Effective Personnel Management and HRM Practices

The assignment explores the significance of HRM practices in enhancing employee performance and productivity. It provides a case study on Microsoft's focus on retaining experienced employees, updating software, and conducting market research. The report also touches upon the importance of job descriptions, personal specifications, and recruitment and selection techniques in achieving organizational goals.

Human
Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 The purpose and functions of HRM that are applicable to workforce planning and
resourcing within an organisation...............................................................................................3
Functions of HRM applicable in workforce planning-...............................................................4
P2- The strength and weakness of various recruitment and selection approaches-....................6
TASK 2............................................................................................................................................9
P3- The different merits of HRM practises that take place for both employee and employer in
an organisation-...........................................................................................................................9
P4- An assessment on effectiveness of different HRM practise for increasing profitability and
productivity of organisation .....................................................................................................11
TASK 3..........................................................................................................................................12
P5- The importance of employee relations which have influence in HRM decision-making
process-.....................................................................................................................................12
P6- Key elements of employment legislation and its impact on HRM decision-making-........13
TASK 4..........................................................................................................................................14
P7- The application of HRM practise in work-related context with suitable examples-..........14
CONCLUSION.............................................................................................................................16
REFERENCES: ............................................................................................................................17

INTRODUCTION
Human resource management is broader aspect used for managing, directing, mentoring
and controlling human resource within an organisations. Every firm or organisation have
separate human resource department which prime aim is hiring/ firing of an employee, providing
monetary and non monetary benefits as well as compensations and designing job post for every
individual in working environment(Armstrong and Taylor, 2014). The HR executives give
emphasis on development of workforce at different parameters within an organisation. The
performance assessment are been conducted by leaders at yearly or monthly basis. So that
employee can make improvement in their work styles. In the present report , the chosen
company is Chocola Fantastica have established their business in South Wales(UK). They are
currently offering chocolate based greeting cards which are been designed through innovative
tailoring. The under beneath report consist of human resource functions, purpose, strength and
weakness, as well as deep assessment on improvement. Further the report consist of job
specifications, advantage and disadvantages of methods in job advertisement, also a
recommendation is been given for vacant job profile within an organisation.
TASK 1
P1 The HRM objectives and functions that are applied in planning human resource within
working environment
The organising of labour is appropriate method for handling human resource in a
systematic manner, through which market opportunities could be gain from organisations. The
main objective is to increase overall productivity and profitability of both firm and employee
with defined legal structure(Bratton and Gold, 2017).
Objectives of HR depatment in human resource planing:
The main objective of HRM are fulfil the gap between demand and supply of human
resources according to requirement. The learning and development session should be given to
newly recruited and existing employee, so that they could produce quality work in working
culture. In context with Chocola Fantastica, management should critically analyse the demands
of existing employee and accordingly provide them financial and other benefits. So that labour
turnover rate of the company could be reduced to some extent within manufacturing industry.

Applicability of hrm functions in human resource planning-
The employee managing majorly comprises of managerial and operative
functions(Brewster and Hegewisch, 2017). The managerial functions include directing,
controlling, organising and planning day-to-day task in working environment. While the
operative functions involve maintenance, development, procurement, integrations and
motivations of employees in organisation. These functions are performed and monitored by
managers through human resource information system. When talking about Chocola Fantastica,
the leaders have effectively utilised both operative functions to increase productivity of
employee and firm. Some of these operations are discussed underbeneath:
Managerial Functions:
Planning- The planning is a process that identifies current and future human resource
need for an organisations to achieve goals. If it is talked about Chocola Fantastica, Hr executive
should estimate and plan strategies that are helpful in fulfilling workforce gap in an organisation.
It is necessary that each resource should be pre-planned, so that business operations could
effectively take place. The planning process include anticipating vacancies, planning job
descriptions and sources of recruitment.
Organizing- After objectives have been framed by managers, it is important that
organisation structure should be developed in order to operate activities. The organisation
structure basically include grouping of personnel activity, assignment of different functions to
each individuals and delegations of authority according to task assigned to each indidvidual in
Chocola Fantastica.(Brewster and Mayrhofer, 2016).
Directing- The directing include plans that are helpful in motivating employee in an
organisation. In other words directions functions are meant to guide and motivate employee in to
achieve desire objective. The management of Chocola Fantastica should motivate their
workforce on regular basis, so that performance are improve and thereby it will be profitable in
attaining generating revenues.
Controlling- the controlling is concerned with regulation of activities according to plan,
that have been designed in capturing maximum opportunities. In references with Chocola
Fantastica, manager have to control employee and flow of activities in systematic manner in an
organisation.

Operative Functions:
Recruitment- It is most important functions that include critical assessment recruiting
employee through internal and external source. In regards with Chocola Fantastica mnager have
to conduct recruitment functions through systematic procedures like developing a job
descriptions, publishing job posting, sourcing prospective candidates, interviewing, salary
negotiations and making job offer for right candidates in work culture.
Training and development- In this function on job training is necessary that have to be
given by employee. Hr department of Chocola Fantastica to new recruited candidates and
existing employee in work culture. Recently, management have adapted training session for
around one month period where employee are giving session of how work has to be operated by
them.
Professional development- This functions help employee with opportunities in growth,
educations and management training. The Chocola Fantastica management undergoes to sponsor
their employees through various seminars, trade shows and corporal responsibilities. Such
initiative make employee feel, they are part of organisation and have been taken care by their
superiors.
Ensuring Legal Compliance- This operative function is beneficial in protecting
organisation . The hr department of Chocola Fantastica should be aware of all laws and policies
that are related to employment, working conditions, working hours, overtime, minimum wage
and tax allowance. Compliance of such laws is very important in existence of firm(Cascio,
2016).
P2- An assessment on strength and weakness of various recruitment and selection methods-
It has been analysed that recruitment and selection as critical techniques used by
management in regards to hire potential candidates for vacant job profile inside an
organisation(Chelladurai and Kerwin, 2018). In regards with Chocola Fantastica, these processes
are effectively utilised by management for managing human resource. The recruitment and
selection approaches are mentioned below:
Recruitment: This method is considered to be an appropriate technique as it help leaders
to attract pool of candidates who have posses skills that could be matched with requirement of
designed job structure. It is one of the positive approaches as it allow applicant to test their

capabilities. In context with Chocola Fantastica, manager uses recruitment process in an
systematic manner. It involves identifying demand of human resource, screening of resumes
and conducting telephonic round for providing knowledge of the same to the applicant.
Approaches of Recruitment Process-
This recruitment procedure is categories into internal and external sources, for allocations
of human resource in the organisation. These sources are described under beneath:
Internal method of recruiting: This techniques involves, promotion of existing
employee's leaders in an organisation. It is cost and time reduction technique, as internal
sourcing allows, Chocola Fantastica manager to critically analyse the performance of employee
from the base to recruit them. The internal sources are conducted through transfers at different
locations and promotional of employee in organisation.
Transfer approach: This approach revolves around transferring of internal expatriate
employee to their desired locations according to their preferences(DeCenzo and Verhulst, 2016).
Also the transfer could be from one department to other in an organisations. Therefore, they feel
motivated while working at same designated job in the company.
Promotion approach: In this type of approach the performance of each employee are
been tested at every phases through different performance analysis techniques. These analysis
could be done through various tools like ranking, force distribution, checklist and weighted as
well as maintain the record of how the employee have performed the work. So that they can
effectively conduct analysis the employee's performance.
Strength of internal recruitment-
1. The biggest strength is it save time and cost of employer for while conducting
recruitment.
2. It motivate employee to work in proper and accurate manner.
3. It allow employer to analyse performance of capable employee who can fulfil the
vacant job.
4. A brief knowledge of conducting internal recruitment is been given to every
employee.
Weakness of internal recruitment-
1. Some time the leader recruit wrong employee for the vacant job.

2. The employee does not effectively utilised their innovative knowledge in their
work.
3. The skilled applicants are not given chances to apply for the specific job.
4. It give chances of raising conflicts between existing employee's.
External method of recruiting- This recruiting technique described as hiring fresh
talented applicant for vacant job profile from outside organisation. There are various methods
like media advertisement, casual callers and e-recruitment used in external recruiting(Figueiredo
and Mónico, 2016). When talking about Chocola Fantastica, manager should use campus
placement and walk-in drive for applicant, so that they can grab the opportunities given to them
by the firm.
Campus placement approach: In this approach the firm contact with various
professional institutes and colleges for conducting recruitment process for the talented applicant.
The manager of Chocola Fantastica, have to critically plan the budget that will be required in
travelling to the chosen institutes for hiring candidates.
Walk in drive approach: In this approach the applicant visit the organisation for
employing themselves in a specific organisation. In context with Chocola Fantastica, the
management should create a positive environment for applicant who are visiting to their place.
The should treat each applicant in a systematic manner(Jiang et. al., 2012).
Advantage of external recruitment-
 It allow management to attract talented applicant for specific job profile.
 It raise high competition between each individual who have visited their place.
 It can reduce conflicts within the organisation.
 The recruitment process are conducted fairly.
 It will help in growing business smoothly.
Disadvantages of external recruitment-
 The external recruiting involves more time utilise huge cost of firm.
 Some time wrong consultancy firm are being contact for recruitment process.
 It has high risk in hiring wrong applicant for the vacant job profile in
organisation.
Selection: The selection process is considered as critically technique because it require
full attention of employer while screening talented applicant from pool of candidates. Many time

it is defined as negative approach in hiring skilled human resource for an organisation. In regards
with Chocola Fantastica, the leaders have to deeply analyse the abilities and qualification of
every applicant for the defined post. The selection process could be conducted through receiving
applications, screening of applications, preliminary interview, test and face-to-face interview of
applicant
Strength of selection approach:
 It is an effective approach as applicant have to pass various test for reaching the
final interview process.
 This help manager to easily analyse the performance of candidates.
Weakness of selection approach:
 Some time the wrong applicant are been hired in the organisation.
 When face-to-face interview is been conducted the applicant most of the time feel
nervous while giving answers to the questions.
(a). Person Specification
Person Specification
Job Title Receptionist
Details of job To provide professional and welcome experience for clients
and visitors to the site and answer the queries efficiently.
Qualifications Graduation in any discipline
Experience Minimum 1 year of being a receptionist in steel
manufacturing corporation
Skills  Good communication
 Management
 Problem resolving
Personal characteristics Honest, responsible, friendly, helpful and organised
(b). There are different kinds of methods by which organizations can advertise the job internally
as well as externally. The same are as follows:

Internal mail- The HR manager of Corus group can use this way to spread the
information about the current job vacancies which have taken place within the organization.
With the help of this, the all the employees can get to know about these so that they can apply for
the one according to the skills and capabilities. Since, people working in Corus have access to
their internal mail, it can be beneficial to act quickly.
Newspaper- This is the best way to provide advertisement regarding the vacancies as
large number of people read newspaper on daily basis and is also available in different
languages. This make it easy for majority of the people to become aware about the same.
(c). It can be placed on newspaper which the majority of the population in UK read so that Corus
can get the best candidate for the job of reception. It is going to help the company to get diverse
pool of employees having skills required by the company.
TASK 2
P3- The different merits of HRM practises that take place for both employee and employer in an
organisation-
Some advantages of HRM practise are availed by individual working in an organisation.
The Hr management are considered as important element of any firm(Kavanagh and Johnson,
2017). While taking in consideration Microsoft firm, that leaders should engage each employee
in different activities. Also, create a healthy and positive work culture so they can work
productively in an organisation. There are different HRM practises which are adopted by
manager while managing labour and day-to-day task in any project. The hrm practises have been
discussed underbeneath:
Organisation Culture: The culture has huge impact in retaining skilled workforce into
organisation. The morale of employee should be high in operating task assigned to them by
leaders. In context with Microsoft, HRM has given emphasis on providing positive work culture
for their workforce. Some of advantage of working environment from view of employer and
workforce of Microsoft are described below:
Advantage of working environment from view of superiors: The healthy working environment
helps employee to effectively manage the human resource within an organisation. Thereafter it
allow manager to have better communications with employee. So that they can improve their
productivity of business in IT industry.

Advantage of working culture from view of workforce: From staff member perceptions, it has
been analysed that work culture have huge impact in motivating employee within any firm. In
regards with Microsoft firm, the manager need to focus developing strategies like introducing
various activities that could engage workforce in performing activities.
Recruitment and Selection: The recruitment and selections are characterised as searching,
screening, evaluations and hiring of skilled applicant within an organisation(Marchington and
Donnelly, 2016). In context with Microsoft, the leaders should give emphasis on using effective
recruitment techniques for identifying the skills that are matching with requirement of job. The
recruitment and selection process is considered to be critical strategy, as it involve accurate
analytical skill of managers. Some of the benefits of recruitment and selection procedure for
employee and employer are mentioned below:
Benefits of recruitment and selection from perceptive of employee: This approach saves time and
cost of the organisations. In regards with Microsoft, the leaders have to critically analyse the
performance of employee as well as various measure is been taking to reduce conflicts between
the workforce.
Benefits of recruitment and selection from perceptive of employer: This approach allow
employee to work hard, so that they can get rewards in return of their efforts from the
management. If it is talked about Microsoft, the employee should feel motivated which result in
producing quality work within an organisation. Also the chances occurs where the pay grade is
increased of staff members..
Conflict Reductions: It is important that management should reduce conflicts that are arising in
working environment in the organisation. The conflicts could occur due to various reason being
at personal or professional aspect. When taking in consideration Microsoft, the reduction of
conflicts will be beneficial for both employee and employer, as it will create a sense of mutual
relationship between each other. Some of the benefits of conflict reduction mentioned below:
 It helps in creating mutual trust between workforce and employer.
 There are chances that employee loyalty increases towards firm.
 It will be result in growing business at competitive market.
 The manager could effectively retain quality staff for future in the organisation.
Training and Development: The learning and professional growth, helps manager for
improving process of task being performed by individual in an organisation. The coaching and

development programs are given to employees via different methods. Mostly the training are
give through lecture session to workforce, where employee can inculcate new skills that will be
productive in operating task. In regards with Microsoft, coaching and progress programs is
fruitful to workforce and superiors. The advantage of training and development are mentioned
below:
 The training session help workforce to learn new thing that could be applicable in
different activities.
 The performance of workforce is improved.
 It is time and cost saving approach.
P4- An assessment on persuasiveness of different HRM practise to increasing profitability and
enhancement of organisation
The HRM practise is very beneficial in increasing economic status as well as retaining
employee within an organisation. The human resource practises are effective in various fields
like employee retentions, leadership development, hiring new employee, performance
management talent management and rewards appraisal in working environment(Mello, 2014 ). In
regards with Microsoft, personnel department have given major emphasis on raising sales
margins and capacity of company. These important aspect have been discussed under beneath:
Raising potency of organisation: The richness can be raised through effective training,
development and reducing conflicts between workforce for the organisation. In context with
Microsoft, leader should give emphasis on initiating effective communications and the work
should be explained clearly to the workforce. So that they can effectively produce quality work
which would be beneficial for the company. Also the days in training sessions should be
extended, so that employee can have in depth knowledge about the work.
Raising profitability of the organisation: The profitability is increased when there is
effective relationship between employer and clients of the organisation. The firm can acquire
profits when its customer base is high in specific industry. In context with Microsoft,
department could optimally utilise recruitment and selection techniques in an effective manner.
So that the employer can hire potential applicant through external source within an organisation.
Thereafter these employee's can produce quality work, that will help in increasing profitability
for the firm.

TASK 3
P5- The significance of workforce relationship which have influence in making decision of
HRM-
A relation between employees have a huge impact that could be positive as well as
negative in the decision-making strategies developed by personnel manager within organisations.
This relationship are build through mutual understanding, trust, loyalty and similar morale
within individual that will help them to work as a unit in environment of the organisation(Noe et.
al., 2017). In regards with Microsoft, the staff manager have given emphasis on engaging their
workforce in different activities, so that conflicts could be reduced to some extent in work
culture. It is said employee relations and engagement is a collaborative method that effectively
resulted in productively growing business at international platform. This method is described
under beneath:
Employee relations and engagement-
The labour interaction and relationships have been interlinked with each other, as it is an
collaborative approach that deals in motivating every employee working in an organisation. The
workforce involved leaders, in different task allotted in each team in work culture. In context
with Microsoft, HR manager have developed several strategies to create a positive relationship in
between workforce and offering several monetary benefits to them. Therefore, employee will
work in productive manner. Also the management could effectively attain the defined short and
long term objectives at set time durations. Henceforth resulted in increasing loyalty from
employee towards the firm.
Effectiveness of this approach:
This approach is fruitful in building a strong workforce relations that involve in creating
environment so that individual can work in systematic manner in an organisations. Employee
relationship and engagement is helpful in making decision that will result in growth of business
in competitive business environment. The human resource manager should plan strategies for
creating brand value and image in specific industry. It has been identified that workforce are core
element for growing and enhancing business at local and overseas market. The manager of

Microsoft firm, should develop policies that will be beneficial for staff giving time and efforts I
work culture. The employee could have current knowledge about the technologies that are
recently introduced in the market. Also, they can trained themselves with the help of online
lectures on You-tube, so that time of management can be saved.
P6- The essential factors of employment laws and its influence in making decision in HRM-
The government of UK have mandatory implemented several labour legal rules like
Employment Right Act 1996, Working Time Regulations 1998, National Minimum Wage Act
1996 and Pension Act 1995. These laws are designed to secure workforce from mentally and
physically harassed by employer or any other individual, working in an organisation and it is
important that firm have to abide all these legal procedure for successfully growing commercial
venture at national boundaries, as well as across globe(Renwick, and Maguire, 2013). I context
with Microsoft, the management have to critically analyse these laws because implications of
such laws have direct influence on the HRM practices that are implemented for performing day-
to-day business task in working environment. Therefore, these labour law and their influence
have been briefly discussed under-beneath:
National Minimum Wage Act, 1998- The national minimum wage law defines that
each employee should get minimum wage for the effort they are giving in their work in any
company or industries. In context with Microsoft, the supervisor should provide minimal salary
to the workforce, so that their basic requirement of living could be fulfilled through the given
wages. These initiative taken by manager will have assurance of financial safety to every
employee.
Working Time Regulations, 1998- The working time regulations defines that labour
should perform working in limited time durations. In other words, there should be no overtime
done by employee working in any organisations. The management of Microsoft should develop
systematic procedure that include specific time durations for each individuals employed in an
organisation. Also the manager could provide flexible hours to employee in case of some
emergency. The employee have right to say no if their supervisor ask them to do overtime.
Equality Act, 2010- The equality law include some factors which defines that gender
biasness should not be conducted from employer between employee's working within any firm.
The Microsoft manager should make decision taking in consideration that the implications of

strategies will be fruitful for each employee in the organisation. Such laws implemented by
manager will be productive in decreasing labour ratio of the firm in IT industry.
TASK 4
P7- The utilisation of HRM practise at workplace context along with suitable examples-
The various approaches in HRM have been effectively implemented in work culture of
organisation(Wang and et. al., 2017). Some of the leaders have adapted different leadership style
in order to introduced different strategies that are beneficial for attaining short term goal, also
helpful in engaging employee's who have inculcated different skill that could be useful in
performing task. The basic approach of human resources strategy are to estimate requirement of
workforce and conducting recruiting procedures in systematic manner in working environment.
Microsoft Corporation: The firm have been established by Paul Allen and Bill Gates in
1975 which has headquartered in Redmond, Washington. They are multinational technology
firm, currently dealing in manufacturing, supporting of computerised softwares, developing,
licensing and services providing to consumers. The company have established their brand in
various software packages like Microsoft Windows, Microsoft Office which include excel, word
and power point application inbuilt in smartphones phones, personalised desktops and laptops .
Some of the HRM applications, that are being practised for balancing employee relationship , as
well as business activities in working environment are mentioned under-beneath:
Positive reinforcement: It is described as rewarding employee on the basis of the
performance assessment in any organisation. Positive reinforcement can be done in many ways
like motivating employee at every stage as they are performing and completing task. The
positive nature in employee behaviours result in productivity and profitability of the company. If
it is talked about Microsoft, the HR manager could introduced innovative activities for employee
beside from daily routine work. So that some relaxations could be provided to employee's from
regular work and they can actively engage themselves by participating in such activities. These
initiative by both employee and employer will help in creating firm value in IT industry.
Selection of experienced person: The recruitment and selection techniques plays an
important role while hiring employees within an organisation. Most of the company prefer
retaining experienced employee in work culture, to improve productivity of the work for
maintaining brand value in the market. In context with Microsoft, the personnel manager focuses

on providing training to every team as technologies are rapidly changing. The company needs to
update their software, for this management required trained and experienced employee in the
organisation.
Job description: This application involve detailed description of vacant job profile. The
job descriptions has a proper format entitling roles, designations, working conditions,
responsibilities, job specification, duties, titles and salary package that an organisation is
providing to the employee.
Company Microsoft
Department Tester
Job Profile System Engineer
Job Locations Redmond, Washington
Job Summary  The candidate should have knowledge
about various language like Core Java,
Advance Javascript and Sequence
Query Language.
 The candidate should have accurate
knowledge in network connectivity.
Roles And Responsibilities  The candidate needs to conduct market
research for software updation.
 They should have multi tasking skills,
to operate business activities in
effective manner.
Personal Specifications: This practise involve brief documentations about qualities,
skills and qualifications needed by individual to fulfil the demand of the companies.
Name Mat Bogg
Address Xyz, locations
Contact Number 77665559912

Qualifications A specialised degree in computer stream
Job Experience The job is applicable for both fresher and
experience.
Declarations I hereby declare that mentioned information
are correct.
CONCLUSION
As per detailed report it has been identified that the functions of personnel management
might have huge impact for identifying the requirement of employee gap in within work culture.
Thereafter, an effective utilisation of recruitment and selection result in productivity of employee
performance in work environment. Also the benefits of HRM legal practise and effectiveness
improves employees relations towards the firm. Then applicability of various practises outcomes
as selecting capable candidates, on time for designated vacant job within an organisation.
Henceforth help in increasing brand loyalty in specific industries.

REFERENCES:
Books and Journals-