Human Resource Management: A Comprehensive Guide to HRM Practices

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
Introduction......................................................................................................................................1
LO1..................................................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection 6
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................9
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
...................................................................................................................................................10
LO2................................................................................................................................................11
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.............................................................................................................11
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................13
M3 Explore the different methods used in HRM practices.......................................................14
LO3................................................................................................................................................16
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.......................................................................................................................................16
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.........................................................................................................................18
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making.............................................................................................20
LO4................................................................................................................................................21
P7 Illustrate the application of HRM practices in a work related context, using specific
examples....................................................................................................................................21
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M5 Provide a rationale for the application of specific HRM practices in a work-related context
...................................................................................................................................................24
Conclusion.....................................................................................................................................25
REFERENCES..............................................................................................................................26
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TABLE OF FIGURES
Figure 1: Functions of HRM............................................................................................................3
Figure 2: Workforce Planning.........................................................................................................4
Figure 3: Internal Recruitment.........................................................................................................6
Figure 4: External recruitment.........................................................................................................7
Figure 5: Training Program...........................................................................................................12
Figure 8: Employee relationship management..............................................................................17
Figure 9: Employment Legislations...............................................................................................19
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Introduction
Human resource management is the most important disciple of management in that helps in
managing the employees in an efficient way. It helps in enhancing the efficiency as well as
productivity of the workplace. It is one of the important elements that motivate organisation to
grow within the market. Report discusses the purpose of workforce planning of Vodafone, as
well as role of HR manager. Various methods of recruitment methods are also explained in order
to identify their weakness and strengths. Report helps in evaluating the various functions of
HRM for efficient management of Vodafone. Training and Development practices in terms of
return on investment are evaluated. Report also focuses on employee relations and its influences
on HR decision making in Vodafone. Various elements of employee legislation are also
explained in the report.
Vodafone Group plc is a leading multinational telecommunications organisation of United
Kingdom. The headquarters of the organisation is located in London. Globally, the organisation
is ranked 5th in terms of revenue and 2nd in terms of the service users. For the last part, job
description of a lecturer is considered for Imperial College.
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LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human Resource Management
HRM is a system that describes the management of people within the organization. The
responsibilities of human resource management have mainly three categories staffing, employee
compensation and benefits and defining or designing work.
Traditional personnel management focuses on personnel administration and the labour issues.
In this concept people were not concerned with the training and development issues of the
employees and did not give consideration of their human aspects. Whereas the modern concept
of HRM deals with more focused way and mainly concerned with their training and development
issues to enhance their capabilities and efficiency along with the employee’s overall
development. Apart from these concepts the HRM has its two approaches such as soft and hard
HRM which includes the behavioural pattern of the HR management and HR manager.
The Hard HRM finds the humans as machine or resource for the business or it can be said that
this approach is business concerned so when the task is accomplished the employee can be fired
as there is no need of the particular employee whereas the Soft HRM treats the employee as
valuable assets and keeps their rights protected and provides the required things to them whether
tangible or intangible.
Functions of HRM
Operative functions Recruitment
It is the process of choosing right candidates out of the pool of
candidates.
Training & Development
It is very important function to identify training needs and then designing
the training program.
Compensation
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It is the function of managing the remuneration and salary aspects.
Performance management
It is the key function to manage the performance of employees.
Industrial relations
It is the major function to maintain the industrial or employment relation
at workplace.
Managerial
functions
Planning
It is the function of making the basic outline of the task or activity on
prior basis.
Organizing
The function of allocating every kind of resources at the required place.
Directing
It is the function of monitoring and giving the direction at right side.
Controlling
It is very important function of measuring the gap between the desired
and actual performance.
Figure 1: Functions of HRM
(Source: Framework of HRM functions, 2018)
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Workforce planning
Workforce planning in any organization is used as the strategy in order to fulfil the needs of
labour as well as it utilizes the skills of all employees in the most efficient way (De Bruecker
et.al., 2015). It basically helps maintaining the best performance of employee as well as
management in order to achieve goals, productivity and profits of an organization. Vodafone
focuses on operational as well as strategic workforce planning. Operational Workforce Planning
helps the managers of Vodafone to maintain schedules according to the work as well as to gain
continuity and productivity of business.
Workforce planning plays an important role in functioning of Human Resource Management. It
includes recruitment process, development and training programs, decision making regarding
promotion, transfers and many more.
Figure 2: Workforce Planning
(Source: Framework of Workforce Planning, 2018)
Role of HR Manager with respect to workforce planning and resourcing for Vodafone
 The HR Manager must ensure the availability of appropriate number of employees with
appropriate skills at the time of need.
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