Functions of HRM within LV=

Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
Activity 1 (LO1)..............................................................................................................................4
Explains what HRM is and identifies the functions of HRM within LV= .................................4
Assesses how these functions relate to workforce planning and resourcing within LV and
therefore its..................................................................................................................................4
importance to the organization as a whole.................................................................................4
Critically evaluates the capability and helplessness of LV=’s Recruitment and Selection
process. Recruitment- .................................................................................................................6
Activity 2 (LO4 ).............................................................................................................................8
Job and person specifications:.....................................................................................................8
Recruitment and selection in practice.......................................................................................11
Activity 3 (Lo2 )............................................................................................................................12
Benefits of various HRM practices in context of both employer and employee. ....................12
Effectiveness of HRM practices for raising organisational profitability..................................14
Activity 4 (LO3)............................................................................................................................16
Explains what is meant by the term employee relations and why is so important for LV= to
have...........................................................................................................................................16
effective employee relations?....................................................................................................16
Critically evaluates the role of leadership.................................................................................16
Identifies the key elements of UK employment legislation. ....................................................17
CONCLUSION .............................................................................................................................18
........................................................................................................................................................19
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INTRODUCTION
HRM refers to the manpower and firms and various departments who are majorly
accountable for coordinating and measuring the materials and resources in an organisation.
HRM is a present-day term used by management and development of personnel in organisation
and also known as Personnel or talent management. This report is based on the LV= that existed
in the world to build modern mutual life and pension business for their loved ones. They are for
people who are curious and collaborative across the country. this report is based on the goal and
scope of HRM in terms of planning related to manpower and their other activities. Further it
includes the capability and powerlessness of the various formulation of appointment and option.
It also elaborate the benefits of the HRM practices in context of both the employee and employer
in raising organisational productivity and profit. Further it elaborate significance of positive
relationship in context of organisation and the major attributes of legislation that directly
influence on the decision-making.
Activity 1 (LO1)
Explains what HRM is and identifies the functions of HRM within LV=
In the words of Edwin Flip-po Human resource management as the Planning, organising,
directing, controlling of procurement, development and maintenance of human resources for the
end individual, organisation and social objective to achieve.
Functions and activities of HRM:
In an organisation there are various kinds of functions and activities prevailed in the
organisation such as recruitment, selection, T&D and many more. Here are the some important
kinds of functions and activities of HRM in context of LV= that are as follows:
Assesses how these functions relate to workforce planning and resourcing within LV and
therefore its importance to the organization as a whole.
HRM plays very much important role within the organisation as it helps to select one of
most competent staff members within the organisation. In context of LV= their HR manager are
responsible for respective functions that are as follows:
Recruitment:
Recruitment and selection is one of the most important activity for an administration to
select and retain one of most talented personnel in the department by accessing their skills and
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capabilities on the various grounds to remain always competitive in marketplace. In context of
LV= they with the help of their brand value enables to attract and retain one of best and potential
workforce within the organisation by taking kinds of processes to identify their key areas of
strength. Respective organisational functions proved beneficial for them to plan and coordinate
within the team by list out all potential skills required within the organisation. So it can be said
that it helps in workforce planning by selecting one of most potential candidates. Respective
function of organisation helps to recruit and select one of most competent employees by
accessing their skills and capabilities in order to opt one of best mode of selection so that
competent staff members should be selected. For an organisation workforce planning plays very
much important role in context of LV= they optimise one of best way to recruit the candidates by
accessing their skills and capabilities in order to gain potential outcomes in positive manner.
Their way of selection of employees enables in workforce planning and retention of employees
after accessing their needs and wants in proper manner.
Training and development:
T&D is another crucial kind of organisation function that helps to give potential teaching
to employees after find out the major gaps in performing the works and activities. In context of
LV= they examine the areas in which employees needed improvement and their relevance in the
business environment with the help of both on the job and off the job training and development
acting by examine the relevant areas of improvement in positive manner. Respective function of
HRM helps in giving crucial skills and capabilities to an individual for gaining competitive
advantage that directly contributes in workforce planning and resourcing in proper manner. With
the help of T&D organisation can give one of potential skills and capabilities to the individuals
that lack behind in some aspects so by using respective tool organisation can obtain one of
potential skills that helps to secure future employees with rare skills and abilities.
By using the Training and development organisation give proper teaching to employees which is
very much essential for them to gaining potential outcomes from them. In context of LV= they
accessing employees skills and also find out gaps to gain potential outcomes from them (LV=
learning and development. 2019.). .
The ‘Best Fit’ approach vs ‘Best Practice’:
The best practice approach of HRM claims about the specified HR activities that supports
or assist at universal level to gain competitive advantage in positive manner (.Berman And
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