Human Resource Management: A Comprehensive Guide to Recruitment, Retention, and Employee Relations

This report delves into the multifaceted world of human resource management, exploring its purpose, functions, and practical applications within organizations. We examine the strengths and weaknesses of different recruitment and selection approaches, analyze the benefits of various HRM practices for both employers and employees, and critically evaluate the impact of employee relations and employment legislation on organizational decision-making. Through specific examples from real-world companies like Microsoft and Chocola Fantastica, we illustrate how effective HRM practices can contribute to organizational success, employee engagement, and overall productivity.

Human resource management
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Table of Contents
Introduction.................................................................................................................................................3
LO1.............................................................................................................................................................4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization.............................................................................................................................................4
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 fulfill business
objectives.................................................................................................................................................8
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection...........8
LO2...........................................................................................................................................................10
P3 Explain the benefits of different HRM practices within an organization for both the employer and
employee...............................................................................................................................................10
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit and
productivity...........................................................................................................................................12
M3 Explore the different methods used in HRM practices, providing specific examples to support
evaluation within an organizational context...........................................................................................14
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.............................................................................................15
LO3...........................................................................................................................................................16
P5 Analyse the importance of employee relations with respect to influencing HRM decision making. 16
P6 Identify the key elements of employment legislation and the impact it has upon HRM decision
making...................................................................................................................................................17
M4 Evaluate the key aspects of employee relations management and employment legislation that affect
HRM decision-making in an organizational context..............................................................................19
LO4...........................................................................................................................................................20
P7 Illustrate the application of HRM practices in a work-related context, using specific examples......20
M5 Provide a rationale for the application of specific HRM practices in a work-related context..........22
D3 Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organizational context........................................................................23
Conclusion.................................................................................................................................................24
References.................................................................................................................................................25
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Introduction
In this report, the activities of human resource management are being discussed so that the ability
to recruit and retain talented staff can be developed among the students. First of all, the scope
and purpose of HRM are being discussed for the Chocola Fantastica organization. This
organization is based on the production of chocolate-based greeting cards and the creation of a
specialized order of gifts. Further, the key elements of human resource management are being
evaluated based on effectiveness for Microsoft. It encourages the personal growth and
development of employees which also provides a range of rewards and benefits. So, in this
section, the program offered to the employees in Microsoft in terms of training and benefits are
discussed. Further, the internal and external factors that affect the decision-making policies of
human resource management are discussed. These policies include the employment legislation
provided by Microsoft. Furthermore, the practices are discussed which are used to apply human
resource management in Microsoft for its employees. These practices are related to the work
context of Microsoft. So, this is how the adoption of human resource management is to be shown
in this report for the employees of Microsoft and Chocola fantastica.
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LO1
Introduction
In this report, the purpose, and the functions of human resource management are discussed which
helps to meet the organizational needs as well as the need so employees working in chocola
fantastica. Further, a SWOT (Strength, Weakness, Opportunities, and Threats) analysis is done
for the recruitment processes. So, this is how the benefits of human resource management for
employees is being shown.
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization
Human resource management is an approach to build and run effective management in an
organization. It helps in the enhancement of employee performance according to the objectives
of an organization. So, the purpose of HRM is to coordinate the employees for the achievement
of goals. It provides an organizational asset to the customers so that their job satisfaction could
be completed. The further improvements can be done in chocola fantastica by improving the
hiring processes, education the employees about the work which can meet the organizational
needs. They can be rewarded over their efforts which can enhance their motivation toward work.
There are mainly 7 functions of HRM mentioned below:
a) Strategic management
b) Workforce planning
c) Training and development
d) Reward policies
e) Formulation of policies
f) Employee-labor relations
g) Risk management
These above-mentioned functions apply to the department of human resource management in
chocola fantastica so that the resourcing of work could be processed (Leicht-Deobald, et al.,
2019).
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Figure 1: Cycle of HRM functions
Source: (Author, 2019)
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection
In chocola fantastica, there are different approaches used for the recruitment as well as the
selection of an employee. This can be judged based on a SWOT analysis of their approaches.
Figure 2: Recruitment and hiring of a candidate
Source: (Bhatia, 2013)
The recruitment of an employee is based on their abilities to get a particular job or not. As
chocola fantastica recruit their employees with a proactive and reactive attitude. This will help to
enhance the overall performance of the organization and check the ability of an employee to
work in additional challenging conditions (Cheng and Hackett, 2019). Further, the selection is
based on the willpower of an employee as they have to pass all the rounds set by the HRM
department in which they are being tested by different approaches. The SWOT analysis of the
approaches used for recruitment is explained below:
Strength Weakness
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 Provides access to different job
seekers to show their talent
 The equality to opportunity is being
displayed
 The HRM department has good
visibility for recruitment processes
(Jia, Guo, Li, Li, and Chen, 2018).
 Big recruitment metrics like cost,
diversity, etc. are highly established.
 Minimal talent loss occurs due to
closing hires or engages them with
start dates.
 The recruiter administrative steps are
minimal
 Sometimes vacancies for hiring are of
low-level
Opportunities
 Reputation of chocola fantastica is an
asset.
 Supply and demand services are
manageable by company side
Threat
 There are some regulatory threats for
sourcing of talents.
 Requirements should have to meet the
geographic location.
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M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill
business objectives
The functions of HRM helps to motivate the employees working in chocola fantastica so that the
needs of an organization as well as the employee can be fulfilled. There are some timely reward
activities are arranged in the company so that the employees can get benefited for their quality
work. One of the functions of HRM is employee-labor relations which is the most useful
function that has to be maintained in a proper manner (Chen, 2019). Because other than the
salary and timely rewards employee also need their management to treat them properly. So, these
functions of HRM helps the employees by providing different benefits to the employees so that
the engagement of employees could be enhanced.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection
There are some of the strengths and weakness identified based on SWOT analysis applied by
chocola fantastica for the process of recruitment and selection.
Strengths
a) The process of recruitment is cost-effective and many talents can be recruitment in a
single time.
b) It has a global reach with instant applications
c) Soft information from the talents is also welcomed i.e. with the help of blogs or videos.
d) Internal vacancies are developed within the recruitment processes (Christopher, 2019).
Weaknesses
a) Allegations of discrimination can be developed through the keyword ‘CV’.
b) The potential of applicants can be decreased through badly developed websites.
These are some of the strength and weaknesses of the policies and approaches of recruitment and
selection processes adopted by chocola fantastica. These are used to identify and extract the
talents to fulfill the objectives of the business (Gibson, 2018).
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Conclusion
The report concluded about the functions of HRM which must be used in chocola fantastica to
enhance the engagement of employees. These functions help in providing the skills so that the
objectives of business could be fulfilled. Further, the evaluation of strength, weakness helps to
assess the factors for the recruitment and selection of employees. So, this is how a business
objective in terms of employees and organization could be fulfilled based on human resource
management schemes.
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LO2
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee
Summarysheet
HRM practices is a planned approach that aims to motivate the staff by creating an open, flexible
environment. So, the employees can give their best to the organization. In Microsoft, there are
some of the HRM practices used which are providing the benefits to their employees are
displaying with the help of a summary sheet.
Table 1: Summary sheet
S. No. HRM Practices Benefits
1. Training and development It is benefited in the enhancement of the performance
of a skilled person. Microsoft has started a program
named Leap Engineer Acceleration Program (LEAP)
which helps to accelerate the skills of employees or
the job seekers.
2. Recruitment and selection The procedure of recruitment and selection is adopted
by Microsoft so that the capabilities and skills of a
job seeker can be examined. It contains several
written tests, and then a personal interview which is
based on technical skills (Stone, Neely, and
Lengnick-Hall, 2018).
3. Flexible work timing Microsoft offers a range of flexible working period
for the employees so that they can provide their best
output over a project. It enables to avoid them from a
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rigid working period.
4. Employee retention Microsoft always cares about the retention of the best
employee. Also, they have started various programs
in Bangalore, MSGSTC, etc. So, there is a technical
support service initiated which is available 24 x 7.
Figure 3: Different HRMpractices
Source: (Slideplayer.com, 2018)
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity
The summary sheet is representing the effectiveness of the used HRM practices by Microsoft.
This effectiveness enhances the profits and productivity of Microsoft.
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S. No. HRM Practices Effectiveness
1. Training and development The effectiveness of company policies can be
enhanced by giving or providing proper training to
the employees in Microsoft. This will develop the
skills of the employees as well as the productivity of
the company (Cappelli, Tambe, and Yakubovich,
2018).
2. Recruitment and selection Microsoft always believes in recruiting intelligent
staff who can handle their projects very well. Bigg
gates always believe in hiring the employees who
have good knowledge in providing effectiveness to
the company so that the needs can be fulfilled. They
don't need an experienced person rather they need a
hard and smart working person.
3. Flexible work timing The flexible work timing helps to refresh the
employees so that the profit and productivity can be
enhanced by different ideas applied by various
employees in the company.
4. Employee retention The good company always tries to retain the
employee if they are providing quality work.
Microsoft always tries to retain good employees so
that the employer and employees both can be
benefited (Saleh, and Susanne, 2018). This also
enhances the effectiveness of the company.
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M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organizational context
The method mostly used in maintaining the HRM practice is to achieve work-life balance for an
employee. According to this method, the employee needs to be calm in maintaining their work-
life balance so that the adverse effects can be overcome. Microsoft provides a better, cool and
friendly environment to the employees so that the work-life balance can be achieved. Further, the
HRM practices have also to look for the benefits and compensation which employees need if
they are benefiting the company. So, these are some of the methods which are used in the
practices of HRM.
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D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples
The strengths and weakness of recruitment approaches are evaluated based on these plans which used for
the resourcing of the company. This is an essential step of HR processes that are very sensitive to hire an
employee. These are the functions of personnel management which can be done in an internal or external
form. For example, if the recruitment process is going on and two job seekers are there in which one is
talented and without referral and other is worthless but came with a referral. Now if the recruitment is not
taken seriously then the company can lose a talented employee. This will lead to being a big mistake by
the organization (Sabiu, Ringim, Mei, and Joarder, 2019).
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LO3
P5 Analyse the importance of employee relations with respect to influencing HRM decision
making
Employee engagement is the way to secure the relationship between an organization and an
employee. The employee who is enthusiast about their work and takes further positive decisions
for the benefits of the company are engaged employees. The engagement of employees directly
affects the importance of employee relations. Employee engagement is necessary to show the
importance of employee relation because Microsoft always believes in hiring the employees who
are willing to provide their services with additional efforts and more creative. Employee relations
create a connection between employees and leaders.
Microsoft has arranged an employee engagement summit in 2018 with the involvement of over 6
organizations so that the success of engaged staff can be outlined. This helps in improving the
communication of an employee in their workplace and their confidence and engagement are also
increased. So, this is how the decision making of HRM could be influenced by analyzing
employee relations. A strong employment relation builds a pleasant atmosphere at the workplace
and increases the motivation of an employee. So, the importance of employee relation is
enhanced by boosting up employee engagement in Microsoft.
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P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making
Employment legislation includes various types of protection measures which is common among
economists. These rules are primarily grounded in the collective bargaining of the employment
conditions. So, there are some key elements which are impacting on HRM decision making
schemes like:
a) Employment- It is a basic concept in employment legislation (labor law) in Microsoft which
emphasized on the reduction of excessive unemployment to maintain economic growth.
Under labor law, employment is seen as a long-term policy that establishes the creation of
general objectives.
b) Wages and remuneration- the payment methods are covered under this element of the
legislation. This element takes care of the wages of an employee against the abusive policies.
For the proper notification of wages conditions, the legal requirements are required.
c) Employment relations- The relations of employment have to be modified for the
employment legislations. It is the second branch of labor law which deals with the
obligations of various parties. The labor law protects employment relations by implying the
contractual relation from another party to the first party (Keegan, and Meijerink, 2019).
d) Social security- The social security of an employee contains their medical care, injury,
retirement, sickness, etc. In which the liability of an employee is being decided which helps
to industrialized the compensation schemes for the employees.
Figure 4: HRM decision-making
Source: (Brown, 2017)
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So, these are some of the key elements which are used for the development of employment
legislation (labor law) in Microsoft. These laws impact widely on HRM decision making because
these rules or elements must be used for the enhancement of employee engagement in Microsoft.
So, the decision making of the HRM department got affected (Atherton, 2018).
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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
HRM decision making is one of the crucial and difficult parts of recruitment processes. This can
be achieved with the help of recruitment software or some technology to make the decisions that
are based on true evaluation of all the factors by which the skills of an employee is being judged.
So, some of the key factors of employee relations and employment legislation are evaluated that
gives an impact on the decision making in Microsoft. The employment legislation contains some
labor laws provided by Microsoft to their employees and the employee relations can be
maintained by encouraging the engagement of employees towards work.
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LO4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples
The application of HRM practices in ‘Chocola Fantastica’ includes job and the job-seeker
specifications, recruitment and selection procedures, shortlisting applications, interviewing
preparation and best practice selection (Bell, et al., 2018).
Specification of a job seeker contains the qualification, work experience, his IT skills,
communication skills, and personal qualities which can be displayed as below:
Table 2: Job role for a receptionist
Essential Desirable
Training/Qualifications
 Must be a graduate
 Marketing related qualifications
Yes
Yes
Work experience
 Previous experience of working as a
receptionist in the medical sector
 Previous experience as a data entry
operator
Yes
Yes
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IT skills
Comfortable to work with the Microsoft excel
applications
Yes
Communication skills
 Must be a good communicator
 Have a quality to engage customers by
communication
Yes
Yes
There are some of the current methods of advertisement for jobs by chocola fantastica i.e. with
the help of publishing in a local newspaper, trade publications, social networking sites, effective
advertisement, etc (Samson, 2018). These advertisement helps to enhance the range of people
who can get the information about a job because these are the daily life tools which everyone
uses but it has its limitations that by using these types of advertisement, job-seekers sometimes
underestimate about the quality of a company.
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M5 Provide a rationale for the application of specific HRM practices in a work-related
context
The rationale is being prepared for verifying the practices of HRM used in chocola fantastica. It
is a logic checker for a particular task in which the objective is to complete the task in a certain
period. So, the practices of HRM used in chocola fantastica is being rationalized.
 No adequate research has been investigated on gender discrimination.
 No gender difference is being conducted during the practices.
 No hiring has been conducted based on discrimination of color, caste.
So, this is a proper rationale which dictates that no gender discrimination, caste, color
discrimination has been conducted during the implementation of HRM practices.
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D3 Critically evaluate employee relations and the application of HRM practices that
inform and influence decision-making in an organizational context
The employee relations and HRM practices are helpful in decision-making policies of human
resource management so that the employee engagement towards Microsoft can be enhanced. The
employee relations need to be improved with the help of increasing engagement along with the
HRM practices so that the decision-making processes of the HR department could be improved.
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Conclusion
In the above research, the implementation steps of human resource management are being
concluded to maximize the contribution of employees in the company. This will ensure a flexible
environment to work with all the legislation activities. Mainly, there are some of the practices of
HRM which used to investigate the employee's relations. So, the employees can be engaged with
the trade unions. The research is being concluded to extract some strengths-weaknesses of
Chocola fantastica for the fulfillment of business objectives. There are some tools and techniques
of HRM that helps in gaining the advantage over different other organizations. Further, the job
recommendations are also taken into considerations for receptionist. The growth and
development of employees can be done with the help of providing some benefits and rewards to
them for their performance. So, this research has been concluded to extract all the results that
would be beneficial for the organization as well as the employees. This also includes the
flexibility of an employee to work and the arrangement for them. So, this helps in explaining the
different arrangement of staff who are working so that employee engagement can also be
enhanced.
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