Human Resource Management Practices

This assignment delves into the core concepts of human resource management (HRM). It examines various HRM practices and their application in organizations. The discussion encompasses topics such as performance management, employee engagement, risk management, and the strategic role of HRM in achieving organizational goals. The provided reading list includes scholarly articles that contribute to a comprehensive understanding of HRM principles.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM........................................................................................1
P2 Strengths and weaknesses of various approaches to selection and recruitment....................2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices......................................................................................4
P4 Effectiveness of different HRM practices in terms of raising organisational profit..............4
TASK 3............................................................................................................................................5
P5 Importance of employee relations..........................................................................................5
P6 Key elements of employment legislation...............................................................................6
TASK 4............................................................................................................................................7
P7 Application of HRM practices...............................................................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
.......................................................................................................................................................13

INTRODUCTION
Human Resource Management is employee management with an intensity on staff
members as business assets. In addition to this, some of the times staff members are regarded as
human capital. It is the responsibility of human resource management to fall in three different
areas and these are employee compensation, benefits and staffing. Main purpose of human
resource management is to enhance development and productivity level of company through
optimizing efficiency of staff members. IKEA is a multinational group of design and sells home
accessories, furniture and kitchen appliances. HR manager of IKEA firm motivate its team
members in a better manner. Under this mention report discuss about the functions as well as
purpose of HRM and applicable on the workforce planning (Abdelhak, Grostick and Hanken,
2014). There are many advantages to various HRM practices for employee as well as employer.
Components of employment legislations and also affect on decision making on HRM will be
mentioned under given report.
TASK 1
P1 Purpose and the functions of HRM
Human resource management is a procedure by which staff members can manages in a
proper manner. HR plays an essential role in increasing development as well as profit level of an
organisation. IKEA is a large size company and it provide its quality products along with the
services to consumers in order to satisfy their demands and preferences. It is necessary that firm
should take take needs and demands of consumers and achieving organisation objectives. The
purpose of HRM is to increasing productivity and growth of company. There are some functions
of HRM given below as above:
Recruitment and Selection- Recruitment is a procedure of attracting, screening and also
choosing current as well as capable candidates which are based on the organisational objectives
for specific job. Recruitment is core function of the HRM and it is a positive process. Under this
firm invite large number of applicants for the vacant job position. On the other hand, selection is
negative process and in this human resource manager select the best capable employee which can
perform its job in a better manner (Bloom and Van Reenen, 2011). Process of recruitment and
selection is necessary to each business firm because with the help of these prices of mistakes

will be reduced like for an instance unmotivated, incompetent and also under qualified staff
members.
Orientation- Most of the companies do not give orientation programme to its new
employees. It is helpful in introducing the new workers in order to be adjust himself with
manager (Cox, Arnold and Tomás, 2010). Under orientation programmes involves goals and
aims of business firm because with the help of these workers can assess to accomplish short-
term as well as long- term goals of IKEA.
Maintaining better working situations- If the working conditions of an organisation will
be good then employees can work in a better manner and it will be enhancing their productivity.
In addition to this, it is a responsibility of HR manager of IKEA organisation to give effective
working conditions to staff remembers so that they can work without any issues. It is a main or
basic duty of HR department to increase motivation level of workers.
Managing employee relation- Workers are main pillars of business firm. It is a broad
concept and main functions of HRM. It is a duty of human resource manger to maintain better
relationship with its staff members because it will be helpful in developing positive working
environment. It will be helpful for IKEA to increasing productivity in future context.
Workforce planning- It is a continuous process which is used to adjust priorities as well as
requirements of business firm with its workforces to assure it can be meet with its regulatory,
production needs, legislation and objectives of an organisation.
P2 Strengths and weaknesses of various approaches to selection and recruitment
Recruitment is a main function of HR and it is first or primary stages of appointment. It is
a procedure of attracting, selection, short-listing and also appointing capable candidates for
specific job in IKEA business firm. Under this, company selects some of the capable candidates
for the unpaid job roles. In addition to this, human resource takes interview of candidates and
choose the best one. Strengths and also weaknesses of recruitment process given below as above:
Internal approach of recruitment- Under this, firm selects a skilled as well as well capable
candidate from side of an organisation for vacant position (Daley, 2012). It is helpful in
enhancing their motivation level as well as morale. In addition to this, human resource manager
know about the knowledge and working abilities of al employees.
Strengths- The main strength of this approach is to increase motivation level of other
employees and they will work by giving their effective contribution. From this the positive and

healthy working environment will be developed and resources will be used in a proper manner.
From this approach cost and time of human resource will be save.
Weaknesses- From this some of the employees feel demotivated and biassed. If vacant
job position will be filled from current employees, then new candidates will not get chance to use
their innovative as well as creative ideas (Flamholtz, 2012). It is difficult approach and also
complex for human resource manager to select right candidate among the large number of
existing workers.
External approach of recruitment: Under this, IKEA business firm recruit the capable staff
members from outside an organisation. Firm gives advertisement and promotion in order to
attract the large number of candidates. Firm gives chance to fresh talent so that they can use their
skills for making business successful.
Strengths: New candidates can use their skills and also innovation ideas for making
company successful as well as more productive. It provides better opportunity to employer to
select capable person.
Weakness: There is a requirement of more funds to give training to new employees as
well as in recruitment process.
Selection is a procedure of determining as well as interviewing candidates for particular
job and choosing a person for an employment depends on the specific criteria. It is a negative
process and under this company do scrutiny of applicants and select the best and knowledge
employee (Fulton and et. al., 2011). The approaches of selection which are used by IKEA
company given below as above:
Systematic approach: This approach is very effective and its main aims to minimize
finance of HR bias in process of selection. In order to determine skills of applicants, firm follows
all steps in a proper manner.
Unsystematic approach: Under this, HR manager of IKEA business firm chose CV and
then select better one or best with better abilities which are needed to perform particular job at
workplace.

TASK 2
P3 Benefits of different HRM practices
Employees and manager both are essential part of an organisation and work on
accomplishing aims and objectives with in a given period of time (Glendon, Clarke and
McKenna, 2016). HRM practice is an effective concept and helpful in maintaining the better
working conditions at workplace. The main benefit of HRM practice is to increase motivation of
employees and they will retain at workplace fro long period of time. Better HR practices are
helpful for employees as well as employer.
Benefits to employer
Positive and healthy working environment- IKEA business firm uses good HEM practice
in business and it helps for manager to develop the positive working environment in an
organisation and through this employees work for achieving aims of company with in given time
period.
Assess in team building- IF healthy working environment will be created then each
person in an organisation will work together in a team. It will be helpful in getting positive
outcomes.
Better support to communicate policies- Practices of HRM gives good opportunities to
manager explain the strategies as well as policies to all staff members so that they can achieve
aims of company.
Benefits to employees
Improve performance- The main benefits of implementation of better HR practices is to
make improvement in performance level of employees and from this positive results will be
generated (Gruman and Saks, 2011).
Maintain better relation- HR practices assess in maintaining harmonious relation among
the employer and employees. Staff members of this company works on achieving aims of firm
and retain at workplace for long time period.
P4 Effectiveness of different HRM practices in terms of raising organisational profit
HRM practice is a necessary term which gives effective opportunities in context to
increasing development and growth of company. IKEA company recruit skilled and capable staff

members which can perform in a well manner (Hobfoll, 2011). There are some HR practices
given below as above:
Recruitment and selection- It is a necessary HR practice to hire capable employees for
vacant job position. Through this, IKEA can gain positive results. In addition to this, it is a
responsibility of HR manager to hire as well as select those persons which have some
knowledge, and skills to perform specific job.
Training and development- Training is a part of development and in this IKEA company
provides training to its employees in order to make improvement in their capabilities, abilities
and skills. On the other hand development is related to overall grooming of an individual.
Reward and compensation- It is a necessary HR practice and in this manager of IKEA
Gives reward to those employees which give their good performance in order to increase
productivity of company for making its successful (Huselid and Becker, 2011). It is helpful in
increasing motivation level of firm and try to make improvement in their performance level in an
effective as well as efficient manner.
TASK 3
P5 Importance of employee relations
Employee relation is a relationship shared between staff members in business firm. It is
necessary that employees should be comfortable in working at workplace in order to attaining
aims and goals of firm in an effective or better manner. It is a primary duty of human resource
manager to discourage disputes in team and also motivate them to make help thy relations
between each other. Maintaining strong employee and manager relationship can key to ultimate
success of business firm and it will be the main benefit for an organisation. With the help of this
business will make more productive as well as developed. Through better employee relation
conflict at workplace will not be arise and every workers will work together in addition to
achieving aims and goals with in a specific period of time (Jiang and et. al., 2012). If the
relationship will be better as well as strong among staff members then employees will be
satisfied from their job and growth of firm will be enhanced. Manager includes employees in the
process of decision making and taking their suggestions and from this they will feel that they are
the necessary part of company. There are some importance of employee relations given below as
above:

 There are many problems on which a single person can not take any kind of decision
alone so there is a need to employees to work together and take better decisions in an
effective manner.
 If all staff members will work together they will share their work so that aims can be
achieved with in a specific period of time (Kehoe and Wright, 2013).
 If manager of IKEA provides better working conditions and safe working environment
then employees will perform well and their chances of absenteeism will be reduced.
 It is necessary to provide training and development to employees so that their skills as
well as working capabilities can be enhanced.
 Effective employee relations develop pleasant environment for employees and it can
enhances motivation level of workers. It help in improving morale as well as productivity
of workers. Training programmes are helpful for workers to learn the work effectively
and enhancing growth of IKEA company.
 Good employee relations is helpful in developing loyalty of employees towards IKEA
organisation. Loyalty is helpful in making improvement in the retention of employees
and through this recruitment, training cost to new staff members will be reduced.
P6 Key elements of employment legislation
Employment legislation is combination of all laws and rules in order to safeguarding
worker's interests at the workplace. HRM are bounded through legislations which can have
several affects on operations and activities of business. Under this all kinds of measures of
employment consists like for an instance court rulings, collective bargaining, customary practice
and many others. Government of United Kingdom developed legislations in order to safe the
interest of working and justice (Lengnick-Hall, Beck and Lengnick-Hall, 2011). IKEA business
firm implement all kinds of legislations at its work place and treat its workers in a better manner.
There are some elements of the employment legislations given below as above:
Employment Rights Act- This act is passed through Conservative government in order to
codify current law on rights of individual in United Kingdom labour law. Under this, it is
necessary that company should give all the right to employees and treat them in a better manner
as well as equally. This act is related to basic duties and also rights of employees in an
organisation. At the time of working, manager should provide safe working conditions to
workers.

Equal pay act- Equal pay in exchange of equal work is a main concept of rights of
workers. This act which was developed through parliament of United Kingdom prohibits any
kind of less fair treatment among women and men in context to conditions and pay of
employment (Ployhar and Moliterno, 2011). In addition to this, it is necessary that company
should treat its all workers equally and pay them equal salary other wise their motivation level
will be reduced. Equal pay act protect the people from any kind of discrimination in society and
workplace.
Health and safety act- It is concerned to main piece of legal system which covering
health and safety at workplace. In context to this act, it is a main responsibility of HR manager to
take care the safety issues and provide the secure and safe working conditions to them so that
chances of accidents reduce. It is essential that manager should provide training about use of new
machineries as well as equipments in an effective or better manner. It will be helpful in making
business firm more productive and employees will work freely.
Work time directive act- This act provides European Union employees rights at least 20
days in the form of paid holidays every year. In order to protect working hours and health and
safety of workers should meet less standards which are applicable by European Union.
TASK 4
P7 Application of HRM practices
IKEA company uses various kinds of HRM related practices in order to enhance
efficiency of business operations (Purce, 2014). It is helpful for the manager to take the
corrective decision regarding firm.
Job specification- It is a necessary statement on which job related components are
mention consisting primary duties, qualifications, responsibilities and many others.
Job Title: HR manager
Job Purpose: Major purpose of human resource manager job is to hire new employees, develop
effective policies and increase productivity of Organisation.
Duties:
 To develop thorough corporate culture knowledge, policies and plans.
 To keep open communication line among HRD function as well as individuals outside
and inside company.

 To determine and also evolve HRD strategies in harmony with business related strategy.
 As as facilitator and expert.
 Provide better training facilities to employees and motivate them.
Responsibilities:
 To deal with the disciplinary issues.
 To develop practices and safety standards.
 Make improvement in job performance of every person.
 Developing and maintaining morale of every department.
Qualification and skills:
 Should have master degree in HR.
 Strong motivation level
 Self-Motivating
 Effective communication as well as motivation skill
 Efficient leadership skills
 Team management skills
 Project management skills
 Negotiation skills
Person specification- It is a necessary part of the tool of recruiter. It permits an organisation to
communicate act traits in their applicants like for an instance last work experience, education,
additional traits which are requires in role (Vörösmarty and et. al., 2010).
Name: Kelvin
Contact no.: 12565756
Email: Kelvin@yahoo .com
Career Objective: I want to utilise my skills an dknowldfge in a reputated company and give
my full contributiomn towards achiving aims of firm.
Qualification:

MBA Oxford University 87.00%
Graduation Oxford University 92.00%
Secondary education London School of Economics
Library Roof
81.00%
High education London School of Economics
Library Roof
76.00%
Know about:
 Know regarding policies and practices of human resource.
 Deal with conflict situations in a better manner.
 Deal with employees and solve their any kind of issues.
Experience:
 2 to 3 years of working experience about human resource.
 3 years experience about recruitment and selection and training field.
Skills:
 Effective Communication Skill
 confident towards work
 Self-Motivating
 Effective communication as well as motivation skills.
Awards and Achievements:
 Performance Appraisal by team and owner
 Rising star award.
Declaration:

Hereby I declared that all above given information is in corrective manner.
Date:
Place:
(Signature)
Interview questions- It is a conversation between candidate and human resource manager.
Under this interviewer asks some of the essential questions from the interviewee in order to
check its perception, opinions and knowledge ( Wright and McMahan, 2011). Some of the
interview questions are given below as above:
1) What are your future goals?
2) Why should we hire you?
3) Tell me about roles and policies of human resource?
4) what are your strengths and weaknesses ?
5) What steps will you taken in resolving conflict from workplace?
6) Tell me about main qualities and skills of human resource manager.
After taking interview of candidate, HR manager can take its final decision related to
recruitment. There are different human resource practices which are applied by IKEA Business
firm.
CONCLUSION
It has been concluded from the above report that employees of IKEA Plays an essential
role for achieving aims of aims and maintaining its productivity level. In this given report studied
regarding the weaknesses and strengths of various kind of hiring and selection process. Human
resource management is an important part of IKEA organisation to control as well as manage the
activities of workers and lead them for achieving aims with in a particular period of time. Under
given report studied regarding effectiveness of various practices of Human Resource
Management in context to increasing productivity along with profit in IKEA company.

REFERENCES
Books & Journals
Abdelhak, M., Grostick, S. and Hanken, M.A., 2014. Health Information-E-Book: Management
of a Strategic Resource. Elsevier Health Sciences.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics.4. pp.1697-1767.
Cox, M., Arnold, G. and Tomás, S.V., 2010. A review of design principles for community-based
natural resource management.
Daley, D.M., 2012. Strategic human resources management.Public Personnel Management,
pp.120-125.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Fulton, E.A. and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Hobfoll, S.E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Ployhart, R. E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Vörösmarty, C. J and et. al., 2010. Global threats to human water security and river
biodiversity. Nature. 467(7315). pp.555-561.

Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
HRM practices. 2017. [Online]. Available through: <http://www.csb.gov.hk/hkgcsb/hrm/e-good-
practices/e-gp.htm>.