Human Resource Management in Sheffield Forgemasters International Ltd (SFIL)

This report covers the HRM practices for Sheffield Forgemasters International Ltd (SFIL) and how it can benefit the organization in terms of productivity and profitability. It discusses the purpose and functions of HRM, benefits of different HRM practices, and effectiveness of HRM practices in terms of productivity and profitability. The report also includes the subject of Human Resource Management, course code and name, and the university.

Human Resource
Management

Executive Summary
Sheffield Forgemasters International Ltd (SFIL) is a steel producer and engineering company
which majorly deal with the industrial business such as defence, nuclear, oil and gas exploration
and many other businesses. Engineering is known as a highly skilled job which requires the
qualuified candidates which can work with their full potential and determination, therefore, SFIL
require trained employees which can be acquire by good HR practices within the business
environment. This report cover all the HRM practices which will benefit the organization in
future with enhancing the profitability and productivity of the business. As SFIL faces many
problems related to workforce planning and requires to improve their staff development which
can reduce the impact of external environment on the business. For this the company need to
think about the wider economy and analyse the local labor market and the company goal is
focused ion providing excellent quality in goods and services which can be achieved by good
leadership and management skills which can be achieved by following proper functions of HRM.

INTRODUCTION
Human asset are the most profitable and novel resource of an association. The success of
management of an association's human asset is an energizing, dynamic and testing task,
particularly when the world has turned into a worldwide town and economies are in a condition
of transition. The shortage of skilled asset and the developing desire for the cutting edge labourer
have additionally expanded the unpredictability of the human resource function.
This report covers the vital for all chiefs to comprehend and give due significance to the diverse
HRM strategies and exercises in the SFIL and how the organization can retain its employees by
studying the labour market and therefore fulfilling the needs of the employees and providing
proper training and development programs to improve their skills and abilities which will help
the business to achieve their objectives in the future. This report also shows significance of HRM
and its distinctive capacity in an SFIL. It analyses the different HR process that are worried
about pulling in, overseeing, persuading and creating representatives to assist the organization..
LO1
P1. Purpose and functions of HRM.
The Human Resource Management team in SFIL have various types of objectives which
can help the business to achieve its future needs and by upgrading their human resource
functions can help the business to acquire qualified and skilled employees which can increase the
productivity and profitability within the organization. The following are the objectives and
functions of HRM as given below:
 HRM gives office and state of work and production of ideal environment for keeping up
solidness of business. It can improve work fulfilment and self completion of
representatives, by empowering and helping each worker to acknowledge maximum
capacity and to create and keep up a nature of work life which makes work in the
organization in a systematic manner.
 To improve the administration rendered by the undertaking to society through structure
better representative spirit, which prompts increasingly effective individual and gathering
execution (Voegtlin and Greenwood, 2016). Consequently, HRM looks to oversee
change to the shared preferred position of people, gatherings, the association and society.
 To build up in the brain of those related with the venture – representatives, investors, loan
bosses, clients and the undertaking is rendering the best administration of which it is
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competent and appropriating the advantages determined reasonably and adding to the
accomplishment of the endeavour. Along these lines SFIL can recognize and fulfil individual and gathering objectives by
offering fitting fiscal and non-money related motivators. To utilize the ability and
learning of worker productively and viably that is to use HR successfully for the
accomplishment of hierarchical objectives.
Operative functions:
Recruitment and selection — This stage is the most challenging situation for the HR manager
of any organization. SFIL is facing some issues in retaining the qualified and skilled candidates
With the help of recruitment, company can recruit qualified candidates from different parts of the
world (Obedgiu, 2017). After the recruitment process, the candidates go through various types of
tests which is the final selection in the company such as communication skills tests, technical
tests, personal interview etc.
There are two types of recruitment and selection approaches:
Internal Selection - This approach is possible through progress or transfer. Organizations can
also ask existing staff to move from a short or low-term position to a permanent or permanent
position.
This retention strategy is a cost-effective approach and, in the meantime, encourages managers to
have the best skills and reduce representative turnover. In addition, SFIL staff will gradually be
persuaded to carry out and maintain honest efforts.
External Recruitment - External records do not address this issue, but become more expensive
and tedious. As an entrepreneur, SFIL must prepare new employees, pay documents, buy
worksheets and CV databases, and publish promotions on the Internet or in neighboring
documents. In addition, the selection process may not be successful enough for management to
identify the ideal person for the activity.
Machine recordings with man-made brainstorming programs to distort and monitor competitors
are also imperfect. Despite the fact that managers will spend time and money and eliminate
potential competitors, this will be an ideal tool just because their application is not properly
managed.
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Education and training - In preparation for the task of the "Human Resources" department.
New training can also be offered by several organizations, both new and existing contracts.
Fresher training basically consists of avant-garde representation in their specific area, as required
by the organization. This ability makes workers understand the procedure and makes it easier to
get their position without sweating. During the procedure the preparation and results of the
course are monitored and distributed to find out whether the employee needs new skills,
regardless of what he has.
Vocational development - This is an important human resource management capability. This
capability helps representatives at the open door for leadership development, training and
training. The club is committed to supporting its employees for various classes, public
exhibitions, and personal commitments. So agents believe that they are accounted for by their
boss and also by the association.
Compensation and Benefits - Organizations can achieve their goals if the event can be adjusted
to benefit representatives of better concepts. Some services provided by the organization are
included in our understanding:
Adaptation to working hours
Long journey
Dental / health insurance
Maternity leave / father
Child fee reimbursement instructions
Job Evaluation - Workers Each club will be evaluated by the Office of Human Resources
through a presentation. The ability of this personnel management is to support the association,
whether to see a worker who has obtained an intention and purpose from the association. On the
other hand, this further encourages organizations to assess whether representatives need
improvement in various fields. This allows more HR groups to think of several plans to increase
workers who are still unresponsive to small business needs.
Law Enforcement - To guarantee association, this ability is an important task. The federation
personnel department must know about each law and policy that allows the business to identify
working conditions, working hours, overtime, the lowest wage law, fees for fees, etc.
Compliance with these laws is very necessary for the existence of the association.
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LO2
P3. Benefits of different HRM practices.
HR managers take on many tasks within the organization because they represent the
interests of managers and employees. For bosses, they monitor relations between workers and
recognize approaches to reduce labor costs. For employees, they protect their rights by ensuring
that companies work within the framework of commercial and employment law. SFIL personnel
management uses systematic protocols and uses various types of policies to manage business
effectively and efficiently.
Conflict resolution - HR managers support advocacy in an association, both between employees
or managers and agents. They break organizational and system code and characterize the
behaviour of the right work environment (how HR management benefits the company, 2017).
They also try to identify problems such as incitement, bad behavior, inappropriate language, and
practices related to other obscene work that can cause conflict and disciplinary action.
Education and training - Helping workers in their preparation and progress is another task of
the Human Resources Director. They prepare the program and decide on the right transfer
strategy to present the preparation material according to the needs of employees. Human asset
managers are assets that employees can use to improve transactions or management functions of
their customers. The HR department constantly prepares employees who can use it to improve
understanding. In addition, human resource managers help professionals make plans throughout
their lives to look for opportunities in the future.
Employee Relations - HR managers offer support to agents who believe that their rights have
been violated. Separate or misused agents can contact Human Resources to improve the
situation. HR managers break away from the law of divorce and provocation and help workers
with legitimate problems. They continue to be involved in the contradiction between workers and
managers to maintain a strategic distance to possible costumes.
P4. Effectiveness of HRM practices in terms of productivity and profitability.
SFIL can enhance their HRM practices which can help them to sustain their business for
the future perspective. The company is facing some challenging issues in their workforce
planning which can be resolved by enhancing their HRM practices as the employees will get the
built-up training programmes which will improve their skills and abilities. The development and
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training programmes can enhance their productivity and profitability which will make their
current and future growth sustainable.
 Employee engagement — This HRM practice can retain the employees by fulfilling
their financial and basic needs such as providing compensation and benefits and flexible
working hours which will motivate and retain them for a longer period. SFIL can increase
their revenue growth by high engagement rates, enhance value of shareholder and make
the organizational culture strong.
 Recruitment and selection — A good leader or manager can be hired through effective
recruitment and selection process which will make the organization management engaged
in the workforce planning and will directly increase the productivity (Zhao, 2018). This
HR practice can help the SFIL in retaining qualified and skilled employees. The manager
can implement strategies which will raise their revenue in the future.
 Brand recognition — The reputation of the company is very important as it directly
impacts on the employees and customers. The company with a good brand recognition
will always increase their customers and revenue by providing excellent goods and
services. SFIL provides a good quality of services and the managers must be responsible
for all the organizational objective to be accomplished (Hornstein, 2015). With this HR
practice, employees will feel proud for working under a company whose brand reputation
is very high and also will motivate the employees to work hard as they are serving a big
company (van Woerkom Bakker and Nishii, 2016). Hence, it will increase both
profitability and productivity and expand the business all around the world.
 Performance Monitoring – This HR practice can analyse the performance of the
company by monitoring employee's work and results. SFIL can hire specialists which can
systematically monitor the employee's performance and the improvements required to
enhance their working skills. Performance can be improved by training and development
programmes which is the direct source of driving profit for their business. The employees
can improve their skills and abilities by checking their performance and take the training
in the field where their performance is below average and will be directly proportional to
the company's productivity and revenue.
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LO3
covered in ppt
CONCLUSION
From the above report it had been summarized that HRM practices are very useful for the
effectiveness and efficiency of the business as it helps the organization to acquire qualified
candidates which can increase the business growth and revenue for the future. This report also
highlighted the purpose and scope of HRM in fulfilling the needs of business and SFIL can
improve their management within the organization by following systematic HR practices which
will resolve the issues and make them grow their business all around the world. They can have
various benefits by applying this HR practice and for that they would require a good manager in
human resource which will recruit the skilled employees from worldwide which will make their
organization diverse and enhance their productivity and profitability with proper training and
development programmes. It also shows various employment laws which affect the decision-
making of HRM such as labor laws, The Civil Rights Act etc. which can make the life of
employees comfortable and make them feel satisfy with their work. At last, this report concluded
with the application of HR manager for the recruitment in the selected company which is
Sheffield Forgemasters International limited which can focus on the management of the
company and make the business sustainable in the future.
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REFERENCES
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Online
How human resource management benefits a company.2017. [Online]. Available through :
<https://www.hrzone.com/community/blogs/tourandtravelblog/how-human-resource-
management-benefits-a-company>.
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