Human Resource Management: Purpose, Functions, Recruitment, Selection, and Benefits

This report discusses the purpose and functions of Human Resource Management (HRM) in terms of resourcing an organisation, different approaches to recruitment and selection, and benefits of HRM practices for both employer and employee within an organisation. It also evaluates the effectiveness of HRM practices in terms of raising organisational profit & productivity. The study is based on the Hampton by Hilton London in Park Royal located in UK.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
P1: Purpose and Functions of Human Resource Management in terms of resourcing an
organisation ...........................................................................................................................3
P2: Explanation of different approaches to recruitment and selection with strength and
weakness.................................................................................................................................4
P3: Benefits of HRM practices for both employer and employee within an organisation.....6
P4: Effectiveness of HRM practices in terms of raising organisational profit & productivity7
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The human resource management was primitively called as personnel or people
management. Within the company it is the formal way of managing the people and for the
organisation is is a fundamental part. The focus of HRM is on recruiting new employee with new
talent for the organisation and managing employees. The morale of the workers is increased by
working on the relation of employees and employers (Alvehus, J., 2018). The study is on the
Hampton by Hilton London in Park Royal located in UK and this new brand hotel opened in
October 2020. In the report the discussion is on the purpose and functions and roles of the HRM.
Furthermore, it discussed the role of different HRM practices and evaluated the approach of
recruitment and selection. The strength and weakness is identified and evaluation is done how it
help the organisation with talent management.
TASK
P1: Purpose and Functions of Human Resource Management in terms of resourcing an
organisation
The human resource management is the function associated to hiring, motivating and
maintaining people in the organisation. The management ensures the use of human talent
efficiently and effectively for achieving the organisational goals. The resourcing of the
organisation defines to people, technology, raw material, machinery and finance which helps in
turning the plans and goals into actual results for attaining the profit of organisation.
The purpose of the HRM is to maximize employee contribution in directive to achieve
optimal productivity and effectiveness in context of Hilton London in Park Royal. The right
people with the skills, knowledge are invested in the organisation as the purpose is associated
with the organisation mission and goals. The purpose of the HRM is organisational development
by studying and implementing the practices, law, techniques that affecting the organisational
change. In Hilton London in Park Royal the OD emerges with human relation which motivates
and influence the workers for performing better so that organisation resources can be utilised
fully (Beattie and et. al., 2018).
The role of the HR department in the organisation of Hilton London in Park Royal is to
recruit the right candidate by understanding the organisation needs. The HR department is in the
charge of arranging the interviews, coordinating hiring efforts. The policies and programs of the

HR is designed and implemented by the HR department which help the company leader in
managing the workforce. To manage the HR activities with strategies and operations that is
identified by the management.
The HR in the organisation has many important function to meet the challenges.
Human resource planning- It is the first function in knowing the organisation future
needs that will help in shaping the recruitment, selection, performance management etc. It is
similar to the workforce planning. It is an ongoing procedure which ensures the organisation to
have the right number of people at right time at correct place for attaining organisational goal in
context to Hilton London in Park Royal (Costache and et. al., 2017).
Job design and job analysis- It is the prime function of HR where job design refers the
duty, obligation and operations of an employee required to perform at the time of job. The right
employees is hired on the basis of rationality dan research by making evaluation of skills, traits
and employee character. The job analysis includes the process of defining the job nature and
human requirement is specified such as skill, qualification, experience required to perform the
activities by an employee. The responsibility and activities of the employee is defined which
involves the job description and job specification in the context of Hilton London in Park Royal.
P2: Explanation of different approaches to recruitment and selection with strength and
weakness
The Key elements of the human resource management incudes the recruitment and
selection.
Recruitment- It describes to the procedure of attracting, identifying and inviting competent
applicant for the job and individual are encouraged to employ for that job in the organisation.
This procedure is used by the Hilton London in Park Royal to fill the job position of new or
existing by identifying the suitable prospects. The recruitment is founded on the three aspects
i)arising of needs from change business ii) internal and external trends are predicted and lastly,
iii) unexpected needs[ death, accident, illness resignation] etc. The approaches of recruitment
are-
Internal recruitment- It defines the procedure of recruiting the applicant from the
existing workforce for the fresh job in the same organisation. It creates the strong path of
progression by developing organisational benefit. The ways of internal recruitment in Hilton
London in Park Royal are-

 The transferring of employee internally to the place where job is vacant.
 The employee is promoted on vacant position.
 To fill the job position seeking the employee referrals from existing employee.
Strength- It helps in reducing the time of hiring and money is saved.
The employee engagement is strengthened (Jebb and et. al., 2017).
Weakness- The internal recruitment results in the inflexible culture.
The conflict is created among the colleagues.
External recruitment- It defines the procedure of hiring the applicant from outside
which bring new ideas and view for the organisation. The ways of external recruitment in Hilton
London in Park Royal are-
 For the certain job the educational institutions are the direct source of recruitment which
involves schools, colleges and universities.
 In the recruitment of the candidate the employment agencies helps as they have register
candidates for the job opportunities. The applicant is selected by the agencies for
supervisory and higher level.
 From the competitor organisation the applicant can be attracted as the company needs
talented and experienced candidates to fill the job vacancy.
Strength- It helps in selection of more candidates and fresh perspective is added in the
company. The referrals are encouraged from current employees.
Weakness- The external recruitment increases the cost and training. The selected
candidate might have limited understanding of company (Kim and et. al., 2017).
Recruitment events- For large organisation in respect to Hilton London in Park Royal
the planning expansion of recruitment events is appropriate for attracting the type of people the
company requires. The events can range from hosting days to being job fairs.
Strength- It helps to access to meet multiple employers at a time. It helps in indirect
marketing for brand.
Weakness- No proper structure for the interview is followed by the company. The high
crowd creates the stress on the company.
Selection- It defines to the procedure of matching the organisational requirement with the skill
and qualification of people. From the pool of applicants the right qualified applicant is selected

within or from outside the organisation by using group discussions, final job interviews etc. The
approaches are-
CV and Application form- It is a document that applicants complete and submit. In The
CV it is personal document which involve the information about the applicant skills, experience
and qualifications. The potential employee completes the application form which involves the
series of question so that it can help the company of Hilton London in Park Royal to learn more
about them (Lorenzon and et. al., 2017.).
Strength- It helps in comparing the skill and experience of different applicants. For the
future vacancies the same form can be used.
Weakness- It is time consuming and length application form can be off-putting for
potential candidates.
Interviews- A number of applicant is invited which can be usually face-to-face meeting
where the business asks series of question and observe how it is answered by the candidates. The
members involved in the interview process are trained in interviewing skills.
Strength- It provides flexibility and better response and the order of question can be
control by the interviewer.
Weakness- It is costly and time-consuming. It can cause biases.
Online screening and short-listing- The screening of the application is founded on the
qualification of candidate and experience against the job requirement which helps in selecting
the large volume of candidate.
Strength- It is a cost saving approach (Mishra and et. al., 2018).
Weakness- A fear of loss of talent as there is no connection to actual hiring.
P3: Benefits of HRM practices for both employer and employee within an organisation
` The HRM mentions the policies and practices requisite to execute the specific task in the
company like employee staffing, performance management, and employee involvement is
encouraged in decision making. The HRM practices are the set of processes and techniques that
produces the enhanced business performance outcome. It is an internal guidelines that the
organization introduced to contour procedures and procure optimal outcome. The HRM practices
is finished to assign the duties to employee, internal and external training opportunities are
generated, promotion and recruitment policies are fulfilled for the organisational needs. The
employee performance, attitude and behaviour is influenced with the HRM practices. In Hilton

London park Royal the HRM practices has important role in building organisational capabilities,
improving customer and stakeholder satisfaction and enhances the employee satisfaction.
HRM practices are-
 Providing security to employees- It is a first human resource practices in Hilton
London park Royal as life is unpredictable factor and work is stable. In the organisation
there is a formal and informal agreement between the employer and employee which
also helps in retaining the people.
 Training in relevant skills- The organisation should heavily invest in training time and
budget for employers. The learning process is included in the training which helps in
developing technical & managerial skills and efficiency in employees for the
improvement of organisational performance.
Benefits of HRM practices to Employee
 The organisation provides the benefit of financial security to the employees which
includes pension plans, insurances, personal and financial benefits which includes
commissions and bonus.
 The HRM practices help in resolving the conflict between the employer and employee by
taking actions on time and increases the morale of the employee for better performing.
Benefits of HRM practices to Employer
 Planning for change as technology is changing and updating it is the responsibility of HR
to help the company for stabilizing the continuous change. It involves helping the
employees by understanding their functions and building a bridges between managers
and departments.
 Each organisation differs from other which requires a training so that policies and
procedures are conveyed to the employees. The HR responsibility is ongoing employee
development
P4: Effectiveness of HRM practices in terms of raising organisational profit & productivity
The HRM practices has the important role in providing competitive advantage to Hilton
London Park loyal as it offers several capabilities and behaviours to the company which executes
firm strategy and innovation is rendered. In the organisation the Optimum use of HRM practices
develops and utilise the resources for raising organisational productivity and profit. The HRM
practices plays the three major roles such as i) building critical organisational capabilities, ii)

enhancing the employee satisfaction, iii) improving customer and stakeholder satisfaction. The
positive HRM practices helps in promoting the well being of the employee in the organisation of
Hilton London in Park Royal. The right HRM practice helps in creating sustainable and lasting
capability to manage the internal performance in the organisation (Dubin, R., 2017). The HRM
practices helps in establishing operational excellence team to drive continuous improvement,
manage process from end-to end, define standards operating procedures to provide consistency
across HRM functions in the organisation. In assessing the organisational profit two methods are
used- direct methods are drawn from surveys and indirect methods are drawn from statistical
tools. In the Hilton London in Park Royal practices are developed in integrated manner which is
consistent with the organisational strategies in Oder to achieve the goals and objective of the
company. This ensures the quality of work life and ensures that employees are satisfied, skilled
and productive for contribution towards the growth of the company.
CONCLUSION
The human resources is associated with the specific work practices and how performance
of organisation is affected. In the business situation human resource defines the workforce, i.e.,
employees of company and what skills, energy they bring. In the study the company evaluates
the function and purpose of HRM in the company and role of HRM practices is assessed. The
company identifies the approaches of selection and recruitment.

REFERENCES
Books and Journals
Alvehus, J., 2018. Conflicting logics? The role of HRM in a professional service firm. Human
Resource Management Journal, 28(1), pp.31-44.
Beattie and et. al., 2018. Human resource management in public service organizations. Taylor &
Francis.
Costache and et. al., 2017. Resource management in cloud platform as a service systems:
Analysis and opportunities. Journal of Systems and Software, 132, pp.98-118.
Dubin, R., 2017. The world of work: Industrial society and human relations. Taylor & Francis.
Jebb and et. al., 2017. Exploratory data analysis as a foundation of inductive research. Human
Resource Management Review, 27(2), pp.265-276.
Kim and et. al., 2017. Determinants of the strategic involvement of human resource departments:
evidence from large South Korean firms. Asia Pacific Journal of Human
Resources, 55(1), pp.44-63.
Lorenzon and et. al., 2017. Itaipu royalties: The role of the hydroelectric sector in water resource
management. Journal of environmental management, 187, pp.482-489.
Mishra and et. al., 2018. The role of informational and human resource capabilities for enabling
diffusion of big data and predictive analytics and ensuing performance. In Innovation
and Supply Chain Management (pp. 283-302). Springer, Cham.