Human Resource Management Report

This report explores the significance of Human Resource Management (HRM) in organizational success. It examines key HRM functions, including workforce planning, recruitment, training, and employee relations, and analyzes their impact on business objectives. The report utilizes a case study of JP Morgan to illustrate the practical application of HRM practices and their effectiveness in enhancing revenues and productivity. It also explores the influence of employment legislation on HRM decisions and the importance of maintaining positive employee relations.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1Purpose and the functions of HRM applied to workforce planning and resourcing..........1
P2 Strength and weakness of the different approaches to recruitment and selection.............2
M1 Functions of HRM subject to provide talent and skills to fulfil business needs..............3
M2 Strength and weakness of different approaches to recruitment and selection.................4
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices in both employer and employee perspective..........4
M3 Different methods used in HRM practices.......................................................................6
D2 HRM practices and application with specific examples...................................................6
P4 Effectiveness of HRM practices to enhance revenues and productivity ..........................6
TASK 3 ...........................................................................................................................................7
P5 Importance of employee relations that affect HRM decision making .............................7
M4 Evaluate key aspects of employee relations management...............................................8
D3 Evaluate employee relations and application of HRM practices that influence HRM
decisions ................................................................................................................................9
P6 Key elements of employment legislation that can impact HRM decisions ......................9
TASK 4 .........................................................................................................................................10
P7 Application of HRM practices in work related context .................................................10
M.5 Rational for application of HRM practices .................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................14

INTRODUCTION
Human resource management is considered as a back bone of organisational structure.
Management and assessment of manpower and workforce is included in human resource
management. Purpose and scope of HRM in terms of resourcing a business with skills and talent
are fulfilled to business objectives in this report (Armstrong and Taylor, 2014). Strength and
weakness of different approaches to recruitment and selection are considered in this context.
Benefits of HRM practices with in the firm for both the employees and employers are defined in
this context. Effectiveness of the different HRM practices in terms of raising the organisational
profit and productivity also defined in this report. JP Morgan firm in central London is the
chosen organisation to frame this report. Importance of employee relation to influence HRM
decision making are defined in this report. Legislations related to employee relations and
management are also defined in this context
TASK 1
P1Purpose and the functions of HRM applied to workforce planning and resourcing
Human resource management
It is a formal vital approach that includes defining arrangements, programs and different
plans by concentrating on necessities and prerequisites of its kin the two clients and workers. Its
key zones of working is worried about procuring representatives, conveying and overseeing
them, detailing remuneration design and to assign work top them as aper their abilities and
capacities. The key component behind the effectiveness of association's activity and up to the
stamp administrations is its capable representatives that endeavour to work to give clients
fulfilment (Armstrong, 2014). The basic role of HRM bureau of JP Morgan is to guarantee that
there is perfect individual at right employment put at correct time to keep up work execution.
Other than this firm likewise work with reason to hold its expert representatives who are given
and steadfast towards firm and puts their earnest attempts to finish their allocates assignment
with dominance inside due dates. There are some capacities to be trailed by HRM division of JP
Morgan for building up its committed staff are as follows:
Recruitment and Selection: this is the process of selection and recruitment in terms of
most prominent function of HRM department of JP Morgan. This is one of the essential process
subject to introduce new manpower and employees with in the organisation. HR professional put
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efforts to find out potential and dedicated employees with in the organisation. This mainly helps
to develop the structure of business by operating effective recruitment and selection procedure.
There are type of employees and staff member are required in organisation to fulfil the
requirement of manpower with in the organisation (Bratton and Gold, 2017). IT department,
analytical background. There are some important functions performance measurement and
appraisal, job analysis, human resource planning and compensation planning.
Training and development: It is a process which helps to develop and enhance the
performance of employees with in the organisation. Organization pays enormous concentration
to perceive the endeavours of its staff by shaping and executing different representatives
advantage plans and projects. JP Morgan is a head budgetary organization in UK that offers an
unparalleled client base and initiative in the entire range of money related administrations items.
Hard and soft HRM
There are two distinct forms are found in human resource management as soft and hard.
Hard model: This model is an analytical tool which focuses on the potential aspect in
terms of managing the operations and management with passive resources to be used and
deployed. HR planning is one of the important factor which analyse the organisational structure
by implementing aggressive approach (Brewster, 2017). For example, if an organisation is
treating their employees simply as a source such as some machinery or tool, than that
organisation is said to be using hard model of HRM like Samsung electronics.
Soft model: This model emphasize individual performance and management subject to
self direction and places, commitment, trust and self regulated behaviour at the centre of strategic
approach to people. This technique mainly reduce the workload and pressure of work at
workplace. For example, if a company treats their employees as individuals and not only a
resource and focus on their needs then an organisation is said to be following soft HRM model
such as Marks & Spencer.
P2 Strength and weakness of the different approaches to recruitment and selection
Enlisting process shapes the centre elements of HRM that is worried about enrolling and
choosing most proper worker in setting to capacities and capabilities prerequisites of a particular
occupation opportunity in an association. Enrolment can be portrayed as the method of drawing
in, short posting and picking most appropriate contender for a prospective employee meeting.
Determination on other hand alludes to movement of taking meeting of the few picked hopefuls
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and to assess their abilities and information by leading different fitness and other conduct tests.
JP Morgan is one of the main private budgetary foundation to give work openings in London.
Additionally, it is biggest innovation business in Scotland. Accordingly, it gives careful
consideration amid its enlisting procedure so best and most proficient representative is chosen as
it is to straightforwardly impacts association's systems to accomplish its long haul and short
terms goals in most effective way (Brewster, Mayrhofer and Morley, 2016). Said underneath are
the two wellsprings of enlistment and choice that are considered by JP Morgan while procuring a
person:
Internal Sources
In includes enlisting applicants inside JP Morgan firm by urging them to apply for an
occupation opening. It incorporates sources like advancements, exchanges, accessible staff and
so forth. Advancement alludes to moving of a worker from display work position to another
higher activity profile. It includes augment in compensation, eminence and in addition in parts
and duties.
Transfers: it incorporates moving a representative starting with one area then onto the
next comparable or distinctive employment position in same area or another city, state or nation.
Representative referrals: It incorporates requesting that current workers allude their
companions or relatives for a specific employment profile (Meglio, King and Risberg, 2015).
External recruitment
This is one of the external source of recruitment through which company fulfil its needs
and requirement from outside the organisation. There are type of external recruitment are as
follows:
Direct recruitment: Candidates and employees directly hired by organisation by inviting
them through email, calls or publishing advertisement.
Campus recruitment: Qualified and skilled employees are selected the by campus
recruitment program which is organised in colleges.
M1 Functions of HRM subject to provide talent and skills to fulfil business needs
Functions of HRM can be help J. P. Morgan in making effective changes as per the
requirements of set objectives. Recruiting staff members that are having high knowledge can
help JP Morgan in hitting its targets in much effective and efficient manner. On the other hand,
training and development sessions if provided by HR manager to employees, then it will help
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employees in becoming more skilful which directly put positive impact on their performance.
These are some functions of HRM that may aid J. P. Morgan in grabbing good position at
marketplace of United Kingdom (Purce, 2014).
M2 Strength and weakness of different approaches to recruitment and selection
Internal recruitments:-
Promotion
Strength: Major strength of this type of recruitment is that it do not cost much to J. P.
Morgan.
Weaknesses: It will directly demotivate other employees and can put impact on their
performance as well.
Transfer
Strength: There will be no need of training as employee who got transferred already has
the knowledge of what J. P. Morgan is doing.
Weaknesses: Main weakness of this recruitment is there will be no opportunity for
externals.
External recruitment:
Direct recruitment:
Strength: Direct recruitment will help company in bring in new talents in J. P. Morgan
from outside that may aid company in reaching to new heights.
Weaknesses: This type of recruitment will stop existing employees to get promoted
which may spread demotivation among them (Riley, 2014).
Advertisement:
Strength: Main strength of this type of enlisting approach is that it will give information
to applicants through which they can see if they are capable of the job or not as per their
qualifications.
Weaknesses: Raise in conflicts among employer and employees can be taken as a
weakness of this approach for J. P. Morgan.
TASK 2
P3 Benefits of different HRM practices in both employer and employee perspective
HRM practices Employer Employee
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Learning, development and
training practices
Training and development
program helps in enhancing
the productivity and
performance of employees
with more better manner.
This helps in enhancing the
efficiency and productivity of
business. It also assist in
finding new opportunities and
developing the structure of
business at higher rate and
incentives are considered in it.
Flexible working option It is important for employer
that workers and employees
work independently and
democratically without any
external factors.
Independent work planing and
control helps in providing
effective services and charges
to employers.
Employee's performance
management and monitoring
There is a particular format is
required to make in order to
determine the effectiveness of
employees with in the
organisation. There are some
parameters measured in terms
of managing the operations are
considered in performance
monitoring.
Employees be able to analyse
their performance and
capacities by their own efforts.
It also provides opportunities
and growth to improve their
performance and define the
path.
Payment & reward
management
Pay and reward administration
is a HRM work which
guarantees that representatives
are genuinely compensated for
the work they performed. It is
valuable for boss as they can
accomplish higher
representatives fulfilment and
ready to diminish employees
A reasonable pay and reward
framework help
representatives in satisfying
their basic needs and in
enhancing their way of life.
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turnovers.
M3 Different methods used in HRM practices
It has been critically analysed that both internal and external recruitment process can help
J. P. Morgan in enlisting new talents that may aid company in grabbing good position at
marketplace (Schermerhorn and et. al., 2014). But at some points, company may face negativity
as well if they use external recruitment because this may not give equal opportunities to existing
employees. Away with this, it is required for J. P. Morgan to select the best approach through
which they can handle its existing employees and can bring innovation as well at workstation.
D2 HRM practices and application with specific examples
It is seen that HRM practices are used by organisation as per the viability and feasibility
of organisational structure. HR professionals mainly helps in managing and operating the
functions and management of business in effective and frequent way. HRM practices of
Volkswagen is considered as a best example of human resource management and workforce
enforcement. HR managers of Volkswagen changed the entire structure of management in terms
of placing the employees at right place (Sheehan and et. al., 2014).
P4 Effectiveness of HRM practices to enhance revenues and productivity
JP Morgan has to follow different HRM practices in company. Through this they can
easily enhance their revenues and can increase the productivity. Effectiveness of HRM practices
in JP Morgan to enhance revenues and productivity are described below:
Training and development: HR manager tries to create various plans and policies so that
they can give training to staff members. JP Morgan creates various strategies so that they can
motivate employees by giving appropriate training. For example JP Morgan organizes various
training sessions so that employees can enhance their skills and knowledge. They also tries to
create effective strategies so that they can easily give training to all employees and they can
properly behave with all users. Through receiving training they can also learn about the
behaviour and they can easily communicate with the the users. Hence they can explain all
policies to customers in effective manner. They are also given training regarding use of different
software's in computer so that they can easily maintain records of all users. Hence they can
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easily send messages to existing users. This helps the company to attract various users and firm
can easily enhance the revenues (Sheehan, 2014). So company can also enhance their
productivity. So firm can maintain positive image in market.
Better working conditions: This is the important fact which help in enhancing revenues
of company. JP Morgan give different options and choices to staff members. It is done so that
employees can select their timings according to their suitability. For example JP Morgan provide
different option of timings to staff members. Hence workers can select day or night time
according to their choice. Women generally select day time and they are given day time,.
Through this rule all staff members can perform better and can give good results. All
employees work with full zeal and enthusiasm. This results in improving their performance. So
they can attract many users in minimum time. This also results in enhancing the productivity and
revenues of company. Organization can also increase their operations and activities in many
countries. Hence they can easily maintain positive image in minds of all people and in industry.
So they can also maintain brand equity and they can easily retain the employees for longer period
of time.
Reward system: HR manager of JP Morgan tries to create different strategies and policies
so that they can give rewards to staff members. It is given so that they can easily motivate all
workers (Shen, 2016). For example HR manager of JP Morgan organize a seminar in which
employees are given different rewards to staff members so that they can easily motivate all
employees. Rewards to given to workers who perform better and who had achieved their
objectives. The staff member who has created various strategies and policies are given rewards
and they are recognized in front of all staff members. This helps in increasing the morale and
enthusiasm of staff members. Hence they can easily perform better and can give superior results.
It directly results in improving the performance of workers and the organization. So it results in
increasing the productivity of company and firm can easily enhance their revenues. This results
in expanding the business in minimum time.
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TASK 3
P5 Importance of employee relations that affect HRM decision making
Employee relations are very important as they impact the organization in effective
manner. They affect the HRM decision making. Importance of employee relations that affect
HRM decision making in JP Morgan are described below: Solve all problems: HR manager of company solve issues and problems of company. For
example JP Morgan tries to create strategies and policies so that there are no issues in
company (Shields and et. al., 2015). There are problems relate to communication in the
company. So employees cannot understand the plans and policies. So organization has to
improve the system of communication so that manager can easily explain staff members
regarding the objectives and other strategies. This results in improving the
communication level in company. Through this HR can take various decisions related to
selection and recruitment. They can also take decisions related to providing of
compensation and training. Training and development: To maintain good relation between employer and employees
then company can easily create strategies to provide effective training to all people. For
example JP Morgan organize a training session so that they can improve their potential
and capabilities. This directly helps in maintaining good relations with employer. This
also results in increasing the satisfaction level of all staff members. Hence firm can easily
generate more revenues (Tang and et. al., 2015). So HR can take many decisions such as
recruitment and selection, training and adequate compensation. They can also take
decision related to communication activities and can create plans for benefit of
employees.
 Team work: If there is good relation between manager and staff members then it results
in creation of effective team. For example JP Morgan can create effective team with
educated and competent members. Hence by creating an efficient team so that they can
easily accomplish the objectives. So firm can easily earn more revenues. This is the
treason that employee relations are important in company. Due to this HR can take
decisions related to training, selection and compensation to employees. This also help HR
to take decisions related maintaining of coordination and cooperation among all staff
members. Hence peaceful environment is created in the company.
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M4 Evaluate key aspects of employee relations management
There are different aspects of employee relations in company. It includes solving all
issues and problems, team work, training and development. Through this company can directly
improve the employee relations. HR manager solve all problems of staff members so that there
can be good relation of employee and manager. This also results in improving the performance
of staff members. Hence they can perform in an effective manner (Wilton, 2016).
There are various legislations which can impact the HRM decisions. It include Equality
act, employment rights act, national minimum wage act, living wage act etc. Through this HR
can various decisions such as treat employees in fair manner. Staff members can full wages and
employees can receive full rights of unfair dismissal etc.
D3 Evaluate employee relations and application of HRM practices that influence HRM decisions
According to. various factors are there which can easily improve the employee relations.
It includes training and development, solve problem and creating effective team. This helps the
company to improve the employee relations and hence HR can take various decisions such as
recruitment, coordination etc.
According.. to there are various HRM practices such as training and development,
rewards system and better working conditions. Through these factors firm can easily enhance the
productivity and revenues (Alfes and et. al., 2013).
P6 Key elements of employment legislation that can impact HRM decisions
There are various elements of employment legislation that can affect the personnel
decisions. Key elements of employment legislation that can affect HRM decisions in JP Morgan
are described below:
Equality act, 2010: According to this act, company treat all employees equally and they
do not make any differences among all people. Hence HR can take decisions to treat all staff
members equally. They do not make discrimination among staff members on basis of age, caste,
sex, religion etc. This helps in providing the equal opportunities to staff members. HR also take
decision to organize training programme and to give training to all staff members. They also
selects and recruit staff members and do not make any differences. Hence all workers can easily
show their skills and capabilities. For example HR manager of JP Morgan create various
strategies and policies so that they can easily treat all staff members. Through this they can give
equal chances to all staff members to show their potential (Berman and et. al., 2012).
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Employment rights act, 1996: According to thus act staff members can get proper rights
in case of unfair dismissal, dismissal and redundancy. For example HR manager of company
can easily rights ans proper wages to workers if they are terminated from the company. If staff
members feel ill then in this situation, doctor give workers medicines and proper treatment.
Hence they do not suffers from any diseases. Hence they get proper rights and this results in
improving the performance of staff members and the company. If staff members get proper
rights then they can give superior results and hence company can easily increase the revenues
and thus they can also enhance the market share. Through this they can easily expand their
operations in minimum time. Hence they can easily maintain good image in minds of all people.
National minimum wages act, 1998: According to the act, workers get minimum wages
per hour. For example HR manager of JP Morgan has to give minimum wages to all staff
members. It is given to those person who had achieved age of 21. This strategy puts positive
impact on organization. So HR can take effective decisions and they provide equal salary to all
employees per hour. This helps in increasing the zeal and enthusiasm of all staff members.
Through this decisions of HR, company can easily perform all activities. It results in earning of
more revenues and hence firm can easily expand their operations (Brewster and Hegewisch,
2017). This also helps the company to maintain good image in minds of all people. Hence they
can easily enhance the reputation.
Living wage act: According to this act income related to basic facilities such as clothing
and food can be provided to staff members. For example HR manager of company tries to
provide wages to all employees regarding the food and clothes. Hence as a result manager do not
face tension of food and other amenities. This directly helps in improving the performance of
staff members. It also helps in raising the standard of living of workers. Hence they can easily
give superior results. Through HR decisions, it directly put positive impact on firm and staff
members. It also results in maintaining of peaceful and positive environment in organization. It
also helps the company in increasing their revenues and they can also enhance the market share.
Hence company can easily expand their operation's.
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TASK 4
P7 Application of HRM practices in work related context
Different HRM practices are are applied by the company so that they can easily select
trained and competent staff members. Through this all activities perform successfully and
smoothly. Use of personnel practices by JP Morgan are:
Format of job description: Job description is the document which consists of functions
and duties and it is important in performing the job. It is described below:
Job specification
Job title Operations manager
Qualification  Graduation in finance and operations
 MBA in operations and finance
Experience  Candidate who has worked in share
market for at least 2 years
 Applicant who had worked for 4 years
in reputed operation's and finance
company
Area of expertise  Can handle all transactions
 Responsible towards all activities and
tasks
 Can easily solve problems of customers
Job description: It includes the working condition and duties related to job. It is
described below:
Job description
Name of company JP Morgan
Job designation Finance manager
Location U.K.
Reporting Top management , board of directors and CEO
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Working hours 8:30 a.m. To 9:00 p.m.
Functions and role  Create effective strategies and plans
 Monitor that there are no losses to
company by creating effective
strategies
Salary  300000000 pounds
Working facilities They get proper facilities and they get A.C. In
summer season. They also get reputed car with
A.C. And all facilities
Interview: Interview is the method in which different questions are asked by manager to
applicant. This is done so that they can easily evaluate the knowledge and skills (Boella and
Goss-Turner, 2013). Hence company can select competent applicant. Interview question is
described below:
Interview questions
Q.1 Tell me about yourself?
Q.2 Why should we hire you?
Q.3 What is difference between finance and operations?
Q.4. What are the different methods through which company can solve problem of users?
Q.5 What are your previous experience relating to finance department?
Curriculum Vitae: It is document in which qualification related top job are described. It is
described below:
Curriculum Vitae
Name
Address
Contact No
Career objective: I want to work in that organization where I can show my potential and skills
Qualification
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 Degree in Finance
 Degree in operations Degree in HR and production
Personal skills
 Have effective managing skills
 Knowledge of computer skills Can manage all transactions and activities in proper manner
Declaration: I declare that above data is correct according to my knowledge
Date (Name)
Place
M.5 Rational for application of HRM practices
JP Morgan uses various HRM practices such as training and development and giving
adequate rewards to staff members. They also give choice to staff members so that they can
easily select their timings (Role of Managers in Employee Relationship. 2018). It directly
improve performance of staff members and it results in increasing the productivity. Hence they
can earn more revenues.
CONCLUSION
As per above given report it is incorporated that HRM helps in expanding the
commitment of worker in accomplishing authoritative objectives. There are diverse kind of
HRM practices that aides in enhancing the viability of organization and prompts increment in
benefit and gainfulness of business. This report additionally presumed that there must be better
connection amongst foreman and worker that causes in HR professionals to take great choices
identified with association which helps in better working in an association. Notwithstanding this
report additionally portrays about various sorts of laws which gives ideal against imbalance,
segregation and numerous progressively that influences the basic leadership of organization.
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REFERENCES
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Brewster, C., 2017. The integration of human resource management and corporate strategy.
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management. Springer.
Meglio, O., King, D. R. and Risberg, A., 2015. Improving acquisition outcomes with contextual
ambidexterity.Human Resource Management.54(S1).
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Riley, M., 2014.Human resource management in the hospitality and tourism industry. Routledge.
Schermerhorn, J. and et. al., 2014.Management: Foundations and Applications (2nd Asia-Pacific
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Sheehan, C. and et. al., 2014. HR professional role tensions: Perceptions and responses of the top
management team.Human Resource Management.53(1). pp.115-130.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms.International Small Business Journal.32(5). pp.545-570.
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Shields, J. and et. al., 2015.Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Tang, G. and et. al., 2015. How effective human resource management promotes corporate
entrepreneurship: evidence from China.The International Journal of Human Resource
Management.26(12). pp.1586-1601.
Wilton, N., 2016.An introduction to human resource management. Sage.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
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Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
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Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
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Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Online
Role of Managers in Employee Relationship. 2018. [Online]. Available
<https://www.managementstudyguide.com/role-of-hr-in-employee-relationship.htm>
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