Importance of Employee Relations in HRM

Human Resource
Management

INTRODUCTION
Human Resource Management is a vital concept for every organization as it plays an
important role recruiting and selecting employees. It refers to the process by which personnel
can be managed in systematic and structured way. It involves some processes like
recruitment, placement, selection, training and development, induction, compensation,
benefits, motivation etc. It assists in enhancing productivity of firm by optimum and effective
utilization of human resource (Chelladurai and Kerwin, 2017). It also facilitates in improving
performance of company as well as its employees. Main purpose of Human Resource
Management is to hire, develop & retain skilled and knowledgeable candidates in the firm.
The present assignment is divided into 3 parts. First one is recruitment and selection in which
given organization is Woodhill College. The second one is employee development,
performance and reward in which Tesco is the given company and the third part of this report
is employment relationship in ITV. It covers functions and purpose of HRM & benefits of its
practices for employer as well as employee. Effectiveness of various human resource
management activities in order to increase productivity and profitability of firm is also
evaluated. Apart from this, significance of employee relation and key components of
employment legislation is defined in this project.
TASK 1
P1 Purpose and functions of Human resource management
Human resource management function plays an important role in recruiting skilled
employees within organization. Main purpose of this department is to identify manpower
needs by determining current number of workers and anticipating future requirements of
workforce. the company. HRM refers to the coordination of firm’s people to attain objectives
of business, fulfil needs of staffing and maintain satisfaction of employees. This is
accomplished by utilization of processes, people and technology that emphasize on internal
parts of firm rather than on external. Human resource management develops a bridge between
employee and management (Flamholtz, 2012).
The are many level of management as well as employee. There are various key purposes of
human resource management. Productivity of the firm depends on the quality of employee it
defends and execute policies and processes that are necessary to attract higher and retained
work force. It directly relates to the financial performance of the company. It aims to insure

that all the workers performed their responsibilities and duties in order to promote the
objectives of the form. It is also responsible for getting advantage of skills and capabilities of
work force and assign right employee in right position.
Functions of human resource management:
Training and Development:
This is an important function for every organization. It is necessary for manager of
human resource department to analyze skill needs of employees and provide them appropriate
training and development programme in order to enhance skills and competencies of
workforce so that they are capable to perform their works and duties in proper way. It assists
in increasing productivity as well as profitability of the company and attaining goals and
targets of the firm in effective and efficient manner.
Managing employee relation:
Workforce are the main pillars of every organization. Employee relation is a wider
concept and is one of the vital functions of HRM. It assists to foster healthy and strong
employee relationship. They have capability to impact work outputs and behaviours.
Management of Woodhill college needs to organize such kind of activities which will aid to
know an individual at professional as well as personal level. Well-planned workforce
relations will endorse a balanced and healthy relation among employer and the employee. It
is important for the association to be successful.
Recruitment and selection:
Recruitment refers to the process of attracting and selecting qualified and potential
candidates on the basis of objective criteria for a specific job (Cascio, 2018). The aim of this
procedure is to entice the qualified candidates and to inspire the unqualified one to opt
themselves out. Before starting recruitment process, the firms must device proper recruitment
plans and grade number of personnel they are going to require. Anticipating of employees
must depend on yearly budget of the company and short-term as well as long-term goals and
targets of the organization. Recruitment & selection process is vital to every firm because it
lowers down the costs of errors such as engaging unskilled, unmotivated, & underqualified
workforce. Firing the unqualified applicant and hiring new member is an expensive process.
Maintaining healthy work conditions:

It is the responsibility of human resource manager to deliver good and healthy working
conditions to the manpower so that they like the workplace & work surroundings. It is an important
duty of human resource department to motivate and encourage employees. Due to lack of motivation,
workforces don’t contribute to the objectives and goals of the firm as much as they can. Human
resource management of Woodhill college should come up with a structure to offer financial as well
as non-financial benefits to workforce from various departments of the firm. Employee welfare is one
more concept which must be managed by human resource team. Welfare of employees promotes job
satisfaction.
Orientation:
Many firms do not administer a thorough orientation to its new staff. This is an
essential step to help an employee to adjust himself with his new job and employer. The
program of orientation should include the goals and objectives of the company and how an
individual can help to attain long-term & short-term goals of the firm. Giving intensive
orientation to workforce is one of the main functions of HRM. The program should assist the
worker to know his allotted duties & exact job role, job description, and the connection of
one position to other in the company. It gives elucidation to the member of staff to take active
role in the business organisation.
P2 Strengths and weaknesses of recruitment and selection approach
Recruitment is an important method which is used in overall human resource
management and planning process of a firm. It includes job design, career planning,
performance management & appraisal, promotion, transfers etc. and are closely linked with
it.
"Recruitment refers to the process of attempting to encourage & find out potential
applicants to apply for present or anticipated job openings". Recruitment and selection
process is done by two ways, i.e., internal and external method.
Internal recruitment: It is the process in which an employment opening is occupied from
inside the organisation. Many businesses before consider their exterior employment markets,
prefer to attract applications from inner candidates.
Strengths:
 This method consumes less time as firms does not need to find out candidates from
outside the organisation.