Human Resource Management: A Comprehensive Review

This assignment provides a detailed review of human resource management, covering various aspects such as globalizing HRM, managing people in sport organizations, green HRM, and employee engagement. It includes references to multiple sources, including books, journals, and online articles, highlighting the importance of HRM in contemporary business environments.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
a) Purpose and importance of HR function with its current problem and further growth
measures.......................................................................................................................................1
(b) Strengths and weakness of current selection method taken by Chocolate presence..............3
(c) Two potential improvements that can be undertaken by Chocolate presence for improving
selection process..........................................................................................................................4
TASK 2............................................................................................................................................5
(a) person specification for receptionist at Chocolate presence...................................................5
(b) Advantage and disadvantage of current method of advertising job internally and externally
......................................................................................................................................................6
(c) Recommend suitable placing of the job advertisement for the vacancy of receptionist and
justify...........................................................................................................................................7
PART 2............................................................................................................................................8
TASK 3............................................................................................................................................8
(a) Evaluate the benefits of graduate training schemes and internship programs of Microsoft
for the organisation and employee's.............................................................................................8
(b) Identify the flexible working environment and its benefits for Microsoft and employee's...9
(c) How Microsoft motivates its employees through designing different job roles..................10
TASK 4..........................................................................................................................................11
(a) What is employee engagement and why it is important for Microsoft's employee
relationship.................................................................................................................................11
(b) Evaluate key approaches of engaging workers and how they improve communication
within firm.................................................................................................................................12
(c) Impact of UK's employment legislation and their influence on HR decision making on
recruitment, training and development measures within the firm.............................................13
CONCLUSION..............................................................................................................................14
REFERENCES .............................................................................................................................15

INTRODUCTION
In an organisation, human resource management is the department that helps
the organisation to carry out suitable business operations and activities within the firm or
an enterprise. It is a practice of managing the employees or work force, in general within
an organisational setting (Wright, 2018). An organisation is required to maintain
suitable strategies and policies within an enterprise to meet the organisational
objectives. The present report's first part will cover the operations and HRM functions
within a Chocolate firm, Chocolate presence and the second part of this report is done
on Microsoft.
The report aims to define the purpose and importance of HR functions within an
organisation. Besides this, suitable strength and weakness of the selection process of
the firm and potential improvements are been suggested. Other than this, suitable job
description and person specification is been presented with a proper job advertisement.
Other than this, the improvement in employee performance and development using
training process is evaluated with assessment of importance employee engagement
measures have within selected companies.
MAIN BODY
PART 1
TASK 1
a) Purpose and importance of HR function with its current problem and further growth
measures
The HR functions plays a very crucial role in the management of business
activities which are performing within an enterprise like Chocolate presence. This will
help in improving the quality of chocolate based products and services that are offered
by the firm (Bratton and Gold, 2017). Some major purposes of HR and its suitable
importance are as follows:
 Carrying out recruitment process: This is the major and foremost important
task of a HR department within an organisation. The HR functions or objectives
that are taken within the organisation will help in carrying out of selection process
for highly skilled and effective employees by Chocolate presence. The HR
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department of Chocolate presence plays an important role in improving work
force and getting new employees by the means of advertisements, candidate
source and conducting interviews to hire suitable work force. It is important for
the firm to have a suitable and skilled workforce.
 Providing security at Job: As per the occupational safety Act, 1970 and Health
and Safety at workplace act, 1974, employer like Chocolate presence is liable to
provide appropriate safe environment to its work force. It makes the organisation
to reduce the chances of workplace injury and working within fatal conditions.
This is also essential in order to manage and maintain the compensations related
claims and set up appropriate policies to be followed by selected chocolate
manufacturing enterprise.
 Allocating suitable benefits and compensation: This is an important function
that is required to be taken in consideration by the selected chocolate firm. The
compensation is been provided in case of any loss or injury to an employee.
Besides this, it will help in placing compensation structure and increasing
competitive payments. Suitable payroll is been taken in consideration that will
help in providing effective benefits to employees in need. It is important to
maintain employee satisfaction level, loyalty towards firm and reduce employee
turnaround at Chocolate presence.
 Following different labour laws: As per the norms, different labour laws are
required to be followed by the organisation in order to facilitate employee
retention within firm (Bailey and et.al., 2018). It is also important to mitigate any
sort of indifference and conflict at work place. This will improve the overall
performance and work environment at Chocolate presence.
 Training and development: This is another important aspect of an HR
department within the firm. Training the existing as well as the new recruits will
help the chocolate firm to increase efficiency of their workers and maintain
profitability of the organisation within the market. It is important in order to sustain
overall functionality of the enterprise. The suitable training to the recruited
employees about the gift and chocolate making will improve the performance of
Chocolate presence.
2

At present, Chocolate presence is facing the issue of reduction in quality of some
product and increasing employee turnover. To tackle these issues, suitable recruitment
policies and measures can be follow under future plans of the firm for development
purpose. Formulation of appropriate policies helps firm in satisfying employees which in
turn results in improving efficiency and reducing turnover of employees.
(b) Strengths and weakness of current selection method taken by Chocolate presence
The selection process of Chocolate presence is very basic and involves the
assessment of a candidate using online or by own assessment test of English
Comprehension and maths, required to be passed out with 50% score. Following it, an
interview process is been carried out including the informal chat of 15 minutes. This is a
very general method of selection and can be considered to be taken by the firm, as
there is no specific HR executive. However, this selection process is been questioned
for its fairness.
This process has certain strengths and weaknesses which are required to be
considered by the management of Chocolate presence to improve their selection
process. Some major strengths and weaknesses of this selection process are as
follows:
Strengths:
 The skill's assessment using evaluation process involving English
Comprehensive and maths helps the management of organisation to identify and
access the basic language and calculative knowledge of a candidate.
 The 15 minute informal interaction with the potential candidates will help the
management of organisation to identify the behavioural qualities and mindset of a
candidate within the organisation that will help in suitable planning of their
training measures within selected chocolate enterprise.
Weaknesses:
 The present selection process does not provide the effective and proper
knowledge about their skills for chocolate or dessert making. This may lead the
firm to recruit non feasible and inappropriate employee.
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 As the expertise or specialization of a candidate remains unknown, proper
training and development process can be affected, impacting overall
performance of the organisation.
(c) Two potential improvements that can be undertaken by Chocolate presence for
improving selection process
Effective improvement measure can be taken in consideration by the selected
chocolate manufacturing firm, Chocolate presence. As the current selection process by
organisation involving just English Comprehension and maths test, followed by an
informal interview, the core skills and knowledge of a potential candidate remains
unidentified. Thus, in this case, other selection approaches can be taken by the firm that
will help in proper management of employee selection and placement operations within
an organisation. In order to enhance the selection process, firm can use an other
method for selection or can provide training to employees initially so that they will be
able to perform their duties in an effective and efficient way. The two effective measures
of the selection process that can be undertaken by selected chocolate based enterprise
are as follows:
 Organising training and Workshops: As the firm exist in an area of high
unemployment rate, Chocolate presence can organise a suitable workshop or
training program related to chocolate making and related services. This will aid in
improving their knowledge and basic skill set related to chocolate making and will
prove out to be a cost effective approach for the firm, reducing expenditure and
resources to be implemented for training, selecting and placement process. It will
also help the firm to get suitable, skilled and knowledgeable work force. It will
help in maintaining the overall product quality of the firm, thus enhancing
customer satisfaction level (Chelladurai and Kerwin, 2017).
 Employment agencies: There will be certain employment agencies which will
get the biodata or details of skilled workforce on their data base and will be able
to provide suitable potential candidate to Chocolate presence for its effective
growth and management of the placement and selection process within the firm.
This approach is quite costly but time saving for the firm and assist the
4

organisation to get the best candidate as per their requirements. Managing this
process will help in meeting the operational needs of selected organisation.
Following of both the approaches will improve Chocolate presence performance
and thus, will help in increasing employee retention and satisfaction level.
TASK 2
(a) person specification for receptionist at Chocolate presence
Person Specification
Skills and attributes Details Essential/
desirable
Knowledge and
Qualification
 Basic English communication
(verbal and non verbal)
 IT specialisation
 must be able to handle customer
relations
E
E
E
Skills and attribute Meeting and greeting clients
Professional workplace ethics
Able to use ICT tools
Good Time and resource management
skills
Able to make and receive telephonic
communication
Positive attitude towards work
Must be able to arrange couriers and
parcels
Maintaining the details of stock items
Able to book meetings
Must be able to perform any duty
assigned by Admin manager
maintaining employees and visitors
E
E
E
E
E
D
E
D
D
E
E
D
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attendance record
Taking and providing order details
Experience Must have at least one year experience
working as a receptionist.
D
(b) Advantage and disadvantage of current method of advertising job internally and
externally
In the past and still, Chocolate presence is using the job advertising approaches
like internal notice circulation within staff members and their family or friends. For the
external advertising approach a physical notice is been placed over the noticeboard on
the external site wall of the main site of firm (Brewster and Hegewisch, 2017). This
process of job advertising will help the organisation to carry out the selection process
within the firm. It has certain advantages and disadvantages which are required to be
maintained and sustained within the organisation.
The biggest advantage of this approach is that the internal circulation among the
existing staff for a particular job role (for example, receptionist), and will help the
organisation to have an accessibility to the most skilled and appropriate candidate for a
job role within the organisation (Brewster, Chung and Sparrow, 2016). Besides this, it
will also prove out to be effective cost and time saving approach of candidate selection.
The placing of the job advertisement notice on the external wall of the firm will
help in getting more candidates as the applicants for production or administration
vacancy are very high and thus, assists in getting appropriate work force within the
organisation. As chocolate presence is located in an area of high unemployment rate,
placing job advertisement using this medium will help in getting a good response for the
recruitment process. Besides this, it will also raise the awareness about the job activities
that will help in asseessing skilled and knowledgeable candidate by effectively
showcasing the required traits and qualities to be possessed by a desired employee.
However, its has certain disadvantages too. The internal selection process by
circulating the job advertisement notice among the employees will restrict the innovation
process. Besides this, its is susceptible to get alligated as an unfair process
(Marchington and et.al., 2016). The external placing of job advertisement on the
6

noticeboard of main entrance will attract unwanted attention, impacting performance
and quality of products and services which results in declining product quality. This
method of advertising job restricts the entry of highly skilled and talented staff which
may impacts negatively on firm's performance.
(c) Recommend suitable placing of the job advertisement for the vacancy of receptionist
and justify
Internal circulation of the job advertisement and its external placing on notice
board the job vacancy of receptionist, it creates an awareness about availability of job
within the business enterprise. As these measures are inadequate, the firm is required
to undertake suitable alternatives that can be utilised by the firm. These alternatives will
help the organisation to improve the quality of operations and thus, will lead the firm to
improve the quality of selection process that will help in enhancing the quality of
services and meeting the set objectives of the firm. For this purpose, the firm can opt for
online advertising using website and social media platforms. It will prove out to be the
best and most suitable medium of placing the job advertisement for the selection of
receptionist (Brewster, Mayrhofer and Morley, 2016).
The selection and use of these digital and online mediums will prove out to be
beneficial for both, candidates and employer. As with the passage of time, the
technological services and tools are penetrating in every aspects of the organisation
and its operations. Thus, in such condition, use of the online advertising mediums to
handle the selection process and placing an advertisement for a job vacancy of
receptionist at the firm will help in proper assessment of the business activities and thus
will lead Chocolate presence to get knowledgeable and skilled labour or candidate for
the job.
The target market for the present job vacancy will be the female candidate with
the experience as receptionist in previous firm. The organisational cultural of chocolate
presence will provide the suitable delivery of the various benefits and facilities to the
employee along with an opportunity of growth.
The major reason behind choosing this medium is that it is quite economical and
effective medium for placing the advertisement for vacancy of receptionist within the
firm (Reiche and et.al., 2016). This is a faster, cheap and widely accessible method for
7

placing of the job advertisement within the organisation. It helps the HR executives in
communicating appropriate job specification and requirements for assessment of the
suitable candidates. Besides this, it will also save time and effort of the HR department
of Chocolate presence. This can be chosen as the best platform for the selection of
suitable candidate for the organisation as per their target market and organisational
culture.
The budget for carrying oiut the job advertisement is as follows:
Equipments £1000
Work force £2000
Set up £250
Transportation £100
Total £3350
PART 2
TASK 3
(a) Evaluate the benefits of graduate training schemes and internship programs of
Microsoft for the organisation and employee's
Internship or graduate training is the practice of providing the industrial exposure
to a graduate student, turning out to be a potential candidate or employee for a firm.
Microsoft, being the most innovative and effective enterprise, offers suitable trainings
and internship to its employees as well as college graduates. This is a very significant
process and helps the organisation to get good access to skilled and knowledgeable
work force (Nankervis and et.al., 2016). This helps the organisation to improve the
quality of services and thus will lead the organisation to improve the overall
performance of the candidates as well as the enterprise. This has the two way benefits
for both, interns and Microsoft. Some major advantages or benefits of this, graduate
training scheme and internship programs for the firm are as follows:
Benefits for interns and graduate students:
 Getting industrial exposure: It provides the graduate students with a proper
industrial exposure that will help them to get knowledge about the real time
8

application of their skills and knowledge. This will also improve their outlook
towards how the work is been done within a corporate organisation.
 Improving knowledge and get specialisation: The graduate training and
internship programmes that are undertaken by Microsoft will help the candidates
or graduate students to improve their knowledge and skill set and focus upon a
specialised topic or skill sets that improves the quality of their performance and
will assist them to perform their roles with much efficiency.
Benefits for Microsoft
 Get potential employees: The graduate training and internship measures
undertaken by the firm will prove as the assessment criteria for the organisation
to evaluate the skills and knowledge of their trainees or interns and thus, will
assist Microsoft to get skilled and knowledgeable employee to work upon their
projects (Brewster, 2017).
 Increase scope of innovation: As the new graduate trainees and interns en
roll in these trainings and internship programs, they bring new and innovative
ideas for the organisation and thus will help in improving the quality of their
performance and thus will increase the effectiveness and efficiency to produce
new and innovative goods or services. Skilled and knowledgable employees help
organisation in bringing innovation within firm which leads it towards high growth
and success.
(b) Identify the flexible working environment and its benefits for Microsoft and
employee's
Microsoft provides the suitable and effectively flexible working environment that
encourages the employees to improve their work performance (Wilton, 2016). It helps
employees to meet operational requirements and attaining objectives of company. As
Microsoft is a global firm working within many countries in different time zones and
environmental conditions, it provides its employees or workforce with suitable and
effective working environment and working policies like work from home, providing
personal laptop or system to facilitate remote working etc., that are flexible in nature and
thus, improves the overall performance of the employee's and the firm. Some benefits
or advantages of flexible working environment at Microsoft are as follows:
9

Benefits for Employees:
 Having freedom to work as per convenience: The flexible working hours
offered by the Microsoft will help employees in doing their work in proper manner,
which will improve their performance. Thus, the organisation enables to carry out
the operations effectively (Banfield, Kay and Royles, 2018). By providing work
flexibility to employees, they feel satisfied and work happily within firm.
 Can work with more productivity: As the employee's will be free to work as per
their comfort, their productivity and effectiveness increases and thus guides the
organisation to improve the quality of services as per customer's needs. This will
help in improving their motivation level and improving their level of productivity
which will further helps in their growth.
Benefits for Microsoft:
 Getting the work done: The flexible work hours helps the workers to get their
operations and activities to be completed effectively and maintain their customer
satisfaction level. This assists in improving productivity and performance of
Microsoft.
 Improvement in customer satisfaction: As the workers are provided with
flexible work environment, their satisfaction level increases. This improves their
loyalty towards Microsoft and reduce their turnover. This will assists in retaining
employees within firm for longer time.
(c) How Microsoft motivates its employees through designing different job roles
Microsoft undertakes various beneficiary measures that will improve their
performance and enhance their quality of operations (Albrecht and et.al., 2015). Various
measures are taken under consideration by an organisation that helps the it to
encourage its work force while developing different sort of job roles at Microsoft. This
will help in improving workers satisfaction level and dedication towards the firm. Some
major benefits that are provided by Microsoft while handling different job roles to
motivate employees are:
 Health care: As the corporate jobs are continuously becoming stressful, health
of the employees have been affected. In such conditions, Microsoft is
10

undertaking suitable measures to promote good health of their employees at
work place.
 Financial planing: Microsoft allows its employee's to purchase the company's
shares and get a 10% discount over purchasing under Employee Stock purchase
plan.
 Loan refinancing system: Microsoft provide the suitable support for financial
planning of resources by refinancing the home and educational loans of their
employees.
 Discounts and savings: Employees at Microsoft are provided with effective
discounts and savings through the company stores on shopping, dining travelling
etc.
All these measures that are undertaken by the organisation will help in increasing
the qualities of their employees and encourage them to perform their job roles at
Microsoft with much efficiency and effectiveness. This will improve employees
satisfaction level and reduce their turnover rate to a greater extent. Other than this, it
will help in improving the overall performance of workers at Microsoft. It also improves
the quality of services and thus, will lead the enterprise to enhance quality of their
products and other facilities.
TASK 4
(a) What is employee engagement and why it is important for Microsoft's employee
relationship
Employee engagement is the process of involving or including the employees
from various departments to get engaged or interlinked with each other as well as the
management in order to have a good relationship (Jabbour, and de Sousa Jabbour,
2016). It focuses and channelised the ideas, efforts and resources in a set direction,
towards achievement of a goal. Various organisations undertake the workforce
engagement measures differently, as per their organisational structure. This is important
for many reasons like improving firm's performance, increasing communication among
different departments, meeting their customer's needs and demands. Following these
measures will help in suitable planing of their operations (Why is Employee
Engagement So Important?, 2018.). As Microsoft have the ties with many other big
11

enterprises like Accenture, Mondelez, KFC etc. it will look after the proper planning of
the operations and thus, will lead the organisation to improve quality of services.
Importance of employee relationship within Microsoft are as follows:
 Improving overall performance: Microsoft and other firms will look after the
proper planning of operations and employee relationship measures that will help
in enhancing performance and functionality of the firm (Swann, 2018). As the
employees will be effectively related and engaged with each other, they will
perform in coordination to carry out different growth and development measures
within the firm. If the employees are engaged within firm activities, then a good
relation is remain maintain at workplace which results in improving performance.
 Increase interdepartmental communication: As the employees will be
engaged and interlinked with each other, they will look after the proper
management of business operations and activities that will influence growth and
development of enterprise. A good communication is required to plan out suitable
growth and development plans that increase the quality of services and thus will
lead the work force to have better understanding about their job roles and
responsibilities (Shen and Benson, 2016).
 Employee retentions: The employee engagement measures that are taken
within the organisation which will improve their overall performance and reduce
the chances of occurrence of conflicts. The reduction in conflicts will enhance the
overall functionality and performance of organisation to a greater extent. The
improvement in understanding and reduction in indifferences among the
employees (Cooke, Wood and Horwitz, 2015).
(b) Evaluate key approaches of engaging workers and how they improve
communication within firm
Microsoft and other companies participating within the summit on the employee
engagement measures tried to cover the various aspects of employee engagement that
improves their performance and hence will help in improving the diversity of
organisation to a greater extent. This is also important for the firm to evaluate overall
need of an organisation to carry out the business operations and activities (Baum,
2016). Microsoft had followed the approach of cultural shift as guided by the CEO. The
12

engaging workers he cultural shift approach is been driven by the conceptual idea of
“One Microsoft”. Microsoft and other organisations participating within the Summit will
follow these measures in order to increase the employee engagement. Approaches like
involving staff for quality management, inspiring global or worldwide workforce and
increasing the connectivity with employees will improve the organisational performance
of Sanofi Pasteur, Mondelez and KFC, respectively (Noe and et.al., 2017). As earlier,
Microsoft was known for the stiff competition, internally among the employees, teams
and managers at various departments. This diverted company's focus from the market
competition and other important objectives and thus, impacted performance and
functionality of organisation to a greater extent.
However, after the appointment of Satya Nadella as the CEO of the firm,
enterprise focused upon the key approach of cultural unification and reduction of
unwanted competition, reducing their dissatisfaction and turnaround. After the
successful implementation of cultural shift framework within the organisation, Microsoft
saw improvement of performance in annual reviews and enhancing employee
relationship with each other as well as the management (Stone and et.al., 2015). Other
than this, it assisted the organisation to have a good employee satisfaction level and
ensuring their retention. This idea seems to be proved beneficial for the technology
giant in improving the work force relationship and enhancing the quality of different
services that are taken within the consideration by the firm. It improved the talent
pooling within the enterprise and led the firm to incorporate innovations within the
organisational structure of the firm (Transforming culture at Microsoft: Satya Nadella
sets a new tone, 2018). also, the team collaboration approach with Accenture and using
digital transformation like office 365 are certain measures that can be taken within
consideration and improving employee engagement. Other than this it will reduce the
risks of conflicts and increase interpersonal understanding, leading to a good
communication process. Microsoft use Yammer to connect and engage people across
firm and Microsoft Teams which is a hub for teamwork, is designed for meeting needs
from group meetings to dialing into conference call, live streaming etc.
13

(c) Impact of UK's employment legislation and their influence on HR decision making on
recruitment, training and development measures within the firm
In UK, different employment legislations are been carried out that influence the
overall performance and effective planning of business operations and thus increases
the quality of services and operations which can be adopted by a firm ( Taylor, Doherty
and McGraw, 2015). These legal acts and operations which are taken within the
organisation will enhance the quality of services and deciding different policies and
other measures to be followed by Microsoft. Some major legal obligations that are
followed within the firm and impact HR functionalities are:
Equality Act 2010: It is a legal measure that promotes equality in a professional and
social setting and prohibits any sort of discrimination (Lucas, D’Enbeau and Heiden,
2016). This act will guide the HR department of Microsoft to recruit any employee on the
basis of his/ her knowledge and skills, regardless to gender, religion, nationality, colour
and ethnicity. The employees will not be denied any sort of training and development
opportunity on this basis.
 Working Time Regulation act, 1998: This is the legal obligation set to regulate
the working period of workers within an industry. It guides the management of
Microsoft to set their working hours as per the legal policies of maximum 48
hours per week.
 National minimum wage Act, 1998: It is a legal policy to ensure that employees
and trainees are paid with a set minimal wage for their services to a firm.
Amended in 2015 as National minimum wage regulation, this legal obligation will
guide the HR department of Microsoft to set the minimum salary or wages that
are provided to their various employee's and interns (Abdullah and Zulkifli, 2015).
 Health and safety at Work Act, 1974: It is a legal obligation that assure a
healthy and safe work environment within a firm. This guides the HR department
and management of Microsoft to take proper safety measures to prevent any sort
of occupational hazard.
Based on the assessment of all these legal obligations and action plans, the HR
department will develop a suitable legal framework and a code of conduct that will help
14

in improving overall functionality and effectiveness of Microsoft (Shipton, and et.al.,
2016).
Besides this, the female employees are liable to get protection against any sort of
harassment at workplace and legally get 6 months of paid maternity leave as per the
employment laws and regulations. Thus, the HR department will set its policies and
code of conduct accordingly.
CONCLUSION
On the basis of different assessment carried out within different organisation, this
can be summarised that HR management plays a very crucial and significant role in
carrying out of the business operations effectively. The assessment covers the function
and importance of organisation with the evaluation of the current problems and future
plans of growth measures. The analysis of strength and weaknesses will help in
improving the efficiency of recruitment process undertaken by chocolate firm. The
person specification and critical analysis of recruitment process assists in identifying the
scope of improvement for the firm for effectively advertising a job vacancy. The
suitability of training program and internship is to improve practical knowledge of
candidates and job seekers in a particular industry. It is also found that this approach
helps the form to get skilled and motivated employees. The approaches like cultural
shifting improves the firm's performance and mitigate any sort of issues that are
undertaken within the enterprise for decision making purposes.
15

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important/>
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Available Through : <https://www.intheblack.com/articles/2018/06/01/satya-
nadella-transforming-culture-microsoft>
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