Functions of HRM in Workforce Planning and Resourcing

This report focuses on identifying the purpose and scope of HR functions along with discovering their roles in fulfilling business objectives. There will be an analysis of external and internal factors which influence managing human resource in an organisation. Lastly specific HRM practices relating to the business will be identified along with their rationale.

HUMAN RESOURCE
MANAGEMENT

Contents
Introduction.................................................................................................................................................3
Task 1..........................................................................................................................................................3
Purpose and Functions of HRM applicable to workforce planning and resourcing in an organisation....3
Assessing how the functions of HRM can provide talent and skills appropriate to fulfil the business
objectives.................................................................................................................................................4
Evaluating the strengths and weaknesses of the different approaches to recruitment and selection.........4
Task 3..........................................................................................................................................................5
Importance of employee relations within an organisation in regard to influencing HRM decision
making.....................................................................................................................................................5
Identifying the key elements of employment legislation and the impact it has upon HRM decision
making.....................................................................................................................................................6
Task 4..........................................................................................................................................................7
Illustrating the application of HRM practices in an organisation.............................................................7
Conclusion...................................................................................................................................................8
References...................................................................................................................................................9

Introduction
Human resource management is referred to be a practice which focuses on ideal
management of the workforce of an organization. The major functions which are fulfilled under
this practice involves recruitment, management, development and retention of the people who
are a part of a business organization (Armstrong and Taylor, 2020). This focuses on Human
resources practices of Greenery International Ltd, it is a British origin diesel and petrol supplier.
This report focuses on identifying the purpose and scope of HR functions along with discovering
their roles in fulfilling business objectives. There will be an analysis of external and internal
factors which influence managing human resource in an organisation. Lastly specific HRM
practices relating to the business will be identified along with their rationale.
Task 1
Purpose and Functions of HRM applicable to workforce planning and resourcing in an
organisation.
Human resource management is a crucial activity in an organisation which assures that
business objectives are met in the most efficient and efficient manner. In context of Greenery
International ltd., the purpose of forming a human resource department is to make sure that
employees emerge to be a valuable asset to the organisation rather than being a burden. HR
department assures that a team of competent individuals is formed who contribute to the
organizational intentions. This department is responsible to manage all the practices and policies
relating to management of the workforce and assure that they are formed in the best interest of
the organisation and its employees (Chelladurai and Kerwin, 2018). The purpose of HRM is not
confined to fulfilling requirements of the organisation in context of workforce but they also have
to plan and devise strategy which assists in achieving a competitive advantage for this business.
Below is the brief description of the functions which are fulfilled under Human resource
management.
Staffing: This function involves fulfilling the vacant position in the organisation by
identifying and selection suitable candidates. For Greenery, this function involves huge amount
of time and investment as human resource executive attempts to identify the present and future
requirement of workforce and then attempts the same through employing online and offline
methods of recruitment and selection.
Employee Retention and Development: This is another crucial role which is fulfilled
under human resource department. This function involves identifying and fulfilling expectation
of employees along with assuring that they are equally motivated to work hard for the company
(Marchington and et al., 2016) In Greenery, company have been very concerned relating to
employee morale and make attempts to assure that they remain with the business for longer
duration. Organising developmental opportunities contributes to organizational objectives and
personal growth of individual as well.
Compliance: One of the key responsibility of the Human resource department is that
they have to make sure all policies and practices formed complies with legislation laid down by
the government. Human resources working with Greenery International Ltd, assures that

employees are provided with a safe and workable environment and it does not carry any harm to
the employees. Undertaking of these initiatives assures that there is improvement of goodwill of
the business in the market which will contributes to better job applicants for vacancies.
Assessing how the functions of HRM can provide talent and skills appropriate to fulfil
the business objectives.
The functions which are carried out under human resource department are aimed to fulfill
requirements of the business and at the same time making sure that business objectives are
fulfilled. In context of Greenery International ltd, appropriate functioning of human resource
department will make sure that the business overcomes its challenge of inviting and retaining
appropriate workforce. Below is the description of HRM function along with their contribution
to attainment of business goals.
Recruitment: This is one of crucial function which is performed by human resource
executives. The efforts carried out under this function are aimed to assure that an organisation at
all-time carries appropriate workforce which further contributes to consistency of operations
(Brewster and et al., 2016). The efforts under this function are carried out to make sure that best
and most suitable candidates are given an opportunity to work with the organisation and business
goals are fulfilled appropriately.
Employee appraisal & Development: This function largely relates with managing
performance of employee who are part of an organisation. In Greenery, performance of
employees is regulated at regular basis and are further given a chance to develop the areas in
which they are lacking behind. The various developmental programs which are considered
includes training courses, certifications and simulation based exercises. Along performance
appraisal, employees are also motivated with monetary and non-monetary benefits so that there
can be a positive influence on the individual performance and productivity ultimately
contributing to the organizational goals.
Effective administration of employees: Managing talent have been one of the major
challenge which has been faced by businesses now-a-days. Therefore, it is extremely crucial for
a business to make sure that workforce is managed appropriately so that they are retained with
business for a longer period of time. For Greenery International Ltd, Human resource department
collects and maintains crucial data, such as employee performance reports, contracts, terms and
conditions and other relevant records (Guest, 2017). All the documents are essential to ensure
that all the relevant legal requirements are fulfilled by a business and only the people who are
contributing to organizational objectives are retained.
Evaluating the strengths and weaknesses of the different approaches to recruitment and
selection
Recruitment and selection are the key practices which assures that there is appropriate
workforce available in an organisation. These practices help in fulfilling present and future
requirements of the workforce. Recruitment is an approach through which more and more

applications are invited for a vacant job position in the organisation. The various approaches
which are considered by Greenery International ltd. are as follows:
Company’s website: This is the primary approach to invite application for the vacant job
position in the company. Greenery International Ltd have developed a career section on their
website which displays vacant position in the organisation and procedure for applying for the
same (Careers, 2020). It is a very convenient method for both organisation and applicant to
recruit suitable candidate for the vacant position. But on the contrary, application received are
very limited on such platform due to lack of awareness and it reduces the probability of
recruiting a good candidate.
Job portals: it is mentioned to be platform where candidates can post their profile over
the internet and employers conveniently fulfills their vacancies through identifies suitable
candidates (Ahammad, Glaister, and Gomes, 2020). Greenery International Ltd have been taking
assistance from such online job boards to identify candidates. This method is useful for an
organisation as Human resource department is focused on crucial activities of retaining and
nourishing its current workforce. But the major weakness of this approach is that it involves
financial expenditure and may not result in ideal recruitment.
The approaches to selection are as follows:
Online screening and shortlisting: This is referred to initiation of selection process in
context of Greenery International Ltd. This approach involves an assessment which is conducted
on the basis of skills and experience possessed by an individual. The advantage of using this
approach is that it helps in dealing with large set of application in a very short period of time
(Delery and Roumpi, 2017) Major disadvantage is that use of keywords may overlook some
potential candidates for the organisation.
Interview: it is said to be one of the widely used approach to selecting candidate for a job
profile. In Greenery, a panel of experts is established who question an applicant and ascertain
whether he/she is suitable for the job profile or not. The advantage of using this method of
selection is that it is a flexible approach and can provide in-depth information about the
candidate which helps in making appropriate decision. The disadvantage is that it is time
consuming process and causes biases on the basis of caste, ethnicity and appearance.
Task 3
Importance of employee relations within an organisation in regard to influencing HRM
decision making.
Employee relation focuses on the quality of relationship between employer and employee
working in the same organisation. The concept of employee relations is very important as it
determines how efficient or effectively a business fulfills its objectives. This approach generally
involves engagement of employee in the decision making process and at the same considering
their needs and expectation from the business (Kianto, Sáenz and Aramburu, 2017). The major
benefits offered by employee engage is that it leads to higher motivation of employees and at the
same time contributes to higher productivity of the business. But the major disadvantage of
prioritizing better employee relation is that it is not possible to fulfill every expectation of
employee and distract Human resource department from their core operations. Under such

circumstances, it is necessary to opt for the tool of negotiation and make decision which are
beneficial for the both the parties involved.
But considering the legislation formed and trade union rights it has become crucial for a
business such as Greenery International ltd to involve employee in the decision making process
and make sure that their consent is available. This approach will ensure that there is a minimum
disruption in the ongoing operations of the business. For instance: it becomes extremely
important for business to resolve conflicts in a productive manner by keeping in mind interest of
both the parties. This practice will be helpful in keeping a healthy environment within an
organisation and contributes directly to fulfillment of goals and objectives. In fuel manufacturing
business, it is important for a business to form a cordial relation with trade union by involving
them in making decision relating to employees (Macke and Genari, 2019). This will result in
cordial relation with the organisation and will be helpful in smooth running of operations.
Identifying the key elements of employment legislation and the impact it has upon HRM
decision making.
Employment legislation covers different statues and acts which are formed by the
government to regulate the relationship shared between an employee and an employer working
for an organisation (Brewster and Hegewisch, 2017). Therefore, it is extremely important for
businesses to comply with the legislation so that there is a minimum disruption in business
operations. Below is the brief mention of key elements of employment legislation and their
impact on decision making.
Employment Rights Act 1996: This is one of the crucial piece of legislation which
covers areas such as contracts of employment, leave, dismissal and redundancy. This acts states
that employer must provide an employee with a written statement of contract inclusive of all
terms and conditions. Considering the dismissal, it is essential for an employer to offer a
reasonable notice along with a cause before terminating his/her services. This enactment carries a
highest level impact on decision making by human resources as they have to comply with all the
guidelines which are mentioned under this act (Haneda and Ito, 2018).
Data Protection Act 2018: This law regulates the manner in which information is
used/shared between different stakeholders. This enactment is applicable to organisation similar
to Greenery International ltd which in some form carries confidential information relating to
client or its employees. Any use or disclosure of confidential information by a business will be
considered as a criminal offence and might results in heavy penalties. Therefore, it is essential
for businesses to work fairly and lawful during processing of information and undertake
decisions keeping in mind the principles of Data protection act so that legal complications could
be avoided.
Working time regulations act 1998: This enactment identifies and limits the time
duration for workers for a week. A worker cannot be forced to work for more than an average of
48 hours in a week. If an organisation wants its workers to work more than the established hours
than they have to take worker’s consent in written. This law also identifies the rest period which
is to be given to workers on a daily and weekly basis. It is very important for human resource

department to make sure that all the regulation mentioned under this act are complied before
making any crucial decision relating to working hours of employees (Tung, 2016). This
consideration will be helpful in avoiding legal complications which may disrupt routine
operations.
Task 4
Illustrating the application of HRM practices in an organisation
Below referred are some of HRM practices which are employed by Greenery International Ltd.
Job specifications: It is a document which is released by a company when looking for a
suitable candidate. The essential for forming a job description is specifying educational
qualifications, personal characteristics, level of experience and other qualities which are essential
to fulfill the requirements (Marler and Parry, 2016). Below is an example of job description of
vacant position of Marketing coordinator in Greenery International ltd.
Job title: Marketing Coordinator
Job location: London, UK
Job summary: We are looking for a person who is able to support marketing executives in the
fulfilling their responsibilities. A person will be offered broad range of responsibilities under
marketing section and have to support other team members in fulfilling marketing objectives.
Reporting to: Senior Marketing Manager
Job Duties:
 Responsible for development of marketing initiatives
 Administrative assistance in executing CSR initiatives
 Managing an event
 Assist in planning and executing a marketing plan
Person Specifications: This document describes the personal qualities and characteristics
which a business expects from the person employed (Korff, Biemann and Voelpel, 2017).
Mention skills, qualities, attributes are essential to perform the job described. Below is a person
specification for the job of marketing coordinator for Greenery International ltd.
Job title: Marketing Coordinator
Department: Marketing
Reports to: Senior Marketing manager
Location: London, UK
Essential Desired
Education qualification &
training
 Diploma in Marketing
Management
 Internet marketing
 Master’s or doctorate
in Marketing
 Specialised training
course in online
marketing

Knowledge & Experience  Basic clarity on the
concepts of marketing
 Minimum 2 years of
experience
 Excellent marketing
knowledge
 5 years of experience
or more
Skills & Attributes  Good communication
 Proficient in dealing
with numerous tasks
 Outstanding
interpersonal skills
 Excellent in multi-
tasking capabilities
Recruitment & Selection in Practice: Greenery International ltd have been largely
influenced by using technology in fulfilling their requirement of man force for the organisation.
This business has been posting their job description and person specification over their website
in the careers section and using assistance of job portals. This approach is sufficient in stating
that this business is heavily relied onto technology for their recruitment process.
Interview and preparation of best practice: Interview have been used as a single
approach to selection of a candidate towards a particular job profile. The candidates are initially
screened on the basis of educational, skills and experience possessed by them and final decision
is taken on the basis of interview. Below is an example of selection criteria during an interview
process for Greenery international limited.
 Level of education
 Experience
 Communication skills
 Mental ability
 Physical Appearance
Evaluation of selected best practice: The process relating to recruitment and selection which
has been used by Greenery International ltd is highly effective. For recruitment, the business is
using technology oriented approaches such as company’s website and job portals which are
efficient in terms of time and money but carry limited reach. Interview is used as an approach to
selecting candidate which is highly effective as it helps in gathering in-depth information of the
applicant but it is costly in terms of time and efforts (Al Ariss and Sidani, 2016).
Conclusion
It can be concluded from the report that human resource is a crucial department in the
organisation which is rewarded with a responsibility of talent management. The major functions
which are fulfilled by a human resource department are staffing, development and retention of
employees with a purpose to fulfill organizational goals. Identification of distinct approaches to
recruitment and selection assures that better fresh talent is given an opportunity to be a part of
the organisation. It is important for a business to keep in mind employee relations and relevant
legal obligation before taking crucial decision as they may disrupt running of operations. Last
application of HRM practices such as person specification, job descriptions and interview
process is stated which helps in finding a suitable candidate for a profile.

References
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Online
Careers, 2020. [Online]. Available through: <https://www.greenergy.com/careers>.