Functions of HRM within LV=

This report explains what HRM is and identifies the functions of HRM within LV=. It assesses how these functions relate to workforce planning and resourcing within LV and its importance to the organization as a whole. It also critically evaluates the capability and helplessness of LV=’s Recruitment and Selection process.

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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et.al ., 2019. ). The best practice models create a close connection in between the HR practices
and organisational performance to bring high committed management. In context of LV= they
acclaimed suitable strategies to maximise the performance by market and product strategies and
tactics to gain potential outcomes.
Best fit approach:
The best fit model is considered one of most important Model for HRM for developing
policies as per the business strategies and tactics. In business strategies involved the future works
and activities, objectives to perform well and policies to reach at corporate aim (Branicki, Steyer
and Sullivan-Taylor, 2019.). In context of LV= by using respective model they focus on the
contingency fit in between the HR activities and their development such as internal structure and
their external environment.
The best fit approach which focus on the organisations best practice to adopt by readily
identifiable and transferable across business organisations. There are various elements of Best fit
approach that are employment security, selective hiring, team working, high pay contingent,
extensive training, Reduction of status hiring and many more. In context of LV= they by using
such kind of approach and aspect leads towards achieving one of best results in an organisation
after accessing the gaps in performing well.
Respective tool helps in workforce planning and implementation as it select candidates that best
fit for doing or commencing the business activities in proper manner. In context of LV= they
find out areas and specialised people required for organisation in order to gain potential
outcomes from them. So it is very crucial for firm to find out candidates as per the required
scenario for fulfilling their goals and objectives in positive manner.
Critically evaluates the capability and helplessness of LV=’s Recruitment and Selection process.
Recruitment-
Recruitment can be defined as a process involving various stages from identifying, short
listing, selecting and hiring the potential and deserving and qualified candidate for a job opening
to meet organization's requirements.
Internal and External Recruitment-
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Internal Recruitment refers to hiring employer internally to fill up the vacant positions in
an administration. Whereas External Recruitment refers to appointing a suitable applicant for a
job opening from outside the company excluding the existing employees.
Internal Recruitment-
 Advantages-
Internal Recruitment is an fast and a cheaper way of recruiting employees as they are
already familiar with the business operations (Buckley And et.al ., 2019. ). This can act as a
motivating factor for promotion within the existing staff. It saves time and money as existing
employees don't require much training and orientation. In context of LV= they by using both
internal and external way of recruitment optimise one of best candidates from the both inside and
outside of organisation in order to reap important outcomes.
 Disadvantages-
Internal recruitment can pose to be a reason for unemployment as people outside having
more potential are left out. The choice is limited to existing employees. When someone is
promoted, a vacancy is created which will again need to be filled.
External Recruitment-
 Advantages-
When people from outside the company are hired, new ideas are introduced in the
organization and people wider range of experience and skills are selected. External recruitment
increases the flow of new ideas and skills in the system with an unlimited choice of candidates.
With the help of external recruitment LV= they find out best talent from outside the world as it is
very crucial for them to select and retain one of competitive staff members within the
organisation.
 Disadvantages-
External recruitment is a longer process than Internal Recruitment and involves more
money and advertising (Ferraris, Erhardt and Bresciani, 2019.). The new hires at LV= may find
it difficult to adapt to the organization's culture initially. There are chances of a wrong candidate
getting selected which in turn affects the effectiveness of the organization.
Selection-
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Selection refers to the procedure of choosing the candidate who most suits a vacant job
position in a company.
1.) Aptitude tests-
Aptitude tests are pre-employment selection ways that serve as an additional tool for evaluation.
 Strengths- Aptitude tests evaluate different skills of candidates such as leadership skills,
creative skills etc. Being standardised, they give valid and reliable results. Behaviour of
candidates while attempting these tests helps LV= to gasp knowledge about the
candidates' real personality.
 Weaknesses- Their are other methods apart from conducting aptitude tests that LV=
uses to identify the right candidate for a vacant job position such as motivation, training
etc.
2.) Presentations-
Presentations are used as a means of selection for senior level jobs. LV= provides an
appropriate topic and time-frame to the candidate to deliver a presentation. The applicant has to
prepare a presentation and deliver it in front of the panel.
 Strengths- Presentations help the panel to clearly understand various aspects about the
candidate such as verbal and writing skills, self awareness etc. It also helps in
understanding the knowledge of the applicant. In context of LV= they ask from
candidates to present some work in front of panel and ask they present some necessary
questions to gain potentiality from them.
 Weaknesses- There may be technical troubles during the presentation and the audience is
left bored. If the presentation is not made to the point, the people will get distracted easily
and lose interest. Ultimately, the audience won't understand the message the applicant is
trying to deliver (Heizmann and Fox, 2019.).
For the selection process, they are conducting the telephonic interview so that they can able to
identify the capable candidates to provide effective services to audiences and in this their
recruiter have key questions for covering few competency based questions. Thereafter, they
conduct face to face interview so that they can able to test their technical as well as behavioural
skills required to succeed within role.
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Activity 2 (LO4 )
Job and person specifications:
Job description is an detailed or narrative form which describe the general tasks and
related duties and accountability of an position (Kamoche, 2019). In a job position various job
roles includes which required various skills and capabilities to reach (What is a Job
Description?, 2019).
Person specification is the detailed statement regarding qualification, ability, content and
cognition with other dimension that essential for a candidate to perform the specific task or duty
in positive manner (Person specification, 2019). .
Person specification for the job role of Personal assistant that are as follows:
PERSON SPECIFICATION
Position: Personal assistant
Organisation: LV=
Attributes Acceptable Desirable
Education and qualification  The candidates should
possess the NVQ tier
three knowledge and
competency level and
willingness to learn
and remain
competitive.
 An individual should
be enough capable to
bring out excellent
level of professional
education by following
standards in language
of Hindi and English.
 An individual must
possess the knowledge
of technical
background such as IT
skills and RSA word
processing.
 Should done diploma
in Business
administration.
Experience and knowledge  Candidate have  The individual must
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adequate level of
confidence,
confidentiality and
knowledge of security
of data.
have the one year of
experience in same
field as personal
assistance
Ability and skills  Person should be
honest and courteous
in nature and very
much effective in
sharing the roles and
responsibilities to other
individuals in proper
manner.
 Able to manage the
meetings and
conferences, by invite
people by define their
roles and
responsibilities.
 Must have the positive
attitude towards work
culture and customer
centred so that can give
one of their best efforts
in achieving
organisational goals
and objectives.
From reviewing the all Cvs it has been analysed that The one of most suitable candidate
is SANDRA BESGROVE that possess all qualities and qualifications that are required for the
Personal assistant and also possess the knowledge of Microsoft that is very much potential for
respective designation.
The another candidates who is Jack Parkway at the time of face to face interaction not
able to present himself in fully manner and he also lack behind in computer knowledge which is
very much potential for respective field in order to gain potential outcomes.
In context of LV= they ask several questions that:
 How you managing the quality services in an organisation?
 Who you build collaboration and partnering within the team?
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 How you consult with employees regarding changes?
 What can be expected from an individual while performing at workstation of company?
 What is your areas of specialisation that proved beneficial for organisation?
 What kind of culture and working environment you prefer in an organisation?
Respective questions helps to organisation to acknowledge the knowledge and information about
an individual in order to take decisive information to remain competitive in marketplace. As
respective competency based questions enables to select one of most desirable individual within
the organisation.
Activity 3 (Lo2 )
Benefits of various HRM practices in context of both employer and employee.
In an organisation there are various kinds of HRM practices prevail that contributes in
organisational development and enhancement that are as follows:
Learning, development and training:
Learning viewed as an new knowledge, skills and capabilities and it gained by
organisational information. Specifically information involves the knowledge from the
perspective of learner to remain always competitive in the marketplace. In context of LV= they
notices the skills in their employees by their behaviour so to find out major gaps. In respective
organisation they focus on e learning that is very much potential for organisation to remain
competitive in fierce world (What is Organisational Development?, 2019).
Training:
The term training interpreted as an important activity when an expert work together to
provide or transfer the knowledge and information to the learner so that another individual can
perform in better way (Training and Development Definition, Importance, Advantages,
Disadvantages, Process & Overview, 2019). There are various ways to perform in better form
such as self directed, formal or informal. In context of LV= use both formal and informal kind of
training sessions to employees in order to gain potential outcomes.
Development:
The respective term interpreted as an broad, multi faceted chain of works and activities to
bring the individual or organisation to anther threshold of performing works and activities
(Macke and Genari, 2019.). In context of LV= they by Providing kinds of insurance to their
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employees that not only provide them satisfaction but development also in order to remain
competitive (Recognising our customers and members when extraordinary things happen, 2019).
Difference in training and development:
Basis of difference Training Development
Meaning Training is one of the most
important learning process in
which employees gain the
opportunity to develop their
skills, capabilities and
knowledge as per the
requirement of a job.
On other hand development is
the educational process which
focus on the overall personality
development of an individual
to become the versatile
personality.
Time period It is a short term activity It concerned with the long term
activity to give potential
knowledge to employees.
Types of training:
There are various kinds of training such as induction, job instruction, vestibule and
refresher, on and off the job training methods to provide potential results to organisation.
Training gaps and their needs:
Need of training arises in an organisation due to the various reasons that are change in
environment such as with the advent of new technology, change in preferences of consumers and
organisational complexities. In context of LV= they on the specified time gap analyse the
objectives and competitors strategies and accordingly provide training session to their employees
(LV= learning and development. 2019).
Job and workplace design:
Workplace design refers to the chain of processes to design and develop the workplace to
optimise the performance and safety measures to the worker (Morgeson, Brannick and Levine,
2019. ). It is very much crucial for a worker to give safety and healthy workplace in which they
can contribute one of their best efforts. In context of LV= they always focus on designing of job
in proper manner by giving detailed knowledge about roles and responsibilities and other
facilities associated with job role.
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Reward management:
Respective tool of management concerned with the formulation and implementation of
the various kinds of strategies and tactics to fulfil the aim to reward people in fair and equitable
manner. In context of LV= they focus on the motivation level of employees by using various
theories of motivation such as content and process theories to serve in best way.
Intrinsic rewards:
Respective rewards are the non physical rewards and connected with employees
emotionally such as feeling of contentment while gaining final results (Peccei and Van De
Voorde, 2019.). The common example of intrinsic awards are sense of achievement, word of
praise from the mouth of seniors, taking pride from job and many more. In context of LV= they
appreciated their employees performance and also provide training to them to enhance their level
of productivity.
Extrinsic rewards:
Extrinsic rewards are the tangible one and related with the need of employee to raise
their living of standards in positive manner. The common example of extrinsic reward are pay,
bonus or commission and fringe benefits that directly affect on the performance of employees in
positive and negative manner. In context of LV= they rely on both kinds of rewards in
enhancement of their level of performance.
Link between the motivation and reward system:
There are various ways to motivate an individual and it can be described with the help
of motivation theories such as Maslow's theory in 1943 and theory of X and Y in year 1960s that
evaluate the needs of employees that gradually turned into the motivation of them. In context of
LV= put one of their best efforts to find out major needs and then give them in form of rewards
to gain potential outcomes (LV= learning and development. 2019).
Series of job design-job extension techniques:
There are various job design and extension techniques named as job rotation, job
simplification, enlargement, enrichment and many more.
Effectiveness of HRM practices for raising organisational profitability.
In an organisation there are various kinds of HRM practices prevails that contributes
towards achieving organisational profitability and enhancement that are as follows:
Flexible organisation:
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A flexible organisation is one of most important feature that adopted and respond by an
organisation to respond quickly as per the changes in external environment for gaining potential
outcomes (Shen and Zhang, 2019). In context of LV= they by providing work flexibility and
other advantages that helps in work life balance in positive manner. Respective practices proved
beneficial for both the employee and employer that by using such practices employees could be
able to give one of their best efforts that helps to individual in their career enhancement and on
other hand organisation able to gain higher level of profitability. In context of LV= they provide
flexible working practices which enhance their productivity.
Models of flexible organisation:
Atkinson model of flexibility denotes about the organisational structure which required
increased plasticity in fluctuating market and unpredicted business environment. In context of
LV= they by using respective model find out major areas of flexibility. There are three kinds of
flexibility that are functional, numerical and financial flexibility that proved beneficial for
organisation to accessing their needs and provide accordingly.
In modern world there are various kinds of flexibility provided such as unlimited
vacations, remote working and distributed teams, time agnostic work and at last job sharing that
enhance the versatility of an individual in giving one of their best efforts.
Performance and reward:
Performance management is the chain of activities to ensure that set of works and
activities and outputs meets the organisational goals and objectives in positive manner. It focus
on organisation, department, employee and processes to attain desirable outcomes (Stewart and
Brown, 2019.). There are various tools and techniques to measure the performance of an
individual such as Management by objectives, 360 degree feedback, assessment centre method,
behaviourally anchored rating scale and psychological appraisal method. In context of LV= use
360 degree feedback to access the performance on various aspects.
As mentioned above there are two kinds of rewards system that are intrinsic and extrinsic
methods respectively includes the feedback and assessment and extrinsic are raises, bonuses,
gifts and promotions. In context of LV= use both kinds of reward system for their employees.
The above discussed tools of HRM helps to organisation in enhancing organisational
work and productivity in positive manner by find out major gaps in performing well.
Importance of employee relationship:
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Employee relationship is very much importance as in LV= manager collaborates with
employees and involve in organisational decision-making which create the sense of
belongingness in employees and they can be able to give one of their best efforts in achieving
organisational goals and objectives. They by taking feedbacks from employees to improve the
working practices take proper review so that they remain always motivated in organisation.
Activity 4 (LO3)
Explains what is meant by the term employee relations and why is so important for LV= to have
effective employee relations?
Employee relations refers to the efforts of an organisation to build or manage the
relationship in between the employer and employees. In context of LV= they put one of their
best efforts to build positive work relationship in between the employees and employer by
sharing the potential knowledge and information to one another (LV=, 2019).
Strategies for building and improving employee relations and engagement:
For an organisation to build healthy relationship with their employees it is very much
potential to build some strategies to remain always competitive in business environment that are
Involve team members:
To build positive working relationship with employees it is very much potential to build
team and work in collaborative manner by sharing the goals and objectives with one another.
Respective activities helps to organisation in eliminate the gaps in between the people and their
views and opinions to gain potential outcomes (Turner And et.al ., 2019). In context of LV=
they allocate tasks and responsibilities to people by accessing their skills and capabilities that
build a positive relationship in them. Involvement of team members helps to enhance their level
of motivation which is very much essential for an organisation to gain higher level of
productivity from the employees in order to remain competitive in marketplace.
Encourage effective communication:
In an organisation poor communication leads towards confusion and misunderstanding so
it is very much essential it should be in precise and relevant in nature. In context of LV= they
have to be communicate in proper manner by adopting the chain of command by sharing roles
and responsibilities to one another.
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So it can be said that employee relations proved very much potential for organisation as
well as individual to enhance level of productivity and positive attitude that proved beneficial in
decision-making process.
Critically evaluates the role of leadership.
Leadership refers to the build one of most effective platform to give values by evaluating
the importance of an individual. In context of LV= by guidance and coaching to their employees
respective organisation gain optimum outcomes from their employees in positive manner. By
using leadership work and practices organisation can be able to give effective values, procedures
and culture to enchant one of best attributes to their ultimate consumer base in positive manner
(Stewart and Brown, 2019.). It also contributes in effective relationship in between the
employees and employers to remain always competitive in business environment.
Identifies the key elements of UK employment legislation.
Employment laws Regulates or coordinate the relationship in between the employee and
employer, it educates about expectations of employer from employees and many more aspects.
Need of employment laws:
Employment laws exist to regulate or control the relationship in between the employee
and employer. By complying the relevant legislation both employee and employer ensure about
the selection process, dismissal process and about the workplace as an whole to treat fairly with
each and every individual in positive manner (Shen and Zhang, 2019). It also proved beneficial
to combat with discrimination and in promoting equality at the workplace by giving equal
opportunities to each and every individual in positive manner. In context of LV= they apply
various employment laws in their organisation to protect the self interest of an individual.
Key issues and constraints:
There are various kinds of issues and constraint to combat against them there are various
legislations which adopted by LV= that are as follows:
Data protection act, 2018:
The UK's third generation of data protection law with build to meet the aim to modernise
the data protection laws by ensuring that it is very much effective for many years. Respective act
of parliament updates the data protection in the UK. The main gist of respective law is to
empower the employees by controlling the information to assist business activities in proper
manner. In context of LV= they protect the knowledge and information of employees so that they
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remain secure and safe by gaining competitive advantage (Wondering how Brexit will impact
you?).
Equality act, 2010:
It is one of the most important act formed by government of UK to provide the rights in
equal manner so that they can perform in better manner. In context of LV= by providing equal
rights to the each and every worker that serve on same post or designation. By giving fair wages,
opportunities to provide training and development to employees and give opportunities to both
women and men equally so that any kind of discrimination not occurred within the organisation
(Turner And et.al ., 2019). Respective works and activities directly impact on the organisational
decision-making in order to remain always competitive in marketplace.
Employment law, 1996:
All employees are entitled with the contract of employment that forms on basis of
employment relationship. It provided to most employees within the two calendar months of their
starting work to ensure employment to maximum no. of people in the country.
CONCLUSION
From the above report it has been concluded that human resource management is one of
the best practice for an organisation which evaluates each aspect of an employee by accessing
their needs and demand in proper manner. For an organisation there are different purposes and
functions that rely on their objectives and goals to gain effective results for filling the vacant post
in effective way. There are various kinds of methods of recruitment such as internal and external
that helps to select one of potential candidate out of large pool in order to remain always
competitive in marketplace. In addition to flexible working options that are very much potential
for organisation to eliminate or lessen down the turnover rate to gain potential outcomes which
directly helps in building employee relations and retention within the organisation.
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Wondering how Brexit will impact you?, 2019. [Online]. Available
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LV= learning and development. 2019. [Online]. Available through.<https://www.jobs.lv.com/>
Person specification. 2019. [Online]. Available
through.<https://www.soas.ac.uk/hr/procedures/recruitment/bestpractice/
personalaspecs/>
Recognising our customers and members when extraordinary things happen, 2019. [Online].
Available through. <https://www.lv.com/greenheartsupport>.
What is a Job Description?, 2019. [Online]. Available through. [Online]. Available through.
<https://www.wikijob.co.uk/content/application-advice/job-applications/what-job-
description>.
What is Organisational Development?, 2019. [Online]. Available through.
<https://www.peoplestreme.com/learn/what-is-organisational-development>.
Training and Development Definition, Importance, Advantages, Disadvantages, Process &
Overview, 2019. [Online]. Available through. <https://www.mbaskool.com/business-
concepts/human-resources-hr-terms/8685-training-and-development.html>.
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