Human Resource Management Practices

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 :