Human Resource Management

Please fallow the assignment brief from attach

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
a) Explains what HRM is and identifies the functions of HRM within LV=.........................1
b) Assesses how these functions relate to workforce planning and resourcing within LV and
therefore its importance to the organization as a whole.........................................................2
c) Critically evaluates the strengths and weaknesses of LV=’s Recruitment and Selection
process....................................................................................................................................2
ACTIVITY 2....................................................................................................................................5
a) Create a person specification for this Personal Assistant role............................................5
b) Review the CVs provided from the three job applicants for the role of Personal Assistant
based upon the person specification.......................................................................................6
c) Produce at least six competency-based questions to be asked at the selection interview for
the Personal Assistant vacancy and justify your choice of questions....................................7
ACTIVITY 3....................................................................................................................................7
a) Learning and development opportunities for staff, from both an organisation and staff
perspective..............................................................................................................................7
b) Rewards and benefits provided by LV= to its staff, from both an organisation and staff
perspective..............................................................................................................................8
ACTIVITY 4....................................................................................................................................9
a) Explains what is meant by the term employee relations and why is so important for LV= to
have effective employee relations..........................................................................................9
b) Critically evaluates the role of leadership, as defined by LV= on its website, in maintaining
effective employee relations within the organisation ............................................................9
c) Identifies the key elements of UK employment legislation, evaluating how they influence
HR decision making such as recruitment, training and development and reward, within LV=
..............................................................................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
HRM is defined as the strategic approach to efficacious staff management within
organisation in such manner they aids its business for obtaining competitive advantages.
Moreover, this develop for enhancing the performance of workers into services of an employer's
strategic goals. Also, it deals with problems associated to performance management, benefits,
staff motivation, training and many more (Al Ariss, Cascio and Paauwe, 2014). This plays vital
role into managing employees as well as work are atmosphere and culture. As per the scenario,
the company taken for this report is LV=, which was formed in year 1843. they facilitates huge
range of financial services consisting life insurance, pensions, investment products and others.
Also they have around 5.8 million clients, more than 5,500employees and having headquarters is
in UK. It also have about 14 offices within respective country. In this report, human resource
management and their function, recruitment and selection process strengths an weaknesses, CV,
person specification, and preparation of competency based questions are mentioned. Apart from
this, opportunities for workers like learning and development etc., benefits, rewards, staff
relationship and their significance, leadership role and UK employment legislation are also
explained in this report.
ACTIVITY 1
a) Explains what HRM is and identifies the functions of HRM within LV=
HRM is considered as the part of firm that is associated with attributes of persons. Also,
it is related with hiring, inspiring and handling workforce into organisation. Within LV=, human
resource management deals with the issues that employees are facing in terms of recruitment,
training, communication and many more. So, in respective organisation are are several HRM
activities and functions like recruiting, development and so on. Few of the function and activities
are described below:
 Training and Development: This is also considered as the one of the vital functions and
activities of human resources management as it aids them in rendering programmes and
events associated to this towards their staff at regular basis (Albrecht and et. al., 2015). It
help LV= in increasing their workers skills as well as knowledge for performing its task
efficaciously and appropriately in order to accomplish goals of respective goals.
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 Recruitment: This is defined as the vital human resource management activities and
function as it is the function of attracting, evaluating as well as hiring workers for firm.
The main purpose of recruitment is to grab the attention proficient and gainful candidates
as well as inspire the unqualified one for referring themselves out. With the aids of
recruitment function of human resources management, LV= HR manager can able to
recruit talented individuals efficaciously and effectually.
b) Assesses how these functions relate to workforce planning and resourcing within LV and
therefore its importance to the organization as a whole
Workforce planning and resourcing is considered as the process of aligning the workforce
needs into organisation and deploying through performing recruitment methods efficaciously and
effectually (Alfesandet. al., 2013). This assists LV= to fulfil the vacancy according to
requirements of skills and knowledge to do the task in organisation appropriately.
 Training and development: This HRM activities and function render its employees an
appropriate understanding and improve its skills efficiently. Also, this assists LV= in
retaining its personnel for long term that is significant for organisation as it do not want
to lose any gainful staff.
 Recruitment: As it is the vital HRM activities and function within LV= as with the
assistance of this they can attract more candidates as well as attain the vacant position in
efficacious and effectual way.
c) Critically evaluates the strengths and weaknesses of LV=’s Recruitment and Selection process
Recruitment is defined as the process of identifying, hiring and eventually on board
candidates jobs. Also, it included the overall recruiting procedures from inception to person hires
integration within organisation. In relation to LV=, they are utilising the two methods such as:
 Internal method: It is defined as the process of recruitment in which employees are
recruited from firm inside. Moreover, in this opportunities are render to the individuals
who are the member of the firm (Berman and et. al., 2019). Respective organisation may
hire applicants from its existent workers by doing the activities such as transfer,
promotion and many more. The strengths and weaknesses are described below:
Strengths Weaknesses
 It assists employees to acquire  In this, there are limited applicants
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opportunities for getting higher post
that maximises their morale as well as
make them feel importance.
 As workers are recruited by this
method so it saves the organisation
time as well as money.
which reflects that there is less talent
that develops towards minimising
creativity within company.
 External method: It is defined as the method that is included into recruiting the apt
employees from organisation outsides (Bratton and Gold, 2017). LV= can hire employees
from this method by advertising upon social media, newspaper, recruitment agencies and
so on. In order to bring innovation within their functions and operative activities that are
performing by LV= and this leads them towards getting gainful results. Its strengths and
weaknesses are described below:
Strengths Weaknesses
 With the aids of this particular method,
LV= can obtain pool of proficient
candidates and it can competent to
identify the best out of them on the
basis of job role needs. Through this,
respective organisation can get skilful
employees efficaciously and
effectually.
 It is crucial procedures but the cost
involved while applying this is more
costly. Also, it is time taking as this is
hard to chose proficient applicants as
per the needs.
Selection method is defined as the process of short listing the talented candidates with the
significant qualification and knowledge in order to accomplish vacancies within organisation. It
is the method which varies from firm to firm and even amongst same company department.
Thus, few procedures that is utilised within respective organisation are described below:
 Face to face interview: It is defined as the procedures of gathering information when an
interviewer directly interacts with candidates in accordance with developed questions.
This will assists company in acquiring fact data as well as various information which is
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communicated at the time of conversation with interviewee. Within respective
organisation, this process is involved into its selection methods as it assists them to
understand the behaviours of interviewee as well as its facial expressions. Strengths and
weaknesses are described below:
Strengths Weaknesses
 With the aids of this, LV= may
understand the body languages and
facial expression in more clarified
way.
 Also, it assist LV= in doing the
screening in more relevant manner.
 This procedures of selection is very
much time taking as they will interact
with all candidates individually.
 Also, this is expensive methods as it
requires some proficient staff to
perform interviews which means that
more costs will be incurred in respect
of personnel.
 Telephonic interview: It is defined as the selection process that is often conducted
through the human resource manager at initial round of interview (Cascio, 2015). It
enable manager to screen individuals on the basis on its experiences, skills and
expectation regarding salary. Within LV=, this particular process is applying so that it
can understand the candidates views effectively through asking important questions as
well as competency based questionnaires. Strengths and weaknesses are described below:
Strengths Weaknesses
 This procedures save the time of LV=
and also very much cost effective in
compare to face to face interview as
this can be done only upon individual
phone calls.
 Also, it can be performed in all over
the world without investing more
amount.
 Through this procedures LV=can not
monitor the behaviours, attitudes and
body languages of candidates.
 Also, into this interviewee some time
response the call and few time do not
.
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ACTIVITY 2
a) Create a person specification for this Personal Assistant role
Person specification is defined as the description of skills, knowledge, qualification as
well as another behaviours that a candidates should possess for performing the accountabilities
of job. This is derived from the job description as well as forms the foundation for the
recruitment procedures (Hanushek, 2013). It is the essential part of recruiter's toolbox. It permits
organisation recruiters to communicate the traits they identify desirable into its ideal candidates
like last work experiences, education as well as any additional characteristics which are required
within role. So, person specification for the job role of Personal assistant are prepared below:
Person specification
Position: Personal assistant
Company: LV=
Attributes Essential Desirable
Experience and qualification  The person must be
able show case the
excellent level of
education of GCSE
standards in both the
English and
mathematics.
 The candidate should
possess the NVQ level
of certification and
knowledge potential to
gain learning and
outcomes.
 The person have the
potential knowledge of
IT field in respect of
Micro soft office and
word processing in
order to achieve
accurate results.
Knowledge and skills  An individual must be
efficient to work with
 Able to deliver one of
demonstrative ideas
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accuracy by using
critical thinking skills
to deliver knowledge
and information to
subordinates.
 Possess the ability or
competency to conduct
congregations and
agenda in front of
people by encouraging
them to give one of
best efforts.
and views to share the
potential knowledge by
focusing on consumer
needs and wants.
b) Review the CVs provided from the three job applicants for the role of Personal Assistant
based upon the person specification.
Personal assistant is also considered to as personal aide or secretary, it is job role
explaining about an individuals who aids a particular person with its daily business or personal
work. The main intent of this particular job is to facilitate a high level of PA as well as secretarial
supports to two directors into a fast paced atmospheres (Jackson, Schuler and Jiang, 2014). So,
after reviewing all the CV of three applicants and person specification that is prepared above, it
is viewed that the the job application no. 2 named as Sandra Besgrove is suitable for the personal
assistant job in LV= as he has the experience in this field only approx 8 years. Also, it have the
skills that is effective for this particular job role are effective communication skills, result
oriented, administrative support specialist. As the respective organisation culture is very much
flexible so he can easily work in that company in effective as well as efficient manner.
Moreover, the respective applicant is the PA of commercial directors in previous job and also in
this job role they facilitate timely and effective administrative as well as secretarial service to
department head, contribute towards effectual handling of internal and external contract through
receiving and screening incoming phone calls, dealing or redirecting and others. All these are
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required into LV= personal assistance role and also helpful for accomplishing their
responsibilities efficacious and efficient way.
c) Produce at least six competency-based questions to be asked at the selection interview for the
Personal Assistant vacancy and justify your choice of questions
Competency based questions is defined as the style of interviewing which is often utilised
for evaluating the candidate's key competencies, particularly when this is difficult to choose as
per the basis of technical merit (Johnson, Schnatterly and Hill, 2013). Moreover, this is
considered as an approach which is utilised through interviewers to assess their performance into
specific key areas or skills which is attributable to the job description. In this, each and every
questions is asked on which the interviewee have to facilitate a certain illustration of where they
match the competency being evaluated. As within LV=, the interview is organised for personal
assistance role so few competency based question are asked into their face to face interview
which are described below:
1. Explain the time when you face the tough situation and resolve it very confidently at your
previous job?
2. Can you tell me about any positive changes that you performed in last job with the help
of example?
3. Tell me about the great customer experience at last in yours previous period?
4. What have been your most essential achievement till now?
ACTIVITY 3
a) Learning and development opportunities for staff, from both an organisation and staff
perspective
Learning is defined as the procedures of obtaining new or changing existent attitudes,
preferences, skills, knowledge, values and others. Also, it is the procedures to develop, retain and
transfer knowledge into company. Development is considered as the procedures which develops
progress, development optimistic changes. Moreover, this is the educational process which is
associated to overall workers growth. The main intent of it is to develops workers for upcoming
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challenges. In LV=, there is freedom to develop themselves. Flexibility when they required it. It
is a great area for individuals with ambition to learn, grow as well as develop and truly create a
difference to its business and their clients. Also, they facilitates flexible working options to their
staff which helps them to balance their life and accomplish the task in efficient manner. This is
advantageous for both staff and organisation which are described below:
Benefits to LV= Benefits to staff
 It is helpful for LV= to enhance their
profitability and productivity.
 Also, helpful for them to set up long
term employees which leads towards
increasing skills regarding its business.
 This assists workers to decrease their
overheads expenses and gain more new
things.
 This aids them to save its time and
utilised that into another things such as
learning new things and others.
b) Rewards and benefits provided by LV= to its staff, from both an organisation and staff
perspective
Rewards is defined as incentives plan which is helpful in reinforcing the desired attitudes
of workers or managers and in return of their products or services to organisation. The main
intent of rendering the rewards in grabbing the attention, maintaining and retaining highly
performed, proficient and inspired employees (Kehoe and Wright, 2013). On the other hand,
benefits are considered as the perks that is facilitated to works instead of salary. The benefits as
well as rewards both are facilitated through LV= are life insurance, performance bonus, health
insurance, family medical leave, free lunch, flexible working hours and so on (Rewards and
benefits, 2019). Hence, it will be advantageous for organisations and workers both which are
described below:
Benefits for LV= Benefits for staff
 It assists LV= to satisfy its staff so
that they can able to do their work
in efficiently as well as enhance
productivity.
 Moreover, it assists respective
 It is advantageous for workers of
LV= as this makes them feel
encouraged and work with more
potential.
 Moreover, it increase career
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organisation in retaining skilful staff
appropriately and properly.
growth and sustain for longer
period as well as can able to gain
more experiences.
ACTIVITY 4
a) Explains what is meant by the term employee relations and why is so important for LV= to
have effective employee relations
Employee relation is considered as an firm's effort for maintaining and creating
optimistic relationship between managers as well as workers at workplace. Also , it may also
refers the company form healthy employee relation at work area then they will render equal
treatment to overall workforce which enhances their satisfaction and faithfulness degree
(MacArthur and et. al., 2014). In relation to LV=, it may be refers that this is vital for its HR
manager to focus on keeping positive performance at workplace. It has been analysed that
optimistic employee relation is significant for the growth of firm. It facilitates benefits to
organisation as with the assistance of this their gaols can be achieved quickly which increases
their profitability at job. Moreover, it also influences the firm' s decision making in efficient and
efficacious way. So, some importance of having employee relation within LV= are discussed
below:
 Develops productivity: Effective staff relationship develops a pleasant environment into
workplace. This enhance workers motivation as well as may also be enhanced by
developing staff morale. So, in LV= if staff are motivated, develop positive atmosphere
and others so their productivity also get improved effectively and efficaciously.
 Minimises disputes: When working atmosphere is efficacious as well as friendly the
enhancement of disputes into work area is minimised. Less conflicts outcomes into
workers being competent to focused upon the work so they become more productive. So,
due to effective employee relation conflicts get minimised appropriately and effectually.
(Employer Employee Relation Importance, 2018)
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b) Critically evaluates the role of leadership, as defined by LV= on its website, in maintaining
effective employee relations within the organisation
Leadership is considered as creating value platform at LV=, describing that people
matters. Also, into LV= the leadership role is to provide clear direction to its workers, forming
confidence within them, inspiring person and ensuring them that respective organisation have
efficacious culture, methods as well as values into work area in order to render beloved services
to their clients (Noe and et. al., 2017). Whole these assists them in maintaining great relation
within organisation as they are clear towards its task as well as do that consequently. However, it
is vital for them to focused on maintaining efficacious relationship into organisation in order to
make them feel satisfied and happy thereafter they can competent to accomplish goals
appropriately at stipulated time periods. By involving them into decision taking procedures as
goals are clearly described to them. The optimistic prospects which aids in accomplishing whole
work efficiently give duration as well as attain the goals of the firm effectively. The pessimistic
aspects is that whole workers should included within the process of decision making so that there
may be delay in formulating efficacious decision.
c) Identifies the key elements of UK employment legislation, evaluating how they influence HR
decision making such as recruitment, training and development and reward, within LV=
Employment legislation includes the rights of staff as well as regulates its relation with its
employers. Moreover it is defined as the governing body which govern the relationship among
workers as well as mangers (Renwick, Redman and Maguire, 2013). The main intent of this is to
safeguards the staff rights and set the responsibilities and obligation of employers. Few
legislation which LV= have to follow are described below:
 Equality act, 2010: This is the law that is developed through UK government for
facilitating fair opportunities to employees who work into firm. In case LV= management
comply it then they should facilitates equal rights to all staff who work at similar
position. With assists of this, they can acquire equal pay and rights in context of training,
employment and others to all and reduce discrimination. Moreover, this also affects the
HR decision making as regulation performs towards giving equal opportunities to whole
people that aids HR section for evaluating all workers performance and then make
decisions of providing rewards to personnel.
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 Data protection act, 2018: It is the laws that was formed in year 1988 through the
parliament of United Kingdom. It was developed to control how human or consumer
information are utilised through firm (Sparrow, Brewster and Chung, 2016). Presently,
the main aim of this legislation is to authorise workers to take control of its data and
supports the enterprises of UK. Thus, respective organisation must ensure that all staff
data are not facilitated to other people or organisation. It affects LV= decision making as
this develops faith among clients and workers information are to be safeguard through
this particular regulations.
CONCLUSION
From the above report, this have been concluded that HRM plays vital role into company
as this assure the availability of effective individuals for appropriate jobs for attaining the
organisational objectively in efficacious manner. There are several activities as well as function
of human resources management like training, recruitment and many more which assists
company to increase the staff knowledge and skills effectually and others. Also, external and
internal are recruitment sources as well as telephonic interview and face to face interview are
some selection methods that is utilised for choosing skilled candidates. Moreover, rewards and
benefits facilitated through firm for inspiring employees for doing its work in accomplished way.
In addition to this, few strategies are used like appropriate communication and other for
developing staff relationship and involvement efficaciously.
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REFERENCES
Books and Journals
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Berman, E. M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Hanushek, E. A., 2013. Economic growth in developing countries: The role of human
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Johnson, S. G., Schnatterly, K. and Hill, A. D., 2013. Board composition beyond independence:
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Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
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MacArthur, D. G. and et. al., 2014. Guidelines for investigating causality of sequence variants in
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Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
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Online
Employer Employee Relation Importance. 2018. [Online]. Available
Through:<http://www.dselva.co.in/blog/employer-employee-relation-importance/>
Rewards and benefits. 2019. [Online]. Available Through:< https://www.jobs.lv.com/gi/why-
work-us/rewards-benefits>
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