Human Resource Management

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.........................................................................................................................................3
ACTIVITY 2....................................................................................................................................4
a) Create a person specification for this Personal Assistant role................................................4
b) Review the CVs provided from the three job applicants for the role of Personal Assistant
based upon the person specification............................................................................................5
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.........................................6
ACTIVITY 3....................................................................................................................................6
a) Learning and development opportunities for staff, from both an organisation and staff
perspective...................................................................................................................................6
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................................................................10
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=
...................................................................................................................................................11
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is refers as the distinctive approach to employment
management that seeks for attaining competitive advantage by strategic deployment of highly
committed as well as competent personnel utilising an array of cultural, structural as well as
workforce techniques. Moreover, its main objectives is to manage the person, improving staff as
well as facilitating positive environment for effectual usages of its capabilities (Ahmad, 2015).
According to the scenario, the chosen company for this report is LV=. This is the biggest friendly
society that is owned through their members and was developed in year 1843. moreover it
facilitates board range of financial services that includes life insurance, pensions, investment
products and many more. It have more than 5, 500 workers that are performing in 14 offices
across UK. The topics that are covers in this report are human resource management function
and activities, approaches to recruitment and selection, person specification, competency based
questions, employee relation, learning and development opportunities as well as rewards and
benefits. Apart form this, UK legislation which influence decision making are also discussed in
this report.
ACTIVITY 1
a) Explains what HRM is and identifies the functions of HRM within LV=
Human resource management is defined as management function that is related with
encouraging, recruiting as well as maintaining personnel within company. It deals with problems
associated to staff like compensation, communication, training and may others. This assures staff
satisfaction as well as enhance workers contribution towards accomplishment of organisational
goals. There are some activities and functions of LV= human resource management are
discussed below:
 Professional development: It is considered as the essential function and activities of
HRM. This is defined as learning for gaining or maintaining professional credentials like
attending conferences, informal learning opportunities and others (Albrecht and et. al.,
2015). This functions assists staff with opportunities for development and management
training. Therefore, in LV= this is undertaken to sponsor its workers for several
seminars, corporal accountabilities and others. As this assists them to realise their
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employees that its superiors are concern about themselves so they work with
effectiveness for attaining goals.
 Performance Appraisal: This is considered as the continuous review of staff job
performance as well as whole contribution towards. Moreover, this functions and
activities of human resource management is performed in LV= as it assists them to access
the skills, achievements as well as growth of employees so that they know about their
workers performance level and plan accordingly for the beneficial of company.
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 defined as the procedures of examining,
forecasting as well as the personnel supply and demand, evaluating gaps and ascertaining target
talent management interventions for assuring that company have the effective staff with
proficient skills into appropriate places at correct timing for accomplishing their strategic goals
(Bailey and et. al., 2018). So, this assists LV= to anticipate, assessing gaps and others for
attaining their objectives are explained below:
 Professional Development: This HRM of LV= functions and activities are related to
workforce planning and resourcing as they involve their staff into team work which help
them to enhance their skills and capabilities in efficacious and effectual manner.
Moreover, this assists workers to continue not only be competent in its professions but
also excel into this. This also assure that skills and knowledge remain updated as well as
relevant by which they can able to perform effectively and efficiently towards the
attainment of objectives.
 Performance appraisal: This activities and functions of LV=human resource
management are related to workforce planning and resourcing as through this they can
evaluate its staff performance which is helpful enhancing its employees skills and
competencies. This is important for respective organisation as through enhancement of
their skills and knowledge they can able to perform effectively and efficiently which
increases their productivity and profitability of the organisations (Brewster and et. al.,
2016). Also, this assists persons to perform effectually as well as enhances the self
esteem and motivation level so that they can with full potential and work with
effectiveness.
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c) Critically evaluates the strengths and weaknesses of LV=’s Recruitment and Selection process
Recruitment is refers as the methods of finding, employing as well as eventual on board
candidates jobs. Moreover, this involves the whole process of recruiting from inception to human
recruits integration into firm. Selection process is considered as the procedures of short-listing
the appropriate candidates with essential set of skills and qualifications for filling the vacancies
into company (Cascio, 2015). In respect to LV=, the recruitment and section process performs in
both ways firstly they make sure that they are effective for them and candidates being rights for
them. The recruitment process that they following are:
Step 1: Research- They put advertisements upon their website LV.com and ask interested
applicants to submit their applications and make them feel that LV= is appropriate employer for
them. Moreover, it also placed job advertisement on Facebook, Instagram, twitter and LinkedIn.
So that interest candidates get to know about this.
Step 2: Apply Online- In this, the interested candidates apply to links at the bottom of
advert through following the online application guide in which they are prompted to accomplish
few initial application questions. Such as recent member of employees at LV= what are your
desirable salary and many others. Thereafter, they have to upload their CV as well as any another
information that they feel is effective to show themselves for particular role and then submit the
application. After this, the recruitment team will review their application against the role and
short list for the next then they will send candidates an emails and call them.
Step 3: Selection process- Within LV= selection process they utilised telephonic
interview and face to face interview that are mentioned below: Telephonic Interview: This is considered as the selection procedures which is often
performed by HR manager at starting interview round (Cascio, 2015). This allows
manager into screening person as per their competencies, experiences and others. Into
LV= , this certain process is utilised so that they can know about the candidates view
efficaciously by asking crucial questions and competencies based questions.
 Face to face interview: This is the process of accumulating information when an
interviewer directly communicates with candidates in accordance with formulating
questions. It will help firm to obtain relevant data and several information that is
communicated during conversation with interviewee. Into LV=, this aids them to get
knowledge about the candidates attitudes and their facial expressions.
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Step 4: Outcome- After this, the recruiter of LV= will be in touch to tell interviewee
about the results. If candidates are selected they will call them and discuss the offers, benefits
and salary with them. Also, as an results, respective organisation will get the talented candidates
effectively and effectually.
ACTIVITY 2
a) Create a person specification for this Personal Assistant role
Person specification is refers as the explanation of the knowledge, skills and many other
attitudes which a candidates must possess in order to accomplish the liabilities of work area.
Generally, it is derived from the job describing and creates the foundation for recruitment
process (Hecklau and et. al., 2016). Moreover, this is vital part of recruiter's tool box and allows
the recruiters of firm to convey the traits they finds effective within their ideal candidates such
as previous work experience, education and extra characteristics that are needed into role.
Therefore, the person specification for the personal assistance job role are discussed below:
PERSON SPECIFICATION
Position: Personal assistant
Organisation: LV=
Attributes Essential Desirable
Experiences and qualification  Should have the
certification of NVQ
level as well as
knowledge capability
to obtain learning and
results.
 The candidates should
reflects the excellent
level of GCSE
education in both
mathematics and
English.
 The candidates should
has competent
knowledge of
information
technology in context
of MS office and word
processing for
attaining relevant
outcomes.
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Knowledge and skills  Candidates should be
efficacious to perform
with relevancy
utilising critical
thinking skills for
delivering information
and knowledge to their
staff.
 Possess the capability
for performing
congregations as well
as agenda in front of
individuals through
motivating them for
rendering one of the
best efforts.
 Also have the
capability to deliver
demonstrative opinions
as well as ideas for
sharing competent
knowledge through
concentrating upon
clients requirements
and wants.
b) Review the CVs provided from the three job applicants for the role of Personal Assistant
based upon the person specification.
Personal assistance is refers as the personal role which describe about the persons who
assists specific individuals with their day to day business activities or personal task. The main
aim of this job role is to provide a higher level of PA and secretarial supports within a fast paced
surroundings (Jabbour and de Sousa Jabbour, 2016). Therefore, after reviewing all the CV's of
applicants as well as the person specification which is formulated above, this is considered that
the job application number 2 is effective which is the CV of Sandra Besgrove as a role of
personal assistance in LV= as they have the experience in this area of about 8 years. Moreover,
he has some skills which is efficacious for specific job role such as outcomes oriented,
communication skills and specialist of administrative support. As LV= culture is so much
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flexible so the selected candidates can be simply perform into that particular organisation
efficaciously. Also, the chosen applicants is the Personal assistant of commercial directors in last
job as well as also into this particular profile. Within this particular job role, it provides time to
time and effectual administrative and secretarial services to department head, contribute towards
efficacious handling of external and internal interaction by receiving as well as screening
incoming phone calls, redirecting or dealing and many others. All these are needed within LV=,
the personal assistance role as well as also useful to attain its accountabilities effectually.
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 considered as the interviewing style that is often used fro
assessing the key competencies of candidates, specifically when it is tough to select on the basis
of technical merits. Also, it is defined as approach that is used by interviewers for evaluating its
performance within particular key field that is attributable to job description (Jamali, ElDirani
and Harwood, 2015). Within this, all questionnaires are asked where the interviewee has to give
answer with the help of specific example in which it match the competence which is being
assessed. As into LV=, the interview is conducted for the role of personal assistant so some
competencies based question are aksed in its face to face interviews few of them are mentioned
below:
1. What are your most crucial achievements till now?
2. Can you tell me about the optimistic changes which you performed in previous job role
with the aids of illustration?
3. Can you give real life example of you effective consumer experiences?
4. Tell me about any difficult situation that you faces in you previous job?
ACTIVITY 3
a) Learning and development opportunities for staff, from both an organisation and staff
perspective
In an organisation learning and development of staff is necessary because through it they
feel motivated and enthusiastic to conduct work in effective manner that directly lead to
attainment of predetermine goal as well as target (Nankervis and et. al., 2016). Learning is define
as procedure which is adopted by a company in order to develop new skills, knowledge, attitude,
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preference, values and many others factors of a person. Also, it is the methods of acquiring new
or modifying existing behaviours, choices, knowledges, values and many more. Through
enhancing learning an employee can conduct their work in proper manner because they know
appropriate way to conduct work or task which they get assigned. On the other hand
development is define as a process which help company management as well as employees to
create progress and development optimistic change so that they can achieve their pre determine
objectives in effective manner. Also, this is the process that improves progress level, improving
positive changes.
In addition to this learning and development is consider as the educational procedure
which lead to enhancement in worker performance as well as company productivity. Along with
this there are several other benefits which are gain by a company when they implement learning
and development practices at the workplace such as it aid in increase in employees productivity,
build employees confidence, satisfy staff and many more (Noe and et. al., 2017). In respect of
LV=, they adopt number of practices in order to conduct learning and development which help
them in gaining high profitability and market shares. Along with this, through these practices
they also able to gain numbers of practices such as enhancement in staff productivity, effective
utilization of resources, attainment of standards, reduction in turnover ratio and many more.
Some of the major practices related to learning and development are given below:-
 Flexible working environment: According to this learning and development practices
respective company provide facility of selecting flexible working hour. In which staff can
select at which time they can come and conduct their work.
Benefits for staffs
 By this practice staff will not distracted at
workplace.
 Through this employees able to give time to their
family and friends.
 They feel empowered as well as valuable which
increase their loyalty.
Benefits for LV=
 Employees become more productive which improve
work quality.
 Decrease in turnover ratio which help in enhancing
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goodwill of company.
 This will also help in enhancing brand image as they
value their staff.
 Providing proper training: In respect of this learning and development activity
respective company conduct proper training in which they train staff that how they can
conduct work in more effective as well as successful manner.
Benefits for staffs
 By this employees learn new things which enhance
their work quality.
 The employees able to conduct work in more
effective manner in minimum time duration.
Benefits for LV=
 Work will conduct in proper manner which lead to
attainment of goal as well as target effectively.
 Minimise wastage which same money of respective
company.
These are some of the main practices which are adopted by LV= in order to develop
learning and development among their employees. Through these activities they get ensure that
work are conducted effectively which help them in attaining pre determine target successfully.
b) Rewards and benefits provided by LV= to its staff, from both an organisation and staff
perspective
Rewards is considered as the incentive plans that assists to strengthen the expected
behaviours of staff members or employers as well as in returns of its products to company. The
main aim to render rewards is attracting, maintaining and retaining the skilled as well as
motivated workers. Where as on the other side, Benefits are refers as the perks which is give to
staff in respect of work instead of salary (Shen and Benson, 2016). Both of them such as rewards
and benefits are provided by LV= is general insurance that is (LV=GI), they work harder as well
as has effective time for performing this. As respective organisation understand its individuals
are the central to their success. So, this is the only rights that LV= rewards staff with an attractive
as well as competitive salary (Employer Employee Relation Importance. 2018). Moreover, they
facilitates few benefits such as core, flexible and additional some of them are mentioned below:
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Core benefits Flexible benefits Additional benefits
Annual bonus scheme
Car allowance
Shared parental leave
Private medical insurance
Life assurance and so on.
Buy or sell holiday
Private medical insurance
Cycle 2 work scheme
Gymflex
Health assessment and others.
Employee assistance
programme
Charity support
Corporate perks
Season ticket loan
My recognition and others.
All these will motivates staff for performing the works effectively and efficiently. Also,
both of them are advantageous for organisation as well as employees as well. So, the benefits to
LV= and benefits to staff are explained below:
Benefits for LV= Benefits for staff
 This assists LV= to retain their
competent workers in effectual and
efficacious way.
 Also, this aids LV= for satisfying
their workers so that they can able
to perform their task efficaciously
and increase their productivity.
 This maximises the career
development as well as sustain
for longer duration as well as
become competent to obtain more
experiences.
 Also, this is benefits for staff to
respective organisation as it
makes them feel inspired as well
as perform with more efforts and
potential.
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 defined as the any efforts or programming which an organisation
executes for ensuring its staff are treated equally, feel safe as well as are happy in its working
atmospheres (Sparrow, Brewster and Chung, 2016). Moreover, this can not be successful unless
staff feel that there is transparency level from management. In context of LV=, this is significant
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for their human resource manager to concentrate upon maintaining optimistic performance at
work area. This have been examined that positive workers relations is vital for organisation
development. This provides advantages to firm as with the aids of this objectives of organisation
may be accomplished in faster way that enhances its profit at workplace. Also, this influences the
decision making of organisation efficiently. Thus, few significance of having staff relation into
LV= are explained below:
 Reduces conflicts: When atmosphere of work is effectual and friendly then the conflicts
within job get reduced. So, less disputes results in staff can able to concentrates on task
so that they become more productive. Thus, because of efficacious workers relationship
get decreased in proper and effective way.
 Improves productivity: The efficacious relationship creates pleasant atmosphere within
job. It maximises encouragement and relation will also maximised through creating
morale of workers. Thus, within LV= if employee are inspired so there is development of
positive and friendly surroundings so through this productivity can be developed in
appropriate manner (Rewards and benefits, 2019).
b) Critically evaluates the role of leadership, as defined by LV= on its website, in maintaining
effective employee relations within the organisation
Leadership is defined as an art of inspiring a group of individuals to perform towards
attaining a common objectives. In organisation, this means that guiding staff as well as
colleagues with a strategy for meeting the organisation's requirements (Stone and Deadrick,
2015). Within LV=, leadership is refers as developing values platform which describes that
persons are essential for them. So, the role of leadership is providing clear guidance to their
subordinates, encouraging individuals creating confidence into them, encouraging individuals as
well as ensures them that LV= should has effectual culture, values and process within job for
rendering beloved services to its users. All these aids them to develop efficacious relationship
into company as they are clear towards their role and perform consequently. However, this
significant for them to focused upon maintaining effectual relation within firm for satisfying
them and then they can able to achieve the objectives efficaciously at certain time duration.
Through engaging then into method of decision making as targets are clearly explained to them.
The positive prospects assists them to perform the assigned task in efficient way at certain time
period and achieve organisational objectives appropriately. The negative aspects is that each and
10

every workers have involved into decision making procedures so that there is chances of delay in
developing decision effectually.
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 involves the workers rights and regularize their relation ship with
their higher authorities. Also, this is considered as the regulating bodies that determine the
relation within employers and staff (Stone and et. al., 2015). The aim of this is to protect the
worker's rights, set the liability as well as employer's obligation some legislation that LV= has to
comply are explained below:
 Employment and training act, 1973: This is the essential act which aims at organising
efficacious as well as crucial training arrangement for new and existent staff in such a
manner that contributes into its personal as well as professional development. This
influences human resource practices of organisation in respect with facilitating training
and development. Thus, the LV= should comply this legislation as this aids them to
employees latest technologies and effective simulation systems for assuring that all staff
into its firm is trained efficaciously.
 Equality act, 2010: It is the act which is established by the government of United
Kingdom in order to provides equal opportunities to workers who perform within
organisation. In context of LV=, their management obey this regulations as it assists them
to provides equal rights to whole workers who perform at same post. Moreover, this aids
respective organisation staff to get fair pay and rights in respect of employment etc. as it
will minimises the discrimination (Voegtlin and Greenwood, 2016). Also, it impacts the
human resource decision making as this act perform as to provide equal opportunities to
all person which assists human resource department to access overall performance of
employees thereafter develop decisions of facilitating rewards towards workforce.
CONCLUSION
As per the above mentioned report, this have been concluded that human resource
management is crucial for organisation as it ensures the availability of efficacious person for
right jobs, managing people and others in order to achieve the goals of the company in profitable
way. Moreover, training, recruitment and so on that aids organisation for enhancing the skills
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and competency of employees. There are some methods of recruitment and selection such as
internal and external which is applied to employ effective candidates. In addition to this, learning
and training opportunities are staff to enhance their professional and personal development. Also,
rewards and benefits given within company for motivating them to work in profitable way for
accomplishing objectives. Along with this, some of the strategies are utilised such as effective
communication and so on for building efficacious relationship among staff members and their
engagement towards company's goals. Also, role of leadership is render the clear and effective
guidance to employees, encouraging them and so on that is helpful for maintaining the
efficacious employees relation into fir. Moreover, there are some UK legislation that company
have to comply for formulating efficacious decision making.
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REFERENCES
Books and Journals
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business &
management. 2(1). p.1030817.
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Brewster, C. and et. al., 2016. International human resource management. Kogan Page
Publishers.
Cascio, W. F., 2015. Costing human resources. Wiley Encyclopedia of Management. pp.1-1.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Hecklau, F. and et. al., 2016. Holistic approach for human resource management in Industry
4.0. Procedia Cirp. 54. pp.1-6.
Jabbour, C. J. C. and de Sousa Jabbour, A. B. L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Jamali, D. R., El Dirani, A. M. and Harwood, I. A., 2015. Exploring human resource
management roles in corporate social responsibility: the CSR‐HRM co‐creation
model. Business Ethics: A European Review. 24(2). pp.125-143.
Nankervis, A. R. and et. al., 2016. Human resource management: strategy and practice.
Cengage AU.
Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Stone, D. L. and Deadrick, D. L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Stone, D. L. and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Voegtlin, C. and Greenwood, M., 2016. Corporate social responsibility and human resource
management: A systematic review and conceptual analysis. Human Resource
Management Review. 26(3). pp.181-197.
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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