Human Resource Management Influences

This assignment analyzes how human resource management (HRM) influences organizational outcomes. It examines various high-performance HRM practices and their effects on employee attitudes, behaviors, and ultimately, organizational performance. The focus is on understanding the mediating mechanisms through which HRM impacts these outcomes, drawing upon academic research and publications.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1 ...........................................................................................................................................4
P1 Purpose and functions of HRM which is applicable to the workforce planning...................4
P2 Strengths and weakness of recruitment and selection approaches.........................................5
TASK 2 ...........................................................................................................................................7
P3 Benefits of HRM practices for employer and employee.......................................................7
P4 Evaluation of effectiveness of HRM practice........................................................................8
Performance management : Management performance of HRM is the key factor in growth
and productivity. There are 80% key performance indicator and 65 % appraisals, which needs
to be increased for more effectiveness......................................................................................12
TASK 3..........................................................................................................................................13
P5 Importance of employee relation to influence HRM decision making................................13
P6 Key elements of employment legislation and its impact on HRM decision making...........14
TASK 4..........................................................................................................................................16
P7 Applications of HRM practice in relation with work..........................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management is very important in an organisation for the proper
management of human resource in an organisation. It is basically carried to maximize
performance of employees to carry out goals and objectives of the company. It focuses on
recruitment, management and gives direction to people who are working for an organisation
(Thompson, 2011). This report is based on the topic of Human Resource Management of a
leading firm in Canary Wharf. A human resource assistant is being appointed by a company for
the setting up of different HR activities in the organisation. A analytical report will be made
which will help in providing contribution to the HR department so that firm can maintain
competitive advantage. With the help of this report scope, purpose, and key elements of human
resource management will be analysed. Internal and external factors by which human resource
management get affected in making decisions which also includes employee legislation will be
examined in the report.
TASK 1
P1 Purpose and functions of HRM which is applicable to the workforce planning
Human Resource Management can be defined as that management field which is
concerned with planning, controlling, organizing different functions related to operations of the
business which involves developing, procuring, utilising and maintaining the workforce so as to
achieve business objectives for the company economically and efficiently (Ployhart and
Moliterno, 2011). HRM is applicable in the management of personnel, in employee welfare and
also in maintaining industrial relationship. Department of HR also practice strategic management
which makes sure that all objectives are in alignment with vision, mission, objectives and goals.
Strategic human resource management is concerned with developing, attracting, retaining
and rewarding employees for organisation as well as for employees benefit. Strategic HRM plays
a main role in the success of organisation, it utilise opportunity and talent within the HR
department so as to make other departments effective and strong. As a HR assistant of Canary
Wharf, I have analysed that there are soft and hard approaches of HRM which is used in
planning and resourcing in the company (Crook and et.al., 2011 ). In hard HRM employees are
simply treated as the business resource, it has a link with strong business planning. In this there
is minimal communication among departments, less empowerment, appraisal is about judging

staff and there is tall organisational structure. In soft HRM employees are treated as important
business resource. It is concerned with focus on strategies and long term workforce planning,
strong communication, competitive pay structure and flat organisation structure (Kehoe and
Wright, 2013).
There are various functions and purpose of HRM which is applicable in the planning and
resourcing of workforce in the mentioned company. The main purpose of HRM is to hire,
develop and train employees whenever necessary. Several functions of HRM are : Recruitment : HRM helps in recruiting best for the firm. They advertise about a
particular job, source candidates from different areas, screen applicants, do preliminary
interviews and coordinate with managers regarding hiring, who are responsible for
making final decision. Safety : It is an important factor. Under the occupational Safety and Health Act 1970,
employers are responsible for providing safety at the work place. It is the main function
of HR to support in the safety of workplace by maintaining logs for workplace injury and
report regarding fatality. Employee relations : It is very necessary to maintain a relationship between employee
and labour. Employee relation is the discipline of HR, which is concerned with
strengthening the employer and employee relation by job satisfaction, solving conflicts
and by employee engagement (Abbour and et.al., 2013). Compensation and benefit : This HR function is handled by HR specialist with double
expertise. In this structure of compensation and competitive pay practices are being
evaluated by HR.
 Training and Development : Proper training and development should be provided to
employees. Department of HR also provides professional development and leadership
training. Various programs are also done by HR for training and development.
P2 Strengths and weakness of recruitment and selection approaches
Recruitment is the very first step of process to fill or examine a vacancy, for the sourcing
of suitable candidates and for attracting applications and making contact. Selection is the next
step in the assessment of candidates through different means and to make a choice which is
followed by employment's offer (Choi, 2011). It means identification of right person for right
job. A systematic approaches of recruitment and selection are :

 Job description : It includes detailed information of all aspects of job, which includes pay
range, reporting requirement, job tasks, supervisory responsibility. It helps candidates to
generate more interest in job.
 Skills inventory : For finding a ideal candidate, compilation of list which represents the
ideal set of skills for employee will help organisation in recruitment and selection (Bloom
and Van Reenen, 2011).
 Job posting strategy : It is a part of appropriate selection and recruitment process to
develop a strategy for posting jobs.
 Multi step recruitment : A systematic recruitment process is necessary which provide
deep insight into the interested candidates who meet specified skills for job.
There are various advantages and disadvantages of recruitment and selection approach.
As a HR assistant I have analysed that company follow interview method which is easy and
suitable for the selection of candidate, it develops relationship, collect primary and sufficient
information, it is flexible,time saving and less costly. It also have various disadvantages like it is
an incomplete process, time consuming, inefficient, provides no record and may sometime
disappoint interviewee (Alfes and et.al., 2013). A company recruits in two ways first is internal
recruitment, it is when the business fills the vacancy within its organisation with the existing
workforce and external recruitment, it is when the vacancy is filled from suitable and desired
applicant who is outside the business.
Internal Recruitment
 Advantages
1. It is cheap and quick
2. People are familiar and with the operations and business
3. It is within the business so it provides opportunity for promotion
4. Strength and weakness of candidates are already known to company
 Disadvantages
1. Limits the applicants
2. No new idea can introduced from outside
3. Creation of another vacancy which should be fulfilled

Examples: There are various examples by which internal recruitment takes [place in a company,
these examples are transfers, promotions, sources and recommendation from present employees.
These methods will be helpful for the HR in order to practice internal recruitment.
External Recruitment
 Advantages
1. New ideas from outside people
2. Lager number of applications from which best will be selected
3. People will have wide range of experience
 Disadvantages
1. Long process
2. More expensive because of advertisement and interviews (Renwick, Redman and
Maguire, 2013).
3. Process of selection may not be effective for revealing best candidate
Examples: There are different examples of external recruitment which company follows in order
to recruit desired candidates. These are advertisements, employment exchanges, campus
placements, recommendations from old employees who are working in a company and labour
unions.
TASK 2
P3 Benefits of HRM practices for employer and employee
Human resource management includes practices which is used by the managers and HR
and organisation to manage people. HRM practices include learning and development, workforce
design, employee benefits and flexible organisation. Learning and development : Strategy of learning and development is aligned with the
business needs. It is the main practice of HRM and it is very common in the large firms.
Various trends have been used in learning and development which includes on the job
training, in house methods, coaching, E- learning courses, conferences, workshops etc.
Learning and development is very necessary in an organisation for the effective and
efficient development of employees in an organisation (Jiang, Lepak and Baer, 2012). Workforce design : Another important HRM practice is the workforce design. It is very
necessary to give directions and design jobs according to the workforce in the

organisation. Structuring of organisation is also done on the basis of employees and
employers in the organisation. Employee benefits : HR department is concerned with the benefits of employees so as to
motivate them by increasing their efficiency and effectiveness towards work. Managers
are responsible for maximizing employees performance.
 Flexible organisation : It is necessary to provide flexible workplace to the employees so
as to retain them. HRM is responsible for providing flexible organisation, flexible design
of work, work schedules, composition of teams related to work and communication
formats (Guest, 2011).
These HRM practices have several benefits for company and employee.
Benefits for company Benefits for employee
It helps in promoting positive behaviour within
the organisation.
Different HRM practices develops, satisfy and
encourage employees.
It helps in building a flexible environment or
workplace (Daley, 2012).
It helps in resolving conflicts among
employees in the organisation.
Company provides training and development,
so the time is not wasted and helps company to
secure employees for long time.
HRM practices help in employees to maintain
relationship with organisation and other
employees.
It helps company in making several important
decisions.
It serve as a information resource for
employees.

P4 Evaluation of effectiveness of HRM practice
HRM practices are very helpful for increasing productivity and profit in the organisation.
They are practised continuously in an organisation with full effectiveness, which helps in the
growth and success of company (Guest, 2011). As a HR assistant I have analysed that there are
various things by which the effectiveness of HRM can be analysed in the organisation.
 Flexible working arrangements : It has been analysed from the graph that 88 % people
think that the part time working is the most flexible working arrangements.

 Proportion of LMO employees : It has been analysed from the graph that the 85 % thinks
that main proportion of LMO employees of formal policy is the career breaks.

 Areas of statutory provision: 62% thinks that main area of statutory provision is paid
maternity leaves.
 Reasons for not having formal request rights: 44 % employees think that they will be too
hard to manage competing request.

 Main reason for turning down flexible working request: 39% thinks there will be
determined effect to meet demand of customers.

 Retention : It is shown that there is the positive effect on employee retention because of
flexible working practice in organisation.
TASK 3
P5 Importance of employee relation to influence HRM decision making
As a HR assistant of a firm in Canary Wharf, it has been analysed that employee relation
plays a significant role in the decision making, which help the HRM and organisation to take
more effective and efficient decisions. HRM involves with the management of employees in the
organisation, and take various important decisions (Buller and McEvoy, 2012). So it needs the
involvement of employees in taking such decisions so as to execute them properly according to
the employees. Employee relation is defined as the relationship between the employee and
employer so as to establish employment conditions. It involves the interaction level between
employee and employer, representatives for achieving the set of working conditions that will
help in meeting employees need and also allows organisation to achieve tactical, strategic and
operational objectives. It is important that employees should share healthy relation at the
workplace. Employee relation is important for taking HRM decisions, several importance are :
 There are number of issues which a single person cannot solve and cannot take
decisions alone. In such cases HRM department needs guidance and advice from

employees in taking decisions. It sometimes help in giving brilliant idea which will help
in achieving targets (Lengnick-Hall and Beck, 2011).
 It is easy to perform a work effectively if it is being shared among all. A healthy
employee relation will help in sharing work with fellow employee. In this way
responsibilities can be divided among various team members to perform assigned task.
 With the proper involvement of employees, human resource management will be able to
make a organisation a good and happy place to work. An individual person may
sometimes loose concentration or focus and can take stress and tensions, so if there will
be healthy environment with good employee relation, employees will also remain
motivated and it will in taking good HRM decisions (Purce, 2014).
 Good employee relation helps in decreasing conflicts and disputes among employees in
an organisation. People in such organisation adjust more and don't find fault in each
other, rather they concentrate on work more and perform better. Employees treat each
other as friends and try best to compromise which makes everyone happy and satisfied.
 If there will be good employee relation, the individuals will feel motivated and it will
help human resource management department in practising better management.
Employees will feel confident and secure and therefore will deliver the best.
 Employee relation helps in reducing the employee absenteeism at workplace. People
will be more serious in working and will come to office daily. They will enjoy their
work and will not take leaves (Huselid and Becker, 2011).
 Employee relation will help HRM in solving various problems within the organisation
by taking better and effective ideas from employees.
P6 Key elements of employment legislation and its impact on HRM decision making
There are various employee legislation which impacts the decision making of human
resource management. The several act will help in giving directions which will eventually help
in the effective decisions making by the HRM. A body of law has developed employee/employer
relation and several employer and employee rights in the workplace. These includes :
 The Employment Rights Act : It is the most important act and it includes entitlement of
pay statement and national minimum wage. It also includes that the working terms and
conditions should be there in written which help HRM in providing proper job
description (Wright and McMahan, 2011).

 The Sex Discrimination Act, 1975 : It help in protecting employees against
discrimination on the basis of gender in job advertisement, in selection of employees, in
employees promotion and in offering training and development opportunities.
 The Equal Pay Act, 1970 : It describes that the man and women should receive equal pay
for doing equal work in the organisation (Sparrow, Brewster and Chung, 2016).
 The Race Relations Act, 1976 : This act defines that there should be no discrimination on
the basis of caste, sex, religion, gender etc.
 The Disability Discrimination Act, 1995 : This act is applied to organisation who have
more than 20 people. It is necessary for them to accommodate disabled needs and should
establish a right of access in education, transport and other areas for the person who is
disabled. This act also defines discrimination in the relation of disability, when disabled
is not treated equally.
 The National Minimum Wage Act, 1998 : Every employee is liable to get minimum wage
in the organisation. The minimum wage should be increased each year to maintain cost of
living (Berman and et.al., 2012).
 The Employment Relations Act, 1999 : This act sets out that trade unions should be
recognised by the employers where 40% are eligible to do so and majority voting is in
favour of union recognition. It also describes that the organisation should maintain the
healthy relationship among employers and organisation for the effective working for
achieving goals and objectives.
 The Working Time Directive, 1999 : It is guaranteed that all employees maximum 48
hours of working week and four weeks of holiday. Employees can choose to work late
according to their wish.
TASK 4
P7 Applications of HRM practice in relation with work
Human resource management practices are very important in an organisation for the
efficient and effective work management in the organisation. It helps in taking various important
decisions that will help in the success and growth of the business. It also helps in performance
management and evaluation (Storey, 2014). HRM plays a vital role in any organisation which
will be helpful in company reputation building. As a HR assistant I have analysed that HRM is

the factor for attainment of growth. HRM practice includes training and development, planning,
recruiting, selection, career management, performance evaluation, rewards and many more.
HRM practices help in the planning and designing of various jobs in the organisation.
With the help of this the organisation plan various activities and programs (Berman and et.al.,
2012). HRM deals with the various issues related with the day to day activities in the
organisation. It includes activities related to compensation, organisation development, safety,
performance management, wellness, benefits, training, employee motivation etc. It plays a
strategic role in the management of people in the organisation and maintenance of environment
and culture. HRM is responsible for the recruitment of superior workforce. It helps in providing
leadership, training,monitoring selection and many more (Bratton and Gold, 2012). It helps in
recommending market based salaries and develop strategies for various plans. It helps in
implementing employee benefit programs that retain and attract employees in the organisation.
HR is responsible for the control of cost and take various options. It also provides training and
development to the workforce in an organisation through which development of employees are
being done which helps them to perform effectively in the organisation. Team building
opportunities are also created in an organisation.
HRM is continuously practised in an organisation, which helps in the administration of
employees properly and perfectly. Management of human resource also involves the
performance management and evaluation of employees in an organisation (Boxall and Purcell,
2011). With the help of effective human resource management, employees performance is being
evaluated in the organisation and then on the basis of that various benefits are being given to
them.
Example : Job description of nurse and interview questions
Chosen hospital for this is University Hospital Southampton NHS, who are looking for the Nurse
and for this job description has been prepared.
Job Description

1. Job Details
Job Title : Staff Nurse
Responsible to : Senior Nurse
Department and Base : Ha wick community/ University Hospital Southampton NHS
2. Job Purpose
To perform actively in team.
To contribute in delivering high quality care of nursing.
To take charge of ward,
To provide nursing coverage to minor injury unit, treatment room.
3. Main responsibilities and duties
 Assessing nursing needs, implement, develop and evaluate care of nursing.
 To carry out relevant care forms with supervision.
 To give advise on health and illness prevention.
 To ensure nursing procedures are carried accordingly.
 Maintenance of records as per guidelines.
 Help junior staff , students with managerial skills by teaching and assessing.
Interview questions :
 Why you choose nursing as a career ?
 How your training helps you in preparing of nursing career ?
 How you deal with rude doctors ?

 How you handle stress on job ?
 How will you handle family who is not happy with your patient's care ?
CONCLUSION
It is analysed from the report that human resource management is the key factor of the
organisation for achieving growth and success. As a HR assistant, I have examined various
things related to HRM which will support the HR department in taking several decisions. From
the above case study it can be concluded that the HRM practice helps the firm in leading
successfully. It helps in workforce planning and decision making, and it is beneficial for
employees, employers and organisation. Various HRM legislation should also be practised by the
company for the effective workforce and also for maintaining safety at the workplace. It is
defined that the practices of HRM are very helpful for an organisation.

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