Purposes and Functions of HRM

This report discusses the purposes and functions of HRM, including recruitment and selection, employee relations, and training and development. It also evaluates the strengths and weaknesses of different approaches to recruitment and selection, and explains the benefits of HRM practices for both employers and employees. The report highlights the importance of employee relations in influencing HRM decision making.

Human Resource
Management
Ncl cover page.

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
1. Explain the purpose and the functions of HRM......................................................................1
2. Evaluate the strengths and weaknesses of different approaches to recruitment and selection 2
3. Explain the benefits of different HRM practices within the firm for both employer and
employee......................................................................................................................................3
4. The effectiveness of diverse HRM practices in terms of raising organisational profit and
productivity..................................................................................................................................4
5. The importance of employee relations in respect to influencing HRM decision making.......5
6. Key elements of employment legislation and the impact on HRM decision making.............6
7. The application of HRM practices in a work related context..................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

write a report
To : Human Resource Manager
From : Assistance Human Resource Officer
Date 1/4/2020
Subject : Purposes and function of HRM.
The report should have introduction, body and conclusion.
INTRODUCTION
Human resource management signifies as the effective administration of business resources
that are needed for the operating of a business venture’s functions, actions and operations. It can
be impressive governance of workers in an organisation so that they can assist the administration
in gaining rivalry benefits. This written report is supported to Audi which is German automobile
manufacturer that designs, engineers, produces, marketplaces, markets and distributes luxury
vehicles (Armstrong and Taylor, 2020). This enterprise was incorporated in 1909 and is
headquartered in Ingolsadt, Germany. The document will discuss about the purpose and
functions of Human resource management in form of resourcing and assess the effectiveness of
key aspects of HRM. Moreover, it will explain about internal and external aspects that influence
HRM decision making and HRM practices in a work associated context.
MAIN BODY
1. Explain the purpose and the functions of HRM
Purpose and functions of HRM
Recruitment and selection
Recruitment and selection is an activity and process of staffing, hiring and assorting
skilled employees and workers for filling the vacant positions and posts of the firm. BY
considering effective methods and approaches of recruitment and selection like internal, external,
interview and many, the human resource management of the firm hired and select skilled
workforce in term of making development with the business.
There are diverse functions of HRM and some of them are defined as under in reference
to Audi:
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To maintain high morale- It is the main purpose of HR function to maximise the morale
and confidence of the workers so that they can execute their duties and responsibilities in
effective manner, It assist in encouraging workers so that the make an effective contribution in
the development and success of establishment.
Meeting staffing needs- It is the key purpose of HRM and within it Audi, the HR function
fulfil human resource working environment gap in company through recruiting talented
candidates. In respect to this, the department is required to select and hire most effective people
that make their contribution towards organisational aims.
In addition to this, there are some main duties and accountabilities of HRM division in
Audi. Some of them are described as under:
Managing employee relations- Workers are the mainstay and immense base of any
company. Employees’ relation is a most panoramic conception and it is also one of the crucial
functions of HRM (Chelladurai and Kerwin, 2018). In Audi, the administrator of the firm
organises and conduct several activities so that it can be effective for them to know and make
interaction among each other. In venture if the relationship of workers is good then it is efficient
for the enterprise as it assist in performing the organisational activities and task in more
developed form. Along with this, it also assists in solving issues and removing conflicts.
Training and development- It is another crucial function of HR division which is
beneficial for the establishment to make transformation in the abilities and knowledge of
employees (Berman and et. al., 2019). In Audi, the administrator of the firm organising training,
learning and development programmes to make improvement in its workforce abilities and
knowledge. The purpose of thus function is to administrate the business activities and operations
effectively and make coordination among organisational division.
2. Evaluate the strengths and weaknesses of different approaches to recruitment and selection
Recruitment
It signifies as the activity of identifying, crossing, choosing and hiring talented and well
qualified candidates for filling the empty seats of a particular position of a job role. In Audi, the
HR administrator of the firm organise recruitment activity to recruit knowledgeable applicants
which assist in development of the firm. There are two methods and approaches of recruitment
which are used by firm to hire employees.
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Internal recruitment- In Audi, it is an action by which the administration hire applicant to fill
the vacant posts through internal promotion, transferring, rehiring individual and promoting
knowledgeable workers within the establishment.
Strengths Weaknesses
It is crucial and effective as it assist in
improving and enhancing employee morale
and arise development option for current
workers of the company (Morgeson, Brannick
and Levine, 2019).
The disadvantage of this method of recruitment
is that it can track inaction in the firm’s
workers. It generates barriers to enter fresh
talent within the organisation.
External recruitment- In Audi, it is the method which is used by the firm in term of making
external hiring by using exterior source like advertising, campus recruitment and many more.
Strengths Weaknesses
This method of staffing offers an opportunity
to enter new and fresh talent which an
organisation needed to remain competitive.
It demotivate to those applicants that are not
assorted. Along with this, it is a cost and time
taking activity.
Selection
It indicates to an activity of assorting the qualified applicants with needed education and
skills to fill the empty seats of specific job role in the firm (Kim and et. al., 2019). In Audi, there
are several methods and approaches like interviews, aptitude test and many more are utilised by
the administration of venture to choose the accurate person.
Interview- It indicates to a face to face communication and interaction activity. In Audi,
the administration of the firm utilised these types of methodologies to select talented applicant
for the firm through making direct communication and asking questions regarding education,
personal life and job role.
Strengths Weaknesses
This activity is effective for the firm as it assist
in offering a well qualified and skilled
applicant to the firm that assist in growth of
enterprise.
It is cost and time taking activity. Along with
this, with the assistance of selection tolls,
administrator dose not obtain appropriate data
about candidates.
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3. Explain the benefits of different HRM practices within the firm for both employer and
employee
There are number of HRM activities that are perform by the management if Audi such as
performance appraisal, flexible working option, recruitment & selection and training &
development etc. These human resource management activities are crucial for both employees
and employer in term of their success and development.
Performance appraisal- It is practice of determining and monitoring performance of
employees. In Audi management of company can conduct this activity monthly and yearly base
to analyse the execution of manpower (Zaid, Jaaron and Bon, 2018). In reference to the firm, the
administration can use diverse approach of performance measurement such as quality,
behavioural and others.
Benefits to employee-It is essential and beneficial for workers because when manpower
performance are analysed through management and if they perform good they are compensated
by establishment which encourage them and provide benefits to them in monetary an non-
monetary form such as bonus, compensation, extra vacations, gifts etc.
Benefits to employers- It is crucial for administrator because when management conduct
this process then they are also familiar with skilled and talented employees (Bailey and et. al.,
2018). So when they are executed in particular work then they are assorted these workers who
help in meeting task and accomplishing its aims in appropriate form.
Flexible working option- It is an effective practice of HRM within organisation makes
flexibility in working activities and operations of company. For this, establishment provide
flexible working option to its workers in form of task according shifts, work from home, part
time job etc.
Benefits to employee- It is crucial to worker of company as it assists in devising work life
balance and they can spend their time with family members. This would help in reducing their
stress level and execute the job in adequate form.
Benefits to employers- It is essential for employees also because when workers have
flexibility in their task then they can complete it according them. By including options that are
provided through organisation in form of reducing work pressure on employer in absence of
workers and execute their allotted work or task in flexible form.
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4. The effectiveness of diverse HRM practices in terms of raising organisational profit and
productivity
Treatment of staff
The management of the respective venture should treat its employees in effective manner.
So that when they get effective treatment, they can feel motivated ad accomplished its assigned
work in more developed and productive manner. Along with the firm should encourage workers
by sharing innovative and valuable ideas. By listening them actively and never interpret their
way of working when they are doing well as it assist in making growth within the business as
well as feel important and respective to workforce.
Employees are proactive and capable of development
There are several people within the venture who wait for direction before they do
anything. But there are also individual at work are proactive. These kind o employees who act as
opposed to react. In respective organisation by implementing open and transparent
communications, embrace workers feedback, encourage flexible working, focus on workforce
ability, endorse a culture of learning and many more assist in making proactive and able to
development.
Satisfied employees and customers
Employee satisfaction is rapidly becoming an irreplaceable section of a positive company
culture. When employees of the firm is satisfy then they can also offer effective services to the
customer and able to fulfil their needs and demands. Workers are the driving factor behind
consumer satisfaction. Along with this, within the respective venture, employees’ interactions
also set the tone for a positive or negative customer experience.
Analysis and design of job
It is the term which is utilised to define the activity of determining a job or occupation in
to its several aspects, which is, organisational framework, work actions, and informational
content. Job analysis plays an essential function in recruitment and selection, job evaluation,
performance appraisal, compensation administration and job designing and redesigning. An
effective and accurate process of determining specific job is most crucial.
There are several HRM activities that are perform by administration of Audi and these
HRM practices function as an effective firm in term of improving the profit margins and
productivity of organisation. Some of them are defined as under in reference to Audi:
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Performance management- It is an activity of HRM which help in determining the work
performance of workers who are execute in the organisation towards a specific job position. If
employees perform in effective manner, the management of respective venture remunerated them
and provide growth options and training programmes so that they can develop their current skills
and gain knowledge as well as get information about new things because it will enable in growth
of them personally (Tang and et. al., 2018). For example, In Audi, if the workforce are not do
good due to lack of knowledge about technologies regarding specific area then it will negatively
affect the profitability and productivity of establishment. Ineffective execution management can
provide unfavourable outcomes, may drop employees morale and demotivate them and if they do
well they are rewarded for that.
Training and development- It is another efficient HRM practice that make an appropriate
involvement in adequate growth in profit and efficiency of firm. Within it, the workers are
trained by offering training sessions so that they learn about new things and technologies. As,
there are several technologies in the market and consumer expect of products and services with
production according to that (Brewster, Mayrhofer and Farndale, 2018). In Audi, the
management offer on the job training, off the job training, educational programmes so that
people of the firm make their contribution manufacturing car products as per consumer needs.
Because when the customer’s needs will be satisfied then it will assist in maximising sales of
firm which help in enhancing productivity and improving profit margins of firm in more
developed manner.
5. The importance of employee relations in respect to influencing HRM decision making
The term employee relation signifies to effectiveness that make through management of
organisation to manage relation among and administrators. In respect to Audi, it can be an
activity and process of managing relation to workers with their employers. It is crucial for firm
because if employee’s relationship is effective then working environment of firm is effective and
they can perform their accountabilities and roles in effective form. It will help in motivating in
them in positive form or they accomplish their work and task in more efficient form. The relation
of worker’s impacts decision making of HRM in both positive and negative form. If employee’s
relationship is effective then human resource management of company can make adequate
determination in respect to advantages of employees and also improvement of firm. But when
employees relations are not effective then conflicts are arisen in organisation can negatively
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impacted business firm (Papa and et.al., 2018). For example, if changes are occurred in
consumer needs and management of firm take decision in respect to it and firm and enterprise
include and utilise participative form or style. So it include its workers in determination devising
making but cause of ineffective relation among employees of the enterprise cannot take effective
determination and unenthusiastically affect firm.
To make effective relations in employee’s relation management of company can use
choice of open communication and flexible working option so that workers not have fear of
sharing issues and outlooks with their managers. If administration include it then, this help in
devising friendly relations among workers and administrators. It optimistically impact HRM
determination devising because when workers development in decision making then they will
support accurate and effective decision for development and success. Flexible working
opportunity and flexible organisation can help in devising good relation as when employees are
not able to come then they can perform in flexible from like work according shifts, compensate
and others (Ren, Tang and Jackson, 2018). Then it positively impact employees and manager as
when management of company will provide chance of flexibility in work then employees can
complete or execute their work by own self and it minimise work pressure on administrator in
absenteeism of a specific people.
Mutual co-operation between management and staff
A workers cooperative is a cooperative which is owned and self administrated through its
employees. The control may mean a venture like Audi where each worker-management
participants in determination making in a democratic trend or it may refer to one in which
administration is elected by each management-workers have one vote.
Improved morale and motivation
Employees with high morale and motivation are more productive, deliver effective
outcomes and remain with the firm longer, If the venture is going through a crisis, they will
perform harder to assist it survive and accomplish its aims, High employee morale can outcome
in lower turnover rates and make it easier to get attention of top talent.
Attract good talents
The reputation of the firm is one of the key factors which assist in getting attention of top
talent. Along with their promotional strategy, company culture, personal relationship, career
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development and personal satisfaction etc. are several components which assist in getting
attention of skilled workers.
Shared learning and continuous improvement
Within the respective firm by considering several aspects like selecting small manageable
improvements, asking for feedback, organising self assessment and many more. In addition to
this, the venture can make continuous development to boost employee involvement and reduce
turnover rates.
6. Key elements of employment legislation and the impact on HRM decision making
Employment legislation refers to those legislations and regulations that are formulated by
national authority for efficient operating of business enterprises and governance of company
follow so that workers are treated in efficient form. These legislation include all kinds of
employment protection assesses help in providing all rights and benefits to workers in
organisation. These rules and regulations also formulated by national authority so that firm can
effectively run its business in legitimate form. The description of some employment laws in
reference to Audi is as under:
Equality law, 2010- It is an act that was framed by the government of UK for offering
protection and security to workers from favouritism and discrimination as well as inequality in
the company. In Audi, the administration of this company efficiently consider this law and offer
equal rights to its all workers as per to the policies of firm. This enterprise pays equal salary to
male and female workers who are working in same position or job role. If there is any kind of
discrimination then the employees can inquire for legislative assistance to satisfy their need. In it,
HRM of the firm can empower the manpower in optimistic form if they assure equality in all
form.
Discrimination act, 1975- This act was developed by the parliament of UK to provide
security and protection to male and female from securement in reference to colour, sex, race,
religion, material status and many more (Armstrong and Taylor, 2020). In Audi, the
administration effectively considers this act and not demonstrates any type of favouritism
regarding the workforce. The administration of the establishment offer equal rights to all workers
and equally offer training, learning, promotional and other organisational activities for all
workers who are performing within the firm.
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Health and safety laws: Respective regulation is developed through UK government for ensuring
health and safety of staff among work atmosphere. This is accountabilities of respective
entity’s HR manager to develop tactics and plans for employees safety and protection.
Data Protection Act 1998 / General Data Protection Regulations: Respective legislation was
formed in year 1988 through parliament act of United Kingdom. It was developed in order
to control how individuals or customers information are utilised through entity. Moreover,
this impacts the decision making of respective firm as this formulate faith in suppliers,
audiences and many more. Additionally, their human resource have to develop norms to
ensures whcih overall customers and audiences data are to be safeguards through respective
regulations.
Minimum wage laws: Respective legislation established legal framework that renders a
described provision related with employee’s wages activities. Moreover, this states that staff
has to obtain minimal wages for working performance. this helps human resource manager
of respective entity to attain effectual goals without conflicts among staff. Also, the key
intent of it is to provide fair wages for staff as per their working performiance and
capabilities.
Sex discriminations: Respective legislation was passed through UK government so that firm do
not undertake any discrimination among person within workplace. Based upon this
regulation, HR decision making of respective entity get much influenced, mainly while
providing reward system and staff recruitment.
Disabilities Laws: The policies define "physical or intellectual impairment" as any physiological
ailment or circumstance, beauty disfigurement, or anatomical loss affecting one or greater
frame structures, including neurological, musculoskeletal, unique sense organs, breathing
(such as speech organs), cardiovascular, reproductive and others.
7. The application of HRM practices in a work related context
The explanation of some application of HRM activities in reference to recruitment and
selection is as under in context of Audi:
Job description for Human resource manager
Name of the company: Audi
Job title: Human Resource Manager
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Location: UK
Qualification:
 Bachelor degree in human resource management.
 MBA in HR with organisational behaviour specialisation.
Experiences:
 2 years experiences as HR executive from MNC.
 3 years experience as Human resource manager form an international organisation.
Are of expertise:
 Effective communication, management skills and problem solving ability.
 Knowledge of basic principles related to HR and knowledge of payroll.
 General information about MS office and computer system.
Roles and responsibilities:
 To organise recruitment and selection process at the time of need of employees in firm.
 To manage the whole functional process and practices in effective manner.
Person specification for Human resource manager
Attributes Requirements Desired
Experience & qualifications  Bachelor’s in business
administration with at
least 60%.
 Expertise in HR.
 2 years experience as
human resource
manager.
Qualities  Excellent
communication skills
and facility in English
language.
 Capability to resolve
issues.
 Posses an effective
quality of leadership.
Offer letter for Human Resource Manager
Dear Anderson Smith
We are delighted to notify you that have been assorted for the position of Human resource
administrator in Audio. It is an assume as getting overcoming data for our group to communicate
you which have satisfy entire criteria of selection activity.
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Job roles and accountabilities
 To administrate database and workers pay associated information.
 To conduct recruiting and assortment activity to hire workers for establishment.
Reporting to: Human Resource Department
Basic pay: $ 35000 per month
Working hours: 09:00AM-06.30 PM
You should discuss the impact of technology on improving recruitment and selection.
Technology is considered as one the essential factor that are enhancing day by day and this have
impact upon improving recruitment and selection. As through utilising technology respective
entity’s HR minimises the time with aids of automation. Moreover, it is also helpful in managing
as well as compiling data and reach out to candidates in fast and simple way.
CONCLUSION
From the preceding information, it has been concluded that human resource management is
an effective function of a firm because it enable in administrating, conducting and controlling
business actions and people of the firm. It also helps in business practices, development of roles
and duties recruit and administrate employees. Recruitment and selection is an effective process
of HRM because it helps in bringing skilled employees in workplace. Effective HRM activities
also assist in developing revenue and efficiency of firm. Employment legislation are effective for
firm to build it effective place of work.
REFERENCES
Books & Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
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Berman, E.M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Kim, Y.J. and et. al., 2019. The effect of green human resource management on hotel employees’
eco-friendly behavior and environmental performance. International Journal of
Hospitality Management, 76, pp.83-93.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An
empirical study. Journal of Cleaner Production, 204, pp.965-979.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Tang, G. and et. al., 2018. Green human resource management practices: scale development and
validity. Asia Pacific Journal of Human Resources, 56(1), pp.31-55.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Papa, A. and et.al., 2018. Improving innovation performance through knowledge acquisition: the
moderating role of employee retention and human resource management
practices. Journal of Knowledge Management.
Ren, S., Tang, G. and Jackson, S.E., 2018. Green human resource management research in
emergence: A review and future directions. Asia Pacific Journal of Management, 35(3),
pp.769-803.
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