Human Resource Management: Purpose, Function, and Recruitment Process

Human Resource Management
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Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
Purpose and function of HRM.....................................................................................................1
ACTIVITY 2....................................................................................................................................4
Person Specification.....................................................................................................................4
Reviews of job applicants............................................................................................................5
Six competency-based questions to be asked in the interview. 6
Rational reasons for the whole procedure:...................................................................................6
ACTIVITY 3....................................................................................................................................8
Effectiveness of learning and development opportunities...........................................................8
Reward and incentives.................................................................................................................8
ACTIVITY 4 ...................................................................................................................................9
a. Meaning of employee relations and their influence on the decision-making of LV='s HRM.
9
b) Key Elements of UK Employment Legislation.....................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resources Management is the process of recruiting, selecting, inducting employees,
provide orientation, motivating employees, welfare and healthy measure in compliance with the
labour law of the land (Diaz-Fernandez and et al., 2017). HRM is an operation in companies
designed to maximize workforce performance in order to meet the strategic goal and objective.
HRM is considered as the backbone of any organization. Human Resources Management is a
very fast-growing concept and is a management function which is related to the employee such
as hiring, training, compensation, motivation, communication and administration. This report
discusses the purpose of HRM and effectiveness of the key element of HRM as well as internal
and external factors affecting HRM decision-making.
ACTIVITY 1
Purpose and Function of HRM
Human Resources Management is the coordination of an organization people to achieve a
specific business objective, fulfil staffing needs and maintain employee satisfaction. HRM
accomplish this through the use of people, processes and technology that focus on the internal
parts of the organization rather than on the external environment. HRM serves as a great purpose
for LV Company as it is UK's largest friendly society and deals various types of people, so HRM
is a really important part of the company and has to be really effective in its management
process. The purpose of HRM is to prevent these issue and maximize a company's performance
by investing the right people and their effective utilisation across its 14 offices. One of the major
purposes of HRM is human management resource and make use of appropriate tools to find and
employ top talent and retain them (Ahmed et al., 2018). HRM has to ensure the good working
condition and serve the needs of employees in the workplace. Other important purposes of HRM
include career development, candidate selection, employee compensation, organization
development, employee performance assessment.
Human Resources Management is an integral part of any organization. Human Resources
Manager is a member of management and performs various functions, and some of them are as
follows.
CIPD Viewpoint:
Workforce planning is a strategic tool used by senior leadership team, HR Managers and
members of board to set the plan for workforce change and to drive the strategic end of process.
Although most HR employees understand the value and usefullness of workforce
planning, there seems to be present a gap between the theoretical and practical knowledge for
many managers, which pushes them towards finding alternate solutions to workforce planning.
Various external factors shape how an organisation is resourced such as world economics,
technology, social attitudes etc. CIPD believes that for a sustainable organisation performance,
workforce planning is necessary, as it provides a basis for improved decision-making in regards
to future human requirements of the business.