Human Resource Management: Purpose, Functions, Recruitment, and Selection

This presentation provides an overview of human resource management in the context of workforce planning and resourcing. It covers the purpose and function of HRM, strengths and weaknesses of different recruitment and selection approaches, and the role of HRM functions in providing appropriate talent. The presentation also evaluates different approaches to recruitment and selection and provides a critical evaluation of their effectiveness.

HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENT
 Introduction
 Purpose and function of HRM in workforce planning and
resourcing
 Strength and weaknesses of different recruitment and selection
approaches
 Role of HRM functions in providing appropriate talent
 Evaluation of different approaches to recruitment and selection
 Critical evaluation of different approaches to recruitment and
selection
 Conclusion
 References

Introduction
Human resource management is defined as a strategic tactics to manage
workforce of an organisation in an effective manner. This will benefits the
firm in gaining competitive advantage over other competitors in terms of
revenue and profitability. This presentation is going to cover purpose and
function of HRM related with workforce planning and resources. Beside
this, strength and weakness related with different recruitment and selection
method is mentioned.

Purpose of HRM in workforce planning
and resourcing
Human resource management aims in developing a bridge between
management and workforce of a company. In this regard, HR department of
Morrisons have some purposes which are stated below:
 Staffing needs
 Law compliance

Function of HRM in workforce
planning and resourcing
There are different functions associated with human resource
department. Some of these function are mentioned below:
 Recruitment and selection
 Training and development

Strength and weaknesses of different
recruitment approaches
Recruitment is an essential process which helps in developing a skilled
and effective team. There are two approaches of recruitment which
are mentioned below:
 Internal sources
 External sources

Internal approach of recruitment
It is referred to the hiring of employee from existing workforce of
company. Various approaches to internal recruitment are defined
below:
 Promotions: It is defined as upgrading cadre of workers
according to their performance within an organisation.
 Internal advertisements: In this process advertisements
regarding jobs are posted within the company.

External approach of recruitment
It is related with hiring of workforce outside the company. Different
types of external recruitments are defined below:
 Direct recruitment: In this external recruitment, candidates are
qualified by placing a vacancy notice on notice board.
 Employment agencies: There are some job vacancies and
positions where it became mandatory for a firm to provide
relevant information to employment exchange.

Strength and weaknesses of different
selection approaches
Selection is referred as a process in which a desired candidate is
selected for a specific job position out of all the aspiring
applicants. Some of these methods are stated below:
 Interview
 Cognitive ability test

Role of HRM functions in providing
appropriate talent
There are different HRM functions such as recruitment and selection,
training and development, maintaining safe working environment,
providing benefits and compensation etc. If all these functions will
be performed in a desired manner, then satisfaction level of
workforce will enhance due to which their working potential will
rise and they will feel more engaged towards company. This will
benefits the company in achieving business goals and objectives in
a timely and desired manner.

Evaluation of different approaches to
recruitment and selection
An effective recruitment system will reduces the wastage of money and
time which is used in training unqualified resources. There are two
approaches of recruitment i.e. internal and external. Transfer is an
internal recruitment procedure where job of a person is interchanged
from one place to another without change in responsibilities and
rank.

Critical evaluation of different
approaches to recruitment and selection
In internal recruitment, candidates are already part of organisation,
time required to fill the vacant position reduces. Also, it is simple to
access internal candidates because their track records are already
available, they are not required to give full interviews etc.

Conclusion
From above mentioned presentation, it has been concluded that there
are different purposes and function of HRM within an organisation
such as providing training, guidance and induction to workforce.
Beside this, there are different methods to select and recruit
workforce such as interviews, assessment tests. All these methods
have some strength and weaknesses in accordance to which their
effectiveness is measured.

References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human
resource management practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and
practice. Palgrave.

Thank You