Human Resource Management Practices

The assignment delves into the crucial aspects of human resource management, focusing specifically on recruitment and selection processes. It examines different types of recruitment (internal and external), advantages and disadvantages associated with each method, and various selection techniques employed to identify suitable candidates. The document also highlights the importance of employee engagement and internship programs in attracting and retaining talent.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Purpose of HR functions and its importance to the organisation, organisations current
problems and future plans for further growth.........................................................................1
b) Strength and Weakness of the current selection methods used by the organisations .......3
c.) Improvement that could be made by Chocolate Presence to enhance its selection process.. 4
TASK 2............................................................................................................................................4
a.) Person specification for the Receptionist for the organisation..........................................4
b.) Advantages and Disadvantages of current methods of job advertising in the organisation. 6
c.) Job adverts for the Receptionist vacancy..........................................................................7
TASK 3 ...........................................................................................................................................8
a) Benefits of graduate training schemes and internships to organisation and employees....8
b) Benefits of offering flexible working arrangements to both Microsoft and its employees9
c.) Microsoft motivates its workers through different job roles...........................................10
TASK 4 .........................................................................................................................................11
a) Meaning of the term Employees Engagement and its importance in building effective
relations in microsoft............................................................................................................11
b) Key approaches to engaging workers in summit ...........................................................11
Zinger Model of Employee Engagement ............................................................................11
c)Key elements of UK legislations and its impact on HRM decisions................................13
CONCLUSION..............................................................................................................................14
REFERENCES .............................................................................................................................15
Appendix........................................................................................................................................17

INTRODUCTION
HRM is a process of procuring, developing and maintaining competent human resource
in the organisation so that the goals of an organisation are achieved in an effective and efficient
manner(Wheatley, 2017). This report is based on study of two company: Chocolate Presence,
which is a rapidly expanding organisation based in North Yorkshire, which provides tailor made
chocolate based greeting cards and presents across the UK and Microsoft is founded on 4 April
1975 by Bill Gates. It is a public company which manufacture computer hardware and software.
Report includes the HR functions and the current selection method and current method of job
advertising of the organisation and the potential improvement that could enhance the Chocolate
Presence's selection process and advertising method. Furthermore, this report includes the
graduate training scheme, job role and employee engagement of the Microsoft company. It also
includes UK legislations and how it influences the HR decisions.
TASK 1
a) Purpose of HR functions and its importance to the organisation, organisations current
problems and future plans for further growth.
Human Resource Management is the practice of recruiting, hiring, deploying and managing an
organisation's employees.
An organisation's HR department is usually responsible for creating, putting into effects
and overseeing policies governing workers and the relationship of the organisation with its
employees.
Purpose of HR Functions in the organisation
As chocolate Presence is a small organisation which provides tailor made chocolates and
greeting card and gifts across UK. Business comprises finance. Marketing, packaging,
production, creative and design team. For expanding their business and organisation, HR
Management has to implement some functions in the organisation.
 Recruitment and selection One of the primary function of the HR. purpose of this
function is to bring the pool of the prospective candidates who can help organisation to
achieve their goals and allows management to select right candidates from the pool. As
the Chocolate Presence follow the informal selection method, So Chocolate Presence
company has to change their HR policies for recruitment and selection procedure to hire
the employee in the organisation. (Noe, 2017.)
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 Training and development Purpose of this function is to make employees up- to date in
their respective areas as required by the Chocolate Presence company in its different
departments like finance, marketing, production. With the help of this function,
Chocolate Presence HR can monitor and measure to find out if the employees require any
new skills in addition and can enhance their productivity and achieve targets.
 Orientation Giving the intensive orientation to employee is major functions of HRM.
Purpose of Orientation is to help the employee to know their assigned duties and their
exact job description, job role. This will help Chocolate Presence's employees to know
about their specific job role in the company which will provide addition to their
performance.
 Compensation and Benefits HRM handles the Compensation and Benefits function with
the purpose to ensure every employees are paid accurately and on time and provide
various welfare benefits to employee so they can work effectively. This will also help the
finance department of the company.(Human Resource Management (HRM): Definition &
Functions, 2019)
As Chocolate Presence is a rapidly expanding organisation which need a large amount of
workforce to perform task and achieve targets. Its current problem is untrained and unqualified
employees according to their job and also unprofessional administration who is not able to hire
right people for the right position.
As a HR Manager of Chocolate Presence company have to change their HR policies and
make a proper plan to implement all these functions in the organisation like hire right candidate
with correct recruitment procedure, train them, organise orientation program for the future
growth of the company and achieving target on time.(Human Resource Management (HRM):
Definition & Functions, 2019)
At all levels of the organization, managers and HR professionals role is to work together
to develop employees' skills. HR professionals advise managers and supervisors of Chocolate
Presence company, how to assign employees to different roles in the organization, thereby
helping the future growth of the organization adapt successfully to its environment. In a flexible
organization like Chocolate Presence's employees are shifted around to different business
functions based on business priorities and employee preferences.
2

b) Strength and Weakness of the current selection methods used by the organisations
Chocolate Presence company follow informal Interview method for the selection of
candidates in which manager shortlist the applicants on the basis of assessment test on English
and maths. They have fixed pass marks of 50%. Those who achieve the pass marks, is being
called for the interview but their references checked before being called for the interview.
Strength and Weakness of the Interview selection method
Strengths
 Face to face interview helps with more accurate screening. The individual being
interviewed is unable to provide false information.
 This method also helps to capture the non-verbal quest including body language which
can indicate the level of discomfort, level of enthusiasm.
 This helps to capture the emotions and behaviour of the interviewee.
Weakness
 Cost is the major disadvantage of the face to face interviews. They require a staff of
people to conduct the interviews, which means there will be personnel cost.
 Quality of the data you receive will often depend on the ability of the interviewer. Just
like the Chocolate Presence company's interviewers are not much able.
 It can be time consuming to conduct interview and analyse the qualitative data.
Strength and weaknesses of the Assessment test method
Strengths
 It provides the immediate feedback.
 Provides extensive information on applicants skills, knowledge and experience.
 It requires less time as group of applicants can give assessment test at same time.
Weakness
 Applicants may feel pressured which can affect their p[performance.
 Required a skilled assessor.
 Difficult to set up and administer, especially with the large number of students.
 Difficult to assess skill through paper and pencil measures.
3

As the Chocolate Presence company's manager is failed in taking assessment test method
and also in a new recruitment of the employees. If HRM of Chocolate Presence company follow
the effective selection method to hire the candidates for their organisation, they can maintain the
quality of the items as high as it used to be.
c.) Improvement that could be made by Chocolate Presence to enhance its selection process.
A comprehensive selection process is based on the through review of the knowledge,
skills, and abilities required for the position, as well as organisational culture. By analysing the
hiring need of the Chocolate Presence company in depth, organisation can create selection
practice that best fit the requirements of the position.( Evaluation of Recruitment and Selection
Process of Mutual Trust Bank Limited, 2017)
 Interview can be structured that are easy to replicate as a fixed set of questions are used,
which are easy to quantify- this means easy to test foe reliability.
 Company manager can use technical assessment test for the different department.
 The cut-off score can be raised depending upon the number of the applicants. This helps
the company to assessment of the candidate.
 As Chocolate Presence is rapidly expanding its organisation, new positions are getting
open. Although every candidate may not be right for every position, they may have their
skills and talents. By conducting meaningful and in-depth interview with candidate,
previously submitted resume can become a rich resource for future hires. ( Evaluation of
Recruitment and Selection Process of Mutual Trust Bank Limited, 2017)
TASK 2
a.) Person specification for the Receptionist for the organisation
Job Title- receptionist Company-
Chocolate presence
Criteria Essential Desirable
Qualifications-
Bachelor of commerce(B.com)
Masters of commerce in accounting(ABST)
E
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Management of business administration. E
D
Experience-
1 year job experience.
Supervising a staff.
Worked with group of people.
E
D
D
Skills-
Excellent communication skills.
Basic numerical skills.
Learning skills.
Basic computer skills.
Proficiency in English.
E
E
D
D
Knowledge-
Knowledge of word and excel.
Working knowledge with numerical data.
Attitude-
Greeting and helping attitude.
Positive attitude.
Willingness to learn
Polite way of talking.
E
E
E
D
D
D
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b.) Advantages and Disadvantages of current methods of job advertising in the organisation.
Chocolate Presence applying internal recruitment method to fill the vacancy. Vacancy
have been circulated internally, to existing staff and their family\friends within organisation and
on the physical vacancy noticeboards on the external wall of the main site entrance.
Recruitment advertising is broadly classified into two different categories − Internal
Sources and External Sources.
Internal sources of recruitment refer to hiring employees within the organization internall,
like promotions, transfer, recruiting former employee, internal advertising, employees referrals
etc.
Advantages of Job Internal advertising
 Advertising jobs internally in the organisation can be cheaper than doing so externally.
 In a small operation like Chocolate Presence, keeping thing all in the family can help
create a sense of security for other employees, and even increase productivity.
 The applicant's strengths, weakness, skills and training needs all be on their record.
 Existing employees know the rules. They understand the culture of the organisation and
its regulations. That means they can get straight down to business without fear of
inadvertently messing up.(Strömgren and et. al., 2016.)
Disadvantages
 Opening up a role to internally through advertising, employees can have the negative
impact on moral. If staff feel disgruntled and this reduces team moral than business of
Chocolate Presence company can really suffer.
 Internal advertising for recruitment provides limited choice of relent available in the
organisation as it avoids the arrival of fresh candidates.
 There is a tendency of referring friends and family members in the organisation. Then,
the organisation will be overstaffed with talent-less crowd (Disadvantages Of Internal
Recruitment, 2019).
Advantages of External job advertising
External sources of recruitment refer to hiring employees outside the organization
externally where the recruitment of qualified candidates are done by placing a notice of vacancy
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on the notice board in the organization. This method of sourcing is also called as factory gate
recruitment.
Advantages
 It encourages new opportunities for job seekers.
 Organisation branding increases through external souses.
 There will be no biasing or partiality between the employees.
 The scope of selecting the right candidate is more, because the large number of applicants
appearing.
Disadvantage
 This process consume more time.
 The cost incurred is very high when compared to recruiting through internal sources.
 External candidates demand more remuneration and benefits (Farndale, Nikandrou and
Panayotopoulou., 2018).
c.) Job adverts for the Receptionist vacancy
Chocolate Presence company can post advertise externally for the Receptionist vacancy.
External recruitment is concerned with generating a pool of qualified candidates through the
external sources of employment. Company can post advertise for the post of Receptionist
through E – Advertising.
E – advertising is also called the online advertising. It is the process of hiring the
potential candidates for the vacant job positions, using the electronic resources, particularly the
internet. Companies make use of the internet to reach a large numbers of job seekers and hire the
best talent for the company at a less cost. This includes the entire process of finding the
prospective candidates, assessing, interviewing and hiring them, as per the job requirements.
Through this, recruitment can be done more effectively and efficiently.(The seven benefits of e-
recruitment, 2012)
As Chocolate Presence company posting job internally within existing staff, their
friend/family, which reduces team moral, provides limited choice of talent, and avoids the arrival
of fresh candidates.
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 But through e – advertising candidate for the Receptionist job can be hired from any part
of the world. So it will remove the limitation of fresh talent in the organisation
 It's a low cost per candidate, as compared to the other method. So it is a budget friendly
for the Chocolate Presence company.
 Less time required in hiring the potential candidate for the firm. Because managers don't
have much time that they can give their whole time each and every candidate.
 Right people for the right job can be easily found through this method, as Chocolate
Presence company require a Receptionist who can manage the different department 's
data. So with the help of this method and place of advertising company can hire perfect
employee for their department (The seven benefits of e-recruitment, 2012).
 This process is more efficient and easy to record details of the applicants and the
information provided by the applicants are obtained in a standard, uniform format which
facilitates easy comparison. It helps the Chocolate Presence company HR managers to
maintain data of each candidates who applied for the Receptionist job, and on the basis of
these data they can make their selection.
 Websites also provide valuable data and information regarding the compensation offered
by the competitors. Which helps the HR to take various HR decisions like promotions,
salary trends in Chocolate Presence organisation.
TASK 3
a) Benefits of graduate training schemes and internships to organisation and employees
Graduate training schemes are the training programme provided by a company to the students of
university or colleges.
Internship is a period of work experience given by an employer to give students exposure of
work environment in the company.
Benefits of graduate training schemes & internships to organisation
As graduate trainees are the freshers and they come up with an enthusiasm to experience
the corporate world. This is the perfect way to develop any graduate for settling into the work
culture of the organisation. Graduate trainees don't have knowledge about the functioning of the
company so Microsoft provides them practical training which would be benefited for the
company. Graduate trainees also work for less salary which would be benefit for the company.
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Through interns also Microsoft gets benefit as they also work on less pay(Chillas, Marks and
Galloway, 2015).
Benefits of graduate training schemes & internships to employees
Employees of Microsoft gets proper training after joining the company through which
they can understand the working environment of the company in more proper manner. Employee
gets time to improve their skills as per the working of the company. Employees gets benefited as
they get help from the graduate trainees they assign some work to them and told to complete
them on time which helps employees in working. As internships are paid sometimes through
which employees can get benefit of earning money as well as they also get experience with the
company. (Heffernan, 2016)
b) Benefits of offering flexible working arrangements to both Microsoft and its employees
There are three types of flexibility arrangements in the company are:
 Functional Flexibility: It is the concept in the company where employees have to
perform different functions and then they are assigned with their duties &
responsibilities.
 Numerical Flexibility: It is related to the volume of the worker available in the market. In
this flexibility the labour demand should match with the company's employees.
 Financial Flexibility: It possesses the characteristics of both functional and numerical.
Benefits to Microsoft
Microsoft is adopting the financial flexibility arrangements in the company. Some
employees want to work from their homes. They feel better while doing work from home and the
company will give feedback to them through e-mail or any other source of communication.
Sometimes an employee is getting bored from the work it will be doing so far so it will be shifted
from one job to the other job i.e. Job Rotation . Job rotation helps Microsoft to grow as
employees take interest in their work because of changing jobs. Microsoft also provides
personalised working hours to the employees as most of the employees are interested in working
in the morning while some want to do work in night shifts which will increase the productivity of
the company so the employees are also working according to them and give best results to the
company. Because of providing flexibility to the employees the retention rate also increases i.e.
employees remain in the company for long time. Through Job enlargement also employee gets
benefited.(Mwangi and et. al., 2017)
9

Benefits to Employees
Microsoft is adopting functional flexibility working arrangements to the employees so
that they get flexible working hours . It provides flexibility to the employee as to maintain their
interest in the work environment. . While getting this flexibility employees get job satisfaction so
they work effectively and efficiently. There is a work life balance between an employee's
personal as well as professional life. Health of an employee also plays an important part for the
company i.e. if an employee is in stress it will not be able to complete its work so the Microsoft
is providing flexibility to the employees.(Wheatley, 2017).
c.) Microsoft motivates its workers through different job roles
As discussed in the above section that Microsoft is adopting Financial flexibility working.
Microsoft motivates its employees through Maslow's Hierachy theory of motivation this theory
said that there are five needs which will be fulfilled by the company to motivate employees to do
work. The company motivates an employee by fulfilling the following five needs:
Psychological,Safety,Social,Esteem and Self actualisation needs. Microsoft by fulfilling all the
needs motivates employees as by providing them refreshment facilities in between the work so
that they get energised to work again. It provides its employees financial security,insurance
policy which will motivate en employee that it will be safe for en employee to work. Motivates
an employee by making relationship between the colleagues and by organising an event in the
company through which there is an interaction between the employees of the company and they
don't feel lonely at the time of working hours. It also pays rewards, incentives and extra benefits
to employees through which their efficiency increased and they work more. Working
environment of the microsoft is good which motivates an employee of the company to give its
best result (Daneshkohan and et. al., 2015.)
TASK 4
a) Meaning of the term Employees Engagement and its importance in building effective relations
in microsoft
Engagement employees is the emotional attachment which an employee feel towards its
work, job role,culture etc. Engagement of employees is a positive attitude that denote employees
are enthusiastic about their work and job.
Employees engagement are important in Microsoft company because :
10

 Employee engagement is important for enhancing motivation with higher employee’s
satisfaction that helps in growth of the Microsoft company.
 Employee engagement also helps in building good employee relations within an
organisation as by helping each other in the work.
 Employee relations are the most effective part of the company as it promote employees to
do work in groups and learn different new things from the other colleagues in the
company.
 Microsoft believes that without engaging employees with one another the productive
results can't be achieved so employee relations are necessary in every company.
 Employee relation can be achieved by interacting with each and every employee in the
company and discuss problems with each other which promote employee engagement in
Microsoft.
 Engaged employees are considered to be happy as they are getting more involved in the
company and do productive work which helps microsoft to achieve success. (Strömgren
and et. al., 2016)
b) Key approaches to engaging workers in summit
Zinger model of employee engagement is one of the approach to improve communication in the
Microsoft company.
Zinger Model of Employee Engagement
This model of employee engagement is introduced by David Zinger. In this model it will
describes that there should be balance between company's , leadership and individual inputs in
developing the communication between the employees in the company.. Employee engagement
can be achieved only when all the leaders, management and employees give their efforts to
improve communication.
1. Company's contribution in employee engagement
To develop a work culture in the company and asked employees if they are facing any
problem so that it can be removed and communication will be improve through it. The leaders
and managers will be educated so that they can promote employee engagement. Leader can
engaged other employees only when the leader itself is engaged otherwise employees also ignore
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it. This model emphasizes that communication plays an important role in maintaining employee
engagement in the company.
According to the Sarker, (2017) communication plays an important role in the company.
Through communication the employee engagement also increases as the employees are
interacting with the others.
2. Employee contribution in employee engagement
Employee have to focus on the contribution for engagement which will lead to positive
approach for employee.Communication can be improved by employees contribution in the
company. Zinger has recommended that there are ten blocks which are presented in the form of
pyramid.All these blocks helps in improving communication in the company. This model is
simple. Each element represent one image of the block. It consist of
 Achieve Results: It means employee has to clear that what it wants and to achieve.
Results are better achieved by improving communication in the company.
 Excel at performance : This represent the star performers who give high level of input
to the management. Employee performance can be achieved by improving
communication in the company.
 Path Progress: Engagement can be evolved when the employees are giving path to
progress. Company can achieve its progress through communication between employees
of the company.
 Recognition: Every employee is providing recognition on the basis of policy of the
company which helps in engagement of the employee.
 Foster Community: Every employee has to alter into the community of the company
otherwise it will be obsolete .Relationship building is the most important factor of
employee engagement.
 Master Moments: This model give emphasis on living the moments.
 Leverage Strengths: Employees should be appreciated for the strength they have.
Through communication also strength can be improved.
 Make meaning: Through communication one can improve the meaning in their work.
 Leverage energies: There should be proper consumption of energy in the company
which helps in improving the communication in the company.
 Experience well-being etc.: Work is always contribute to employee well-being.
12

As per the view of the Noe, (2017) this model help in achieving the approaches of the summit as
there is increase in the employee engagement that also helps in improving the communication at
the workplace.
As Microsoft organised employee engagement summit 2018 through which communication can
be improving by following the Zinger model of employee engagement. As in this model it can be
indicated that without communication employee engagement cannot be taking place. Employees
have to interact with each other. Leader is going to be involved in the work so that the leader also
told employee to engage with the work. Communication in the Microsoft company can also
improve if the work culture is known to an employee so that the bonding is good between the
employees. This model also depict the employee's contribution towards engagement as it has to
focus on the contribution by every employee in the company.(Stoyanova and Ilievs, 2017)
c)Key elements of UK legislations and its impact on HRM decisions
UK legislation includes Equality Act, 2010, Health and Safety Act 2012 and Discrimination Act
1975.
Equality Act 2010
This act says that there should not be discrimination between employee at the workplace. There
should be fair environment in the company so that employees don't feel insecure in the company.
This law influences the working of the Microsoft in making decisions of recruitment as at the
time of recruitment recruiter don't do discrimination between the person. Each and every person
who is recruited should be on the fair recruitment process. In case of training and development in
Microsoft there will not be inequality among employees as one employee is given proper training
of skills and it is not provided to other employee. It will not be like that depends on qualification
i.e. who is more qualifies is given more training and the other one is not given proper training.
In case of rewards Microsoft company may influence by it as each employee should be given
equal rewards based on their performance there is no mismatch between employees that doing
same work will result that one is given good reward and the other one is not rewarded. Hence,
the HRM decisions are influenced by UK legislations.
Health & Safety Act ,1974
This act states that there should be proper safety in the company for employees so that the
working of the company cannot harm the health of the employee. As in Microsoft recruitment is
influenced as at the time of recruitment an employee should also be given insurance policy so
13

that the employee is safe. In case of training and development a proper training is provided to
the employee so that the employee feel secure and told about the safety measures of the company
which will be benefited for the employee's health. At the time of giving rewards the company
can't decide it based on the health of an employee. Reward policy is based on the performance
of an employee.
Discrimination Act,1975
According to this act there will not be any discrimination of age, race, gender disability in the
company. All the employees will be treated equally. As in Microsoft at the time of recruitment
the recruiter can't select candidate on the basis of their age, race it will be selected on fairly basis
no discrimination can be done with it. At the time of training and development also proper
training will be given no differentiation is being done between the employees and as in case of
rewards all the employees should be rewarded equally it will not be discriminate on the basis of
caste or any other factor. Hence, all the above laws influence the HRM decisions of the
Microsoft company.
Employee Rights Act, 1996
According to this act passed by the government that every employee is having their own right in
the company. All the employees in the company must have their own right to do any task in the
company. As in Microsoft each and every employees has its individual right to perform any task
in the company. As they can take part in the activities of the company or else involve in the
decision making of the company.
Equal Pay Act, 1963
According to this act each and every employee of the company is giving equal pay to them who
are at the same position in the business. There will be no disparity in giving the pay to the
employees. As in Microsoft all employees at the same level are offer the same pay as there is no
disparity in giving the pay to them. Under this act there will be no discrimination in giving the
pay to the employees.
CONCLUSION
From the above study, it can be concluded that Human Resource Management is very
essential as it provides the introductory overview of the human resource in the company. Present
report has concluded that the Human Resource Management of company helps in achieving the
success. It depicts the HR functions, Different selection methods of the company, method of job
14

advertising and its improvement in the company. In this report Microsoft company is also
included as benefits of graduate trainees and internships to employees and the organisation,
Motivation to its worker through different job roles, Employee engagement & its importance in
the company, Approaches to engaging workers in summit and UK legislations and its impact
upon HRM decisions. All these functions help human resource to do work effectively. The final
observation reveals that all the above company's operation will lead to earn better results for the
company.
15

REFERENCES
Books and Journals
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and competitive advantage: An integrated approach. Journal of Organizational
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Chillas, S., Marks, A. and Galloway, L., 2015. Learning to labour: an evaluation of internships
and employability in the ICT sector. New Technology, Work and Employment.30(1).pp.1-
15.
Daneshkohan, A. and et. al, 2015. Factors affecting job motivation among health workers: a
study from Iran. Global journal of health science. 7(3). p.153.
Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018. Recruitment and selection in context.
In Handbook of Research on Comparative Human Resource Management. Edward Elgar
Publishing.
Heffernan, E., 2016. It will be good for you, they said: Ensuring internships actually benefit the
intern and why it matters for FLSA and Title VII claims.
Jackson, D.J and et. al., 2018. A comparative study of practitioner perceptions of selection
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Mwangi, L. and et. al., 2017. Effects of Work life Balance on Employees Performance in
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Research & Innovation. 4(2).pp.60-69.
Noe, R.A ., 2017. Human resource management: Gaining a competitive advantage. New York,
NY: McGraw-Hill Education.
Sarker, B., 2017. Evaluation of Recruitment and Selection Process of Mutual Trust Bank
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Strömgren, M. and et. al., 2016. Social capital among healthcare professionals: A prospective
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Appendix
Job description
CHOCOLATE PRESENCE
Job Title Receptionist
Company Chocolate Presence
Location North Yorkshire
Reporting to: Administration Head
responsibilities  Greet clients and visitors with a
positive, helpful attitude.
 Assisting clients in finding their way
around the office.
 Announcing clients as necessary.
 Helping maintain workplace security
by issuing, checking and collecting
badges as necessary and maintaining
visitor logs.
RECEPTIONIST REQUIREMENTS
 Associate's or bachelor’s degree in
related field.
 Prior experience as a receptionist or
in related field.
 Consistent, professional dress and
manner.
 Excellent written and verbal
communication skills.
 Competency in Microsoft
applications including Word, Excel,
18

and Outlook.
:
19