Human Resource Management: A Case Study of Say it with Chocolate and Microsoft

This report examines the role of Human Resource Management (HRM) in two organizations: Say it with Chocolate and Microsoft. It explores the purpose and scope of HRM, including recruitment and selection, employee performance, development and reward, and factors that influence HR decision-making. The report analyzes the current HRM practices of both organizations and provides recommendations for improvement.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
Introduction..................................................................................................................................................1
Task 1...........................................................................................................................................................2
A) the purpose of the HR function and its importance to the organization, given its current problems
and future plans for further growth..........................................................................................................2
b) How you see your role and responsibilities as a Human Resource Officer........................................2
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill the business
objectives.................................................................................................................................................3
c) The advantages and disadvantages of the current selection methods used by the organization and
compare it to other approaches of selection methods..............................................................................3
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and selection....4
d) Potential improvements that could be made to the current selection methods...................................4
Task 2...........................................................................................................................................................6
a) Create a person specification for the role............................................................................................6
b) Provide a rationale for a suitable medium for placing the advertisement...........................................6
c) Discuss the advantages and disadvantages of the previous methods of advertising jobs in the
organization.............................................................................................................................................7
d) Produce a minimum of 6 questions which could be asked at the interview for the Receptionist,
which would help to improve the selection decision making process.....................................................8
M5 Provide a rationale for the application of specific HRM practices in a work-related context..........8
Task 3...........................................................................................................................................................9
a) Microsoft offer apprenticeship and graduate training schemes. Evaluate the benefits to both the
organization and employees of such schemes.........................................................................................9
b) What developmental opportunities are available to staff once they are in a permanent job role........9
c) Explain the benefits of the approach Microsoft has taken in respect of flexible working practices...9
d) Explain how Microsoft motivates its workers through its job design and systems of reward..........10

M3 Explore different methods used in HRM practices with examples.................................................10
Task 4.........................................................................................................................................................11
a) What is meant by the term employee engagement............................................................................11
b) Why is employee engagement an integral strategy of employee relations?......................................11
c) Identify some of the key approaches to engaging workers discussed in the summit and explain their
importance in terms of improving communication in the workplace....................................................11
d) Identify the main pieces of employment legislation in the UK and explain how they influence
human resource decision making (from recruitment, training and development and reward, to
redundancy and retirement)...................................................................................................................12
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context...................................................................12
Conclusion.................................................................................................................................................13
References..................................................................................................................................................14

Introduction
Human Resource Management (HRM) is the strategic approach to useful management of the
organization employee’s so that they support the business to meet the competitive benefits. In the
current study, the two case studies will be given, the first one Say it with Chocolate which is rapidly
expanding organization and the second one is Microsoft which deals in computers and software. The
report first part focuses on Purpose and scope of HRM and Recruitment and Selection and second one
on Employee performance, development and reward and Factors that influence HR decision making.
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Task 1
A) the purpose of the HR function and its importance to the organization, given its current problems and
future plans for further growth
HR department perform several functions to manage the employees performances and raises the
business productivity that results into organizational growth. The recruitment and selection by the HR
department is done to meet the business objectives and on this account the training is also provided for
increasing their knowledge and capabilities (Armstrong and Taylor, 2014). The responsibilities and
duties of the department can be analyzed with the support of various functions:-
Selection and recruitment: In organization ‘Say it with chocolate’ requires to determine the needs of
human resources to meet the needed outcomes. Hence, it is the duty of the HR to select and recruit the
correct employee’s on the basis of skills present in them for the organizations growth.
Development and training: Following the selection process, the next role of HR manager is to train and
develop the candidates and assign the roles accordingly to meet in the needed time (Bratton and Gold,
2017). As in the competitive environment, new technology is consistently emerging and bringing the
changes. On this account, the training shall be given for meeting the change in the environment to the
candidates.
Payroll and employee benefits: Salaries and wages in ‘Say it with chocolate’ is being determined the
HR manager. For benefitting the employees the manager should prepare the pension, welfare and
retirement plans and benefits so as to safe and secure their future after they leave organization. Hence, it
is important to have an analysis on the employee’s benefits of the business to ensure development and
growth.
b) How you see your role and responsibilities as a Human Resource Officer
There are several duties of the HR manager which relates the development and growth of organization
and employees. In ‘Say it with chocolate’, the duties and responsibilities of HR officer is as follows:-
Resolve disputes in the employees: HR officer has to solve the rising issues if happening in the
organization so that healthy and friendly relationships are managed and performances are also raised.
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Appraisals and payroll: The HR manager has to give the consistent appraisals and offer payroll
benefits to increase the organization efficiencies (Ulrich and Dulebohn, 2015).
Candidate’s recruitment: On the basis of the requirements, HR officer has to select and recruit the
employees to carry out the business operations. For this, use of attractive strategies shall be done such as
high incentive offering, workplace flexibility etc to fill the vacant places.
Candidate’s training: HR officer offers training to candidate selected and for the existing employees, it
is important to give the training to them as well to enhance their business productivity in the existing
working conditions in the ‘Say it with chocolate’ (Chelladurai and Kerwin, 2017).
Employee’s reward: HR officer also offers incentives and appraisals to motivate and encourage the
employees so that they contribute towards the success of the organization.
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill the business
objectives
The functions of HRM are planning, organizing, directing and controlling activities in the organization
to meet the objectives. In context with workforce planning, the role of HR manager is diversified such as
plan for selecting the candidate is done, organize and direct the selected candidate through training and
development (Turner, 2018). Lastly, controlling is done for the resource deployed for achieving the
required objectives. The duties and responsibilities are assigned on the basis of the HRM function of
monitoring the skills and capabilities of the new candidates.
c) The advantages and disadvantages of the current selection methods used by the organization and
compare it to other approaches of selection methods
Selection means the procedure of selecting the candidate to meet the requirements of human resource of
the ‘Say it with chocolate’. HR manager applies several methods to choose the candidate to meet the
objectives. The major two methods of selection are internal and external methods. The external method
means selecting the candidate externally either from third party placement or advertisements on
newspapers, social media etc. While the internal method of selection means selecting the employees
internally by promotions or job turnovers. In the case of ‘Say it with chocolate’, the use of external
method of selection is done which includes following advantages and limitations are as follows:-
Advantages
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Availability of large candidate’s number: From this method, large number of list is received to the
organization and on the basis of it, the candidates are shortlisted. After that the best one is selected from
the shortlisted one to fill the vacant place.
Skilled candidates: External method selection provides already skilled candidate and it also support in
reducing the cost of the training in which the organization has to incur the cost if untrained candidate’s
are hired (Shailashree and Shenoy, 2016).
Fresh talent: This method brings the fresh talent in the organization which will supports in meeting the
demand of the customers. In addition, this method work on fairness and select the candidates on the
nature and content of the job interview collected by the interviewer.
Limitations
Increase cost: This approach enhances the organization cost as it has to apply several techniques for
conducting the interviews and attracting the candidates such web portal, advertisement and many more.
Consume time: This approach takes more time in comparison with the internal method and it will also
result into delay of the end outcomes of the organization (Barrows, 2017).
Influence performance of existing employees: This approach impacts the current employee morale if
more skilled candidates are hired and works immediately for the organization objectives.
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and selection
In the organization ‘Say it with chocolate’ external approaches is used currently i.e. the candidates are
short listed then assessment test is conducted and 50% passing criteria is to be met to be hired in the
organization. This method greatest strength is that it is use formal and systematic manner for hiring but
limitation is that it is not as fair as it should be i.e. candidate can do the cheating and candidates mostly
failed in their probationary period (Shailashree and Shenoy, 2016). In addition, the above strengths and
weaknesses are same in this approach as well.
d) Potential improvements that could be made to the current selection methods
There are few of the capable improvements in the method that the organization must do which are as
follows:-
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 The use of latest technology can be done to simplify the manual procedure of external method
such as short listing the candidate directly through the mail access only.
 The questionnaire developed shall be so efficient that shows the candidate quality by reviewing
only and reduces the time in conducting the direct interview (Marchington et.al. 2016).
 At few times, internal selection can also be done even after conducting the external interview if
satisfactory results do not come out from external source.
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Task 2
a) Create a person specification for the role
Receptionist is the crucial person in the organization who shares the ideas with the organization and
communicates with the customers and also maintains data and information. Receptionist is the
individual who shows the organization and develop the image by offering suitable services to the
customers. The role and responsibilities of receptionists are as follows:-
 Receptionist should be of patient nature that can link with the customers effectively
 Receptionist shall have good skills of communication that can influence the customers for the
organization by purchasing the products (Woods and Hinton, 2017).
 Receptionist shall be multi-oriented and adaptable that can supervise the various functions in
diverse situations.
 Receptionist necessarily has basic computer knowledge that can maintain the records and insert
the entries related to every business operation.
 Receptionist shall have understanding about the advance digital technology so that it can support
the organization in several making of decision procedure.
b) Provide a rationale for a suitable medium for placing the advertisement
Due to technology advancement, there are several advertisement medium that the organization ‘Say it
with Chocolate’ can encourage for generating their sales. The below is the description of several types
of medium by which organizations can assure the relevant candidates related to vacant jobs:
Online job portals: This is the latest form of technology which is now being used by the maximum
organization. Few of the famous job portal basically used at great scale in UK are indeed, Monster.com,
universal job match and many more. The interested individuals can easily use several job portals to get
the information related to the vacancy without any limitations.
Television and Newspapers: These are the most useful advertisement medium in which organization
can entertain the candidate to fill the appropriate vacant place. The both advertisement mediums are the
oldest form of advertisement and the people are closely attached with the medium as well. Hence,
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television is the most influencing form and ‘Say it with Chocolate’ can use the same to occupy the place
of receptionist (Lamb et.al. 2015).
Social media: Commonly social media is also used to aware the common public about the jobs in
specific organization. The organization is using this method of advertisement to invite the candidate for
the receptionist post at Facebook, Pinterest, YouTube and many more. It is also effective in way as big
number of population is linked with the social media and individual can share and response quickly and
asks questions and provides advices.
c) Discuss the advantages and disadvantages of the previous methods of advertising jobs in the
organization
According to the analysis, there are several kinds of methods of advertisement which supports the
organization to meet the relevant requirement and be efficient in the organization. The advantages and
limitations that the organization ‘Say it with Chocolate’ needs to analyze for filling the vacant places
such as:-
Online job portals: This method is easy in access as influenced individual can see whenever they want.
Further, it is quick method in knowing the response for the vacant jobs. But the major restriction is that
the fake information can also be received by the organization which will also waste the time and money
of the interested candidates (Moser and Kalton, 2017).
Television and newspaper: The benefit of this method is that it is most popular medium where the
large population is connected and searches when they first require the jobs. Thus, it is the oldest way to
post the advertisement for inviting the job applications. But the major limitation is that now the people
are not much seeing the newspaper and television and medium has been replaced with the internet or
online web portals.
Social media: The most used method by the n number of organization and with that large number of
population also used in their daily life to connect with the society. The next thing is that immediate
responses and feedbacks can be generated to both interviewer and interviewee. Hence, it is crucial ways
of inviting and filling the jobs vacated (Marchington et.al. 2016). On the other side, the limitation is that
it develops the confusion and did not give authentic results.
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d) Produce a minimum of 6 questions which could be asked at the interview for the Receptionist, which
would help to improve the selection decision making process
Some of the questions that the ‘Say it with Chocolate’ has to develop for asking with the interested
candidates for filling the receptionist job. The questions are linked with the responsibilities and roles and
duty to be worked by receptionist in the business. The questions are as follows:-
1. Give some introduction about you?
2. Give some of your capabilities that the organization hires you?
3. Do you aware about the receptionist roles and responsibilities?
4. Do you have understanding related to the technology at the workplace?
5. How will you maintain some complex problems in the organization in contingent situations?
6. What is your expectation about the salary?
M5 Provide a rationale for the application of specific HRM practices in a work-related context
In the current study, the vacancy is for the receptionist in that case the HR manager will use the various
HRM practices such as advertisement to fill the vacated job. The advertisement suggested to the
organization is web portal as it is easiest way and growing its importance in the digitalization world.
These method is very supportive in generating the large of interested candidates along with the quick
responses and actions while the negative implications is that web portal can sometime gives the fake
information as well, hence reliability cannot be ensured (Haraldsdottir et.al. 2018). The large number of
population use this method, thus overall it is supportive, cost and time efficient and gives the entire
profile of the candidates shortlisted. After that organization will prepare the six basic questions as well
to be asked to the candidate relation to introduction, capabilities, technology use and complex situation
handling.
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Task 3
a) Microsoft offer apprenticeship and graduate training schemes. Evaluate the benefits to both the
organization and employees of such schemes
Microsoft organization is the American multinational organization which creates computer software,
personal computer and consumer electronics. It includes big employee’s number who performs the
activities to meet the organizational objectives and aims. In the recent time, Microsoft has developed the
program on apprenticeship and schemes of graduate training to increase the efficiency of the
management by applying the use of suitable resources as well (Eichhorst, 2015). This apprenticeship is
advantageous to both management and employees as well because they are receiving the opportunities to
work in the recognized schemes in the organization. With this programmes and schemes, employees can
improve their skills in professional manner and leads to revenue generation at the higher time.
b) What developmental opportunities are available to staff once they are in a permanent job role
After hiring employees get the various opportunities to work on the consistent basis in the role of
permanent jobs. The permanent staff is aware everything about the organization and its objectives so
that they can participate essentially in meeting the objectives and tasks as well. Hence in the permanent
role of job, the organization offers various opportunities such as development of knowledge and skills of
the employee’s which are permanent that supports in getting at higher position in the corporate world.
The other benefits such as pension plan, retirement benefits, sick leaves, paid leaves and many more are
also offered to the permanent employees (Cummings and Worley, 2014). The good and faithful relation
is developed between the employer and employee that also support in growing promotions and long
term sustainability of the employee and organization as well. Once the staff gets permanent they will get
the opportunities of getting organization loyalty and flexibility towards them.
c) Explain the benefits of the approach Microsoft has taken in respect of flexible working practices
Microsoft is the leader in the market of software and personal computers and the reason for this is
because organization uses variety of approaches and efforts to grow the market and earn revenue. It has
carried out flexible practices of working to offer flexibility and manages the employee’s performances.
It applies the approach of flexible time working to increase the employee’s productivity in which the
time is decided by the employee’s comfortless. The listed approach supports the employees to begin and
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complete the activities as per their comforts (Child, 2015). Hence, all the approaches mentioned shall
help the Microsoft to increase the productivity of the employees at the workplace.
d) Explain how Microsoft motivates its workers through its job design and systems of reward
Organization must promote its employees by offering several reward types to meet the organization
goals effectively and usefully. Each developed and developing nation uses the various systems of
rewards and job designs to increase the employee’s productivity along with the organization. Microsoft
always makes the efforts to give the attractive job design in comparison with the other so that its
activities are correctly formulated by generating the best from employee’s results (Argyris, 2017).
Hence, Microsoft offers rewards and incentives to give the best result from the staffs and thus it also
manages employee’s efficiencies which can contribute additionally for the growth of the business.
M3 Explore different methods used in HRM practices with examples
Microsoft organization uses the various HRM practices for developing the effective relationship
between the employer and employee. The practices such as apprenticeship program and graduate
learning schemes, flexible working hour practices, paid leaves, sick leaves and many more is offered to
the employees of Microsoft. In addition, high cash bonuses and other relevant rewards offered the fresh
talent as well in the organization to meet the organization mission and vision as well. Hence, the use of
model of flexible firm is very much crucial for the organization to raise the large number of employee’s
and meeting employee’s loyalty.
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Task 4
a) What is meant by the term employee engagement
The employee engagement refers to engagement of employees by showing passion related to the work
and shows full initiatives for achieving the objectives of the business. Employee engagement is
advantageous for the organization as it enables employees to give their advices while making the
decisions for getting the effective outcomes and required productivity (Othman et.al. 2018). On the
similar time, engagement of the employees enhances the employee’s confidence and offers the
opportunities to give their thoughts and increases their efficiencies of employees.
b) Why is employee engagement an integral strategy of employee relations?
Employee engagement is very supportive to meet the objectives of the organizations and is regarded as
the integral strategy to manage the effective relationships among the employers and employee. When
staffs get participated in the work of organization, it increases the interrelationship between the
employees’s and also promotes calm and healthy working environment to raise the business efficiency
(Saks and Gruman, 2014). Hence, organization must promote engagement of employee and shall not be
unnecessarily put the burden on the employees that supports them in flexible working.
c) Identify some of the key approaches to engaging workers discussed in the summit and explain their
importance in terms of improving communication in the workplace
To communicate the ideas, opinions and view point, it is essential to develop the plan for expansion and
development of the employee’s. Few of the key approaches that are implemented by the Microsoft
which is explained in Summit and the give name for engaging the worker to manage the workplace
sharing and communication among the staffs. The below are the approaches which are been discussed in
context with Summit are as follows:-
SharePoint: It is very effective way which can be activated in the mobile devices and management can
apply it to offer the useful information for the employees and their participation. With this web portal,
enterprise can raise the productivity of the staffs to give always the updated information (Baldwin,
2016).
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Microsoft Stream: Microsoft can develop the stream videos which are to be shared in the employees to
give the useful communication in the organization workplace. The important information is to be shared
and can offer the employees training to manage the performances.
d) Identify the main pieces of employment legislation in the UK and explain how they influence human
resource decision making (from recruitment, training and development and reward, to redundancy and
retirement)
Employee legislation and relation: The legislation of the employee includes several regulations and
rules that give the security and safety and influence the employee’s interest at the workplace. In the UK,
each organization has to importantly use the legislation for the employee while recruiting, training,
selecting, and rewarding and retirement as well. The healthy environment can assure that the activities
are coordinated and all the rules and legislations are followed sequentially (Gooberman et.al. 2018).
Hence, employment legislation majorly impacts the HRM decision making as it consider the individual
interest while conducting the plan for meeting objectives.
Workplace representation and trade unions: Trade Unions show the employees and their issues to the
organization and management. Trade union also support employee in every concern and situations that
results into employee dependency on unions (Lawrence, 2016). Hence, trade unions also impact HRM
decision making as at it creates the issues and raise employees voice in favor that hinders organization
decision making.
M4 Evaluate the key aspects of employee relations management and employment legislation that affect
HRM decision-making in an organizational context
The key aspects of employee relations management is to get healthy relationship, strong bonding, more
communication, loyalty, faithfulness, job security and commitment towards the business. On the other
side, employment legislation also promotes decision making and to meet the long term sustainability of
the business in the organizations (Argyris, 2017). In Microsoft as major HRM practice such as flexibility
is provided which falls under legislation that means organization of focuses on the demand of the
employees and ensure satisfaction of the employees.
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Conclusion
In the current study, the report had focussed on the human resource management practices importantly.
It had explained the scope and purpose of HRM with respect to organization resources and skills. It had
also evaluated the HRM effectiveness by giving the key elements together with the internal and external
factors that impacts decision making. At the end, the report had applied relevant HRM practices in
context with Microsoft.
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