Human Resource Management Practices

The provided report highlights the significance of human resource management (HRM) practices in recruiting and hiring employees. It emphasizes the need for a good relationship between employers and employees to enhance productivity and quality of products and services. The document also references various studies on HRM practices, their impact on organizational commitment, and the link between leadership style and job satisfaction. Overall, it provides a comprehensive overview of HRM practices and recruitment processes.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
TASK 4............................................................................................................................................1
P7 HRM Practices in work associated context............................................................................1
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management is a concept or function that deals with requirements of manpower
towards organisation and expectations of corporation from employees. This is a set of activities
which takes place when needed. Main objective and task of this department is to assess the
performance of workers on regular basis so that gap between current and desired performance
could get measured. Human resource management is a term that is liable for proper functioning
in association by checking whether all people in company are doing their task in appropriate
manner. This report is based upon Unilever PLC which deals in fast moving consumer goods
industry and running its business operations in and outside United Kingdom. This firm was
established in 1930 and has its headquarter in London. This report includes various human
resource practices like preparation of job specification, analysis, description etc.
TASK 4
P7 HRM Practices in work associated context
In order to complete all task and duties in shortest period of time without hampering quality of
work, it is required from human resource manager that they hire skilled and talented person so
that effectiveness of task could be managed. Main objective of any functional area of
organisation is that they attain higher goals by putting less efforts so that high profit could get. In
context to this, it is expected from HR department that it should hire those personnel who bring
requisite skills with them so that newly appointed person could work in minimum or without
training and development program. In Unilever company, there is a vacant position named as
finance minister and human resource managers are searching for best candidate for filling this
post and in order to this they prepares job specifications which contains all information that
candidate must bring in association along with his/her new ideas to do that action correctively
and creatively. Before filling vacant position, human resource manager should consider all laws
and regulations which are introduced by government for providing security to worker’s right at
workplace. Human resource manager tries to fill blank post by that candidate who does need
training program to do all required task. There are some statements that filled by manpower
manager of Unilever PLC in order to appoint a new employee. These documents are explained
below:
Job Specification: This is an official document which contains all information that is related to
blank position. All responsibilities and right are written in this statement. s
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JOB SPECIFICATION
Company:- Unilever PLC
Job Title:- Assistant Finance Manager
Qualification:- PGDBM or MBA or Any certificate course in Finance
Essential Criteria:
 Ensure appropriate record of incoming and outgoing of money.
 Must be aware about all methods and approaches of monetary management.
 Should have ability to handle all situation and to maintain financial level and flow in
association.
 Appropriate allocation of funds to other functional areas like human resource
management.
Desirable Criteria: 4-6 years of experience. Knowledge of all types of accounts that has be prepared for managing funds like final
accounts, income statement etc. Active and quick along with it right decision maker.
Job Description:- This is a document that contains all data related to job like roles and
responsibilities that has to be conducted in corporation while performing job tasks.
JOB DESCRIPTION
Corporation: Unilever PLC
Finance Department: Finance
Job Title: Assistant Finance Manager
Job Location: United Kingdom
Job summary
Organization is looking for an individual who is able and posses all the qualities required for HR
& have knowledge about all the management theories and concepts in order to efficaciously
communicate with employees.
Role:
 Maintaining cash outflow and inflow whether in most economic or profitable manner.
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 Allotment of funds for all activities without wasting.
 Analysis of all financial statements like final accounts, cash flow, funds flow statements
etc.
CV:
CURRICULUM VITAE
Curriculum Vitae
Name
Address
Contact No.
Profile Summary:-
An MBA professional wants to make pioneer career in the field of finance by providing services
to a reputed organisation and also have experience as junior assistant manager of 5 years in
analysis of financial statements.
Specialisation:-
 Analytical Thinking for studying accounts and documents.
 Management of funds.
Educational Qualifications:-
 MBA
 PGDBM
 Certificate course in the Field of Finance.
Declaration:-
I hereby declare that all the information provided is true and best in my knowledge.
Date:
Place:
Creation of Structured Interview: Human resource manager should prepare some notes and
should mark some points so that an structured interview questionnaire which manager could ask
to interviewee in order to high person with best skills and knowledge. When a candidate is
selected by a systematic manner then chances of hiring wrong candidates gets reduced and this
type of behaviour makes accomplishments of all business activities successful and ensures
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growth also. There are some steps that should be taken into consideration while appointing new
person in Unilever PLC. These stages are explained as follows: Preparation of effective Questions to avoid errors:- An appropriate set for questionnaire
should be prepared so that extra point could be eliminate and this behaviour will reduce
time and cost and association can attend more number of clients in same time
consumption and cost. Main objective of preparing structured questionnaire is to ask all
questions in most systematic manner so that skills and talents of people could be judge
properly and best person should be tagged with vacant position. Analysis of Eligibility and Capability:- Once questions are set then next step is to assess
all applications that are received by checking criteria that is et by human resource
manager in order to conduct recruitment and selection program. If virtues and capabilities
of candidates are monitored appropriately then this action will help in placing most
suitable personnel to post. Fulfilment of Required Skills For Specific Post:- If eligibility criterion is set already then
analysis and decision over a candidate’s specialisation becomes easy. Human resource
department all wants to select that person who does need to get training program as he
should be perfect in task accomplishment that is why Unilever company is demanding
experience in same field. Verification:- When all of above stages are clear then that whom company want to get
select would be verified by regulatory authority and main motto of conducting this
function is to preventing themselves for any lawful act that is linked with new employee.
 Evaluation of Personality:- Unilever PLC sets some specific criterion for making
selection over personality of a candidate. This is a less important point like is a person
who does not possess this quality but have all other qualification and specialisation
sufficiently then this candidate will get hire.
Essentials of Offer Letter: There are some important factors that are be comprised following
components:
 Description of Company: This section includes all details of corporation. For example,
name, founded year, location of headquarter, annual report of company, organisational
structure, number of units, working hours and company policies.
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 Joining Date: This section comprises that date from new candidate is about to join the
association.
 Salary Structure: On which compensation and payment plan, a new personnel is hired and
then it is required from manpower manager that he should assign work according to pay
structure because this payment is made in exchange of services and productivity level of
new employee.
 Minimum Working Hour: How long a worker need to work in a day or week and other
must be pre decided so that future conflict could be removed. Prior decided work hours
help candidates in deciding whether this type of job is suitable for them or not.
 Structure of Leave: A proper structure of holidays that Unilever would provide novel
employees helps in attracting more persons for interview and company can select most fit
candidate among numerous people and this action will lead in most efficient task
accomplishment by reducing flaws and drawbacks.
 Signature of Higher Authority: Offer letter that is provided by association should be
clearly signed by top management or higher authority who have all rights to sing an offer
letter so that this paper of job offering could become more verified.
 Company Seal: Along with authority signature, company seal is must as it is a proof that
company is alive and running its business operations. Company seal is required because
this makes candidate confident about his new job in Unilever company as Human
Resource Assistant Manager.
According to above offer letter, it is clear that this statement must be prepared in appropriate
manner as this is a official document that organisation provides to all candidates whom are
selected for vacant position of corporation. This statement also comprises all policies and
regulations of venture that a candidate or candidates are suppose to follow. There are some
benefits which was offered by Unilever company to newly hire employee. These benefits are
described below:
 Leave Structure
  Take Home Salary
  Job Profile
  All facilities that Unilever is providing its candidates after hiring
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 Evaluation: This is a last step of examining overall procedure of recruitment and
selection that HR manager does in order to recognise efficiency of recruitment program.
Below is Indispensable criteria of selecting a personnel:
  Performance Evaluation
  based upon Talents and Specialisations
  Qualification Level
  Sense of Humour
  Quality of dealing any situation whether complex or simple.
At last it is clear that all steps should be managed in proper manner so that best candidate could
be select who should be able in enhancing productivity level without sabotaging quality of
product and services.
CONCLUSION
As per the above mentioned report, it has been concluded that human resource
management is a significant aspect that is related to recruiting and hiring of employees. There are
various advantages and disadvantages of this process which management needs to be considered
at the time of conducting recruitment process. Application of various human resource
management practices assists in increasing profits and productivity of firm. A good relation
should be maintained between employer and employee as it assists management in taking
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effective decisions. Various legislations should be implemented related to employment in order
to preserve interest of both employer and employee.
REFERENCES
 Books & Journals
 Heikkilä, J. P. and Smale, A., 2011. The effects of ‘language standardization’on the
acceptance
 and use of e-HRM systems in foreign subsidiaries. Journal of World Business. 46(3).
 pp.305-313.
 Kaufman, B. E. and Miller, B. I., 2011. The firm's choice of HRM practices:
Economics meets
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 strategic human resource management. ILR Review. 64(3). pp.526-557.
 Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor
& Francis.
 Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational
commitment of
 employees. International Journal of Advancements in Research & Technology. 2(4).
 pp.407-423.
 Mullins, F., Brandes, P. and Dharwadkar, R., 2016. To thine shareholders be true?
Linking large
 corporate ownership to firms’ use of commitment human resource practices. Human
 Resource Management. 55(4). pp.567-589.
 Purser and et. al., 2012. Short-term memory, executive control, and children’s route
learning.
 Journal of experimental child psychology. 113(2). pp.273-285.
 Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a
difference?
 Linking HRM, job satisfaction, and organizational performance. Review of Public Personnel Administration. 34(2). pp.174-195.
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