation to assess the requirements from a applicant. Though, both person specification and
job description is not legal requirements, this is wrote to provide detail information about
objectives, duties, requirements and duties of vacant work profile. McDonald's is opening the
vacancies for HR manager. Here is discussed the job description and person specification for
chosen work profile:
Person Specification: This describes core attributes needed of a worker to perform the
work to the essential standards (Albrech, 2011). It demonstrates the work roles of individuals on
the specific work profile. Here is stated the example of HR manager's person specification
discussed under:
Job Specification
1

Details of job
Job title: HR Manager
Associated Department: Human resource Division
Qualifications
 Full qualification of CPID /formal management skills with evidence of CPD (continuous
professional development) is desirable.
Experience
 Min. three years experience of constant achievement of HR profession at senior
management level in a reputed organisation.
 Successful evidence of exploiting growth opportunities and of managing and leading
change in a recognised organisation to meet improvement associated output. Successful evidence of introducing effective personnel management, performance
evaluation and creating positive culture.
Knowledge and skills:
 In-depth knowledge and wide ranging of public segment strategic HR service functions. Awareness of best development and learning practices supporting service delivery and
improvement (Armstrong and Taylor, 2014).
Personal Attributes:
 Strong innovative leader.
 Effective ambassador and enthusiastic with determinant personality.
 A professional and personal commitment to diversity and equal opportunities.
Job Description: The job description encounters the essential of work roles: the major
duties broad purpose, the condition and work terms etc. Here is illustrated the HR manager's job
description of McDonald's:
Job Description
Job Tittle
Work-profile
Description of Duties
Corporate Responsibilities
2

 Ensure all statutory and legal obligation of service are met. Asset and HR management team, to contribute to implementation and development of
Council's corporate policies and objectives for HR, Director Law and Asser
Management in suitable circumstance.
Service specific duties
 Maximise collective resource of HR available across Council through managing and
organising operation and strategic human resource activities.
 Deliver and Devise an effective ER strategy.
 Develop development strategy and generic learning that reflects company priorities o
support organisational behaviour.
3.2 Compare the selection process of different service industries businesses
Selection refer to a process of identifying individuals with significance competences and
qualification to vacant work in the company. Distinct hotel implement different procedure and
methods for selection and recruitment process. This is gradually rely on the administration size
and policies of operations. Recruiting whereas refer to the procedure of selecting required and
suitable worker for pool of applicants for available work roles. Selection process is a long
procedure, commencing from exploratory interview of applicants as well as ending with
employment contract (Bakker and Leiter, eds., 2010). McDonald's while recruitment focus on
more young and adult worker within the organisation and provide best opportunities to prosper
within their work environment. But, different service industry organisations opt distinct
approaches of selection and recruitment to hunt the talent from the thousands candidates. Here is
discussed and compared selection procedure of fast food industry (McDonald's) and hotel
industry (Hilton Hotel) to analyse the process effectiveness:
Industry Selection process
Fast-food sector Under this, report will outline McDonald's to emphasise the influence
and process of selection procedure of fast-food service industry. The
company believes that their employee attitude and aptitudes directly
create impact on consumer satisfaction and they dictate their company's
fortune in most ways that organisation oneself can not start to
compendium. Beside other hospitality industry, the recruitment and
3

selection procedure of McDonald's is unique and expensive as firm
believe to choose people wisely.
Initially company prepare outlines for each position to highlight their
duties and roles in more defined form. McDonald's basically offer the
career opportunity with over 60% of aged 20 or under. The company
organise a well-run interview which encounter candidate's potential to
be efficient McDonald's worker opting the interview guide that aid
organisation to predict the previous behaviour of worker and how it can
influence the future performance. This is done for behavioural evidence.
After analysing highest rating, candidates are selected for next stage
(Berman and et. al., 2012).
Unsuccessful applicants are notified in written and entire new worker
are inducted by Welcome meeting that they must show presence. In this
overview of organisation is done along with its different programs such
as food, job role, hygiene etc. After probationary period of 3 week,
worker performance are measure according which employee internation
and reattainment is done.
Hotel Sector Under this, Hilton Hotel is undertaken as example to understand the
optimise process of selection within hotel service industry. Hilton Hotel
initially hire the maximum number of applicants with the assistance of
extrinsic hiring sources i.e. through TV or newspaper advertisement,
recruitment agencies etc. After recruitment, company invite most
suitable work candidates for the next interview stage. Face-to-face
interview is considered to understand the communication skills of
individual and to judge on the grounds of knowledge.
In the next stage, on education, experience and other grounds, aptitude
text of candidates is organised by Hilton Hotel to verify their aptitude
level that provide employee's decision making power and capability of
managing the critical situation.
As per the final selection of candidates, training is given for 20 days
after which final exam is being coordinated according which most
4

appropriate candidates are given permanent appointment letter as
permanent worker of organisation.
This can comprehend that selection and recruitment procedure is requisite for the future
growth and success of organisation. Both companies McDonald's and Hilton follow distinct
selection procedure in order to acquire the most suitable resources and talented worker within
organisation.
TASK 3
4.1 Assess the contribution of training and development activities to the effective operation
Training can be defined as process of learning and understanding the skills that is
essential for a certain activity or work. This constitutes a basic HR development concept which is
associated with improving a certain skills to certain standard through practices and instruction.
Development, on the other hand, is an improvement process in which individual improvises or
changes to become more advance (Bloom and Van Reenen, 2011). McDonald's stimulate their
employee's personal development in regard of carrying out more motivating practices and better
services. This is required for firm to organise to match the job requirements and employee
specification, creating better human relations, avoiding environment complexity and improving
worker competency. Hence, the company use mention two types of training programs i.e.: On-the-Job Training: Under this, inexperienced and new worker of McDonald's learn by
evaluating manager and peer performance to imitate worker's behaviour. For e.g.
coaching, job rotation, mentoring, apprenticeship etc.
 Off-the-Job Training: This method is organised in separate from work environment of
McDonald's, supplying study material through providing expression in freedom. For e.g.
Vestibule training, conferences, lectures, sensitivity training etc.
Hospitality industry need more learning, training and development exercises as their
behaviour and attributes determines their quality of services along with their core product so as
McDonald's's. This is requisite for organisation to recognise different requirements of employee
to improve their skills and knowledge in order to keep providing better and productivity products
within market (Crook and et. al., 2011.). Here is discussed some contribution of training and
development in effective operations:
5

 Uncover Worker Potential And Retain Employee: Success of McDonald's is built on its
cleanliness, high quality standard, services delivered to consumer to its restaurants.
Training and development deliver more catalytic grounds for workers to share their
administration ideas. Hence, this provide McDonald's worker high potential and retain
talented and skilled worker in the company. Reduction In Turnover And Weakness: To improve their efficiency, McDonald's
organise intensive standardise training programs that demise employee turnover reducing
money and time waste. This assist in creating feeling of confidence reducing their weaker
areas and strengthening their working skills. This emphasise their working operations and
make them effective through managing productivity.
 Optimum Resource Usage And Team Spirit: This significantly aid to deliver an road
structure and opportunity to develop behavioural skills and technical qualities of
McDonald's. Also, this promote the inter-team collocations and team working that zeal
worker of organisation creating better efficiency of operations performed by them.
There are numerous barrier of training that can restrain the outcome of these learning
programs such as unsupportive managers, discrimination, isolation, shift work etc. Hence,
McDonald organise on-the-job training assessment and open learning programs to support
previous management experiences of individuals and worker of firm (Cascio and Boudreau,
2010). Therefore, such program help an hospitality organisations to render better operations.
CONCLUSION
The above report propound that human resource management is one of the crucial
division of an organisation that provide guidance in managing, recruiting, handling and training
personnel and associated practices of company. HRM has numerous functions such as
orientation, training and development, employee relation management etc. There are numerous
practices are performed by HR professional such as evaluation of person specification, work
specification etc. This can summon from mentioned notion that HR not only benefits an
employee by acknowledging them compensation and learnings but also avail employer more
efficiency and revenues. This is significant for a company to manage their employee relations
and outline employment legislation to avoid disputes and create a better working environment.
6

RECOMMENDATIONS
This can be suggested from the above report an organisation need to comply HRM
practices and employment legislation within an organisation that can direct organisation to
success avoiding disputes and hurdles (Boxall and Purcell, 2011). In order to improve the
workplace innovation and creativity, McDonald's can execute below mentioned techniques and
methods:
 McDonald's can reward innovation and creative performance of worker through more
engaging autonomy and workplace.
 Deliver intrinsic training for more innovative and creative practices.
 Keep in place more discrete budgets to evaluate creative projects to the organisation.
 Involve innovation and creativity as core competency in plans of leadership development
etc.
7

REFERENCES
Books and Journals
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bakker, A. B. and Leiter, M. P. eds., 2010. Work engagement: A handbook of essential theory
and research. Psychology Press.
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Cox, M., Arnold, G. and Tomás, S.V., 2010. A review of design principles for community-based
natural resource management.
Crook, T. R. and et. al., 2011. Does human capital matter? A meta-analysis of the relationship
between human capital and firm performance.
Boxall. P. and Purcell. J., 2011. Strategy and human resource management. Palgrave Macmillan.
Chen. C. J. and Huang. J. W., 2010. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
Business Research. 62(1). pp.104-114.
Collings. D. G. and Mellahi. K., 2011. Strategic talent management: A review and research
agenda. Human Resource Management Review. 19(4). pp.304-313.
Online
Human Resource Management (HRM) - Definition and Concept. 2016. [Online]. Available
through: <http://www.managementstudyguide.com/human-resource-management.htm>.
8