Human Resource Management Report

This report examines the role of Human Resource Management (HRM) in JP Morgan, a leading financial institution. It analyzes key HRM functions, including recruitment, selection, training, and employee relations, and their impact on business objectives. The report also discusses the importance of employee relations and the impact of employment legislation on HRM decision-making. Desklib provides past papers and solved assignments for students.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and function of HRM ..............................................................................................3
P2 Strength and weakness of different approaches to recruitment and selection.......................5
TASK 2 ...........................................................................................................................................8
P3 Benefits of different HRM practices to employer and employee .........................................8
P4 Evaluate the effectiveness of different HRM practices........................................................9
TASK 3..........................................................................................................................................10
P5 Importance of employee relations in respect to influencing to HRM decision making.....10
P6 Employment legislation and their impact on the decision making......................................11
TASK 4..........................................................................................................................................13
P6 Applications of HRM...........................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is a process to manage the employees of an organization.
They have the prior responsibilities to emphasize on utilizing staff as business assets. This
process incorporates the recruitment, talent acquisition, induction and orientation, training and
development, performance management and appraisal. Furthermore, it also comprises of
motivating and establishing public relationships, employees safety through developing the
policies and procedures that are beneficial for the firm and employees as well (Albrech, 2011.
According to the given scenario, JP Morgan is a firm that is assisted by the HR to pursue
several human resource activities that can provide benefits to the firm. This report comprises of
purpose and functions of HRM along with hard and soft approaches, internal and external
recruitment and selection with their strength and weaknesses. Along with this it also include
employer and employee benefits, HRM practices that raise the profit and productivity,
significance of employee relationships that may impact on the decision making, employment
legislation and application of HRM.
TASK 1
P1 Purpose and function of HRM
Human resource management plays a very important role in the success of organisation
and also help business to sustain for a longer period. HRM aims on maximizing the employee
performance in an enterprise. HR perform various activities in the organisation such as
recruitment, selection, training, performance appraisal and rewarding employees for the
contribution in the organisation (Armstrong and Taylor, 2014). They manage human resource
within the organisation.
Purpose of HRM are as follows:
Managing employee relations: This is the basic function which every HR officer of
different organisation perform. JP Morgan also make efforts to make better relations with
employees by providing proper guidance about employee laws and policies.

Training and development: Effective training help to convert knowledgeable
employees into highly skilled employee. The respective company also go with the long process
of training so that skilled worker gets converted into highly skilled. This is undertaken to
increase the skill and knowledge which help them to perform the task effectively.
Developing work force environment: HR officer should make sure that there is no
discrimination within employees in the organisation for prosper their growth and working
environment positively. JP Morgan HR should maintain positive environment means that every
employee gets equal opportunity to grow and treat in the same way like other employees of the
business (Nehles, Vanand and Kees, 2013).
Functions of HRM are as follows:
Manpower planning: HRM of the organisation start discussing the employees they need
to perform a particular job. In this they make plan which they require to undertake a particular
task. For a human resource planning means determining the personnel programs which will
contribute to the goals of organisation. For example: estimating vacancies, planning job
requirements ,job description and so on. JP Morgan HR department also do all such type of
planning before going on recruitment process.
Compensation: Under this function HR determines the adequate and balanced
remuneration of the employee for their contribution to organisational goals. The payment can
both in term of monetary or non-monetary terms. JP Morgan, HR department also keep
following factors when they determine the remuneration of the personnel like needs, requirement
of job ,laws related to minimum wages and wages level for the same profile etc.
Scope of strategic HRM practices
Strategic HRM is the practice of attracting, developing, rewarding and retaining workers
for the benefit of both employees as individual and the enterprise as whole. They do not work
independently with the silence they interact with various department of organisation to know
their goal and make strategies according to their objectives as well as organisation (Bratton ,
2017). They are also considered as pro - active management of employees. They think ahead and
make plans for the betterment of organisation and individual. By using all these strategic
approach such as high performance management, commitment and involvement JP Morgan can
increase the performance of the firm.
Approaches of HRM

There are various approaches which human resource department use such as:-
Soft skill : Soft human resource management is a subjective skills which trust their
employees,develop their skills, treats employees as an asset of the business and also fulfilling
their needs and wants of workers. They also take their suggestion while taking decision not
imposed it on them. Soft skills include various things like social skills, characteristic traits and
employment qualities.
Hard skill : Hard human resource management is a practical skill in which management
treat their employees as a resource if should be in control if organisation want to achieve higher
productivity and competitive advantage. Hard skills are usually particular to a certain field and
require specific knowledge in order to gain from them (Brewster and Hegewisch, 2017).
Businesses use the skills according to their need. Generally hard skills are used in a
typing speed, foreign language skills and book keeping while soft skill are used at leadership,
team working and problem solving cases. But JP Morgan should not use completely hard skill
and fully soft skill. They should use the combination of both so that their business can perform
effectively.
Effective human resource plays a very important in the development of nation by its
contribution. Human resource work different on the basis of diversity of nation. They are
responsible to manage the manpower which are perform by managing physical and natural
resources.
P2 Strength and weakness of different approaches to recruitment and selection
Recruitment : It is the process of searching and attracting the potential candidates for
filling the vacant place in the undertaking. It take only those employees who have the abilities
and capacity to achieve the organisation objectives. Recruitment include five stages through
which organisation able to get his right candidate. It start with identifying the job vacancy,
analysing the job needs, revise applications, screening, short listing and choose the right
candidate. There should be structured recruitment plan for attracting potential candidates from a
large number of candidates (Briscoe, Tarique and Schuler, 2012). Recruiting a desired candidate
is the purpose of JP Morgan company. By the help of this, HR able to get this right candidate for
the vacant post.
Selection: It is the process of choosing something out of different varieties. Selection
involves a series of steps through which organisation able to choose the most suitable candidates

for the vacant place. Selection is a negative process because it eliminates the unsuitable
candidate. Organisation select the most suitable candidate through various interviews processes
and test which are personality test, personal interviews, behavioural questions, aptitude test and
so on. This process help JP Morgan company to select a right person for the desirable vacant
position.
In order to hire suitable candidates and applicants for the vacant work profile, JP Morgan
Firm can opt distinct hiring techniques such as internal and external recruitments. Here are
discussed the key merits and demerits of these procedure in regard of selecting the most suitable
as per the requirements and consequences of enterprise:
Internal recruitment and selection process : It is the process which is available to an
organisation employees. Internal source motivate the employees of the organisation to apply for
the opening in the enterprise. New job opening are informed to present employees through
internal advertisement,word of mouth or by the communication between top and lower level.
Many organisation use this process to motivate the skilled employees,reduce employee turnover
and absenteeism, reduce the cost for getting competitive benefit (Budhwar and Debrah, 2013).
The internal sources or recruitment are done through promotion, transfer, employee referrals etc.
External recruitment and selection process: External sources of recruitment motivate
the skilled and knowledgable person to apply for the job who is present in the outside
environment. The new job opening are informed to the outsider by the help of advertisement,
campus recruitment, employment exchanges, walk in interviews, job fairs, factory gate
recruitment and so on. These are various methods which can be adopted to fulfil vacant position.
By adopting this method JP Morgan company can bring fresh new ideas, innovation and
creativity in their working.
Basis Strength Weaknesses
Internal recruitment and
selection process
 Existing employee are
well inform about the
culture of the
organisation so business
need not to spend time
and resources to make
them familiar (Cascio,
 It reduces the chance
of getting skilled and
more efficient
worker.
 New methods and
strategies may not
always adopted with

2018).
 It enhance job
satisfaction and provide
job security to current
employee.
 Transferring from one
department to another
help in removing
boredom and lack of
interest in employees.
this approach.
 Internal recruitment
create conflict in the
organisation among
the colleagues. If the
person appointed for
the specific post due
to having good
relations with the top
management than it
create conflicting
situations at work
premises.
External recruitment and
selection process
 When enterprise goes
externally for recruiting
people than the chance
of getting right person
for the job increase
because they have large
number of applicants
among them (Daley,
2012).
 Due to fresh candidate,
existing employees get
motivated for producing
more and perform better
so that they can get
upcoming promotional
opportunities.
 Fresh talent provides the
different prospect to the
 It can take huge
amount of cost in
comparison of hiring
within enterprise.
 This takes more time
to train an external
candidate in the
organisation because
he or she is not
familiar with
organisation
structure.
 When employees get
hired from outside
environment than it
dissatisfied the
current employee and
they start leaving the

industry which help
them to remain in
competition.
job.
JP Morgan should use both external and internal source so that there is a balance of the
creativity , innovation and the experience.
TASK 2
P3 Benefits of different HRM practices to employer and employee
HRM is the mediator who make the bridge between the organisation goal and individual
goal. HR officer have to perform multiple duties in the organisation effectively and efficiently on
a daily basis. Human resource professional of JP Morgan company do recruitment, selection,
training and development and many more things (Guest, 2011). The respective company use
HRM practices which are beneficial for both employees and the employer are described briefly
below :
Benefit of employees Benefits of employer
Career growth : Human resource manager
motivate their employees by rewarding them
with bonus, incentives and offering trip as a
appreciation of the good work. They use
performance appraisal and many more methods
to know their contribution towards
organisation. This technique help enterprise in
increasing employees performance as they
know that their work is properly evaluated.
They provide various things to employees like
vocational training and development program
which help in increasing the employee
efficiency.
Strong work force : If the employees are
strong and skilful than manager can easily take
care of the enterprise. HR officer provide
strong manpower through providing training,
seminars, workshop and meetings. By all this,
they are able to increase workers performance
directly. Without effective employee JP
Morgan not able to achieve their goals as they
are responsible for making policies,
implementing strategies and many more work.
Conflict resolution : Human resource always
act as mediator in the organisation whether
Increase productivity : When employees are
happy and feel secured than organisation also

dispute take place between employees or
between management and the employees. They
solve the matters like inappropriate language,
poor attitude and disrespectful behaviour so
that their working not get affected. HR officer
of JP Morgan adopt all those techniques which
can reduce the conflict among the employees
such as equal wages, balanced training to every
employee, communication with every
employee and so on (Hendry, 2012).
grow and able to compete with outside world.
By providing employees with a safe, healthy
and secured environment, then they show
dedication towards organisation. This help in
increasing the employees productivity (Huselid
and Becker, 2011). Unsatisfied employee is
less interested in his job as compared to
satisfied employees. HR officer of JP Morgan
should ensure that employees get safe and
secured environment so that they can remain
passionate towards organisation objectives.
P4 Evaluate the effectiveness of different HRM practices.
By adopting different HRM practices business able to increase the organisational profit
and productivity. JP Morgan adopt various human resource practices to remain employee for a
longer time duration with the efficiency. There are many work practices which human resource
of the organisation adopted to make it employees comfortable, dedicated and loyal these are
given below-
Learning development and training practices : Retaining with the organisation give
employees more development opportunities. Workers work in JP Morgan Firm usually for 2 to 3
years because they believe that there development is not happening in that particular
organisation. HR professional of JP Morgan should take care that their employees get to learn
new things and skills by the help of training session. When worker continuously get the chance
of improving their skills and knowledge than his performance also increases. Worker expect
from firm to fulfil their needs and development due to which it should also support them by
improving their working. As a result, productivity of an organization is automatically going to
enhanced in much better manner.
Flexible working conditions : Flexible working practices able to reduce stress and
increase the retention rate of the employees in the organisation. It provide flexibility to the
employees as when and at which hour they can work. This help employees to meet their family
needs and personal obligation. However, flexible working hours in JP Morgan provide aids in

encouraging staff members towards retention procedure as they get motivated to working in a
same organization for longer time period.
TASK 3
P5 Importance of employee relations in respect to influencing to HRM decision making.
Human resource professionals plays a vital role for the employees as they put efforts to
keeping entire staff together and create a reputation of trust among them. They need to introduce
some of the specific activities that can assist in restoring the connectivity among the workers that
can bring them closer and it will be good for the company (Jackson, Schuler and Jiang, 2014).
The main motive of the manager is to perform such activities and functions that can establish a
strong relations among the people of the JP Morgan because it will enhance the company's
productivity. There are several aspects of employee relations that can influence the HRM
decision making that are as follows -
Employee participation – Benefits can be availed through the involvement of
employees in the organizational activities and meetings that can fruitful for the firm as well.
There are so many companies which does not support to the maintain a strong relationship with
the staff that increasing their employee turnover. Due to their negligence behaviour, the
employees of JP Morgan Firm does not feel pride on the part of the organization because the
firm is not make them feel valuable for the company. Employee engagement is important for the
organization because they may have some innovative ideas that can improve the firm's efficiency
and performance.
So it would be better for the JP Morgan to increase the employee involvement in the
business meeting as their innovative ideas can enhance the profit of the firm. There are so many
employees who are experienced and may have some new thought that can change the game in
the market. As JP Morgan is an investment and finance company so there may be some
productive ideas that can raise the business of the firm.
Offering equal opportunities – There are so many employers who are not providing the
equal opportunities to their employees but they believe that they are treating same to everyone.
This can create the conflicts among the employees and more than that this favouritism can be
harmful for the company. If JP Morgan offers equal opportunities to everyone then they can raise
the productivity (Marler and Fisher, 2013).

For an example, the HR of the firm can inform the employees about new project that are
they going to achieve but along with this they can also tell the employees. In a meeting they
announces that whoever put their efforts in the various phases of the task that will be helpful to
accomplish the project their will get the opportunity to lead the project. This will generate a
positive environment among the employees and employer and all of the employees will work
hard to grab the chance to lead a project and this is opportunity will be fair to everyone. So there
is no favouritism and the Unprejudiced freedom will encourage the employee with a sporting
spirit that ultimately hike the performance and productivity of the company.
Setting up goals with the sharing of work – It is essential for JP Morgan to determine
the goals and distribute the work in modules. The employees can support the work organization
by working on that modules as they can work in cooperation. They have separate their work to
do that is divided according to their job and skills and they all will work on it that will meet a
final objective. For an instance, the HR manager provides the work to every employee that is
required to meet the objective. If manager put their efforts in managing the work among the
employees then the work will be stress free and they can concentrated on their work that will
generate an effective output. In order to achieve the target it is HR officers responsibility that
they provide a positive environment where workers can put efforts to enhance the productivity of
the firm and themselves as well. It will beneficial to develop a strong relationship with the
employees that will reflect in the productivity and profit of JP Morgan company (Nickson,
2013).
These are the factors that can affect the HR decisions because the employees are the
prime resource that generates the productivity and profit for an organisation. So it essential for JP
Morgan to maintain a strong employee relations through make them happy and value them as a
part of the organization. As they supports to gain the profit and enhances the company process
with the employee cooperation.
P6 Employment legislation and their impact on the decision making.
In the European Union and Union Kingdom there are various employment laws are
established by the government. They specifies the relationship between the employees and
employers and which clearly states that what are the employees expectations and what employer
can ask them to do. It also includes employees rights at the workplace.

Equality Act 2010 – This law states that every employee will have the equality to do the
job. There will be no discrimination regarding the gender, race, religion, physical disability,
language, colour, etc. In order to provide equality to every person and make it more transparent
this is amended and under this law there are several laws are state which protect the employees
and employer both. These laws comprises of Equal Pay Act 1970, Sex Discrimination Act 1975,
Race Relations Act 1976, Disability Discrimination Act 1995, Employment Equality (Religion
or Belief) Regulations 2003, the Employment Equality Regulations 2003, Employment Equality
(Age) Regulations 2006, the Equality Act 2006 and Part 2 the Equality Act Regulations 2007.
The firm must not discriminate the employees according to their gender they all have to
get the equal payment and opportunities to work in the organization. The employer does not have
any right to discriminate the employees on the behalf of their race, physical disability, gender,
religion and pay (Nickson, 2013). If they do so with avoidance of the government legislation
then they can be sue for that. It can impact on the decision making of JP Morgan because if they
divides the salary among the employees according to the gender discrimination. But the company
comply the government laws so they have to pay the equal wages to their employees. They
cannot discriminate among the employees on the behalf of their gender, religion or other factors.
National Minimum Wage Act, 1998 – According to the directives of EU there is a
provision of providing the minimum wages to the labour. This states that every organization
have to pay a specific amount to the employees whether they are working as the lowest level of
the company or the top level. This law ensures JP Morgan Firm that all the workers get the
enough amount of income with respect to their job. The company is abide with laws of minimal
wages and they cannot reduce it. So the firm's decision will be affected with it because they
cannot change the rule and they cannot save the money which is going to invest on employees.
Minimum Working Hours – It guarantees the employees that they can work only for 48
hours in a month. If the employees is under 18 years then they can work only 40 hours in a
month. But these working hours can be exceed according to the mutual understanding of the
employer and employee. But the recruiter cannot force to extend the working hours (Pieper,
2012). JP Morgan cannot force the employee to work more than the average hours and HR
professional of organisation make the policies and working hours limit accordingly.
Health and Safety Act 1974 – The health and safety act defines the employer
responsibility for the health and safety of the employees. This refers to the safety of the

employees as firm cannot push them to take risk that can cause to harm them or put them in to
jeopardize situations. The organization is liable to provide peril controls such as the fire alarm
that can protect them for from the injuries and death. It is prime responsibility of JP Morgan that
they ensures safety of the employees. They cannot send their employees on the hazardous place
where they can loose their lives. If company pushes them into risk of their life then employees
have the rights to claim organisation for trial.
Maternity and parental rights – In the United Kingdom there is there is a provision for
the maternity and parental leaves that includes paternity, shared parental, adoption leave and pay
and unpaid paternity. This is considered as the fundamental right for a woman and man while
working in an organization. With a flexibility the both parents can split their leaves according to
choice for up to fifty weeks. If in JP Morgan does not approves the maternity and parental leaves
then there is possibility to loose a efficient and productive workers of the company. So they have
to grant the leaves otherwise it can impact on company's performance.
Hence, this can affirm from the discussed findings that legislations of employee affect the
worker and their related policies accordingly as the HR professional take care of those regulation
before developing worker guidelines and policies and perform activities as per the need.
TASK 4
P6 Applications of HRM
In order to understand the human resource practices, this is fundamental for an
organisation to HR manager to execute these strategies and activities accordingly. There are
several HRM application that needs to concentrated and two of them are mentioned below -
1. One page agenda training seminar intended for receptionist at 5 Star Hotel
As it has been noticed several times that reception is the place which make first
impression on the visitors and therefore, it should consider as the foremost area of the hotel. In
order to make it so expressive and convincing Mayflower Hotel, London conducted a seminar
for the receptionist with some specific agenda that are as follows -
Receptionist Seminar Agenda
Liaise with poise and professionalism
 Be confident and stay express with body language.
 Adjust the voice tone, volume to project confidence.

 Avoid unprofessional behaviour such as as screaming out.
 Active listening techniques and be polite
Interact with the outside world
 Prodigy ways to establish an image from telephonic conversation.
 Greetings that conveys the warmth and expertise.
 Screening tricks that impact on the callers.
 Establish affinity with the visitors that make them feel important.
Tackle trouble and people with consideration and diplomacy
 Stay the calm and control the situation while being stressed.
 The fine way to say no without annoying the people.
Be organized, Time efficient and Relaxed
 Avoid the time wasting activities and interruptions and remain concentrated.
 Keep the space clean and tidy by organizing the small space at front desk area.
 Quick stress release exercise that can be done at the place.
2. One page job advertisement in the Financial Times for Business Lecture at UCL.
Business Lecturer required at UCL
At the UCL there is a requirement of business lecturer of business economics who studied from
a recognised university of UK or USA. The institution has three seats for the skilled and
knowledgeable faculty. A candidate should be MBA with the finance, marketing, international
entrepreneurship with A++ Grade and have innovative ideas to engage the students in activities.
He/She should have the ability to handle the student queries and curiosities in an effective
manner.
Selected candidate will get personable salary and all the allowances.
Interview schedule:
14 August, 2018 Tuesday
Time : 9: 30 AM to 3: 00 PM
Place : UCL Conference Hall
Contact Person : Mark Twin 044-4584268554

CONCLUSION
This can summon from the discussed report that human resource management is a body
of the business organization that provides a framework to manage the work among the
employees. They also the employees and provides them training and selection to enhance the
productivity and profit of the firm. Numerous activities and recruitment procedure are optimised
by worker that influence the decision making of organisation. Thus, the above report
incorporates the purpose and functions of HRM. Furthermore, the report also embraces about the
purpose and functions of HR professional such as recruitment and selection. Along with this,
report also develops policies for employer and employee benefits and increase the employee
engagement in organizational activities through which productivity and performance can be
enhance.

REFERENCES
Books and Journals
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practice. Kogan Page Publishers.
Bos‐Nehles, A.C., Van Riemsdijk, M.J. and Kees Looise, J., 2013. Employee perceptions of line
management performance: applying the AMO theory to explain the effectiveness of line
managers' HRM implementation. Human resource management. 52(6). pp.861-877.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Budhwar, P.S. and Debrah, Y.A. Eds., 2013. Human resource management in developing
countries. Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
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Guest, D.E., 2011. Human resource management and performance: still searching for some
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Hendry, C., 2012. Human resource management. Routledge.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review. 23(1). pp. 18-36.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
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Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Review. 15(1). pp. 1-
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Online
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