Human Resource Management

This assignment provides a comprehensive analysis of Human Resource Management practices, focusing on their importance in achieving business objectives. It examines key HR functions, explores the effectiveness of different HR practices, and discusses the impact of employment legislation on decision-making. The assignment also highlights the role of technology and online resources in enhancing recruitment and selection processes.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. The purpose of HR function and key roles & responsibilities of the HR functions along
with significance.........................................................................................................................3
2.Approach to workforce planning, recruitment & selection, training & development,
performance management and rewards system ..........................................................................4
3. Case study examples to examine the different methods used in HR practices.......................7
4. Effectiveness of employee relations and employee engagement with mention of the flexible
organisation.................................................................................................................................7
5. Key aspects of employment legislation...................................................................................9
6. Evolution of employee relation and employment legislation inform decision making and
meets business objectives............................................................................................................9
TASK 2..........................................................................................................................................10
7. Application of HRM practices..............................................................................................10
P.8 The use of technology, online resources, digital platform and social networking for
improving the recruitment and selection process......................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is a process of managing employees in an organisation and
it can involve hiring, firing, motivating and training employees. With in an organisation, it can
be a department that looks after the recruitment and selection and managing the work
environment of the company. This assignment based on Avon Products, Inc, founded by David
H. McConnell in 1886. This company deals in cosmetic sector and produces beauty, household
and personal care products. In this assignment discussed about the purpose and roles or
responsibilities of the HR to fulfil business objectives. The effectiveness of the key elements of
HRM and employment legislation are explained inform decision making and meets business
objectives. Application of HRM practices and the use of technology, online resources, digital
platforms on improving the recruitment an decision process (Abdelhak, Grostick and Hanken,
2014).
TASK 1
1. The purpose of HR function and key roles & responsibilities of the HR functions along with
significance
HR function and purpose
There are various functions of a HR in an organisation and the purpose of that functions
are as following:
Recruitment and selection- It is the main function of HR within an company. In Avon, it is the
process of screening, choosing, selecting, hiring potential and qualified candidates based on
objective criteria according to the particular job. Under this function the HR manger of the
company hire skilled and talented applicants according to the vacant position that can help in the
organisation growth. The main purpose of this function is to find out knowledgable and potential
candidates that use their skills and knowledge to enhance productivity and increase profit of the
company. The roles and responsibilities of this function to provide skilled and talented applicants
to the firm so that it can achieve its business objectives.
Managing employees relation- It the another function of HR in which it help in managing
employees relation within a company. In Avon, employees are the pillar of organisation,
employees relation is a broad concept and it is the crucial functions of human resource
management (Analoui, 2017). The HR manger of the company organise various activities to

manage the employees relation at personal and professional level. The management department
of the company organise training and development programs, motivational sessions and conduct
outings or trips. The main purpose of this function is to resolving workplace conflicts and
maintain healthy and balanced employees relations so that the organisation can achieve its
business aims and goals (Bamberger, Meshoulam and Biron, 2014). The roles and
responsibilities of this functions is to mange the employees relation by solving issues and
conflicts or provide a friendly environment to the employees where they can work properly by
using their skills and knowledge.
Significance
The HR manager of Avon play an important and significant role by provide information
about the vision, mission and objective of the firm. And to achieve them, they organise training
& development programs, motivational sessions and others so that the employees can make
improvement in their skills and knowledge or work for achieving business objectives of the
company. The HR of the organisation design policies and strategies according to the
organisational goals and provide motivation to the employees so that they can complete their task
easily. During the time of recruitment and selection, they hire skilled and qualified candidates to
achieve the business objectives of the firm.
2.Approach to workforce planning, recruitment & selection, training & development,
performance management and rewards system
Workforce planning
It is a continual process that can be used by the company to align the needs and priorities
of the organisation with those of its workforce and to ensure it can meet its legislative, service,
regulatory and production requirements or organisational objectives. In Avon, it can be a strategy
that can be used by employers to anticipate labour needs and deploy workers most effectively
with the help of advanced human resources technology.
Recruitment & selection
Recruitment- In Avon, it can be a process of attracting, choosing, selecting and
appointing potential candidates for the vacant position within the company. It is a positive
process that is used by the management department of the company to hire a skilled and talented
applicant for the jobs. There are two types of recruitment, internal and external recruitment
(Boon and et, al., 2014).

In Avon, Internal recruitment is the process of filling vacant position within the company
by using different methods such as promotion, transfer, re-employment of former employees,
retired employees etc.
Strengths Weaknesses
 It is cheaper and less time consuming
process (Bryson, 2017).
 There are no need to provide training
and orientation sessions because people
are already familiar with the business
of the company.
 There are no new ideas and talent enter
within the company.
 There are limited number of potential
candidates.
In Avon, external recruitment is a process in which the management department of the
company hiring employees from outside the company. For this process the management
department of Avon can use various methods such as campus recruitment, job portals, job fair,
job consultancies and direct walk ins etc.
Strengths Weaknesses
 New talent and ideas enter within the
company when the organisation
organise this process.
 There are pool of eligible candidates
and best qualified so the company can
get better candidate according the post
and vacancy.
 It is time and cost consuming process
because there are new employees so it
is the necessity of the company to
provide orientation and training
programs to them which consume cost.
 There are high chance of wrong
selection.
Selection- It is a process of evaluating and interviewing applicants for a specific jobs and
vacant position within an organisation. In Avon, selection is the process of choosing right
candidate for the right position by using various methods of selection such as interview,
personality test, group discussion, ability & aptitude test etc. The purpose of it is to pick up the
most suitable candidate who would meet the job requirements in the firm (D'Cruz, Noronha and
Beale, 2014).

Strengths Weaknesses
 Comparison of employees are easy
because there are number of candidates.
 Correct information can be get by the
employees.
 In this process, the organisation use
various selection methods such as
interviews, personality test etc. that are
time consuming.
 Personal details can fall into wrong
hands.
Development & training
Training and development is a strategy that used by organisations to make improvement
in their knowledge and skills. In Avon, the management department of the company can organise
training and development sessions to provide educational learnings to the employees so that
when they are working in a task, they will not face problems. The aim of Avon to develop
additional skills of employees by training and develop the total personality of employees by
providing development sessions (Fagerström, Lønning and Andersen, 2014).
Performance management
It includes activities which ensure that goals are consistently being met in an effective
and efficient manner. In Avon, it is the process of creating a work environment in which the
employees perform to the best of their abilities. Comparative, attribute, behavioural, result and
quality approach are some approach of performance management.
Quality approach- It is an approach in which the organisation analyse the performance of
the employees on the basis of rank system. In Avon, when the management department of the
company conduct performance appraisal, they determine the employees performance according
to the rank and rewarded them according their performance.
Rewards System
It is a process or program that are organised by the management department of the
company to rewarded the employees on the basis of their performance for motivating them. The
HR department of Avon set up these programs to rewarded its employees according their
performance so that they can feel motivated and do the work properly with their efforts or
abilities (Glendon and Clarke, 2015). There are various types of rewards that can be used by
Avon such as compensation, gifts, extra vacations, promotion etc.

3. Case study examples to examine the different methods used in HR practices
In Avon, there is a problem related to performance appraisal that are facing by the
employees of the company. The management department of the company were not conducting
performance appraisal time to time so employees were not analysing their performance and not
make improvement in it (Gómez-Cedeño and et, al., 2015). And the management department of
the company also not providing training and development programs to them so the problem of
employees turnover also occur. The organisation find the reason of this problem that they have
not proper and suitable methods to analysing the employees performance. For solving this
problem, the management department of Avon can use different HR practices such as
performance management approaches like; quality, result, comparative and behavioural etc. With
the help of them, they can determine the employees performance on the basis of rank,
comparison with others performance, quality of work and result of their work.
 Avon can analyse the performance of employees by using result approach and provide
rank according their performance. According this, the HR department can provide
compensation, incentives, benefits etc.
 By using comparative approach, the company can analyse the workers performance and
if the performance are poor than the firm can provide training & development and
Learning & motivational sessions for improving their performance.
 Avon can rewarded the employees according their work performance so that they can do
their work properly with their abilities and show loyalty towards the company.
4. Effectiveness of employee relations and employee engagement with mention of the flexible
organisation
Employee relations
It refers to the organisation's efforts that are used by the company to manage the
relationship between employees and employers. In Avon, Employee relations related to the
relationship shared among employees of the company. The purpose of it to create a healthy
environment at workplace so the worker can do their properly without facing any issues or
problems. If Avon have good employees relation, the company can easily achieve its business
objectives and can provide fair and consistent treatment to all employees so that they can
committed with their jobs and loyal towards the company (Guest, 2017). There are various

approaches of employer and employee relations are as follows psychological, sociological,
Human relations, Giri and Gandhian approach.
Human relation approach- In Avon, it explain about the behaviour of employers and employees
at work and help in modifying or utilizing behaviour towards the achievements of organisational
objectives (Renz, 2016). Every industry consists of living human beings who wants freedom that
they can think according then and make control over their lives. Like this in Avon, the
employees wants security and safety related to work environment and task that they are perform
for achieving the business goals of the company.
Effectiveness of employees relations related to the positive and good relation of
employees and employers within a company. In Avon, employers and employees of the company
can make good relation if they have effective communication and interaction between them. If
the company provide open communication, the employees relation can be better and good
because the employees because they can share their views and ideas to their superior or can share
their problems and reduce the conflicts that are occurred by that problems. The management
department can provide flexible work to make effective employee relation. For example, if the
employees are not capable to come to office, the company can provide them flexibility such as
work from home, part time work and others.
Employee engagement
It is the emotional connection of an employee experiences that results in willingness to
expand discretionary effort at work. In Avon, it is workplace approach that is designed to ensure
that employees are committed with the objectives, aims and goals of the company which
encouraged them to contribute in the organisational growth.
Employer choice
It is a term that is used by the firms to indicate that the organisation has extraordinary
work environment. In Avon, when the company work according to employer of choice, the
organisation has great place to work and the employees desire to work within it. In Avon,
employer of choice refers to an employer that offers a fantastic work culture and work
environment that attracts and retains superior employees (Tarique, Briscoe and Schuler, 2015).
The organisation can make effective employee engagement by using right tools,
strategies, techniques that are useful for the company. For example, the company providing

rights of employment legislations and follow all rules and laws that are designed by government
for its proper running.
5. Key aspects of employment legislation
Employment Legislation
Employment legislation is a law to governs within workplace so that employees work
equally in every organisation (Whetzel and Wheaton, 2016). There are certain keys legislations
related to employees are formed so protect them exploitations. The discrimination also faced by
employees in corporation , so HR manager of company effectively applied laws in companies.
The legislation related to employees are:-
Equal pay act 1970:- The aim of this law to eradicate discrimination in pay gap and
working condition between women and men. When this law passed their was a 37% difference in
pay between women and men. Law is passed as tom control the discrimination between
employees who are doing similar work. There are some organisation who pay less to females if
they are doing similar work as male do in organisation. The Avon product company is applied
this law in organisation as to pay equal salary to female and male who are doing similar work.
Through this law discrimination in pay is minimised in organisation and females are also feel
equal. This act also includes the perks, bonus, holiday entitlement, sick leave, pension rights etc.
The disability discrimination act, 1995:- This law is applied to those organisation who
have more than 20 employees. This act is passed to control the discrimination between disable
employees or who have less knowledge. They are treated unfavourable and other are treated
favourable in organisation. Avon company is applied this law as to control discrimination
between people who are less educated.
6. Evolution of employee relation and employment legislation inform decision making and meets
business objectives
Employees relations refers to the relationship of employees and employers within the
organisation. In Avon, It related to the workers and seniors that they have good and bad
relationship. If the employees relations are good, it create positive impact on the organisation
such as if employees share their ideas and issues with their superior (Wiegmann and Shappell,
2017). This way the employer of the company aware with the problems and issues of employees
and they can provide solution to them on time which help in decision making and meet
organisation objectives.

Employment legislations are the rules, regulations and policies of government that are
designed for firms so that they can run their business properly and provide a safe and secure
environment to their employees (Wood, 2016). Because if the worker of company get friendly
and safe environment, they can share their ideas and work properly by using their abilities that
help Avon to achieve its business objectives and decision making.
TASK 2
7. Application of HRM practices
Job description for marketing manager
Job description for marketing manager in XYZ company
Job Title:- Marketing Manager
Job overview:- To conduct marketing activities through which promotions take place in
organisation. The manager can use digital platform to conduct the marketing of product. The
identification of customers base and increment in sales. To create and implement the marketing
and public relation strategies. Required to produced marketing collateral, manages the day to
day sales of company.
Reporting to:- Managing director of a company
Roles and responsibilities:-
 To create, design, execute and evaluate short term and long term integration marketing
campaigns.
 Develop the foreign market sales techniques and specially focuses on united kingdom
and Germany.
 Identifies new sources of revenue for the company with the help of strategic planning
and internationals markets as well.
Higher qualifications:-
 Bachelor's in marketing specialisation.
 Master's in marketing specialisation from renowned university.
 Certain certification course in marketing and digital marketing.
Experience:-
 2-3 year experience as marketing manager in MNC.
 1-2 years experience as marketing executive.

Skills:-
 Fluent in speaking English and good communication skill
 Manages the team effectively
 Presentation and time management skill need to perfections.
Personal specification of a candidate
Personal specification
Qualification:-
 Bachelor's in marketing
 master's in marketings as a major
 Certificate course in digital marketing
Experience:-
 2.5 years working experience in international media company
 19 months work experience in international bank
 6 internship
 2 summer internship
Training:-
 6 months training in the field of marketing
 2 months training for leadership program
Skills:-
 Good communication and presentation skill
 Effectively build a team and able to work in teThe Disability Discrimination Act,
1995am
 Able to lead a team efficiently
Certification:-
 Certificate in entrepreneurial program
 Secured first poison in debate completion
Interview questions for marketing manager
Questions

1) Why you want to be marketing manager in our company?
2) Tell me something about yourself and about experience?
3) What do you understands with the term marketing?
4) What skills are important for this job?
Job letter for marketing manage
HR manager
Alex Bruce
XYZ Ltd.
UK.
Date:- 24/02/2019
To
Mr. John Grick
We are please to inform you that you are been selected for the post of marketing manager in
XYZ Ltd. You are required to fill the from which is on our website (www.xyz.com). The duties
you need to perform are:
 Develop and conduct strategies for marketing campaign.
 Create plan for doing successful marketing of products.
 Conduct the marketing analysis to increase the sales.
 Make plan for sales and increasing customer base.
A) You can join our from 01/03/2019 sharp at 10:00 am
B) Office hours from 10:00 am to 7:00 pm.
C) CTC is 456000.
D) Vacations and perks related are given in offer letter.
Your sincerely
HR manager
CV of a candidate
John Grick
89, London, UK.

Email Id: [e-mail]
Career specialisation:
Seeking a job opportunity at renounced company in the field of marketing and have expertise
knowledge in the field of marketing. High sales cam be conducted with my capabilities.
Skills:
 Have good communication and leadership skill
 Effectively manage team and co-workers
 Excellent knowledge of Ms word and Ms-Excel
Educational qualification
 Bachelor's in marketings
 Master's in marketings
Working experience
 2.5 years working experience
 19 months work experience
 6 internship in media house
 2 summer internship in a magazine
Personal details
Date of Birth:- 26/12/1992
Language knowledge:- English and German
P.8 The use of technology, online resources, digital platform and social networking for
improving the recruitment and selection process
This are sources through which company can hire effective candidate from all over the
world (Abdelhak, Grostick and Hanken, 2014). The new era employees have their id's on
LinkedIn and other job provided companies. The technology is a effective sources to hire
desirable candidate for the job. In Avon products company manager will use different different
platforms to hire candidates from new area. With the help of technology it also become easy for
candidates to apply all over the world. In new era most of the people are using using online
platforms to apply for a job and companies are using to hire efficient candidate. For example:-
Organisation can use certain web sites like LinkedIn to hire potential candidates for particular
job specification. The application tracking system can helps to reduce the automatically imports

the resumes through which candidate sorting is down through paper resumes or emails (Analoui,
2017).
CONCLUSION
From the above report, it can be conduced that organisation use HR practices effectively
to hire efficient employees through which objectives are meet. The appropriate systems is use
through which employees can conduct work effectively. To motivate employees organisation are
required to appraise them and they also require to provide training as well. The organisation have
to flexible in terms of working hours, conditions etc. The equal pay law and disability
discrimination law is applied by organisation to maintain equality in every terms. The employees
relation are required to maintain properly so make effective decisions which employee will
follow. Technology helps organisation to hire efficient employees from over world.
REFERENCES
Books and Journals

Abdelhak, M., Grostick, S. and Hanken, M. A., 2014. Health information: management of a
strategic resource. Elsevier Health Sciences.
Analoui, F., 2017. The changing patterns of human resource management. Routledge.
Bamberger, P. A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Boon, C. and et, al., 2014. Perceived human resource management practices. Journal of
Personnel Psychology.
Bryson, J., 2017. Effective library and information centre management. Routledge.
D'Cruz, P., Noronha, E. and Beale, D., 2014. The workplace bullying-organizational change
interface: Emerging challenges for human resource management. The International
Journal of Human Resource Management. 25(10). pp.1434-1459.
Fagerström, L., Lønning, K. and Andersen, M. H., 2014. The RAFAELA system: a workforce
planning tool for nurse staffing and human resource management. Nursing
Management. 21(2).
Glendon, A. I. and Clarke, S., 2015. Human safety and risk management: A psychological
perspective. Crc Press.
Gómez-Cedeño, M. and et, al., 2015. Impact of human resources on supply chain management
and performance. Industrial Management & Data Systems. 115(1), pp.129-157.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1), pp.22-38.
Renz, D. O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Tarique, I., Briscoe, D. R. and Schuler, R. S., 2015. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Whetzel, D. L. and Wheaton, G.R., 2016. Applied measurement: industrial psychology in human
resources management. Routledge.
Wiegmann, D. A. and Shappell, S. A., 2017. A human error approach to aviation accident
analysis: The human factors analysis and classification system. Routledge.
Wood, S., 2016. High-involvement management. In Encyclopedia of Human Resource
Management. Edward Elgar Publishing Limited.
Online
Human resource management. 2019. [Online]. Available Through:
<https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM>.