Approaches of HR Practices in Human Resource Management

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Purpose and roles of Hr functions...........................................................................................3
2. Approaches of hr practices......................................................................................................4
3. Different methods of hr practices............................................................................................5
4. Approaches of employee relation, engagement and flexible working and its effectiveness...7
5. Key aspects of employee legislation.......................................................................................9
6. Employee relation and employment legislation affect to decision-making..........................10
TASK 2..........................................................................................................................................11
7. Application of HRM practices at work context....................................................................11
8. Evaluate the use of technology improve the recruitment and selection process...................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is a term which is used to describe formal system the
management of people within the organization. The responsibility of human resource manager
falls into three major area that are staffing, developing and compensation/benefits to employee in
system (Albrecht and et.al., 2015). Present study is based on the “Aviva” is the largest insurance
provider in UK and its turnover of over £55 billion in 2017. It has about 33 million customers
across 16 countries. Study lays emphasis on the purpose and roles of hr function and assess the
approaches of hr functions. Report will highlight the different methods of hr practices and
effective approaches of employee relation, engagement and work flexibility in structure. In study
will also dissuasion on the key aspects of employment legislation which is affect to decision-
making and employee relation. It is also highlighted the hr practices in work related context.
Furthermore, it will evaluate how technology will help to improve the recruitment and selection
process of the administration.
TASK 1
1. Purpose and roles of Hr functions.
The purpose of hr functions of Aviva is to manage the employee needs for improving
productivity and profit of the business. Purpose and roles of hr functions are as follows:
Training and development
It is the function of hr parctices. There are methods of training which are on-the-job and
off-the-job training method. The main purpose of hr manager of Aviva to organize the training
and development program for increase the performance of employee. It is used to develop the
skills, knowledge and ability of employee (Bailey and et.al., 2018). It is significant to hr manager
to organize the training and development program to meet with business objectives.
The role of training and development is to improve organization culture. Role of this to give
effective and useful training to their employees for develop their performance. Human resource
manager has responsible for planning and administer program to ensure that employee have
proper skill and knowledge to compete effectively and successfully meet the organisations
objectives.
Recruitment and selection

Recruitment and selection process is important function of the hr practices which is
helpful to hire the best candidate in Aviva. The main purpose of this function is place the right
candidate at right place at right time at right cost.
The role and responsibility of recruitment and selection is to hire the right candidate for right
post (Boon and et.al., 2018). It helps to increase business productivity and profit and decrease the
cost of training. Human resource manager has the responsible to focus on development of an
interested package of policies with the effective management of people.
Performance appraisal
It is important function of human resource management and it aids to evaluate the
performance of employee and then conduct process of appraisal. That helps Aviva in managing
employee motivation. Purpose of this function is to evaluate the employee performance for their
job role regards to company profit and success.
The role and responsibility of performance appraisal is to identify the need of training and
development and help to take decisions of promotion (Bratton and Gold, 2017). Human resource
manager has responsibility to ensure a smooth implementation of appraisal process.
2. Approaches of hr practices.
Approaches are help to Aviva to successfully meets with objectives and goals.
Workforce planning
It is important for Aviva to ensure that they have right people at right job. There are three
approaches of workforce planning: 1st is Workforce is the continuous process which is help to
employer to analysis the needs of organisation by employees. 2nd is Workload is the ongoing
process of mapping resources of organisation. 3rd is Competency is the framework of knowledge,
skills and attitude that is required for the people in organization (Guest, 2017).
Manager of Aviva uses the workforce approach to analysis the needs of employees in
organization. This approach is beneficial for organisation to analysis the requirement of
employees at various post.
Recruitment and selection
That process helps to find the best candidate in organisation. These are two approaches of
this: 1st is internal process is the easy and simple process of hiring candidate for organization. 2nd
is external process is best for organisation because of new candidate have new ideas for growth