Human Resource Management

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
A) HRM definition and functions...........................................................................................3
B) Importance of HRM for business......................................................................................3
C) Strength and weaknesses of various approaches to selection and recruitment................5
ACTIVITY 2....................................................................................................................................7
A) Person specification for personal assistant role.................................................................7
B) CV......................................................................................................................................8
C) Interview questions............................................................................................................8
ACTIVITY 3....................................................................................................................................8
A) and B) Benefits of learning and development opportunities and rewards within an
organisation for both employees and employers....................................................................8
ACTIVITY 4..................................................................................................................................11
A) Importance of employee's relation in respect to influence HRM decision making........11
B) Role of leadership in maintaining effective relationship.................................................12
C) Employment legislation which impact HRM decision making.......................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
HRM is a process of managing employee in an organisation. It involves various activities
for the betterment of workforce (Noe and Hollenbeck, 2017). HR management which deals with
the issues which are related to employee such as training, developments and compensations,
motivational, communications and also administrations. It also ensure satisfactions of employee
& maximing contributions of employee to the achievement of organisations objective and targets
in effective manner. The report is based on LV which is the leading friendly society which was
established in the year 1843. It offers pension, investment products to all consumers. There are
around 5500 employees those who are working across the UK. Further assignments cover
function and purposes of Human Resource Management practises, strengths & weakness of
different approaches to selection and recruitment, to increase profitability and productivity in
effective manner, benefits of Human Resource Management practises for both employee as well
as employers of an organisation and employees legislation, application of HRM
LO1
A) HRM definition and functions
HRM is a plan of action which is used to manage people and culture of organisation in
positive manner.
Functions of HRM are recruiting people those who are talented and can work in business
effectively. Trainings & developments is another functions of HR where managers of Human
resource give training and arrange development opportunity for workers so that they can grow
well in the firm. Performance management is the function of HR in which HR has to ensure that
each person is performing well in the firm.
B) Importance of HRM for business
. HRM involves set of plans and policies which are related to employees who are working
in an organisation, for each and every individuals HR mangers sets goals and targets as per their

skills and capabilities. The main purpose of HR department is to identify expectations and issues
with view to full fill and resolve them. The main purpose of HRM which are discussed below:-
Staffing: HR department is responsible for recruiting skilled and talented employees.
This will involve creations of positions, announcements that include identification of job duties
and determining of the skill levels which are required for the position (Brewster and Mayrhofer,
2018).Personnel screening through reference checks, interviewing potential candidates and
administering test. This department involves transfer and promotion activities for the existing
employees of company. In context to LV HR manger can handle all issues regarding to their staff
transfer, promotions, selection process of new candidate in to their bank.
Reward system and compensation : To motivate the employees, it is necessary to
provide incentives and bonus to the workers in effective manner. For higher production of
employees employees need to be encouraged and appreciated according to their work so that
better result can be gained by the company. In reference to LV human resource department have
also adopted reward system into their bank, so that workers can work effectively and work hard
to attain their organisational objective in suitable manner.
Performance Appraisal: Employees assessment is necessary in every organisation
because through proper evaluation of workers performance will aid to higher production. For
higher productivity and profitability it is necessary to have innovative and skilled worker in the
organisation so that best and effective results can be performed. In context to LV HR manger
need to assess performance of employees on monthly bases, so that staffs will work in discipline
and able to achieve targets on time, thus it will ultimately increase the productivity in effective
manner (Brewster and Söderström, 2017).
The functions of HRM which plays an important role for developing a business.
Planning, organising, directing and controlling these four functions essential part for HR function
in day to day operations.
Planning: This is a first step which is used by HR manager before setting any target and
goals for an individuals. HR department need to assess and have to conduct proper procedures
of outlining for framing job roles to the qualified employees. Proper planning which help
employees and employers to work properly according to frame work.
Organising: After planning another essential step is conduct and develop organisation
structure by grouping of personal activities to different staffs in an organisation. Structure system

which will aid staffs to communicate at different levels, so HR department have to design proper
channel authorities through which workers can be able communicate their issues in proper mode.
Directing: Human resource have to encourage and guide their staffs to attain objectives
of company in effective manner. So employees need to be directed by leaders in the company.
As per above mentioned functions and purpose of HRM which play an effective role for
the development and growth of company (Guest, 2017). In reference to LV HR manger need to
work according to proper plan of procedure to attain goals of each individual.
C) Strength & weakness of various approach to selection and recruitment
Selections and Recruitments is a process in company which attract effective workforce
Recruitment and selection is a process in an organisation which is attract an effective workforce
in an effective manner. It aid to create a amount of potential employee for the company in order
to select right applicants in right job role. Recruiting employees with correct skills and adds
value to business and retain them just like any other resources. There are two type of
recruitments that is internal and external. Internal requirement which involves promotional
activities, transfers within the organisation. External recruiting means methods which involves
newspaper ads, placements from educational institutions and many more.
Recruitment
It is a processes of finding and hiring best skilled candidates for right job role.
Recruitment is a method of attracting large number candidate for specific roles and
responsibilities in the organisation (Delery, and Roumpi 2017). There are various tools of digital
media through which recruiter can attract new candidates towards their organisation that is walk
in drive approach, campus placement, advertisement and many more. Through various
techniques skilled employees can be identified to improve growth of organisation in effective
manner. In context to LV, HR manger has adopted this method that is walk in drive approach for
recruiting right individual in their organisation. Through this method proper allocation of
resources can be utilised.
Strength of Recruitment Weakness of Recruitment
 In the external method applicant is
hired from outside of organisation.
 In internal method of recruitment new
and skilled, talented applicant is found
from inside the organisation.

 This recruitment techniques boost up
the morale of employees which
ultimately create a positive atmosphere
within the organisation.
 In reference to LV employees is self
ambitious towards their goals and
targets which will increase in higher
productivity.
 It is expensive and time consuming for
the recruiters.
 Due to fake recruiters approach to job
vacancy creates negative impression on
the minds of candidates and
organisation.
Selection
it is the process of evaluation and interrogation candidate for a specific jobs and selecting
an individuals for employments based on specific criteria. Selections of employees can range
from simple process to a very complicated process depending upon firms hiring and the position.
There are various methods through which selection test is conducted for example written test,
psychological test, personal interview and many more test through which right candidate is
selected for correct job profile in the organisation. In context to LV, human resource manger
uses mentioned process for effective growth in their company:-
Methods of selection process which is used in LV
LV HRM which have not only examines CV's of applicants but also adopts traditional
method of recruiting talented candidates in to their organisation. There are five stages of
selection process which are used by LV and which are discussed below:
Application filling: It is a primary step which is followed by HR manger of LV, as they
get application forms filled by applicants which consist of personnel details and some question
that helps management in analysing the perception of candidate.
Stage I: An individual is selected on the bases of analytical skills, applicants are put to
hypothetical business situation to check business analytical problem solving skill in the
operations of LV (Huemann and Keegan, 2018).
Stage II: In the second stage candidate are asked few questions regarding to task base
an individual person is given a task and have to use proper technical skills to give appropriate
answer.
Business meeting: This step will take 4-5 hours. In this the person will be asked to
performs a task related to chosen area . This is final stage of the selection process.

Offer Letter or feedback : it is a final process of selections, in LV recruiter provides an
offer letter after evaluating candidate skills and talents. If the individual is not selected then
proper feedback is given and methods, ways to improve their skills.
Strength of Selection Weakness of Selection
 Initial level include form with basic
detail and not CV
 Provide feedbacks to candidates when
not selected in the banking industry.
 This process takes time.
 People will sometime feel demotivated
as they are evaluation on different skill.
ACTIVITY 2
A) Person specification for personal assistant role
Human resource department are performing various activities, through which they can
effectively operate business activities in work culture of every work place. In Present era, it can
be said that HRM department of LV need to focus on specific kind of documentation which aid
them in fulfilling requirements of workers at the working area (Zijlstra and Vanoutrive, 2018).
Some of the important documentations are job descriptions, person specifications, offer letters
etc. HR of the company need to assess proper planning for hiring HR manger in LV, to fulfil
requirements of vacant job position. The job specifications document are described below with
their samples.
Job specifications : It is a specific information about skills and qualities which are
required for doing job. It is a statement which tell least acceptable human qualitie which aid to
perform a jobs in a systematic manner. It includes educational qualification, specific quality,
level of experience, physical, emotional technical and communicational skill which requires to
perform a jobs.
JOB SPECIFICATION
Organisation Name: LV
Designation: Personal assistant

Roles and Responsibilities
 Efficient administration
 Coordination of meetings
 Strong relationship with staff members
 Assist with production
Required Qualification
Masters in business administration in business administration
Graduate in management studies from affiliated university
Experience required
Minimum 3 year of experience marketing in banking industries.
B) CV
For the respected job role, job application 2 is been shortlisted as the candidate is having
excellent Communication and also IT knowledge that is the best suitable for this job role.
Candidate is having effective managerial skills in order to manage the tasks and is having
experience as personal assistant and also personal secretary. Candidate also have done course on
Microsoft office products that will beneficial for the organisation.
C) Interview questions
How will you manage administration work in business?
What is your strength and weakness?
Why do you want to join our company?
Have you faced any issue while managing administration work in previous job?
Do you have technical knowledge to manage records?
What is your career goal?
ACTIVITY 3
A) and B) Benefits of learning and development opportunities and rewards in an company for
both employees & employers
HRM involves legal structures, plans and policies which are beneficial for both
employees and employers of the organisation. The formulation of HR practises based on

employment policies has negative and positive impact on the workforce with in an organisation
(Brewster and Hegewisch,2017). HR department need to work effectively to build balance
between operative and managerial function in an organisation. Some of the benefits regarding to
HRM practise has assist to reduced labour turnover rate, conflicts resolutions, employees
satisfaction, training and development which aid to control over financial budget of the business.
In reference to LV both employers and employees have been benefited by adopting training and
development practises, learning programmes within an work place. Human resource manger
follows systematic procedures that includes identifying need of employees, plan training
programs, implementing and tract session that are effectively take place in LV.
Benefits of learning and development opportunities from perspective of employer and employees
The learning and development is a process of getting and developing skills, capabilities
and knowledge through learning experience of an individual. Through training sessions,
working environment has positive and healthy impact within an organisation. The management
of LV, recently adopt plan strategies for creating positive and healthy atmosphere regarding to
employees at the workplace. The manger of the company conducted various learning and
training session for the growth of staffs as well as encouraged them to work effective for future
opportunities in a competitive market (Mishra, 2017). CPID (Charted Institute of Personnel and
development) is a professional associated programmes which is conducted by LV in their
company. Management has also provided best training sessions to their employees to reduce
employment turnover rate.
This is beneficial for employees because they get more career development chance and
also they get chance to work on higher position. This learning opportunities improve their
capabilities and they become profitable person for business unit.
Benefits of rewards and benefit practise from perspective of employee and employer
It is a necessary that employee should get learning & developments session, so that they
can improve their skill and capabilities in effective way, they should get improvise to perform
multi tasking work at a time. The development of employee is beneficial, to get promotion in
designated job profile. Thereafter, performance analysis of employee, is been evaluated through
various techniques such as 360 degree feedbacks, total quality management and ranking
methods. According to recent scenario managers of LV have adopted 360 degrees feedback
methods for analysing the performances and providing training session to workforce in positive

manner , so that they can build up new skills for completing any activities in work place. These
initiatives taken by LV leaders, are beneficial for operating business activities in effective
manner within an organisation. Also there are chances that loyalty from employee might
increase towards firm.
This rewards motivate employees of LV and they work hard. This fulfil their basic needs
and they become able to fulfil family needs as well. Hence this type of incentives, attractive pay
rewards encourage them.
There are various benefits which improve in labour turnover rate, conflicts resolutions,
employee satisfactions, increment of employee performance, training and development, as well
as aids in controlling financial budget in an organisations (Al Shobaki, 2017). While
implementing HRM practises, the main objective of top management is to build mutual
relationship among stakeholder and firm. In reference LV leaders are majorly focusing on
improving profit margin in the competitive market. To increase the organisational profitability
and productivity it is essential that both employees and employers need to co-ordinate with each
other and has to work hard to attain their goal and objective which are set by HR of the
companies.
Flexible working arrangement are essentials for employees as they can able to set timing
for their workings, Employer of LV are providing flexible working hour to its subordinate. There
are different type of flexible working arrangement which includes part time working, customized
working hours, job sharing, telecommuting, work from home and so on. All these benefit are
provided to the employee by the management team of companies. This will aid to increase
productivity & profitability in effective manner. The benefit of flexible working hour to
employer & employee are listed below:-
 LV provide employee to work from home when employee are not able to come to office.
 To ensure the safety, women workers are given free cab facility.
 If employee are given flexible working hour, then their satisfactions level will be high.
Employee can increase firm's productivity or profitability & ablity to achieve target goal
in an effective manner.
 Flexible working hour aid to minimising employees turnover. This helps to maximise the
overall performances of organisation

ACTIVITY 4
A) Importances of employee relations in respect to influence Human Resource Development
decision making
Employees relation which are identifies as it is important element for growing the
business in a competitive market. There are various relationship such as employee-employee,
employer-employee and employer-employer in an organisation. The implementation of
authority and delegations between workforce totally depend on legal structure of an organisation.
In context to LV, top management have adopted effective strategy in their decision making
process by emphasis on providing healthy working environments and majorly emphasis on
providing healthy working environments, by ensuring higher productivity of business in financial
sectors. Some of the important factor which are mentioned below:-
Conflicts Resolution: In reference to employees relation, conflict management plays an
essential role in building mutual and healthy relationship between workforce working in the
work place. In context to LV, term leaders have to plan various interactive programs for the
development of staffs, so that they can actively participate in all these sessions in effective
manner (Collings and Wood, 2018). There are chances that personal problems of employee could
be resolved by themselves while communicating with other members in a team. It is necessary
that mangers have to convince each and every individual to implement any decisions that are
beneficial for both employees and employers within an organisation. Leaders have to adopt some
strategy to avoid conflicts from the company in effective manner.
Productivity: The positive growth of employee relation, helps in increasing productivity
of workforce, as they are comfortable in performing activities in working environment of
companys. In reference to LV, it has been identified that HR manager are engaging with each
employees in contributing in taking right decisions, with the help of supervisor could plan
strategies to analyse performance of employee. The performance appraisal are considered to be
effective approach, to know that in which field employees perform better in completing assigned
task. Henceforth, employee relations help in maximising productivity of organisations at regular
interval. There are strong inter-relations between employee relationship and successful growth of
business in competitive market.

B) Role of leadership in maintaining effective relationship
Leaders are the important player in the organisation, they continuously work to build an
effective team and motivate workers. Leaders develop healthy relationship with workers which
supports in retaining staff and improving their work based performance in business. if leaders do
not have good leadership skill then individual will not be able to manage work of others which
may make employees negative towards the brand. if leaders are devoted towards employees then
it will help in getting their support timely and maintain effective relationship in the firm.
C) Employment legislation which impact HRM decision making
Every decision of management which are based on legal structure and amendment of
laws, for growing the business in a competitive market. Some of these act are Pension Act 1995,
national minimum wages act 1998, working time regulation 1998, employees rights act 1996. It
is necessary for each firm to abide these legal implication in order to grow organisation at
national and international market (Teimouri and Jenab, 2017). In context to LV, supervisors have
adopted all these employment legislation in their decisions making policy to give healthy and
safe environment for workforces, so that they can effectively produce quality work within an
organisation.
Data Protection Act 1998: The act was designed by UK government in order to protect
official and personal details stored in computers. In references to LV management have to
develop high secured software, so that personal information of clients should not get leaked by
online hackers. Apart from providing high security facility, managers should emphasis on
backing up information on daily basis, if in case any data has to be used it could be taken from
stored database by authorised employee in organisation. This regulation affect recruitment
decision of HR become now HR has to ensure to keep the personal information of candidates
secure and not to get shared with any other third person.
Equality Act 2010: The main primary purpose of this act is to protect people against
mental and physical harassment and discrimination between employee in workplace in any
organisation. There are several characteristics such as age, disability, gender reassignment and
many more introduced in equality act by UK government. In reference to LV, top managers have
to keep in mind about age, gender, culture, religion and other characteristic while making
decision for engaging each employee in work culture. For instance, the leaders should treat each
employee equally at same standards in an organisation. Thereafter, authority and responsibilities

should be delegated to staff members on basis of their unique skills and talents. This influence
reward decision of HR become now HR has to provide good pay to all its workers to maintain
equality at workplace.
Employee rights Act, 1996 – This regulation describe relationships between employee
and employer. This defined what employer expect from employee and what employer can ask to
do at work. In reference to LV employees does not discriminate on any basis. They are provided
all right given to other individual working in the organisation. The employment Act 1996
provide right to provide leave for child care and rights to request flexible working hours pattern .
LV employee are given all these right. This influences training and development decisions
because now human resource manager is needed to ensure, each person get equal right to be
developed in business otherwise it may create complex situation for business unit.
From above detailed descriptions, it has been analysed that managers of LV have to abide
these acts in order to create healthy working environment within an workplace. These initiatives
taken by leaders would be beneficial in increasing loyalty from employee towards the firm. The
labour turnover rate of LV might reduced to some extent in banking sectors.
CONCLUSION
in the above mentioned report, it has been identified that HRM has an effective role for
growing the business in a competitive markets. The main spurpose and functions of HRM are
beneficial for fulfilling demand and supply of workforce within an organisation. Thereafter,
some of the strengths & weaknesses of recruitment & selections have been analysed for hiring
right candidate in work culture. As well it is necessary that employment laws should be
appropriately adapted by top management in order to operate businesses activities in effective
manneres. Henceforth, it is necessary that job specifications in HRM practise should be
accurately framed by managers of LV.

REFERENCES
Books and Journals
Noe, R. A., Hollenbeck, and et.al 2017. Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
Brewster, C., Mayrhofer, and et.al 2018. Handbook of research on comparative human resource
management. Edward Elgar Publishing.
Brewster, C. and Söderström, 2017. Human resources and line management 1. In Policy and
practice in European human resource management (pp. 51-67). Routledge.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Delery, J. E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Huemann, M., Keegan and et.al 2018, September. Human resource management in the project-
oriented organization. Project Management Institute.
Brewster, C. and Hegewisch, A., 2017. Human resource management in Europe Issues and
opportunities. In Policy and Practice in European Human Resource Management (pp.
1-21). Routledge.
Mishra, P., 2017. Green human resource management: A framework for sustainable
organizational development in an emerging economy. International Journal of
Organizational Analysis. 25(5). pp.762-788.
Al Shobaki, M. J., and et. al 2017. Impact of Electronic Human Resources Management on the
Development of Electronic Educational Services in the Universities. International
Journal of Engineering and Information Systems. 1(1). pp.1-19.
Collings, D. G., Wood, G .T. and et.al 2018. Human resource management: A critical approach.
In Human Resource Management (pp. 1-23). Routledge.
Teimouri, H., Jenab, K., and et. al 2017. Studying effectiveness of human resource management
actions and organizational agility: Resource management actions and organizational
agility. Information Resources Management Journal (IRMJ). 30(2). pp.61-77.
Zijlstra, T. and Vanoutrive, T., 2018. The employee mobility budget: Aligning sustainable
transportation with human resource management?. Transportation Research Part D:
Transport and Environment. 61. pp.383-396.
Crowley, F. and Bourke, J., 2017. The influence of human resource management systems on
innovation: Evidence from Irish manufacturing and service firms. International Journal
of Innovation Management. 21(01). p.1750003.
Helmreich, R.L. and Merritt, A.C., 2017, November. 11 Safety and error management: The role
of crew resource management. In Aviation Resource Management: Proceedings of the
Fourth Australian Aviation Psychology Symposium: v. 1: Proceedings of the Fourth
Australian Aviation Psychology Symposium. Routledge.
Liu, D., Gong, Y., and et. al 2017. Human resource systems, employee creativity, and firm
innovation: The moderating role of firm ownership. Academy of Management Journal.
60(3). pp.1164-1188.

1

2