Human Resource Management - Functions, Approaches, and Practices

This report provides an overview of human resource management, including its purpose and functions, advantages and disadvantages of various approaches to recruiting and selection, efficacy of HRM approaches in increasing organizational profit and productivity, importance of employee relations, major components of employment regulation, and application of HRM practices with examples. The report also includes a case study of Appirio, a global services firm that assists companies in creating next-generation Workday and Customer Experiences by integrating cutting-edge cloud technology.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
P1 Purpose and the functions of HRM...................................................................................3
P2 The advantages and disadvantages of various approaches to recruiting and selection.....4
P3 The advantages of various HRM approaches in the perspective of both the employer and
the employee...........................................................................................................................5
P4 The efficacy of various HRM approaches in terms of increasing organisational profit and
productivity.............................................................................................................................6
P5 Importance of employee relations in respect to influencing HRM decision-making.......7
P6 Major components of employment regulation and their influence on HRM decision-
making....................................................................................................................................7
P7 The application of HRM practices with examples............................................................8
CONCLUSION..............................................................................................................................10
REFERENCE.................................................................................................................................11

INTRODUCTION
Human resource management refers to the actions associated with personnel recruitment,
hiring, encouraging, remuneration and so on. For accomplish the project objectives inside a
business, the HR department is the unit that has the obligation to oversee the personnel utilizing
excellent effective strategies of human resource management to choose skilled people for the
company to achieve a competitive edge. Appirio is a worldwide services firm that assists
companies in creating next-generation Workday and Customer Experiences by integrating
cutting-edge cloud technology. Its free-thinking consultants provide exceptional client value by
developing practical strategies, providing exceptional speed and assisting businesses in adapting
to a new experience-driven era. The report emphasises several HRM roles and functions
appropriate for workforce planning, as well as the strengths and weaknesses of various methods,
as well as the advantages of various HRM practises and their efficiency in increasing revenue
which mentioned. This study also discusses the merits of employee relations in influencing
human resource decision making and an essential aspect of employment regulation, as well as
the implementation of human resource practises.
P1 Purpose and the functions of HRM
Functions
Recruitments and selection: One of the most essential roles of human resource
management is recruitment and selection. Recruitment refers to the activity of finding and
encouraging candidates to apply for an open job while selection is the method of picking the best
applicant from a pool of candidates who applied (Ueki, 2017). In the context to the chosen firm,
the organisation has engaged a significant pool of applications in attempt to manage with the
present epidemic.
Training management: The duty of human resource management is to train its personnel
in order to develop the abilities and entire productivity. It is the human resource manager's job to
give continual training to its staff (Beaven, 2019). In the context to the chosen organisation,
online training programme is offered to its new staff, allowing them to function remotely.
Purpose

Enhancing productivity: The primary goal of human resource management is to increase
the whole effectiveness of the company by giving necessary training to personnel. Qualified
personnel will operate without mistakes, producing better outcomes and therefore increasing the
total output of the company. Appirio's management must guarantee that the team is trying to
increase work effectiveness.
Improving workforce satisfaction: The goal is to boost employee happiness by presenting
them with incentives and perks. In the instance of Appirio, when staffs are working remotely
owing to the present outbreak, it is possible for them to get demotivated and managers must
guarantee that workers are given prizes, perks and basics in addition to increasing worker
happiness.
P2 The advantages and disadvantages of several approaches to recruiting and selection
In context to the selected firm, the various approaches of recruitment and selection along
with their advantages and disadvantages are discussed below:
Recruitment: The phrase recruitments refer to the activity of recognizing a wide range of
possible applicants such that they could apply for open positions. There are several methods for
recruiting available (Akhtar, 2021). In the context to the selected company, the best strategy, as
well as its strengths and weaknesses, is mentioned below:
Online recruitment: Internet recruitment entails discovering potential applicants
through the use of multiple online platforms, as this is easier to locate a significant number
of job searchers on a specific website. In the context to Appirio, the company hires
individuals using internet recruiting services such as LinkedIn.
Advantages: Organizations could quickly hire individuals utilising internet
platforms due to digital recruiting.
Disadvantages: As there are a huge number of applicants registering on a
single platform, it is tough for HR to discover the correct and appropriate
individual.
Selection: The selection refers to the practice of selecting the best suited applicant from
among all available applications. It involves a variety of procedures like as tests, interviews,
background checks and psychological testing that help managers to select the best applicant (Xia

and et. al., 2020). In relation to the selected company, the method to selection with advantages
and disadvantages are mentioned below:
Employment Test: The employment test assists businesses in selecting the most
qualified and talented person for the given job. The employment test consists of
personality tests, aptitude tests, psychomotor tests and so on. These tests contribute in the
analysis of the candidate’s personality intellect and physical capabilities. This could assist
the selected business in properly analysing and evaluating applicants.
Advantages: This method assists in the analysis of a personality traits,
mindset and behaviours, allowing organisations to quickly pick the ideal
applicant.
Disadvantages: One of its disadvantages of such method is that it is time
consuming.
P3 The advantages of various HRM approaches in the perspective of both the employer and the
employee
Human resource management is important in defining a firm's personnel and guiding them
toward reaching stated aims and objectives. Different methods are utilised to improve the
company’s effectiveness (Hajiheydari, Khabiri and Talafi Daryani, 2017). The human resource
management practises are important for both employers and employees in the framework of the
selected organisation which are mentioned below:
Training and development: Training and development is amongst the most significant
practises performed out by human resource department. They ensures that all workers receive the
necessary training to enhance respective abilities. Appirio, for instance, is employing virtual
online training that workers could participate from the comfort of their own homes, in order to
tell its staff in accordance with COVID 19. Moreover, organisations must guarantee that staff
receives adequate training in effort to keep them during the outbreak.
Benefits for employees: Professionals could develop their abilities and work
efficiently from home as a result of this. Appropriate training and development would
enable workers to enhance existing abilities and perform much effectively even though
they operate remotely (Sfeir, 2019).

Benefits for employer: Personnel training and development that is successful
would help employers to quickly pick people for tasks without investing additional money
on training them.
Creating favourable workplace: This assists in the retention and motivation of people
inside the firm, therefore businesses must make sure that they would be providing a positive and
healthy atmosphere for both employers and employees. In the case of the selected organisation
while workers are operating remotely because to the lockdown, the business must guarantee that
they are offering a pleasant and friendly atmosphere to their staff, even using online platforms to
inspire them (Achour and Sarra, 2017).
Benefits for employees: Developing a better office atmosphere allows employees to
feeling protected and motivated to achieve their ambitions and targets.
Benefits for employer: This would assist the business in successfully managing the
employees and maintaining transparency regarding the task. Furthermore, this would assist
employers in retaining its staff for an extended length of time.
P4 The efficacy of various HRM approaches in terms of increasing organisational profit and
productivity
Effective human resource management practised in a corporate organisation benefits both
the employer and the employee by successfully encouraging them to achieve organisational
targets and aims while also improving their entire effectiveness (Ahmad Razimi, Romle and
Kamarudin, 2017). In the framework of Appirio, the efficiency of different human resource
management practises for both employers and employees which is mentioned below:
HRM practices for employees
Motivating employees: The successful human resource management practises assists
corporate organisations in effectively motivating their staff to achieve targeted goals and
objectives. Different techniques, such as giving rewards and perks and important training, would
assist the selected business in encouraging their staff toward reaching desirable goals and
improving organisational effectiveness.
HRM practices for employer
Creating favourable workplace: Employers may generate a positive work environment for
them and its workers by using efficient human resource management strategies. A favourable

workplace enables workers to operate quickly and readily since they understand their position
and task (Lang, 2017). In the context to the selected organisation, efficient application of human
resource management techniques will help employers to establish a favourable employment
environment, allowing them to operate efficiently.
P5 Significance of employee relations in respect to influencing HRM decision-making
Employee relations are described as the practice of developing successful and innovative
relationships with the firm's employees in need to encourage and maintain them for an extended
length of time. To expand and retain a competitive edge in the industry it is important for the
selected company to sustain and create good relationships with its workers, since powerful and
reliable employee relations assist to improve the entire efficiency and revenue of the firm
(Sarker, 2017). Several of the advantages of the employee relationship in the context of the
chosen organisation that have a direct influence on human resource management decision
making are mentioned below:
Increased motivation: Developing efficient and successful employee relations would result
to increased employee engagement. Sustaining pleasant relationships and building a better
workplace environment would contribute to successfully inspiring workers to achieve needed
mission and targets (De Janasz and Crossman, 2018). In the framework of the selected company,
the manager must establish favourable relationships with employees in order to encourage them.
Reduce workplace conflict: The advantage of excellent employee relations is that this
supports in the reduction of conflict in the workplace. Establishing good employee relations
reduces mistake and ambiguity between the employer and workers that immediately contributes
to a reduction in working clash. Eliminating workplace conflict contributes to the ultimate
revenue of the selected firm.
P6 Major components of employment regulation and their influence on HRM decision-making
The procedure of establishing different regulations and legislation in attempt to safeguard
employees from any type of unethical practices is known as employment legislation.
Employment legislation are the regulations that safeguard the interests of employees and these
are highly important in any firm (Miah and Islam, 2017). Several employment laws are described
below in order for the selected organisation to keep and encourage their employees:

Equality law: This law explains which each and every staff member in the company must
be considered equivalently and equitably as well as compensated accordingly. It would assist the
selected organisation in building and creating beneficial relationships with the workers as well as
making them experience protected and equivalent in the company.
Discrimination law: The other is the anti-discrimination legislation which states that no
one in an organisation shall be discriminated against because of their skin colour, caste or
gender. In aims to increase and acquire a competitive edge, particularly throughout this outbreak
period, the selected business must assure that no worker is discriminated against (Syed and
Tariq, 2018). While a person works remotely, the business must guarantee that they are
addressed fairly and productively.
P7 The application of HRM practices with examples
There are several applications of human resource management practise to captivate the
suitable applicant for the open job in the company. It allows projecting the necessary abilities
and expertise for the vacant post in the business (Wagner, 2020). Numerous examples of human
resource management practise are described below:
Job specification: It is a key strategic tool used by organisations to showcase the talents,
capabilities and expertise that are required by the applicant for. This is among the most
important strategic strategies employed by the company in its current position. It contains all of
the details needed by the applicant to apply for a certain position (Del Prado and Rosellon,
2017).
Job specification
Organization: Appirio
Job purpose: In charge of overseeing the business's marketing activities. Responsible for the
creation of all promotional materials and marketing initiatives.
Job Designation: Marketing Manager
Roles and responsibilities:
 Interviews, hires and trains marketing personnel
 Determines marketing objectives based on historical performance and market projections

 Supervises present offers and develops new product or service activities
 To develop marketing plans, conducts research and analysis on market trends,
demographics, price schedules, rival products and other important information
Required skills and experiences:
 A bachelor's degree in marketing, business or a related field is required.
 Client interaction
 Creativity, flexibility and research analysis are all required
 Public speaking, communication skills, leadership and multitasking
Job offer letter: Another application of the human resource management practice is the
job offer letter. It includes all the information and details provides to the candidate after they
have been selected for the job (Ferreira, Curado and Oliveira, 2021).
Job offer letter
Company Name Appirio
Job position Marketing manager
Location United kingdom
Reporting person HR Director
Roles & Responsibility  Interviews, recruits and trains marketing
staff
 Determines marketing goals depending on
past accomplishment and market predictions
 Coordinates the display of offerings and
the development of new product or service
activities
Joining date 19 July 2021
Working time 9 am to 6 pm

Job advertisement
We’re Hiring!!
Position: Marketing Manager (Full- Time)
We have an available work - from - home opportunity for outstanding individuals with 1 year of
experience to join the UK headquarters of the firm Appirio. The job opening is for a Marketing
Manager.
The working day is 5 days week and also has additional benefits. Last date to apply 10th July
2021.
Pay and Benefits Reach us Today !!
 Wi-Fi is charged by the
firm
 Insurance for medical
expenses
 A laptop and other
equipment are provided
Interested candidate can contact at:
send your CV to 382 Fore St. Road, EC2Y 9DT
or
email it to [e-mail]
CONCLUSION
From the above discussion, it can be concluded that human resource management is a vital
element of every business in addition to enhancing its productivity and abilities for the
organization's profit maximization. Human resource management is very crucial for worker
retention. Adherence with employment regulations is also necessary for HR management in
order to offer workers with the obligations and preserve excellent employee relations. As a result
while selecting and hiring the ideal people for the company is a difficult element of HR
management, it could be done efficiently by utilising efficient selection and recruitment tools. As
a result, human resources are the most valuable asset and its management is important to an
organization's innovation and survival.

REFERENCE
Book & journals
Achour, M. E. Z. R. I.G. and Sarra, B. O. U. G. U. E. S.R. I., 2017. The Role of Human
Resource Management Practices in Increasing the Level Of Employees Satisfaction in
Algerian Companies. Indian Journal of Commerce and Management Studies, 8(1), p.82.
Ahmad Razimi, M. S., Romle, A. R. and Kamarudin, N. N., 2017. The processes of recruitment
and selection in human resource management from Islamic perspective: a review. World
Journal of Management and Behavioral Studies, 5(1), pp.5-13.
Akhtar, Z., 2021. Effect of Entrepreneurial Training for Human Resource Management of
Prisoners: A Framework. International Journal of Criminal Justice Sciences, 16(1),
pp.217-235.
Beaven, K., 2019. Strategic Human Resource Management: An HR Professional's Toolkit.
Kogan Page Publishers.
De Janasz, S. C. and Crossman, J. eds., 2018. Teaching Human Resource Management: An
Experiential Approach. Edward Elgar Publishing.
Del Prado, F. L. E. and Rosellon, M. A. D., 2017. Developing technological capability through
human resource management: case study from the Philippines. Asian Journal of
Technology Innovation, 25(2), pp.310-329.
Ferreira, B., Curado, C. and Oliveira, M., 2021. The Contribution of Knowledge Management to
Human Resource Development: a Systematic and Integrative Literature
Review. Journal of the Knowledge Economy, pp.1-29.
Hajiheydari, N., Khabiri, S. H. and Talafi Daryani, M., 2017. A Framework for Data Mining
Approach Applications in Human Resource Management. Iranian journal of
management sciences, 12(47), pp.21-50.
Lang, A.A., 2017. Characteristics of Human Resource Management Systems that Promote
Inclusive Practices. The University of Wisconsin-Madison.
Miah, M. K. and Islam, M. M., 2017. Human resource management practices and organizational
performance: Evidence from Japanese and US subsidiaries/joint venture in
Bangladesh. Journal of Human Resource Management, 20(1), pp.54-67.
Sfeir, E. K., 2019. Wasta, the impact of preferment on organizational culture and human resource
management. International Journal of Applied Management Theory and Research
(IJAMTR), 1(1), pp.16-31.
Syed, J. and Tariq, M., 2018. A multi-level perspective of contemporary issues of human
resource management in Pakistan. South Asian Journal of Management, 25(3), p.83.
Ueki, Y., 2017. The roles of top management characteristics, human resource management and
customer relationships in innovations: an exploratory analysis. Asian Journal of
Technology Innovation, 25(2), pp.206-227.
Wagner, D. N., 2020. Augmented human-centered management. Human resource development
for highly automated business environments. Journal of Human Resource
Management, 23(1), pp.13-27.
Xia and et. al., 2020. The ‘iron rice‐bowl’regime revisited: whither human resource management
in Chinese universities?. Asia Pacific Journal of Human Resources, 58(2), pp.289-310.