Benefits of HRM Practices for Employer and Employees

This article discusses the benefits of HRM practices for both employers and employees, focusing on the importance of learning and development opportunities. It highlights how these practices can enhance performance and growth within an organization.

Human resource
management

Table of Contents
INTRODUCTION...............................................................................................................1
TASK 1...............................................................................................................................1
a) Explains what HRM is and identifies the functions of HRM..................................1
b) Assesses how these functions relate to workforce planning and resourcing within
LV and therefore its importance to the organization as a whole...............................2
c) Critically evaluates the strengths and weaknesses of LV=’s Recruitment and
Selection process......................................................................................................2
TASK 2...............................................................................................................................3
a) Person specification for role of Personal Assistant..............................................3
b) Review the CVs provided from the three job applicants for the role of Personal
Assistant; ..................................................................................................................4
c) Produce at least six competency-based questions to be asked at the selection
interview....................................................................................................................6
TASK 3...............................................................................................................................7
Benefits of Human resource practices within an organisation for both employer and
employee's................................................................................................................7
a) Learning and development opportunities..............................................................8
b) Rewards and benefits...........................................................................................8
TASK 4.............................................................................................................................10
a) Explains what is meant by the term employee relations and why is so important10
b) Critically evaluates the role of leadership in making effective relationship........11
c) Identifies the key elements of UK employment legislation.................................11
CONCLUSION.................................................................................................................14
REFERENCES................................................................................................................15

INTRODUCTION
Human resources management play an important role as it ensures the success
and growth of the business organisation and also helps in enhancing the brand value of
the business so that they can sustain for a longer period of time. Human resource
department within the organisation is liable for accomplishing various functions like
recruiting, selecting, training, talent management and many others. The following
assignment is based on the LV organisation which is formed in 1843 and offering
various financial services to their customers like life insurance, pension and investment
products. This file will cover about concept of HRM along with its functions and purposes
and also consider the benefits of several HRM practices for both employer and
employees. Moreover, impact of employment legislation on the decision-making of HRM
will be discuss in this report.
TASK 1
a) Explains what HRM is and identifies the functions of HRM
Human Resource Management is defined as the process where candidate is
recruited, selected and hired for the betterment of business organisation. It is necessary
in context of every organisation because without it, other department directly get
affected. It is one of the section where employees are motivated and trained that how
they are required to work for attaining the goals of a company in short duration. In
context of LV, there HRM department can be very crucial for them in obtaining their
organisation goal because they can easily hire those employees for the company who
can work according to the requirement of situation. Some of the functions of HRM are
explained below:
 Training and Development: Whenever it is necessary that employee should be
given training then they take the help of human resource department (Berman
and et. al., 2019). They can provide the suitable training which can benefit
company directly or indirectly. In context of LV, they are required to provide
suitable training to their existing and new employees who can help them out to
deal to with any of the situation which arises within the company. Also, it will help
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the employees in boosting their mental strength through which they can uplift the
standard of their work.
 Recruitment and Selection: It is one of the most difficult task to select the best
candidate for company for helping them out to accomplishing their goals. In
context of LV, HR manager will look for hiring the candidate for company who is
capable of in context of organisation. Their choice of preference should be based
according to the requirement of different department.
b) Assesses how these functions relate to workforce planning and resourcing within LV
and therefore its importance to the organization as a whole.
Workforce planning can be explained as the process where the strategy used by
employers to anticipate labour needs and deploy workers most effectively, usually with
advanced human resources technology. It is necessary for organisation like LV as they
are involved in the sector of insurance provider and many more (Berman, 2015). Above
mentioned functions of HRM will help company to accomplish their goals because
employees will know that what is there exact role and responsibility in context of
company. Recruitment and selection process will help them to hire only those
employees who are suitable for the company and give their best in attaining the goals of
an organisation. Talking about another function, training and development, it will give the
idea to employees that how they are required to work within the premises of LV and
what should be their contribution towards the organisation.
c) Critically evaluates the strengths and weaknesses of LV=’s Recruitment and Selection
process
In present scenario, recruitment and selection process plays the crucial role. It is
the process to hire the suitable candidate for company. Different organisation adopts
different type of recruitment process so that they can hire the one whom they are
searching in order to improve the productivity of a company. In context of LV, they have
a fix patter of hiring any of the employees which is being followed by the team of HR
department and it has been explained below:
Telephone interview: It is one of the modern way of conducting interview where
initial level of discussions can be done. Here, employer mainly focuses on experience of
candidate, their qualification and expectation of salary (Gatewood and et. al., 2015). In
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context of LV, their HR team conducts this types of interview where they need to judge
each and every candidate on the basis of their communication skills and experience
which they have with them. Below some of the strength and weaknesses of telephone
interview have been discussed:
Strength
 It saves time and cost of company and candidate both.
 It is one of the way through which company can easily determine about the
communication skill of candidate.
Weaknesses
 Except communication skill, there are number of other skills which cannot be
determined within telephone interview.
 Honesty of the candidate cannot be found within telephone interview.
Face to Face interview: It is defined as the process of data collection where
interviewer directly communicates with interviewee as per the questions prepared for
them. In context of LV, it is one of the opportunity to know about the candidate who
gives their interview as per the knowledge they have with them. Some of the strength
and weaknesses of face to face interview are explained below:
Strength
 Each and every skill about the candidate can be easily determined within this
method of interview (Kehoe and Wright, 2013).
 It can help in observing about the emotion and behaviour of candidate.
Weaknesses
 It is one of the lengthiest method of conducting any of the interview.
 Limited number of sample size can be selected at a time.
TASK 2
a) Person specification for role of Personal Assistant
Person specification is a formal document in which the skills, qualification,
knowledge, experience and other attributes of a person which a candidate requires to
posses in order to apply for the vacant position. In context of LV organisation, the
manager needs to appoint suitable candidate for the role of Personal assistant. While
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conducting this whole process they needs to have various documents. Some of them
are described below:
Person Specification
 Designation: Personal Assistant
 Department: Commercial Finance Director
 Key: It represents the need of required documents.
 (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Educations &
Experience
 Bachelor's degree in
Interaction.
 Higher PA
experience within a
highly recognised
organisation.
 Must have the skills
of access to the
computer and other
innovative
technologies.
 Short course of
Microsoft office.
 Skills or
knowledge
 Strong analytical
ability and attention
to detail.
 Representable,
hands- on and able
to multitask.
 Effective oral and
written
communication
skills.
 Ability to deal with
the issue of conflicts
of customers.
b) Review the CVs provided from the three job applicants for the role of Personal
Assistant;
As per the brief, the three job applicants are selected by the HR manager of LV
from which a most suitable candidate needs to be hired on the vacant position. So that
all the operations and activities of the personal assistant role can be accomplished in a
most effective manner. Here are define the experience, qualification and education of
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each candidate so that the most appropriate candidate can be determined for the
organisation (Kehoe and Wright, 2013).
Applicants Experience Skills
Job applicant 1 (Jack Parkway)  Experience of 1 year in
Edsign which is a
dominating company in
the domain of web
design and applications
development. In which
working as a personal
assistant of general
manager.
 3 years experience at
Pink Flamingo Fitness
Club in South East
London. Working as
instructor and personal
trainer.
 IT skills.
 Excellent
communicatio
n skills.
 Ability to
handle the
workload.
 Proficiency in
being
productive.
Job applicant 2 (Sandra
Besgrove)
 Experience at IPA
Brewing as a personal
assistant of commercial
director from 2011 to
present.
 3 years experience at
Ucansell marketing
consultants as a
personal secretary.
 Culinary skills
 Results
destined.
 Administrative
support
specialist.
 Accurate and
detailed
 Screen calls
effectively
 Business
writing
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Job applicant 3  Working as a temporary
PA and receptionist
since October 2017. The
responsibility is there is
undertaking various
administrative and
receptionist short term
contracts.
 Expert
secretarial
and PA skills
 Dairy
management
 Confidently
and
diplomacy
 IT skills
 Communicatio
n skills
 Accurate data
entry
As per the discussed the skills, ability and experience of each applicant the most
suitable candidate for the LV organization is Job applicant 2 ( Sandra Besgrove). He is
perfect candidate for the firm in order to fill up their vacant position as he posses all
those skills which the LV organization required. The main reason behind selecting this
candidate is that he has higher experience in the same field with highly recognized
organization along with this he has all the ability and skills which needs to perform or
carry out the functions and operations of Personal Assistant(Morgeson, Brannick and
Levine, 2019).
c) Produce at least six competency-based questions to be asked at the selection
interview
After selecting the most suitable candidate the manager of LV will organised a
interview for that applicant so that effective judgement can be made up. For filling up the
position of Personal Assistant interviewer will ask various questions which are given
below:
Interview questions Justification for choosing this interview
questions.
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Q1) Why are you applying in LV for the
position of person assistant?
This will help the interviewer to understand
that the applicant is interest in joining the
organisation or not.
Q2) Why should I hire you? By asking this question the interviewer will
be able to determine the confidence level
of the candidate on their own skills.
Q3) When you starting work for a new
customer, then in the case which things
you want to know about them in order to
deliver best experience to them?
This will help the business in ascertaining
the abilities and capabilities of a candidate
to handle with different situation.
Q4) How much easy for you to handle
more than one task at a time?
This will help the questioner to know about
the skills, knowledge and power of a
candidate to meet up the required results
of the business.
Q5) How much you prefer to being
socialise with clients?
It will allow the interviewer to analyse the
nature of candidate that how much they
are comfortable to being friendly with
clients or not.
Q6) Why do you seeks to be personal
assistant?
It enables the interviewer to find out their
interest towards attaining this position so
that they can make decision regarding to
take them in higher position.
TASK 3
Benefits of Human resource practices within an organisation for both employer and
employee's
HRM practices considered as a set of various processes and actions which are
working universally. Various type of HRM practices are existing which are beneficial for
both manager and employees as it will improve the overall efficiency of the organisation.
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These includes appointing right people, monitoring employees performance, appraising
performance, organise training programs and many others(Al Ariss, Cascio and
Paauwe, 2014). Here are described some of the practices along with their significance
for the both employer and employees:
a) Learning and development opportunities
This refers to provide the better learning and development programs to their
employees so that their skills, knowledge and talent can be increased so that
performance of each individual can be improved. This will provide huge benefit to the
both employees and manager of LV organisation which are as follow:
HRM Practices Employer's Employees
Learning and
development
opportunities
This will enables the manager of
LV to take advantage of their
employees enhanced skills and
talent in the manufacturing
activities so that overall
performance can be increased
which results success and
growth of the
company(Alagaraja, 2013).
By attending the learning
and development programs
of the organisation
employees will be able to
increase their skills and get
higher job satisfaction. Also,
it will open up the paths for
the growth of employees in
the firm.
This will also enables the
business organisation in
reducing their supervision cost
and time as the employees is
already aware and trained
related to the organisational
process and methods.
This will increase the
capabilities and abilities of
the employees which will
enables them to adopt all
the changes and
technologies in their
processes appropriately.
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b) Rewards and benefits
This HRM practice plays a significant role in encouraging the behaviour and
motivation of employees. As it is related to render the benefit and rewards to those
employees who are working with more efficiency and capacity so that the other
employees will also get motivate towards doing more efforts. Benefits of this practice for
the both employer and employee is as follow:
HRM Practices Employer's Employees
Rewards and benefits This will provide huge
benefit to the employer like
they can boost the morale
of the employees, increase
retention, reduce labour
turnover and many other.
Employees will feel
motivated and happier as
they realise that they are
appraising for their better
performance which will
enables them to stay driven
for achieving the
organisation goals and
objectives.
In order to motivate the employees in the right direction management of LV organisation
can use motivation theories such as Maslow's need hierarchy, Alderfer's ERG theory,
Adam's equity theory and many others. One of these theories is define below:
Maslow's hierarchy needs: This theory has formed by the Abraham Maslow in
1943 in which they have described the level of human needs which should be
accomplished in a serial order(Barrett and Oborn, 2013). They have explained five
levels in which first need is refers to the physiological needs that are related to the most
basic needs of human like shelter, food and clothes. After completing these needs they
should focus on safety needs which needs to be given by the management to the
employee at during their working hours. The third level need is love/belonging needs
which defines the relationship of the employees with management. After this, the
esteem needs comes which refers to the being respected and confident while operating
the organisation activities. At last the self actualisation needs has taken place in which
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the human seeks to attain their personal growth and development within the
organisation.
TASK 4
a) Explains what is meant by the term employee relations and why is so important
Employee relation refers to the efforts of an organisation in order to maintain a
healthy relationship with employees. The main motivate behind this efforts of a firm is to
keep their employees more engaged and dedicated towards the organisational goals
and objectives. In order to maintain positive relationship with employees the manager of
LV organisation needs to give their emphasis on some factors like fair compensation,
appropriate working hours, useful benefits, proper working life balance and many others.
Along with this, in this aspect the HR manager has to give their main focus on two
functions such as first HR manager assist in resolving and preventing all the issues or
conflicts from the employee and manager relations. Other, they are helping in
formulating all the policies and procedures which are fair and agreeable for each and
everyone within the working place(Berman and et. al., 2019). Having an appropriate
relationship is much required for the LV organisation in order to attain their desired
outcomes. The importance of employee relationship are given below:
 By having a strong relationship with their employees manager of LV will be
increase the morale and motivation of the employees which will direct impact
on the productivity and profitability of the company.
 In case when a working environment of the organisation is friendly then the
chances of conflicts and hurdles will be reduced automatically which will enables
the employees to accomplish their given task on time.
 This will increase the employee retention within the organisation as without an
appropriate relationship with the management employees will feel detached and
frustrated due to which organisation have to face lower position in the
marketplace.
 An effective relation between the manager and employees also enables the
manager in determining the needs and demand of the employees so that they
can formulate all the policies and decision after considering it which will help
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them in attaining the support and interest of the employees in successfully
implementing the new procedures or changes in the organisation(Berman, 2015).
Impact of employee relation on HRM decision-making:
In order to maintain an appropriate relationship with the employees HR manager
plays a huge role as they are responsible for formulating all the policies and procedures
which are directly related to the employees. The HR manager of LV organisation
requires to formulating all these policies after considering the employees. Also, in order
to attain the higher employee attention and interest HR manager needs to take
decisions related to provide the effective training and development programs to their
employees so that the skills and knowledge of them can be enhanced. While taking the
decision they should give their emphasis on delegation factor they must delegate their
roles and responsibilities among the employees in an effective manner so that the
motivation and interest of them can be maintained.
b) Critically evaluates the role of leadership in making effective relationship
Leadership refers to the activities of a leader which is conducted by them in order
to influence and guide a group of people within the organisation. In making the healthy
relationship with employees leader of LV also plays a huge role. A leader within the
organisation plays various role like communicator, delegator, innovator, trainer and
many others in order to influence and guide the employees so that they can do their
efforts for achieving the business goals and objectives. In the case if the leaders will not
able to guide and motivate the employees in an effective manner then the overall
productivity and profitability of the business will go in a downfall position due to which
the success and growth of the organisation will hinder in a bad manner(Björkman and et.
al., 2014).
c) Identifies the key elements of UK employment legislation
In order to operate all the business operation or functions in an appropriate
manner employment legislation in a significant manner. As it is regulated by the
government in term to protect the rights of both employer and employee. The LV
organisation is operating their business across UK through its 14 offices in which they
have employed over 5500 employees. Due to this, they have to consider all the legal
rules and regulations in their organisation in order to maintain brand value or recognition
11

in the marketplace. Here are define some of the laws which has been followed by the
manager of LV:
Employment law: This law has portrayed that area of law which regulate the
employer and employee relationship. The main aim behind regulating this law is to
prevent the employees from any kind of unfair treatment. HR manager at LV consider
this law in their recruitment process also at their workplace so that the all the business
operations and processes can be operated as per the given guidelines in this law
(Bloom and et. al., 2012).
Health and safety at workplace, 1974: This law pertained that it is necessary for
any of the organisation to provide healthy and safe working environment to their
employees. In this aspect, a firm must focus on rendering safe equipments, clean
working environment and water, appropriate lights and many more factors. In the case if
an organisation will not consider this laws in their decision-making then the lawsuit will
be applied on them. The manager of LV consider this law in their judgement in order to
avoid any kind legal appliance or bias. Also, proper discipline is regulated in their
organisation in terms to avoid any kind of miss-happening or incidents.
Equality Act (2010): This law depicts that an organisation does not create
discrimination among all the employees on the basis of their gender, race, colour,
religion etc. For maintaining the brand image or position of their organisation manager of
LV consider this law in their decision-making. In this aspect, they give equal chance to
every employees to get promoted and attain the chances of their personal growth. In
case, they will not consider this law than the performance of each individual get affected
in a bad manner which results lower success and growth of the company(Gatewood and
et. al., 2015).
Employee Protection Act, 1978: This law has been formed by the government
in order to provide proper safety to the employees at their workplace. LV organization is
consider this law in their decision-making process which will help them to give the
assurance to the employees that they will get equal opportunities, fix salary, pension
and other monetary or non-monetary benefits. In the case, if they will not adopt this law
then the HR decision-making will be affected in a bad manner like if the organization will
not render the appropriate salary to their employees as per their efforts then the
12

employees turnover rate will be increase due to which the HR manager give their more
emphasis on recruiting more employees which will increase their overall business cost
and decrease the overall profitability of the business.
Impact of employment legislation on HRM decision-making:
The HR manager of every organisation requires to consider all the employment
legislation laws in their decision-making so that all the policies and processes can be
formulated accordingly. LV organisation operate all their functions as per legal laws
which enables them to create positive brand image of the firm in the marketplace. These
laws ensure a healthy environment within the organisation by creating the balanced
relationship with the employees. As HR manager of LV recruit and give training to their
employees without considering any differences which enables them to select a most
appropriate candidate for their organisation by neglecting the differentiate factors. Along
with this, manager also focus on giving the fair rewards to the employees like they
render rewards to only those employees who are deserve-able not on the basis of their
employees colour, race, gender etc. This enables the manager of LV organisation to
attain their desired outcomes and in attaining the higher success and recognition in the
marketplace(Jackson, Schuler and Jiang, 2014).
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CONCLUSION
From the preceding report, it can be understood that human resource
management is the most important part of the organisation in order to ensure the
maximum utilisation of all the human resources. The HR department within the
organisation plays various functions in terms to keep the organisation in a higher
position. This report also analyse the different approaches of selection and recruitment
so that the best can be selected for the business. Moreover, the different HRM practices
and employment legislation has been defined which helps the organisation in operating
all the business activities in a most effective manner.
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