HRM Strengths and Weaknesses

The provided content comprises a collection of academic articles and books on the topics of human resource management (HRM) and strengths and weaknesses. The articles explore HRM practices, their impact on performance, and the role of contextual differences in adoption and effectiveness. Some specific themes include HRM intensity, intra-function HRM clusters, e-HRM, and the link between e-HRM use and HRM effectiveness. Additionally, there are studies on training as a strategic HRM function, human resource management practices supporting sport event volunteers, and the relationship between HRM practices and post-promotion managerial performance.

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Human Resource Management
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Human Resource Management
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Contents
Introduction:...................................................................................................................................................3
LO1:...............................................................................................................................................................4
P1: Purpose and function of HRM:............................................................................................................4
P2: Strengths and weaknesses of different approaches to recruitment:.....................................................6
M1: HRM's role to fulfil organisational goals and objectives:..................................................................9
M2: Strengths and weaknesses of different approaches to recruitment:..................................................10
D1: Critical evaluation:............................................................................................................................13
LO2:.............................................................................................................................................................14
P3: Benefits of different HRM practices:................................................................................................14
P4: Evaluation of the effectiveness of different Human Resource Management practices regarding
rising organisational profit and productivity............................................................................................16
D2: Critical evaluation of Human Resource Management practices and application within an
organisational context, suing a range of specific examples.....................................................................17
LO3:.........................................................................................................................................................18
P5:Importance of human relations with respect to HR decision making.................................................18
P6:Key elements of employment legislations and its importance...........................................................20
M3: Examples of different methods used by HRM practices..................................................................21
D3: Critical evaluation:............................................................................................................................22
LO 4.............................................................................................................................................................23
P7: Illustration of Human Resource Management practices in a work related context...........................23
M4:Key elements of employment legislation and employment relations................................................25
M5: Rationalisation of the application of specific Human Resource Management practices in a work
related context..........................................................................................................................................26
Conclusion:..................................................................................................................................................28
References:...................................................................................................................................................29
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Introduction:
This assignment is all about HRM and its roles and functions in an organisation. The chosen
company for this assignment is Future PLC. It is a British public limited company, and it was
founded in 1985. Future PLC also has a branch named the Future US in the US. The role and
function of HRM are demonstrated within this company.
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LO1:
P1: Purpose and function of HRM:
HRM of an organization has many functions and purposes.
The purpose of HRM is to recruit,train and hire candidates according to the needs of the
organization. They can also guide the employees where required to be discipline and also dismiss
them if they are not working properly With the help of effective training and development the
promotion can be achieved by employees. The wants for external recruitments can be reduced by
such things and the existing talents can be used in the organization. This is cost beneficial way
for any organization to come through with its staff. According to the position of business the
HRM will increase the strength of performance of employees to the peak levels.
The human resource management (HRM) provide suggestion to the team related to the business
strategies to manage customers as a business asset. To achieve this, they provide various
recruiting,hire employees,give suggestions for employ benefit. They cannot be considered as
workers,they give suggestion to managers that can be affiliated to employees. These Human
Resource (HR) consultants also help the organization to achieve its desired goals.
Functions of HRM
Collaboration -:In an organization,both mangers and HR consultant works together for the
development of client skills. Like,HR consultant gives details to the managers on how to give
workers distinct roles in the firm,thus assisting the organisation towards its growth. In other
organizations workers are shifted according to business needs and preference of employees.
Building of Commitment-:They suggest ideas that would increase employee productivity in the
organization. This starts with the process of recruitment or by identifying employees with their
preferred positions. Once seeking the job,employees should give its 100% to the job and should
feel challenged by the manager(Parry and Tyson, 2010) .
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Capacity development-:A HRM team can be useful for developing a competition advantage
which may include capacity building so that it can provide a different set of material to its
clients. In terms of building an effective human resource,companies compete with each other.
This is not about hiring good people it is about development and growth of organisation. For
longer period.
Recruitment: The accomplishment of recruiters and service experts is calculated by the figure
of places they fill up and the time it acquires to fill up those places. They promote career
postings, source applicants, screen candidates, perform preliminary interrogations and organize
hiring labors with directors accountable for making the last selection of applicants (Gilbert, De
Winne and Sels, 2015).
Workforce planning and resourcing :- Major function of HRM is to allocate task and activities
to the individual staff members. Each staff member is given specific duty to accomplish so that
functional activities in the company could be successfully accomplished. With this action plans
and strategies are prepared so that all the employees should be allowed so that specific job roles
should be assigned to individual working in the company.
Task are allocated on the basis of skills and capabilities of people and with this it
supports for future business plans and financial objectives of Future Plc. It is ensured that
demand should met with the supply and it aids for performing the required functions
successfully. Forecast for the requirement of manpower inventory is made and on the basis of
that jobs are allocated to employees.
Safety: Workplace Security is a significant cause. In the ‘Occupational Safety and Health
Act’(1970), managers have a duty to offer a safe functioning atmosphere for workers. One of the
primary purposes of HRM is to sustain workplace security preparation and preserve federally
directive logs for office injury and casualty reporting (Paauwe, Guest and Wright, 2013).
Employee relationships: In a work milieu, the worker and labour associations purposes of HRM
may be united and held by one expert or be completely detach functions supervised by two HRM
professionals with specific skill in each region. Employee relationships are the HRM regulation
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concerned with the intensification of the employer-worker connection through computing job
fulfilment, employee meeting and determining workplace divergence (Innes and Wiesner, 2012).
Training and expansion: Employers should provide workers with the apparatus essential for
their achievement which, in numerous cases, means providing new workers extensive direction
guidance to assist them to change into a new managerial background. Many HRM sections also
offer leadership education and professional progress. Leadership direction may be requisite of
newly active and advanced managers and administrators on subjects such as work administration
and how to hold employee associations topics at the subdivision level (Thakore, 2013).
P2: Strengths and weaknesses of different approaches to recruitment:
Recruitment is a important activity for organisational human resource management and
designing process(Innes and Wiesner, 2012). This is the process of finding and encouraging the
potential job seekers to employ for the present job offerings..These are of 2 types-:Internal and
external recruitment.
In internal recruitment the employment opportunity is given from within the organization. This
type of recruitment provide the power to alter the position in the workplace. The external
recruitment is a process of finding job from outside of its personal employees to apply for
position.
Various recruitment processes have some strengths and weaknesses. Future plc makes use of
external and internal source of recruitment and advantages and disadvantages of these
approaches are as mentioned :-
Strengths of external approach that is being used by Future plc :-
 It aid for inviting large number of potential candidates for applying for the vacant job
positions of the firm.
 Individuals having skills for accomplishing the job duties associated with specific job
positions could be identified.
Weaknesses :-
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 It is time consuming and cost consuming process and it takes a longer time of the
management for organizing the recruitment process.
 Time and cost: External staffing processes naturally obtain more time to finish and
engage more expenditure. Internal employing often acquires place through emails and
work panel postings at the corporation (Ahmad Dalalah, 2014).
Strengths and weaknesses of internal recruitment process are as mentioned :-
Strengths :-
 It saves time of firm for inviting external candidates to apply for the vacant job position.
 It provides opportunity for internal candidates to get promoted at the higher job positions
in the company. They gets opportunity for getting promoted at the higher job positions in
the firm so that they can get chance to apply for high job position in the company.
Weaknesses :-
 It makes it essential for hiring internal candidates to be promoted for the high job
positions and due to that external candidates does not get chance to get selected to apply
for the vacant job position.
 Reduced selection expenses: Different approaches to staff selection and recruitment
process reduces the high costs of recruitment and selection (Bateman and Snell, 2013).
 Scalable selection capacity: One of the major strengths of recruitment is that different
methods can easily measure the capacity of the selection process.
 Consistent and knowable hiring process: It also helps the candidates to know where they
stand in the selection process. This way the reputation of the organisation stays intact and
the candidates also feel satisfied (Idrees and Ahmad Faize, 2014).
 Increased candidate quality: Different recruitment approaches evaluates the qualities and
experiences of the candidates thoroughly. This way it helps the organisation to select a
perfect candidate for their company.
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 Increased HR manager contentment: Satisfaction of HR manager is critical for a team.
Different approaches increase the comfort level of HR manager.
 Enhanced service brand: Different methods of recruitment and selection process enhance
the name and quality of the brand (Högberg, 2011).
Weaknesses:
 Inefficiencies: A major weakness of employment procedures is that some employers
waste time utilising search and employing devices that do not guide to better feature
applicants. Instead, they route to common strategies such as work fairs, operating tables
in open spaces, etc (Jackson, 2016).
 Narrow thoughts: Companies that exercise private employment confine potentially
superior applicants from outside the organisation. This might mollify the need from
current workers that endorsements are domestic. Also, prohibiting external contenders
bounds the whole faculty pool, which might avert the company from eventually getting
the finest human being to fit the work.
M1: HRM's role to fulfil organisational goals and objectives:
The Human Resource Management of Future PLC plays an important role to fulfil the goals and targets of
the organization. Functions of HRM provides talent and skills that are required for fulfilling the business
objectives of the firm successfully. Talented managers of human resource guide and assist the
organization to withstand in a competing business environment. HRM is making the management system
to generate more human expert to fulfill organizational goals. Planning is most important function of
any workplace as it will decline the future uncertainty and will work for economical changes
that would lead to benefit of the company(Noe,2013). In planning process there are certain steps
that need to be followed to achieve the desired target.
Staffing objectives: HR managers of Future PLC are worried about guaranteeing that the
company is appropriately staffed, and therefore capable of drawing in the human assets it
requires. This engages designing managerial structures and recognizing in what kind of
agreement different worker groups will employ.
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Recruitment and selection :- Major objective of HRM function is for selecting suitable and
talented candidates for filling the vacant job positions in the company. With this, it helps for
hiring talented and suitable candidates to apply for the vacant job position. It also support for
getting talented workforce for meeting the objectives of the company in effective and
successfully manner.
Training and selection :- Appropriate training is provided to the employees so that they can be
imparted with the skills and capabilities that are required by them for accomplishing the required
objectives of task that are being allocated to the employees. It supports for making positive
improvements in capabilities and skills of the staff members so that they give their best efforts
for fulfilling the required objectives of the organization in successful manner.
Reward and performance appraisal :- Future plc is a leading company and management gives
importance to appreciating hard work and and good work performed by the staff members.
Workforce planning :- HR department of Future Plc makes it ensure that specific task and job
roles should be allocated to every staff members. PLC should ensure that workers are well
aggravated and devoted so as to exploit their performance. By the exercise of different
motivational methods such as endorsement, augmented pay and profits HR directors can boost
the performance of an employee (Parry and Tyson, 2010).
M2: Strengths and weaknesses of different approaches to recruitment:
Recruitment is a important activity for organisational human resource management and
designing process. This is the process of finding and encouraging the potential job seekers to
employ for the present job offerings..These are of 2 types-:Internal and external recruitment.
In internal recruitment the employment opportunity is given from within the organization. This
type of recruitment provide the power to alter the position in the workplace. The external
recruitment is a process of finding job from outside of its personal employees to apply for
position.
Various recruitment processes have some strengths and weaknesses. Future plc makes use of
external and internal source of recruitment and advantages and disadvantages of these
approaches are as mentioned :-
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Strengths of external approach that is being used by Future plc :-
It aid for inviting large number of potential candidates for applying for the vacant job positions
of the firm.
Individuals having skills for accomplishing the job duties associated with specific job positions
could be identified.
Weaknesses :-
It is time consuming and cost consuming process and it takes a longer time of the management
for organizing the recruitment process.
Time and cost: External staffing processes naturally obtain more time to finish and engage more
expenditure. Internal employing often acquires place through emails and work panel postings at
the corporation (Ahmad Dalalah, 2014).
Strengths and weaknesses of internal recruitment process are as mentioned :-
Strengths :-
It saves time of firm for inviting external candidates to apply for the vacant job position.
It provides opportunity for internal candidates to get promoted at the higher job positions in the
company. They gets opportunity for getting promoted at the higher job positions in the firm so
that they can get chance to apply for high job position in the company.
Weaknesses :-
It makes it essential for hiring internal candidates to be promoted for the high job positions and
due to that external candidates does not get chance to get selected to apply for the vacant job
position.
Reduced selection expenses: Different approaches to staff selection and recruitment process
reduces the high costs of recruitment and selection (Bateman and Snell, 2013).
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Scalable selection capacity: One of the major strengths of recruitment is that different methods
can easily measure the capacity of the selection process.
Consistent and knowable hiring process: It also helps the candidates to know where they stand in
the selection process. This way the reputation of the organisation stays intact and the candidates
also feel satisfied (Idrees and Ahmad Faize, 2014).
Increased candidate quality: Different recruitment approaches evaluates the qualities and
experiences of the candidates thoroughly. This way it helps the organisation to select a perfect
candidate for their company.
Increased HR manager contentment: Satisfaction of HR manager is critical for a team. Different
approaches increase the comfort level of HR manager.
Enhanced service brand: Different methods of recruitment and selection process enhance the
name and quality of the brand (Högberg, 2011).
Weaknesses:
Inefficiencies: A major weakness of employment procedures is that some employers waste time
utilising search and employing devices that do not guide to better feature applicants. Instead,
they route to common strategies such as work fairs, operating tables in open spaces, etc (Jackson,
2016).
Narrow thoughts: Companies that exercise private employment confine potentially superior
applicants from outside the organisation. This might mollify the need from current workers that
endorsements are domestic. Also, prohibiting external contenders bounds the whole faculty pool,
which might avert the company from eventually getting the finest human being to fit the work.
Strengths and weaknesses of different Approaches of recruitment and selection :
Recruitment
Internal sources :
Strengths
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 This resource incurs less or no cost for the recruitment.
 Skilled , Qualified and Positive candidates can be selected.
 for the better performance employees are motivated.
Weaknesses
 In internal source the chances of biased selection increases
 Dissatisfaction increases among employees.
 There is a limit of selection for the employees.
External sources :
Strength
 The adoption of the new candidates becomes easy for the environment
 It helps in balancing the supply human resources.
 The new candidates are selected from the large group of prospective candidates
Weakness
 Attitude of the candidates may not be understood in one or two meetings so there is a
chance to select wrong candidates.
 Recruitment procedure incurs high cost
 Unhealthy competition can be increased between new as well as old employees.
Selection :
Interview
Strength
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 Interview can be modified to gather important information .
 Through interview the selection of suitable candidates can be done.
 Interviews are very time saving and cost saving .
Weakness
 It is very time consuming.
 There can be biases of the interviewer.
 There can be lack of attention during the interview
D1: Critical evaluation:
These strengths and weaknesses are very much applicable in Future PLC. The HRM of Future
PLC can assess the strengths of different selection methods. By assessing the methods, they can
reduce the recruitment costs. They can also expand the qualities of their candidates. Apart from
the strengths, they should also work on their weaknesses. They must modernise their external
and internal recruitment procedures. They should widen their thoughts about the internal
selection process. They can also work on how to reduce their expenses and time duration about
staff selection.
Company makes use of internal and external recruitment process and both the
approaches are used by the company for hiring talented and suitable candidates for filling the
vacant job position of the company. Internal recruitment process saves time and cost of the firm
for organizing the recruitment process. However in this method external candidates doe not gets
opportunity for taking part in the selection process. On the other hand external recruitment
process allow company to found talented and suitable candidates from pool of large number of
candidates. The only disadvantage with this method is that it is a time consuming process.
company's developmental paths. The appropriate usage of the selection process of the HRM will
help the Future PLC to print more magazines than the previous time. The proper fulfilment of the
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objectives and goals boosts the company to achieve the target quickly. This may become the key
factor for the development of the magazine company.
The strengths and weaknesses of different approaches to recruitment and selection, supported by
specific examples for the chosen organization are :
Internal recruitment
Examples :
 Employment agencies
 Attraction
 Direct approach
External recruitment
Examples :
 Direct recruitment
 Employment exchange
 Advertisements
Critical review:
The essential requirements of the Future PLC get fulfilled by the understanding of the
methodologies of HRM of the company. The lack in the proper application may harm the
organisation in the production house and also in the managerial activities. The proper selection
of the deserved candidates will bring the positive change in the organisation. On the other hand,
the nepotism and personal factors may harm the company's ethics and developmental process.
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LO2:
P3: Benefits of different HRM practices:
Different HRM practices have some benefits. on both employer and employees. These benefits
are:
 An efficient organisation will produce a positive working environment and will generate
benefits for employees by practising HRM, and making employee happy.
(Noe,2013))HRM practices rewards the behaviour of employees. They also don't
entertain unpleasant behaviours of employees at workplace.
 By practising HRM that tend to meet up to employees and motivate them to add to
company's liability.
 HRM practices builds a flexible workplace as organisations wants to continue with its
workers. They provide a flexible workplace for employees where they can choose the job
according to their desired lifestyle.
 It is the duty of managers to increase the employee performance so the employers must
hire the manage in a efficient way. HRM practices are implemented by successful
managers to assist people to have positive outcome on the company.
 HRM helps in the staffing and training of the workers. After appointing they also make
preparation for the employee’s initiation with a fine laid out guidance and expansion
campaign for them (Rothwell et al., 2012).
 Different HRM practices that are followed in the company supports for accomplishing
the goals and objectives of the firm in successful manner. There are long term benefits
that are being reaped by following strategically the HRM practices.
Management of Future plc organize recruitment and selection process and it will help for
recruiting talented candidates for filling the vacant job position in the company. Training
and development programs that are organized in the firm aids for making improvements
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in skills and capabilities of the staff members and it also aids for rendering required
competence and capabilities to the employees. Compensations and rewards are given to
the staff members and it supports for recognizing the good work done by the employees.
 HRM takes great care of the performance administration system. HRM is liable for
keeping workers feel aggravated for their job. First, approaches the duty of elaborating an
individual’s function. Thereby an effective feedback apparatus from time to time assists
the recruits in developing their talents. This helps in the arrangement of the managerial
objectives with their individual personal aims.
 HRM helps in constructing ethnicity and principles in the organisation. A secure and
fresh work customs aids in bringing the finest of a worker and generates a higher work
contentment.
 Conflict supervision is also an important job of HRM. The HR obtains timely decision so
that things stays within control.
 HRM is also accountable for increasing good associations. Establishing friendly
relationships lies with the HRM to a vast amount. They are dependable for holding
conferences, tutorials and all executive meetings on behalf of the organisation. Apart
from inside HRM job, if necessary, the sector also provides a helping hand in sketching
business and advertising plans for the corporation (Noe, 2013).
Benefits of HRM practices for employer
The HRM practices can provide high staff productivity,high revenue and
profitably. The training can be given to staff with the help of HRM practices .They will
become more familiar with the workplace. The employee relation will improve in the
working environment .This will increase both performance and profitability of
employees. The training program will develop both personal and professional skills of
employees .They will feel motivated and they will perform better. They will be given
reward and acknowledgement for their work .The high-employee satisfaction can be
produced with the use of HRM practices .
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P4: Evaluation of the effectiveness of different Human Resource Management
practices regarding rising organisational profit and productivity
The planned significance of human resources and their involvement to the usefulness of
industrial organisations are getting rising gratitude universally. The effect of the human resource
management can bring a drastic change in an organisation. The human resource management
brings about some significant changes in a company like Future PLC in a way which are
elaborated in the below (Obeidat, 2016). The effectiveness and methods of Human Resource
Management practices are developed through the use of a flowchart in the below. Various HRM
practices aid for enhancing the productivity and profitability of the company and it also helps for
making significant improvements in productivity and profitability of the company. Management
and HRM department of future plc has ensured that all the HRM practices should be
implemented successfully in the firm. Positive improvement has been observed in moral and
motivation level of employees and they are giving better performances. All the task and required
operation functions are performed by involving support and efforts of the employees. Moreover,
financial revenues that have been received by the firm have been enhanced and it has helped for
making improvement in profitability earned by the firm. Increase in productivity is considered as
one of the most crucial goals of any business. Most HR consultant sees that their job estate
produces policy, programs and procedures. The hiring and attainment of employees would have
the most powerful impact on productivity in the workplace. Leader and managers are the second
factor on which productivity can be measured. Leaders and managers are important for
organization for defining direction, goals .
The productivity and profit of the organization can be maximized with the help of HRM
practices. For an instance the trained workers are highly efficient in the assigned join duties in
different operational areas such as marketing,cost,control,revenue maximization and others.
Motivated workers put genuine efforts and high dedicated, work with greater efficiency lead to
higher productivity. All these can maximize turnover and generate huge profit.
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D2: Critical evaluation of Human Resource Management practices and application
within an organisational context, suing a range of specific examples
The evaluation of Human Resource Management practices can provide valuable benefits for
Future PLC if those practices can be used properly. In the above, the two different Human
Resource Management practices are discussed. The evaluation of those practices are described
through specific examples in the below –
i. The accuracy of the supply chain is one of the key elements of expanding an
organisation like Future PLC. In this company, the supply chain covers all the
organisational relation between the company and the coordinators and partners of the
association (Wickramasinghe and Samaratunga, 2016). As a result, the unity in the matter
of business expansion remains strong enough because the demand-supply can be
available according to the necessity.
ii. On the other hand, the strong perspective of Human Resource can bring about the
quality of togetherness in Future PLC. The use of different ideas and methodologies
from individual members of the organisation can put forward the company to achieve
the ultimate success (Atkinson, 2011).
iii. HRM practices that are followed in the firm renders better application. Company has
become capable for utilizing the talent and capability of its staff members and it has
helped for ensuring long term growth and success of the company. For example
recruitment is conducted in the company and it has helped for hiring talented and
suitable candidates in the firm. With this, skilled and potential workforce is developed
and with the help of efforts made by the staff members goals and objectives are
accomplished.
HRM practices and application within an organisation context,using a range of specific
examples are-:
 To explore himself the equal opportunity is give to every employees.
 In the organization the employee benefits and retention is conducted properly.
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 The performance are managed and checked regularly.
 To ensure a fair and effective hiring process Recruitment and hiring is done on time
LO3:
P5:Importance of human relations with respect to HR decision making
The relationship between employees and management add a value of substance in the
work environment. Human relations provide employees training,solving the battle between
employer and employees and helps to find out the need s of employees. They need to work
collectively on projects,exchange knowledge to get work done.
 Employee Relationships: Internal rules and actions impact HRM behaviour. For
instance, if the corporation is dedicated to endorsing from inside, HRM must guarantee
that employees get appropriate guidance and growth to be prepared for endorsement
when the time arrives. HRM should check the number of workers entitled to departure
and ensure possible substitutes or other team members are skilled in evading a sudden
exit of business information. If the business is unionised, HRM must connect in
communal negotiation with the union on topics of depiction.
External pressures, political issues and organisational ethnicity all manipulate some
complaints and criticisms HRM must react to. Employee relations has some importance
in the process of HRM decision-making (Gennard and Judge, 2010). It is vital that positive
and better relationship should be developed so that positive support of staff members
should be involved for accomplishing the goals and objectives of the firm in successful
way. Employee relation play a vital role in managing the workforce in effective manner.
It helps for developing positive feeling among staff members so that their morale and
motivation level can be enhanced. These importance are:
 A healthy employee relationship in the workplace can ease the workload. It would help
everybody to share the work pressure, and work becomes more trouble-free than the
preceding days.
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 Workplace terms gives some sort of motivation to employee that is essential for them in
order to maintain productive(Idrees and Ahmad Faize,2014) There are employees who
are dedicated towards their work and also in the well-being of another employees are
more productive than others.
 Modern businesses reward employees who are able to produce products that meet up the
requirement of customer wants. According to the survey it is identified that creativity is
dependent on social interaction to large degree. The ability of employees is dependent on
their ability to have communication with other employees and sharing of ideas.
 There are numerous issues on which a person cannot obtain verdict alone. Sometimes he
needs other employee's help. A good relation makes the communication better among the
workers, and they can help each other freely.
 The business becomes a comfortable location to work if the recruits work jointly as a
family unit.
 A person feels aggravated in the companionship of others whom he can believe and
depend on whenever desired.
 Healthy worker relations also reject clashes and conflicts among the workers.
 A dynamic employee relationship decreases the trouble of non-attendance at the office.
P6:Key elements of employment legislations and its importance
The issues control HRM actions aren't motionless. To exploit recruitment and
maintenance, and to reduce employee matters, public limited company managers should
continually observe inner and outer factors and regulate HRM tactics consequently. To do that, it
is significant to know what the inner and outer factors contain.
Legislation: Legislation contacts all HRM actions. National and federal legislation usually utter
how long a company must keep staff proceedings and other worker information, what can be
accumulated, and how. For instance, the “Health Insurance Portability and Accountability Act”
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and the “Genetic Information Nondiscrimination Act” all put commitments on managers to
defend the privacy of employee health information and to ensure business managers work within
the limits of regulation. HRM experts should stay side by side of legislation and teach
supervisors on their tasks (Bellak and Leibrecht, 2011).
There are various legislative rules that needs to be followed while carrying out the HRM
practices in the firm. Equality Act 2010 is one of the most important legislation under which
guidelines have been given for protecting the staff members from any kind of discrimination on
the basis of sex, religion, gender, financial condition and employment status. Along with this
Equal Pay Act 1970 has been formed and under this act instructions are given to employers for
paying equal and fair pay for the work performed by the staff members. Management of Future
plc needs to follow guidelines mentioned under the act so that all the functions of HRM should
be performed in legal and lawful manner.
Competition: The amount of rivalry in the business affects the company's aptitude to employ
qualified employees. Industry gigantic discovers that applicants request them out. There is no
requirement to use money marketing each employment in such a situation because applicants
will visit the Corporation website of their personal concurrence. PLC businesses usually don't
have the similar branding authority or company status, though, and want to seek competent
candidates for important positions vigorously. In such a situation, an HR section will have to
focus on mounting recruitment resources and attending work fairs to endorse the corporation and
attract candidates. Similarly, HRM ought to widen programs and inducements to keep key
recruits (Alexeev, 2014).
Compensation: Employment supply obliges the quantity of reimbursement a business should
offer to draw workers. In an oversaturated marketplace when redundancy is soaring, and many
more experienced candidates subsist than job openings, the sum of reimbursement a company
must give less than when a famine of applicants exists, and the company is contending against
numerous other corporations to hire employees. HRM must repeatedly assess the compensation
configuration by performing business and place accurate income surveys to make sure that
earnings remain viable enough to draw and keep key team associates but small enough that the
industry remains fiscally competitive. HRM should also guarantee that the internal compensation
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arrangement is reasonable for instance, experienced recruits with appropriate credentials should
receive more salary than fresh graduates doing the same jobs.
Legislation laws and policy
All forms of employment legislation will give security to the emplymnet. The various laws and
policy are implemented in UK to make sure that proper rights are given to employees at
workplace. The employment Rights Act 1996 gives right to employees to leave for child care and
right to request flexible working hours. The equity act 2008 provide right to employees to be
treated equally at workplace. Both men and women will be treated equally at workplace. The
anti-discrimination law ensure that no discrimination is done at workplace on the basis of
caste,color. The health and safety act will provide a safe system of work for employees. The
people will be saved lawfully from discrimination in the workforce. The sex discrimination act
will save the men and women from being discriminated on the basis of sex,marital status. The
employment equality on the basis of religion and belief states that no discrimination will done in
the employment on the grounds of religion. No harassment will be done to employees on the
belief of religion.
M3: Examples of different methods used by HRM practices
Various HRM practices aid for enhancing the productivity and profitability of the
company and it also helps for making significant improvements in productivity and profitability
of the company. Management and HRM department of future plc has ensured that all the HRM
practices should be implemented successfully in the firm. Positive improvement has been
observed in moral and motivation level of employees and they are giving better performances.
All the task and required operation functions are performed by involving support and efforts of
the employees. Moreover, financial revenues that have been received by the firm have been
enhanced and it has helped for making improvement in profitability earned by the firm. Increase
in productivity is considered as one of the most crucial goals of any business. Most HR
consultant sees that their job estate produces policy,programs and procedures(Ahmad 2014). The
hiring and attainment of employees would have the most powerful impact on productivity in the
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workplace. Leader and managers are the second factor on which productivity can be measured.
Leaders and managers are important for organization for defining direction,goals .
The performance appraisal can be used by the HRM practices. The individual
performance need to be evaluated in the systematic manner. For an instance employee
performance assessment can be used for analysing employee performance. The Training method
can be used as teaching or development in oneself or other , any skill and knowledge that relate
to specific useful competencies. Examples : lectures , group discussion , etc.
D3: Critical evaluation:
The human resource management of Future PLC very much relies on its employee
relations and employment legislation. They take their decisions based on these issues. The HRM
should maintain their employee relationships. To preserve a vigorous workflow in the office,
HRM should focus on a healthy relationship among the workers. They should also follow the
employment legislation thoroughly. Maintenance of the rules and regulations is very essential for
a business organisation. HRM of Future PLC must see that they do not break any laws related to
the business. The competition in the business market may be decreased if companies like Future
PLC can maintain the work performance of the employees. Also, the proper compensation and
abidance of the legislation may help the business association to cast effect on its following
behavior. The relation among the diverse working staffs can help the production house to publish
a large number of magazines in a short time.
Decision making process of Future plc gets affected due to the employee relation
practices that are being followed in the firm. With this, positive support given by employees will
help for implementing the decisions that are being taken by the HR department of the firm. It is
required that decisions should be taken for organizing recruitment and selection process and
conducting training and development programs for the employees. Future plc's management
gives importance to involve staff members in the decision making process and their opinions and
recommendations are taken for taking strategic decisions for the business.
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LO 4
P7: Illustration of Human Resource Management practices in a work related
context
The elastic replica of Human Resource Management, as acknowledged in the previous,
puts forward a connection be present between the use of proper Human Resource Management
practices and helpful approach of the working staffs, and at the same time as tentatively these
dealings hang about inadequately exhibited. The numeral of approaches is nevertheless
extensively well thought-out to be a result of flexible Human Resource Management (Aisbett and
Hoye, 2015). As an instance, intensities of profession approval in Future PLC of the United
Kingdom, which is the most useful insight which brings the outcome from the attainment of
preferred result, are established to be associated with plans of Human Resource Management
practice. Superior assurance of the working staffs have also been established to be associated
with the make use of suitable Human Resource Management contemplation and brings out the
consequences of spending in Human Resource Management observation which provides
advantages to recruits. For instance, the stipulation of chances for guidance and proficiency
improvement settlement of the Future PLC to the workers by offering particular features to them
with the required information, skillfulness and manners to do tasks separately and
conscientiously. Also, it brings out progress maintenance and allows them to manage with
modification in the occupational surroundings (Brookes et al., 2011).
Illustrations for human resource management practices in work related contexts
HRM practices that are conducted by the management of the firm aids for successfully
accomplishing the objectives and goals of the firm. It also aid for performing the required
functions in effective manner. Presently Future plc company was facing issues due to the lack of
talented and suitable staff members and due to that overall functional activities of the
organization were getting affected.
It was required that strategic approaches should be used so that this issue faced in the
company could be resolved. HR department has organized the recruitment process and internal
as well as external candidates have been provided opportunity for taking part in the recruitment
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process. It helped for selecting promising and most talented candidate and all the functional
activities of firm started in efficient manner.
Justice in a company is the expression which helps to explain the function of equality as it
openly communicates with the place of work and is apprehensive with the traditions staff decide
if they have been given proper importance in their occupation and the customs in which those
willpowers manipulate additional work-related changes. The Human Resource Management co-
ordinations, guiding principles, and measures that manage in an association have been
acknowledged as forcing on an independent person’s awareness of partiality and equality.
Learning demonstrates where recruits consider they are taken care of properly and given equal
importance in the place of work. Then they clutch positive thoughts towards the Future PLC,
whereas Human Resource Management actions that are supposed to be inequitable have been set
up to effect in the workers use to get confused attachments and deceived and thus less devoted.
As far as the connection between Human Resource Management action and the behaviour
of the member of staffs are concerned, the Human Resource Management practice element has
been calculated by assembling information. That information is gathered from managers in
various methods by utilising the usage of preservative actions of Human Resource Management
performance or do the testimonies individually about the point to which specific Human
Resource Management activities have been operated. A promising additional advantage would
be to bring together thoughts of the workers of the company about the Human Resource
Management practices are being controlled and then relay the responses to their stances (Zhang,
2012).HRM can produce a continuous competitive benefit by constructing organizational ability.
The important ability is based on forthcoming and focused learning, need, and invention. This
will modify the aspect of just possessing the accurate pool of human resources to one of also
being able to provide human capital by financing in the evolution of the workforce to create
specific ability. Key talent pools are identified and targeted for specific human capital
investments organization are known and marked for specific human capital investments.
The HRM practices can help the organization to hire and appoint new talents for doing
the job.. The deserving and talented candidates can be appointed with the help of HRM practices.
For both new and existing employees training programs are organized. This service,benefits and
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facilities that are provided by HRM practices can beneficial for he employees welfare. The salary
that is need to be paid of different sort of job can be determines with the HRM practices.
M4:Key elements of employment legislation and employment relations
The issues control HRM actions aren't motionless. To exploit recruitment and
maintenance, and to reduce employee matters, public limited company managers should
continually observe inner and outer factors and regulate HRM tactics
consequently(Gilbert,Winne and Sels,2015). To do that, it is significant to know what the inner
and outer factors contain.
Legislation: Legislation contacts all HRM actions. National and federal legislation usually utter
how long a company must keep staff proceedings and other worker information, what can be
accumulated, and how. For instance, the “Health Insurance Portability and Accountability Act”
and the “Genetic Information Nondiscrimination Act” all put commitments on managers to
defend the privacy of employee health information and to ensure business managers work within
the limits of regulation. HRM experts should stay side by side of legislation and teach
supervisors on their tasks (Bellak and Leibrecht, 2011).
There are various legislative rules that needs to be followed while carrying out the HRM
practices in the firm. Equality Act 2010 is one of the most important legislation under which
guidelines have been given for protecting the staff members from any kind of discrimination on
the basis of sex, religion, gender, financial condition and employment status. Along with this
Equal Pay Act 1970 has been formed and under this act instructions are given to employers for
paying equal and fair pay for the work performed by the staff members. Management of Future
plc needs to follow guidelines mentioned under the act so that all the functions of HRM should
be performed in legal and lawful manner.
The relationship between employees and management add a value of substance in the work
environment. Human relations provide employees training,solving the battle between employer
and employees and helps to find out the need s of employees. They need to work collectively on
projects,exchange knowledge to get work done.(Högberg,2011)
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 Employee Relationships: Internal rules and actions impact HRM behaviour. For
instance, if the corporation is dedicated to endorsing from inside, HRM must guarantee
that employees get appropriate guidance and growth to be prepared for endorsement
when the time arrives. HRM should check the number of workers entitled to departure
and ensure possible substitutes or other team members are skilled in evading a sudden
exit of business information. If the business is unionised, HRM must connect in
communal negotiation with the union on topics of depiction.
 The type of relation,employee relation with the organization,how the organization trust
the employees and different perspective of employees can affect employee relation
management in decision-making.
 The leave and provision,medical and disability,anti-discrimination can affect the
employment legislation in decision-making.
M5: Rationalisation of the application of specific Human Resource Management
practices in a work related context
Supply functioning is made of a group:
A contribution sequence is a deposit of associations that effort jointly in the good and bad stream
of products and workforce to make available completed foodstuffs to clients. The group of
companies can be as easy as a particular organisation within which equipment are transported,
and manufactured goods are formed, or it can be a composite system of underdone substance
dealers, coordinators, distributor and trading means. The reason of stock series supervision is to
get better the long-standing presentation of the separate businesses and the provider sequence as
an entire (Deadrick and Stone, 20)
HRM practices that are conducted by the management of the firm aids for successfully
accomplishing the objectives and goals of the firm. It also aid for performing the required
functions in effective manner. Presently Future plc company was facing issues due to the lack of
talented and suitable staff members and due to that overall functional activities of the
organization were getting affected. Recruitment and selection process is organized and it has
helped for resolving the issue that is being faced by management of the company. With this,
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positive and long term benefits have been reaped by the firm through the recruitment process. It
reflects that HRM practices that are being adopted by firm has helped for solving work based
related issues.
Even though a large amount companies recognise the significance of purposefully running they
provide courses, they are a lesser amount of probable to take advantage of on the actuality that
victorious delivery cycle administration takes it easy on the presentation of the inhabitants in the
supply chain. At the exact moment, human resource mongers of Future PLC have recognised
activities and progressions that develop employee and association presentation – but not often do
they believe the inferences of those carry out for the delivery cycle of the organisation (Björkman
et al., 2014).
The key aspects of employment relation management and employment legislation that affect
HRM decision making in an organization context for the chosen organization are :
The type of relation,employee relation with the organization,how the organization trust the
employees and different perspective of employees can affect employee relation management in
decision-making.
The leave and provision,medical and disability,anti-discrimination can affect the
employment legislation in decision-making.
For hiring new talent the HRM practices can be useful. It will be beneficial for growth of
company. The skills and talents of the employees will be enhanced due to training and
development programs. The productivity of organization will be increase by this.
Higher level Human Resource Management perspective:
Conventionally, the planning of human resource involves rising flexible structure of
Human Resource top put into practice that encourages the marketing policies of an association or
a firm. The application of the actions which are discussed in the below brings the profits at an
alarming rate for a company like Future PLC. Those actions are -
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i. At the time of development, the company needs to apply the top class planning of the
human resource management by involving the supply cycle of the produced goods
and the other necessary steps of the co-coordinators (Crossing Borders with HRM: An
Inquiry of the Influence of Contextual Differences in the Adoption and Effectiveness of
HRM, 2014).
ii. In the matter of a secure attachment with the associated business administrations, the
Future PLC need to strategize the activities as a top class act of the management of
the company, the inducement and many more things related to this.
iii. Working together with the contribution and supply sequence associates to expand and
synchronise Human Resource methods for the supply chain as a whole matter.
Conclusion:
HRM is an important section of an organisation. Therefore the success of a company typically
depends upon the functions and performances of the company's HRM team.
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