Human Resource Management: A Case Study of 'Say It With Chocolate' and Microsoft

This assignment explores the principles of human resource management (HRM) through two case studies: 'Say It With Chocolate' and Microsoft. The first part examines the purpose and scope of HRM in recruitment and selection, highlighting the challenges faced by 'Say It With Chocolate' as a new company. The second part critically analyzes factors influencing HRM decision-making, including employee performance, development, and reward, using Microsoft as an example. The assignment delves into various aspects of HRM, including workforce planning, recruitment and selection approaches, benefits of HRM practices, employee relations, and employment legislation.

HUMAN RESOURCE MANAGEMENT – “SAY IT WITH CHOCOLATE”

INTRODUCTION
The purpose of this assignment is to make readers understand the principles of human resource
management. The assignment will be made into two parts in which the first part will highlight
the purpose and scope of HRM in context of recruitment and selection and in the next part
factors influencing HRM decision making like employee performance, development and reward
will be critically analyzed and explained. With the help of two organizational examples ‘Say it
with Chocolate’ and ‘Microsoft’ the assignment will explain various aspects and key principles
and scope of HRM in recruitment and selection.
CASE STUDY
‘Say it with Chocolate’ is an organization based in North Yorkshire, UK which provides a variety
of chocolate-based greeting cards to the customers all across the UK. The company is primarily
into designing and making the gift orders for the customers. As the company is new in the
market it does not have any experience of hiring skilled workforce for its organization.
Moreover, the company is facing a lot of complaints regarding the quality of its product and is
struggling to recruit skilled workforce in the business. Therefore this assignment will analyze the
factors that contribute to successful recruitment and selection strategies that when applied
within the organization will ensure continuous development and future growth in the business.
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LO1
P1 & M1 EXPLAIN THE PURPOSE AND THE FUNCTIONS OF HRM, APPLICABLE
TO WORKFORCE PLANNING AND RESOURCING IN ‘SAY IT WITH CHOCOLATE’
As the organization is based in a high unemployment area it is evident that company will
struggle to recruit skilled candidates for the growth and development of the company.
Therefore the role of an HR Manager is crucial in the development of the company and the
following functions of HRM should be applied within the company as discussed below (Obeidat,
2012).
PURPOSE AND FUNCTIONS OF AN HRM IN ‘SAY IT WITH CHOCOLATE’
 The primary role of an HR manager is to recruit skilled employees by captivating and
screening the candidates based on the aims and objectives of the company.
 Training and Development are the most indispensable functions in the human resource
management. After selecting a candidate it is essential to make the employee familiar
with the rules and regulations of the company. It is their duty to make an attempt at
increasing the performance of employees through skill improvement programs like
seminars, workshops etc. (Foster, 2014).
Figure 1: HRM Functions
Source: [Surbhi, 2015]
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 The HR managers must support the employees for being innovative that can increase
productivity and help a company gain a competitive position in the market.
 The HR managers are responsible for payroll management and resolving the conflict
between employees in the workplace environment through collaboration and
engagement (Bratton and Gold, 2017).
 The HR managers should monitor the performance of employees and provide them with
rewards for achieving excellence in their work.
WORKFORCE PLANNING IN ‘SAY IT WITH CHOCOLATE’
Workplace planning in the organization is the process of analyzing what the business needs in
terms of experience, skills, knowledge and quality so that organizations can achieve continuous
development and growth in the business (Cascio, 2018). In the context of ‘Say It with Chocolate'
company is struggling to recruit a skilled candidate, therefore, it is essential for the HR
department to recruit a skilled candidate for the company.
EFFECTIVENESS OF WORKFORCE PLANNING IN ‘SAY IT WITH CHOCOLATE’
Workforce planning in the company can be achieved by accomplishing the below factors.
o Identifying the skill gap in the existing workforce and providing them training or
recruiting new employees for bridging the skill gap
o Providing a suitable working atmosphere and ensuring that employee legislation laws
are strictly followed for example equal pay act, No gender biasing, No sexual harassment
etc. (De, et al. 2015).
o Ensuring that the employees are satisfied with their work and responding to their issues
and concerns on a priority basis.
ASSESSING OWN ROLES AND RESPONSIBILITIES AS A HR OFFICER
As an HR officer, it is my responsibility to follow the employee legislation laws for protecting the
employment of employees and governing it within the workplace environment. It is my
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responsibility to ensure the availability of skilled, eligible and willing workforce in the company
by putting the right candidate for the right job (De, et al. 2015).
4

P2 & M2 EXPLAIN THE STRENGTHS AND WEAKNESSES OF DIFFERENT
APPROACHES TO RECRUITMENT AND SELECTION
There are many approaches that can be used for selecting a candidate for the business for
example personal interviews, group discussions, online interviews etc. However there are two
types of methods of sourcing one is internal sourcing and other is external sourcing (Farndale,
et al. 2010).
INTERNAL SOURCING EXTERNAL SOURCING
Promotion Advertisements
Employee Referral Management Consultant
Transfer Newspaper advertisement
Departmental Exam Campus Recruitment
Retirement Walk-in Interview
Former Employees Internet
CURRENT RECRUITMENT AND SELECTING APPROACHES
In order to recruit the candidate, the company is using an assessment test based on English and
math subjects and the candidate securing more than 50% in both the tests move for a
background check and interview process (Berman, et al. 2012). This approach is suitable and is
being followed in most organizations as a selection method. However, there can be some
improvements that can be made in order to recruit more skilled and qualified candidates in the
business.
ADVANTAGE
The advantage of the current approach is that it is based on pre-employment testing and the
tests are more objective as compared to any other form of assessment (Wilden, et al. 2010).
These tests take less time in the interview round as many questions have already been asked in
tests that check the knowledge and aptitude of the candidate (Treweek, et al. 2010). These tests
are strictly job-related and other tests like online assessment and unstructured interviews are
could be unfair.
5

DISADVANTAGE
These tests rarely give the whole picture as many important details like how willing or keen a
person is to take up the job responsibility in the organization. Test only assesses job-specific
knowledge of the candidate and these tests alone would not help the company in assessing who
would be the most suitable candidate for the company (Treweek, et al. 2010).
IMPROVEMENTS TO BE MADE IN RECRUITMENT AND SELECTION APPROACHES
Figure 2: Recruitment Process
Source: [Insperity, 2018]
In order to hire skilled candidates, it is essential for the company to assess the following factors
in the recruitment and selection process (Treweek, et al. 2010).
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Structure
The first step is to access and evaluate the organization based on identifying the skill gap in the
organization. Analyze the specific job requirements to be performed across all departments of
the organization. It is essential to identify the right type of personality that would fit with the
culture and then identify the recruitment sources for staffing needs (Costen, 2012).
Advertisement Plan
The next step is to adopt a suitable advertisement plan for example job advertisement and
publishing these advertisements on the internet so that potential candidates can be attracted
for vacant job positions in the company.
Selection
The next approach is to review the resumes of the candidates and select those candidates
having relevant experience of the job role being advertised. There is no requirement for
conducting tests for smaller job roles like an assistant, administrator etc. But if the position is of
a manager then tests can be conducted. Then comes the process of checking the background of
the candidate, for example, past record, criminal misconduct or any legal implications (Zhao and
Liden, 2011).
The Right Hire
The candidate gets finally selected bypassing all the criteria and is given recruitment in the
company by giving the offer letter and joining date.
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LO2
P3 EXPLAIN THE BENEFITS OF DIFFERENT HRM PRACTICES WITHIN AN
ORGANISATION FOR BOTH THE EMPLOYER AND EMPLOYE
Microsoft is one such organization which provides many types of HRM practices for the welfare
of employees in the company. For example, the company offers many apprenticeship and
training programs to the employees that help them to achieve their personal as well as
professional goals.
BENEFITS OF HRM PRACTICES OFFERED BY MICROSOFT FOR EMPLOYER
The HR practices include recruiting the right candidate and maintaining cordial relationship
between the employees of the company (Snape and Redman, 2010). It helps in promoting a
positive behaviour within the company that helps employers in ensuring employees are happy
and productive. The schemes and apprenticeship programs offered by Microsoft to employees
helps employers in filling the skill gap among employees in the organization. These programs
and schemes also provide skilled workers for the future that will benefit the company in the
long run (Briscoe, et al. 2012). Moreover, these schemes and programs help in increasing staff
loyalty and retention.
BENEFITS OF HRM PRACTICES OFFERED BY MICROSOFT FOR EMPLOYEES
The HR managers evaluate the performance of employees and provide them training for
improving their skills that help employees in fulfilling their dreams. They even provide them
incentives and reward to employees that keep them motivated for giving their best for
achieving the aims and objectives of the company (Tremblay, et al. 2010). The apprenticeship
programs and schemes help employees in improving their skills and becoming eligible for
performing the job at the company.
DEVELOPMENT OPPORTUNITIES FOR STAFF HAVING PERMANENT JOB ROLE
If the employees in the organization attain permanent roles then they have better long-term
development opportunities as most organizations promote employees from within. Employees
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get the following development opportunities in permanent job roles as mentioned below
(Moideenkutty, et al. 2011).
 Training, Incentives, Promotions and Certifications
 Attaining company shares
 Better projects and more accountability
 Skill training provides to employees in-house or through outside training centres
 Opportunity to coach, mentor and attain leadership development programs
 Counselling services
 A personal development comprising physical, intellectual and emotional well being
BENEFITS OF MICROSOFT APPROACHES FOR FLEXIBLE WORKING PRACTICES
There are many benefits of adopting flexible working practices in the organization as explained
below.
 Productive Workforce
Flexible working options allow employees to take a break whenever they need to without
having to ask from their bosses again and again. Hence employees feel free of stress as they
work in an environment that is conducive to enhancing their productivity (Kelliher and
Anderson, 2010).
 Better Teamwork
When employees are given flexible work arrangements they tend to work in a team as there is
sharing of ideas as all employees are given the same flexibility. With that, it motivates and
encourages all employees to be more supportive of each other and work as a connected team
in the company (Kelliher and Anderson, 2010).
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 Happier Employees
Employees set their own schedules and are free from staying back late after office hours. It
helps them to pursue their own interest outside of work, for example, taking courses for
personal growth and development (Kelliher and Anderson, 2010).
EMPLOYEE MOTIVATION THROUGH JOB DESIGN AND SYSTEM OF REWARD
Microsoft provides many benefits to employees through their incentives and reward schemes,
for example, it provides comprehensive health coverage to employees and they also get to buy
Microsoft shares at a discount (William, 2010). The performance and development program of
Microsoft includes stock-based compensation and it is one of the key components of reward
programs at Microsoft. The company also provides an ownership stake in the company and
almost 80% of its employees are eligible for annual stick reward.
The jobs offered by Microsoft are very supportive of following personal and cultural passions
while building a career in research, global delivery, technical support or any other job for that
matter (William, 2010). Along with the job employees also get the opportunities to take part in
the co-curricular activities of their personal interests which helps in boosting the morale of
employees in the company.
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P4 EVALUATE THE EFFECTIVENESS OF DIFFERENT HRM PRACTICES IN TERMS
OF RAISING ORGANIZATIONAL PROFIT AND PRODUCTIVITY
The HRM practices offered by Microsoft as explained in the previous section will definitely raise
productivity and profit for the company. For example, providing incentives, reward schemes
and training and development needs to employees will keep the employee motivated for
achieving their personal as well as professional goals (Snape and Redman, 2010.).
Employees will always be motivated to perform their job responsibilities with their full potential
for achieving these rewards and thereby contributing to the growth of the organization. The
training and development programs improve the skillset of employees by improving their
efficiency at work. The HRM practices also help in maintaining high engagement rates between
the employee and employer in the organization that helps in increasing the productivity in the
workplace environment.
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M3 EXPLORE DIFFERENT METHODS USED IN HRM PRACTICES, PROVIDING
SPECIFIC EXAMPLES TO SUPPORT EVALUATION FOR MICROSOFT
Employees in Microsoft get equal opportunities for getting rewards because of their excellent
performances. The HR managers organize various types of events and programs for increasing
the skills and efficiency of employees but there are some advantages and disadvantages of
different HRM approaches as discussed below.
STRENGTHS
 Successful execution of HRM practices reduces the turnover rates of employees in the
company (Giauque, et al. 2013)
 It helps in attaining loyal, committed and honest employees for the company
 Training and development helps in reducing the long-term staffing cost
 Help in building engagement and development in the company
WEAKNESSES
 The HR managers list the employee accomplishments, certifications and degrees which
is a loss of subjectivity for employees
 Employee privacy and confidentiality of personal information are always at risk, for
example, the social security number, health and medical information etc. (Giauque, et
al. 2013).
 cost of training and development programs gets wasted if there is high attrition rate in
the company
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LO3
P5 ANALYZE THE IMPORTANCE OF EMPLOYEE RELATIONS IN RESPECT TO
INFLUENCING HRM DECISION-MAKING
Employee engagement summit was organized in which 6 organizations participated in which the
idea of employee engagement in staff was addressed for raising organizational performance
and productivity.
EMPLOYEE ENGAGEMENT
Employee engagement is a strategy that urges the employees of the company to work in
coordination for achieving the common goals and objectives of the company (Albrech, 2011).
When employees engage or work together for accomplishing a task then the efficiency of work
is increased and all employees feel a sense of emotional connect within the organizations that
make them feel happy and enthusiast about their work.
EMPLOYEE ENGAGEMENT AS AN INTEGRAL STRATEGY FOR EMPLOYEE RELATIONS
In the summit conducted the leaders from all the six companies like Accenture, Microsoft, TSB
Bank, Sanofi, Global Communications and Mondelēz International shared various lessons and
practices for improving the employee relations and communication in the organization
(Kompaso and Sridevi, 2010). The leaders stated that it is essential to align the personal goals
and interest of employees with the vision and goals of the company in increasing the
productivity and performance of the organization. By doing so employees will feel valued and
they will work together for going an extra mile for achieving their personal and professional
goals.
ANALYSING KEY APPROACHES FOR ENGAGING WORKERS IN THE COMPANY
In order to keeps business running it is essential that employees are constantly motivated and
engaged in performing their duties and responsibilities in the assigned job role. Various
approaches to engaging staff in the company are explained below.
 Allow them to grow
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It is essential for the managers to give employees an opportunity for showcasing their skills for
the assigned task. Hovering and mismanaging will lead to extra stress and burden on
employees and in that conditions, no one can work effectively (Shuck and Wollard, 2010).
 Empower employees by giving them leadership and management opportunities
Employees can be engaged by empowering them for taking their responsibility and addressing
new challenges. Set them free and there should be no micromanaging.
 Develop an environment of creativity and Innovation
Employees can be engaged if they are given an environment that supports their innovative
ideas and sharing of ideas is common among the other employees (Shuck and Wollard, 2010).
WAYS FOR IMPROVING COMMUNICATION IN THE WORKPLACE
Effective communication matters a lot as it helps in working as a team and even people working
alone have to report to their bosses in the organization. Some effective ways for improving
communication at work are explained below.
 Set Communication Standards
The best way to improve communication is to prevent miscommunication. It is essential for the
HR managers to set standards that govern communication practices and procedures (Beebe and
Mottet, 2013). For example, Google code of conduct tells its employees as to what
communication practices must be followed in the organization.
 Encourage feedback and participation
Just setting the standards won’t improve the communication as it is essential to respect the
opinion of others in the company. Motivate employees to speak up in meetings and seminars
organized in the company.
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P6 IDENTIFY THE KEY ELEMENTS OF EMPLOYMENT LEGISLATION AND THE
IMPACT IT HAS ON HRM DECISION-MAKING
EMPLOYEE LEGISLATION
Employee Legislation is a law that governs the rights of the employees and employer in the
organization. This law also determines the minimum standards of employment for the
employees of the organization (Tonin, 2010).
EMPLOYEE LEGISLATION INFLUENCING HRM DECISION MAKING
In order to run the company successfully it is essential for the HR manager to follow the
employee legislation laws as these laws help in ensuring that employees are working as per the
standards of the employee protection act (Tonin, 2010). The HR managers have to be extra
cautious while dealing with employees and their decision making is depended on the following
factors.
 It is their responsibility to provide a suitable working atmosphere for employees that are
safe and free from any hazardous activity, tools or dangerous equipment's (Casale,
2011).
 There should be no violation of the employee legislation laws as it can put the entire
company into legal issues including the HR managers.
 The HR managers have to protect the privacy and confidentiality of employees and need
to ensure that their private information is secured and protected.
 The HR managers should not make any discrimination by providing training and
development needs on racial grounds like caste, colour, religion or sex.
 They should treat all employees equally and no discrimination should be done during
selection and recruitment of candidates at the time of interview (Scoppa, 2010).
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SOME COMMON EMPLOYEE LEGISLATION LAWS THAT AFFECT HRM DECISION MAKING
 Equal Pay Act 1963
This act states that both the men and women should get equal pay for equal work and must get
the same rank and designation in the company without any gender biasing (Skedinger, 2010).
 Sex Discrimination Act 1975
This law protects the employee discrimination based on the grounds of gender in the process of
recruiting candidates, promoting candidates, offering development opportunities etc.
(Skedinger, 2010).
 Data Protection Act 1998
The HR managers are responsible for protecting the private and confidential information of
employees as per this act.
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M4 EVALUATE THE KEY ASPECTS OF EMPLOYEE RELATIONS MANAGEMENT
AND EMPLOYMENT LEGISLATION THAT AFFECT HRM DECISION-MAKING IN AN
ORGANIZATIONAL CONTEXT
EMPLOYEE RELATION
An employee relation basically refers to the relationship of employees with other members of
the organization for example employer, member employees and other staff members. An
organization cannot performer with just the resources it is essential that employees work in
collaboration and work as a team to achieve the common goals and objectives (Gruman and
Saks, 2011). The relationship can be among any member of the organization for example co-
worker, between the employee and the superior manger etc. It is important that employee
share healthy relationship and realize the goals of the company.
EMPLOYEE RELATION MANAGEMENT
Employee relationship management is a corporate strategy used by organizations for bringing
employees of the company together by effectively monitoring and managing the relations of
employees in the teams. Management conducts various activities for strengthening the
relationship among employees, for example, extra-curricular activities, events, seminars etc.
Some useful ways of managing employees in the company are mentioned below (Wood and de
Menezes, 2011).
o Ensuring transparency in communication
o Encouraging group activities
o The concept of cubicles and workstations should be promoted rather than closed cabins
o Avoiding politics and blame games at work
EMPLOYMENT LEGISLATION AND HRM DECISION MAKING
Employment legislation is the law that governs the employment in the workplace environment
that affects both the employer and the employee. The HR managers need to identify who can
and cannot be employed in the organization (Stone and Stone, 2013). The HR decision making is
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affected by the fact that how they offer the job and treat candidates during the recruitment
process. Employment legislation is a controversial issue as choosing the right candidate for the
vacant job positions is a critical task as no guesswork or assumptions can be made. The HR
decisions have to be based on true evaluations (Stone and Stone, 2013).
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LO4
P7 ILLUSTRATE THE APPLICATION OF HRM PRACTICES IN A WORK-RELATED
CONTEXT, USING SPECIFIC EXAMPLES
HRM practices in the organization are based on a planned approach in order to manage the
employees of the company in an effective and efficient manner. The HR managers are also
responsible for manpower planning that requires a clear plan and action programs in order to
bridge the gap between supply and demand (Clair and Milliman, 2017).
The HR practices also require the support from the senior management of the organization.
Ensuring the service quality enhancement is another critical factor that comes under the HRM
practices. The HR managers are responsible for maintaining good relations with the employer
and employees of the company through which productivity and efficiency in the organization
get increased.
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JOB ADVERTISEMENT
JOB ROLE – RECEPTIONIST
There a vacant job position in the department of ADMINISTRATION of ‘Say it with Chocolate
Company’. All the interested candidates are requested to apply for this role on the company’s
website. The requirement is for the RECEPTIONIST who can handle the company’s
administrative activities.
REQUIREMENTS
For this role, the candidate must have 5+ years of experience in the administrative domain.
Moreover, the candidate should have an MBA degree in Human Resource Management.
RESPONSIBILITIES
The RECEPTIONIST would be responsible for handling admin activities and duty would be to
handle customers, clients and stakeholders.
COMPANY INFO
‘Say it with Chocolate’ is a chocolate based greeting card company involved in packaging and
distribution of the gift items. This company is located in North Yorkshire, UK. Email:
[e-mail]
TO APPLY?
The interested candidates for this job role can directly apply to the company's career website at
[e-mail], along with the submission of necessary documents.
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PERSONAL SPECIFICATION FOR THE JOB ROLE
PERSONAL SPECIFICATION
DESIRED PRIORITY
EXPERIENCE OF 5 YEARS
IN HUMAN RESOURCE
MANAGEMENT DOMAIN HIGH
A DEGREE IN MASTERS
OF BUSINESS
ADMINISTRATION IN
HRM HIGH
ABILITY TO HANDLE
ADMINISTRATIVE
ACTIVITIES HIGH
GOOD LEADERSHIP,
MANAGEMENT AND
COMMUNICATION
SKILLS HIGH
UK CITIZEN HIGH
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ADVANTAGE OF ADVERTISING JOBS
The job posting is important as it helps to let people know what type of Vacancies Company
have and it is essential for the HR department of the company to post jobs online or on
company’s websites. Some of the advantages of job advertisements are mentioned below.
 Getting reach to the wider audience
Posting jobs on job portals and various social networking websites help companies in attracting
more and more customers into the business (Moriarty, et al. 2014).
 Helps in finding out the right candidate for the job
If the company advertises jobs online then the process of recruiting the best candidates for the
company becomes an easy task.
 Helps in filling up the vacant job positions faster
When the company advertises or posts the job online then many candidates apply to that job
online. This way company gets many candidates to select for its vacant positions in faster and
efficient manner.
DISADVANTAGE OF ADVERTISING JOBS
 Unwanted Applications
Once the company advertises jobs on the internet and other job portals then all the job seekers
get attracted towards it including the candidates having no experience and skills of the job.
 People from all parts of the world can apply
There is no way the HR department can put a filter on the jobs beings advertised on the online
medium like the internet (Florea and Badea, 2013).
 Advertisement requires cost investment
In order to advertise for jobs, an organization has to spend a lot of amount in order to recruit
potential candidates in the company.
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CV
Summary
A decisive professional having the ability to handle administrative activities and other human
resource management activities for the organization.
Area of Expertise
Account Management, Customer Service, Quality Leadership, HRM and deadline drove
Experience
Marketing Officer, Inspired Chocolate Private Ltd, UK Jun 2012 - Present
 Effective collaboration with members of the organization
 Ability to meet the targets on time
 Ability to handle all the documentation and administrative activities of the organization
 Handled daily staff reporting and assisted VP of the company
 Handled the documentation services like printing, scanning etc.
Education
 Master in HRM, University of London – (2012 – 2014)
Languages
 English and Spanish
Personal Information
Name – XYZ, cell- 64578493, Email - [e-mail]
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QUESTIONNAIRE
The admin professionals like the receptionist are basically responsible for handling the
administrative activities of the organization. They utilize their skills and knowledge in
conducting the research and always look for candidates who can increase the sales of the
company. The HR manager of ‘Say it with Chocolate’ must design the questionnaire that would
be helpful at the time of interview process. The lists of questions are mentioned below.
Q1What metrics or strategies would you use if the administrative activities fail?
Q2What social media tools and technologies would you use in order to manage company’s
administrative activities?
Q3If the director of the company does not approve of your idea then how would you persuade
him to get onboard?
Q4 What type of administrative tools and software do you use for managing your work?
Q5What do you think are your strengths and weaknesses that differentiate you from others?
Q6 What do you think are the biggest competitors in our industry?
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OFFER LETTER
JOB OFFER LETTER
16th April 2016
Dear XYZ,
With subsequent interviews and discussions you had with the HR department of ‘Say it with
Chocolate’ we are delighted to offer you a position in our Admin department.
Designation: “RECEPTIONIST”
In this role, you will be directly reporting to the Vice president of the company and would be
responsible for handling admin related activities. The terms and conditions of the employment
are mentioned in the offer letter. We hope that you will enjoy your role and make some
significant contributions to the overall success of the company.
With Best Wishes
ABC
Executive Vice President
‘SAY IT WITH CHOCOLATE’, London
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M5 PROVIDE A RATIONALE FOR THE APPLICATION OF SPECIFIC HRM
PRACTICES IN A WORK-RELATED CONTEXT
The HRM practices are essential in order to monitor control on employees and strategically
manage the company’s bottom line with knowledge. HR manager is essential in order to control
many activities like wages and salaries of employees, ensuring the safety of staff members and
provide training and development to the members of the staff in the organization. The HRM
practices include ensuring employee regulations are being strictly followed across all
departments and there is no deviation from these norms (Cascio, 2018). The HR managers in
the organization also ensure that organization complies with the federal state employment laws
and complete all the necessary paperwork for documenting that employees of the company are
eligible to work in the country (Foster, 2014). Moreover, the HR managers also monitor
compliance and all the rules and regulations of the organization being followed by employees.
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CONCLUSION
The report successfully concludes that it is essentially important for the HR department of “SAY
IT WITH CHOCOLATE” to adopt the best HRM practices so that organization can achieve greater
productivity and growth in the business. The report concludes that HRM department plays a
significant role in determining how profitable and successful a company can become. It is the
HRM department that recruits potential candidates having the required skill set to perform the
duties and responsibilities of the specific job roles in the organization. The company was
struggling to hire suitable candidates for the position of a Receptionist in the company and a
Curriculum Vitae and Job description designed for the role helps in determining the essential
skills required by an applicant to get this job.
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