Importance of HRM Practices in an Organisation

The provided document is an assignment on the importance of HRM practices in an organisation. It discusses various responsibilities of HR managers to design a perfect workforce and culture, provide effective training and development courses, engage employees in group tasks, and offer benefits for retention. The assignment cites relevant research articles and journals, highlighting the significance of HRM practices in achieving organisational goals and objectives.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning in an enterprise.........1
P2 Strengths and weaknesses of different approaches of recruitment and selection process 3
TASK 2............................................................................................................................................4
P3 Benefits of HRM practices for employer and employee in a company............................4
P4 Importance of effectiveness of different HRM practices..................................................5
TASK 3............................................................................................................................................6
P5 Importance of workers relations to influence HRM decision-making..............................6
P6 Key element of employee's legislation and its impact on decision making process of HRM
................................................................................................................................................7
TASK 4............................................................................................................................................8
P7 Application of HRM practices..........................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
An organisation consists various functions operated by different departments in order to
achieve targeted objectives of a company. It includes finance, human resource management,
operations, marketing, production and many more. Among then HRM is the main function in
which managers perform several activities like to hire recruitment & selections, training &
development, reward & compensation and more. All are these functions help an association in
getting eligible workforce who will support in enhancing business of an enterprise (Fulton and
et. al., 2011). This report describes role of HR managers in planning workforce along with
different approaches of recruitment and selection methods. For this purpose, John Lewis
Partnership has been taken which is a departmental store of UK. In addition to this, a brief
description about benefits of practices for workers and employers as well as of effectiveness of
the same also discuss In addition to this, importance of employee engagement, legislation and
application of HR practices is also given.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning in an enterprise
Workforce planning refers to a concept of introducing workers in an association as per
requirement of business as well as make them able to work in efficient manner. HR managers in
a firm are responsible for carried out this type of activity (Importance of HRM practices in an
organisation, 2018). They use various procedures in order to design workforce and organise
suitable culture in a company like recruitment and selection, training and development, reward
and compensation etc. In planning workforce, the main responsibility of HR managers are
organising, staffing, leading and controlling. In this process, they can estimate need and demand
of staff members at workplace, internal and external hiring process to introduce perfect
employees and formulate strategies as well as actions plans accordingly. In context with John
Lewis Partnership (JLP), this firm has a large organisation where more than 89 thousands are
working currently. Therefore, to manage them and get right work managers of human resource
department make several policies and strategies. The main purpose and function of them in JLP
are described as below:-
Purpose of HRM
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The main purpose of HRM in an industry is to create effective workforce as well as build
strong relationship among large working employees. In this manner, managers are used to build a
bridge between workers and management of a firm so that coordination and cooperation of them
help in obtaining better results. This will aid organisations like John Lewis Partnership in
handling all operations in an efficient way so that better services can be provided to customers
which enhance sales performance also. Some major purpose of HRM can be described as
below:-
 Create better organisational culture: It is considered as the main intention of a
company in which managers are used to design perfect organisation culture. In
addition to this, they provide healthy working environment to workers as well as assign
them task in group so that difference of views and opinion among them can be
reduced. This would help in getting their work and manage in a right manner.
 Law: As every nation has its own rules and legislation as well as legal structures that
must be followed by every enterprise. It includes data protection law, union and
negotiation, health and safety act 1974 and more. It will help in improving condition of
employees in a company as well as running of business in a legal manner. Therefore,
these laws aid HR managers in making proper decisions while hiring and terminating a
worker as well as providing them more benefits.
Functions of HRM
 Recruitment & Selections: It is the main important function of HRM in which managers
are used to determine demands of employees in various departments and as per
requirement use different techniques to hire them. It includes internal and external source
of recruitment for which various documentations are required to prepare for entire
procedures (Glendon, Clarke and McKenna, 2016). Managers of JLP used online
methods most to hire candidates in business.
 Training & Development: After hiring candidates through different methods, managers
need to design necessary training program for them. It will help in making workers able
to work in systematic manner according to requirement of business.
 Performance Management: Managers of JLP track performance of every employee at
workforce in order to judge capabilities as well as role of them in completing a task. It
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will aid in determining contribution of them in achievement of targeted goals and success
of company.
 Employee Relations: In large business organisation like JLP where thousands of
employees are working with each other so conflicts and misunderstanding among them
can naturally be occurred. So, it is a prime duty of managers to develop good relations
among them by assigning task in group. Working in team help them in sharing views and
opinion so that difference due to different culture can be reduced.
P2 Strengths and weaknesses of different approaches of recruitment and selection process
Recruitment is a procedure of hiring eligible candidates from different source in a firm
while selections defines a concept of choosing best candidates among them. Both processes of
recruitment are used by HR managers in introducing the best talented in staff as they are
considered as main source of getting competitive advantage in a marketplace (Fulton and et. al.,
2011). In this manner, two main sources of recruitment and selection are used as described in
following way:-
Internal Source of recruitment: This kind of procedure used to recruit workers from
internal environment of a company. In this manner, employers used to give either promotion or
demotion to employees as well as by transferring them on different position.
Strengths Weaknesses
As manager are already familiar with
behaviour of existing employees so it is easy to
choose best among them for fulfilment of
vacant position (Daley, 2012). This will
increase morale of workers and help in getting
their retention too.
Lack of diversity is the main weakness of
internal source of recruitment. In addition, this
method has no use for small firms.
External Source of recruitment: This source of recruitment used to hire candidates from outside
the organisation for which managers are needed to analyse vacant position. Further after analyse
they use different methods for fulfilment which includes media advertisement, employment
exchange, labour contractors, e-recruiting and more.
Strengths Weaknesses
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This method is considered as the most
beneficial as it will provide a list of various
eligible candidates which gives different
choice to managers.
It will take much time and money as well as
need various documentation process. It
demotivate morals of existing employees also.
HR managers of John Lewis Partnership, use both methods of recruitment for hiring
people in workforce. For this process, they make different documents like Job description,
personal specification, interviews and more (CHUANG and Liao, 2010). Job description
describes entire information about vacancies of company including post, roles and
responsibilities, skills and qualification etc. While Personal Specification is given as a sample of
CV through which interested candidates can match their profile with company's requirement.
Thus, in this way an association gets a list of eligible candidates and selects best out of them. In
JLP, generally managers use interview process for choosing best candidates. A brief description
of this method is given below:
Criteria Strengths Weaknesses
Interview method is used to
judge capabilities and skills of
applicants who are applying
their resume for getting a job
in a firm. In this procedures,
managers used to formulate
some basic questions as per
requirement of vacant position
and ask them in different way
to interviewees.
This method is easy and
simple to take. Through
employers of an association
can easily selects the best
among various candidates.
If people who are perfect for
job applied for same post then
it will hard to take interviews
of them by face to face and
choose best.
TASK 2
P3 Benefits of HRM practices for employer and employee in a company
In a company, management use different kinds of HRM practices like training and
development, recruitment and selection etc. are help in managing human resource (Chelladurai,
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and Kerwin, 2017). It is considered as one of the major task of HR managers in which they
perform various kind of activities. In John Lewis Partnership, these practices of HRM are
beneficial both for employees and employers in following manner:-
Training and development: This kind of HRM practices help employees in reducing
their weaknesses as well as increasing their skills and abilities. While in context with employers,
by getting highly skilled workers, set targeted goals will be completed on time. This will enhance
productivity and profitability of business.
Resolve conflicts: By introducing different types of practices of HRM, management can
resolves various kinds of issues easily. It includes conflicts, competition, and jealousy kind of
feelings among employees. This would support employers in maintaining positive environment
of workplace and manage work of employees.
Employee relations: This practice is considered as most beneficial practice as in it helps
in developing and managing good relations among employees and management in a company
(Human resource management. 2016). Through this process, workers can share ideas and
opinions with each other as well as enhance knowledge too. While in case of employers, getting
effective relations among staff members aid them in interacting with them in effective manner.
This will help in getting right work of them as well as in keeping atmosphere positive so that
better services can be provided to workers.
P4 Importance of effectiveness of different HRM practices
HRM practices like training and development, performance management, building
strategies and policies by concerning on needs of employees etc. help a firm in raising its profit
and productivity (Shuck and Wollard, 2010). By implementing various policies of HRM, a
company like John Lewis Partnership can increase its sales performance and attain a high
retention of customers also. Some major importance of such practices can be explained in the
following manner:-
Proper direction setting and execution: As managers and leaders of a firm play an
effective role in setting goals, targets and purpose of organisation. Therefore, through HRM
practices, employers of JLP can appoint good managers into different sectors of business who
lead business in moving on next level by implementing different policies.
Team and individual goals with effective communications:HRM practices aid superiors
of a company in making good interaction of employees with effective mode of communications.
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This would also help in setting goals either for team or individual too so that they can understand
their roles and responsibilities as well as work accordingly.
Sharing and collaborations: When people of outside world make good interaction and
show interest in making collaborations with business of a firm then this will help in increasing
productivity. This process has shown effective usage of HRM practices which aid in developing
good methods through which an association can make good interaction with outsiders and share
ideas with them.
Monetary and non-monetary rewards to improve performance of employees:In order to
gain loyalty and retention of employees, HRM practices help a company to provide monetary
and non-monetary rewards to them (Schuler, Jackson and Tarique, 2011). It may enhance interest
and energy level of workers as well as reinforce them to do work in serious manner.
Update skills and abilities of employees for maintaining productivity: As competition is
rising at fast manner therefore, to cope with this management of JLP used to create modification
in system on regular basis. In this manner, managers' job is to determine workers with less
abilities and provide them as well as others too such training programs through which current
skills can be updated.
TASK 3
P5 Importance of workers relations to influence HRM decision-making
Performance and growth of business of a company are majorly depend on employee
relations. If workers have good relations with colleagues then they can discuss their problems
with them related to work as well as get solution on the same so that a task can be completed on
time. But if co-ordination among employees is poor then this will impact directly on
performance as well as productivity of them. In big enterprises, where people are belongs to
different culture face various issues due to different characteristics. Therefore, it is major
responsibility of HR managers to develop coordination among workers and manage them as
well. In this manner, they can assign work as per qualities and skills of employees and engage
them in group task (Durão and et. al., 2012). It would help employees in understanding
behaviour of each other and develop a good relation. Some major importance of employee
relations in HRM decision-making process are:-
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Profit Maximization: Through strong relationship among employees and management,
employers can gain higher contribution of them in achievement of business success. In John
Lewis Partnership, its main objective is to provide better services to customers and get their
retention for longer profitability. Therefore, good relationship among people helps in completing
demands of consumers.
Early Achievement of Set Targets: If management and employees have effective
relations then superiors of JLP can interact easily with them. They can discuss with workers
about current objectives of business and demand contribution of them in achievement of the
same. Therefore, this process aids in completing a set target in short interval of time.
Increase in Sales: Employee relationship also affects sales performance of company. As
JLP is a departmental stores having thousands of workers so, good relations among them
enhance sales performance as they can support each other in completing demands of customers
on time. This would also help in increasing productivity and performance of business too.
P6 Key element of employee's legislation and its impact on decision making process of HRM
In order to make environment of company discrimination free, government of every
nation has made different rules and regulations. Similarly, regulatory bodies of UK has also
imposed some laws on associations like employee legislation (Costea, Amiridis and
Crump,2012). This would help in providing equal opportunities to all job seekers to work in
industries as per their qualifications. It includes Sex Discrimination Act, Minimum Wage Act,
Data Protection Act and more. All are such laws impact directly of decision making process of
HRM as managers need to understand concept of the same while recruitment and selection. It
includes procedure of redundancy, termination, training and development etc. In this manner,
managers of John Lewis Partnership concern more on providing safe and healthy working
environment to employees as well as provide them various benefits on regular purpose so that
right work of them can be gained. This would also help in gaining their retention for long-term
profitability too. Some important laws of employee legislations are explaining as beneath:
Occupational Safety and Health Act: This act has enacted in 1970 according to which it
is compulsory for organisations to provide healthy and safe working environment to workers.
They should give essential training to new employees so that they can become familiar with
working environment as well as can adjust in new atmosphere also (Chang, Chiang and Han,
2012). In addition to this, if any new technology is introduced in workplace then training should
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be given to existing staff members also. These programmes help in protecting them from
hazardous situations.
Age Discrimination in Employment Act: This labour law has made in 1967 which
prohibits employers from making important decisions related to employment on the basis of job
applicant's age. Thus, it gives protection of people who are more than 40 years of age from
discrimination. A firm cannot terminate an employee just because of her/his age.
Family and Medical Leave Act: In 1993 this law has made to balance needs and
demands of employees with their family requirements. It allows workers to take unpaid leave up
to 12 days in a year in case of discrepancy. While female employees can take three moths leave
in pregnancy.
Equality Act: It was established in 2010 with main motive is to reduce discrimination
from workplace which may occur with them on the basis of certain characteristics like sex,
gender, nationality, language, marital status, age and more (Bondarouk and Ruël, 2013). It will
help in protecting workers from abusive and abnormal activities too as well as equal environment
so that they can feel safe and secure while working.
Data Protection Act: This law has enacted in 1998 according to which it is necessary for
companies to protect personal information of employees by storing in secure and confidential
manner. Employers are not allowed to disclose data of any worker in front of third person
without their permission.
TASK 4
P7 Application of HRM practices
Job Details
Post: Store Manager
Company: John Lewis Partnership
Job Purpose
To provide proper stock and commodities in various stores of company into different locations
as well as provide clear direction to workers so that they can better service to customers
Roles & Responsibilities
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 Manage entire functions of stores
 Take care day to day operations of stores as well as ensures that maximum profitability
can be earned
 Motivate team managers and provide proper guidelines to them so that best of them can
be extracted
 Stock should be merchandise as per season and latest trends
 Provide effective services to customers is main responsibility
CV:
Curriculum Vitae
Name:
Address:
e-mail id:
Contact No.:
Objectives: A resourceful senior manager equipped with high experience in reputed retail
companies. Fulfilled with excellent leadership and managerial skills as well as multi-tasking
strengths. Want to do job in big retail business where efforts and abilities can be shown
Qualification:
 Bachelor in Business Administration
 Master in Business Administration in operational management
Experience:
Minimum ten years of experience as store managers in a reputed company
Core Qualifications:
 Strong Communications and interpersonal skills
 Problem Resolver and conflict resolution
 High Leadership qualities
CONCLUSION
From this assignment it has cleared that without a proper human resource an industry
cannot achieve targeted goals and objectives in predetermined time. In this manner, HR
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managers of an association take various responsibilities to design a prefect workforce and culture
of organisation. As concluded that to manage work of employees and make them able to
systematically work in enterprise, they provide workers effective training and development
course too. In large companies, employees belong from diverse culture so to reduce difference
among workers, managers engage them in group task also. In addition to this, for gaining their
retention, employers provide benefits and healthy working environment too.
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REFERENCES
Books and Journals
Bondarouk, T. and Ruël, H., 2013. The strategic value of e-HRM: results from an exploratory
study in a governmental organization. The International Journal of Human Resource
Management. 24(2). pp.391-414.
Chang, A., Chiang, H. H. and Han, T. S., 2012. A multilevel investigation of relationships
among brand-centered HRM, brand psychological ownership, brand citizenship
behaviors, and customer satisfaction. European Journal of Marketing. 46(5). pp.626-
662.
Costea, B., Amiridis, K. and Crump, N., 2012. Graduate employability and the principle of
potentiality: An aspect of the ethics of HRM. Journal of business ethics. 111(1). pp.25-
36.
Durão and et. al., 2012. Bone regeneration in osteoporotic conditions: healing of subcritical-size
calvarial defects in the ovariectomized rat. International Journal of Oral &
Maxillofacial Implants. 27(6).
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4). pp.506-
516.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries.12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Online:
Importance of HRM practices in an organisation, 2018. [Online] Available through:
<https://www.managementstudyguide.com/importance-of-hrm.htm>.
Human resource management. 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>.
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