Importance of HRM Practices in Organizational Profit & Productivity

This document discusses the purpose and functions of HRM, strengths and weaknesses of different recruitment and selection approaches, benefits of HRM practices for employers and employees, and the significance of employee relations in HRM decision making. It also explores various HRM practices related to organizational profit and productivity. The document highlights the importance of employee relations and key elements of employment legislation in HRM decision making.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................2
TASK 2............................................................................................................................................3
P3 Benefits of HRM Practices in context of Employer & Employees.......................................3
P4 Various HRM practices related to organisational profit & productivity...............................4
TASK 3............................................................................................................................................5
P5 Significance of Employee Relations in context of HRM decision making..........................5
P6 Key elements related to employment legislation & its impact on HRM decision making....6
TASK 4............................................................................................................................................7
P7 Illustrate the applications of HRM practices with appropriate examples..............................7
CONCLUSION..............................................................................................................................10

INTRODUCTION
Human resource management is the critical function of the organizations that is
responsible for managing all their employees. It is a comprehensive task that includes
recruitments, compensations, hiring and managing the performance of their employee's and it
turn foresee the development of the entire Organizations. Google is one of top company of U.K
and utilized by large variety of people across the entire world. It is preferred by individual as
well as all types of Organization due to their modern and automated system. This project will
covers wide variety of their human resource management systems that includes its purpose, key
elements for enhancing its effectiveness, internal and external factor and mainly how it is
undertaken by the company.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Google is one of most reputed company all over the world and has established himself to
provide universal access of information to each and everyone to be able to meet diverse
requirements of all. Their mission is to organize the information that is easily available to all and
is useful to all. Their vision statement is that their prime responsibility is to serve each of their
end users.
Purpose of HRM of GOOGLE
Human resource has a diverse purpose that is must for them in order to fulfil their
responsibilities. It initiates from addressing the diverse needs of employee's from their finances
till their legal matters. It is done in maximizing the efficiency of the company. Some of it's
purpose can be discussed below:
Staffing Needs
The H.R department is mainly recognized for recruiting the right talent by identifying the right
fit that imbibes the specific skills and experience that is most appropriate to fulfil the
requirements of their job. It is must for them to have proper co-ordination among various
departments in order to be well informed about the working of the entire company (Arena, et. al.,
2018).
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 Benefits - It is must the manager to develop an effective program for the benefits of their
valuable employee's in order to make them highly engaged. This is done in order to retain
their unique talent that will help them growth in long term. Some of the most common
benefits include health insurance and retirement plan.
Functions of H.R.M
It is must of H.R professionals to align their diverse function to fulfil the objectives of
Google. It is important for them to understanding their various functions in order to undertake
them effectively: Some of them can be explained below:
 Job design - It is must for the managers to plan all their responsible in context of job
resign to ensure proper managements of their people. This should in do by the company
on a continual basis in order to be ahead of their immediate competitors.
 Recruitment - It is prime and most critical task for the team to devise appropriate
interview process in order to be able to get the right fit in order to fulfil their specific
requirement (Brown and Latham, 2018).
 Training and Development - Once, the recruitment is done, it is must for the
professionals to provide them adequate training that should highly be dependent on each
individual’s areas of improvement required. It is must for them to train their entire
employee's on the latest updated tools that is vital for the growth of the company.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
It is important for the managers to have a proper understanding of the different approach
of recruitment and selection in order to analysis analysing the strengthen and weakness of each
one of them. This will enable them to hire the most appropriate candidate that is most suitable in
order to fulfil the recruitment of their job. Some of these approaches can be discussed below:
Internal Recruitments
This can mainly be referred as the approach opted by HR managers to utilize their
internal environment in fulfil the requirements of their current positions. This is done by them by
way of promotion, transfers, referrals or any other internal ways. It is must for them to carefully
see to it utilize their various processes effectively.
Strength:
 Reduction in Time - It saves the time as well as money in identifying, analysing and
attracting the right employee's.
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 Improves Employee's morale -This motivates their employees by making them feel
that they are highly valued. It is due to the fact, they are provided with ample of
opportunity to in order to witness growth in their carrier.
Weakness
 Decline In Company's culture - This makes the employee's very much comfortable as
they are aware of the various processes followed by their company. This may be difficult
for the management in identifying the inefficiencies in their operations.
 Limited Choices - This provides them limited opportunities as they may have several
qualified candidates of their specific roles but utilizes only their internal talent.
 External Recruitment - It states where the company opt to hire the person from outside
and aren't part of their current workforce (Cleaver, 2017).
Advantages
 Outsourcing -This can be utilized by the company in times of recession. This is more
feasible where they are incurring less cost by outsourcing. In today's time it is the most
utilized approach by many companies as it aids to unify the processes and adopt
sustainable ways. This may even speed up the process.
 Better Quality Candidates- This is beneficial for the team of recruiters to have option to
choose and hire the top candidate that is right fit that fulfils their job requirements. It is
easier to do with automated tracking system
Disadvantages
 Higher Risk - As the candidates eligible for the current position are total strangers and
may not be appropriate fit that needs the requirement of the current position (Dean Lee,
et. al., 2017).
TASK 2
P3 Benefits of HRM Practices in context of Employer & Employees
HRM functions and its practices are beneficial for the welfare of the organisation. With
the help of HRM practices, organisation can manage their performance level and also help their
employees and employers. There are various HRM practices which are adopted by the Google so
that they can easily enhance their productivity level and improve profitability. The description of
these HRM practices are given below-
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Employee Engagement
Employee engagement is essential for the success of the organisation because it
determine the healthy relationship among their employees and also helpful to maintain the
working conditions among the employees of the organisation. Google is most famous and large
organisation that provides various services to their customers so it is essential to maintain the
good relationship with employees so that they can easily establish the good engagement with the
customers (GARG, 2017). Benefits to Employers – Employee engagement are also beneficial for the employers
because engaged employees can easily address and resolve the problem of their
employers and customers so that their satisfaction level also increase.
 Benefits to Employees – Employee's engagement give many benefits to the employees of
the organisation because it can help to build the strong relation with other employees so
that they can maintain all their work together with the support of the other employees
which will boost their performance level.
Training & Development Sessions
This is most useful practices of HRM that help to manage the working activities of the
new and existing employees. Through advanced training and development sessions, existing
employees can boost their productivity and new employees can learn new and appropriate skills
that help to manage their job role. Google also conduct many training and development sessions
which will help the employees a lot (Kavanagh and Johnson, eds., 2017). Benefits to Employers – Training and development sessions are beneficial for the
employers because they used to deal with the employees of the organisation so that if the
employees are well mannered and know exactly what they want so that their expectation
level become high and their gain more satisfaction.
 Benefits to Employees – Training and development sessions also favourable for the
employees because they get the chance to learn new skills and knowledge which will
enhance their ability to perform their task in a best manner.
P4 Various HRM practices related to organisational profit & productivity
HRM practices help to address the basic and additional requirement of the employees so
that they can become more capable to understand the need of their customers. Through HRM
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practices, manager of the organisation can handle all the workforce related activities so that all
the employees can easily manage their day to day task very effectively. Google is a big
organisation that mainly concerned about the HRM practices so that Google can easily manage
their day to day activities of their employees. Google adopt employee engagement practice that
helps to maintain the healthy relationship with the other employees so that they can easily sustain
in the organisation without any issues. Employee engagement beneficial for the development of
the employees and employer and it create good relation with employees and organisation.
Google also adopt training and development sessions, so that HR manager of the company easily
maintains the performance of each and every employee and make list in which they determine
poor performer so that they can conduct training session for them and help to evolve their
performance. Google also use reward system because it is a also consider the most useful HRM
techniques which will boost and encourage the employees so that they can perform their task in
most appropriated way (Knowles, et. al., 2020). Google also consider compensation system so
that HR manager of the organisation easily attracts the large number of employees so that they
can perform well and give their best contribution in the success of the organisation. Google also
use Performance appraisal practices so that HR manager of the Google can easily manage the
performance evaluation of their employees so that they can work hard to maintain their current
performance as compared to the previous work and performance.
TASK 3
P5 Significance of Employee Relations in context of HRM decision making
Employee relation is considering as the most significant elements which can help to
maintain the effective relation with their employee's. Employee’s relations are also helpful in
team work and employees are also support and cooperate with other employees. Google also
concerned about employee relation so that they can involve many employees with each other so
that they can support and help them and maintain good communication with each other
(Krishnan and Scullion, 2017).Talent Management is a systematic and strategic process that
helps to appoint the talented and high skilled employees so that they can retain longer duration in
organisation. Google also follow many talent management strategies which are helpful to
improve the productivity of the organisation. The importance of employee relation in the
decision-making of HR department are discussed below-
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Reduce Conflicts
A healthy employee relation helps to reduce the dispute and conflicts among the
employees. It is a true that healthy and happy employees are the assets of the organisation that is
the reason why every organisation are very much concerned to create good relation between their
employees because it will help t reduce the conflicts. Communication is one of the main
strategies that help to enhance the employee’s relation in Google organisation. With the proper
practices of employee relation, manager of the organisation help to resolve the grievance
(Lanciotti and Lluch, 2018).
Improve Employee's Motivation
Employee’s relation is helpful to enhance the motivational level of employees of
organisation. Motivated employees are very efficient and also capable to give more contribution
in the success of the organisation. Google also motivate their employees through motivational
sessions and give those rewards and appreciation.
Reduce Miscommunication
Employee relation improves the communication among employees so that they can
communicate very effective and reduce the chances of miscommunication. Google organise
many activities which will engage employees and they can interact more so that they will easily
address and resolve their problems.
P6 Key elements related to employment legislation & its impact on HRM decision making
Employment Legislation is considering the most useful concept of the organisation it contain
many rules and regulations that follow by the organisation so that they can protect their
employees. In employee's legislation, many laws, rules and policies are involved that are formed
by the government which are helpful to manage the inside and outside working environment of
the organisation. Google is the most popular and international organisation that maintain the
various each and every employees activities. There are many factors which are considered by the
Google are given below-
Data Protection Act 1998
This act gives right to the people so that they can easily access useful information that is
held by the organisation. There are different principles related with this act like fair lawful
activities, and help to secure the data of the company and their employees (Nyberg, et. al., 2018).
Google use this act so that they can maintain all the information so that no one can misuse it.
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Health & Safety Act, 1974
The act follows all the procedures that help to maintain the health and safety of the
employees. This act helps to protect the employees and help them in a risk situation. This act
helpful to manage the increase the security level of the employees so that they can perform freely
in organisation. Google also consider this act because their employee’s health and safety is the
priority of organisation (Sablok, et. al., 2017).
TASK 4
P7 Illustrate the applications of HRM practices with appropriate examples
Job Description
Job Details
Job Role - Marketing Manager
Company – Google
Purpose of Job
Marketing manager is responsible to identify the whole market situation that create by the
different marketing strategies. The candidate should know the effective communication
skills so that they can easily deal with the customers.
Roles & Responsibilities
 Generate an appropriate marketing strategies
 Create supportive marketing team
 Regulate proper coordination with team members
 Properly assign tasks and duties to every employees
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Personal Specification
Position- Marketing Manager
Functional Unit - Marketing
Reporting To- Marketing Department
Attributes Essential Desirable
Education & Experience Candidate should completee
their graduation with 60 %
from well established
university. Candidate should
have6 months experience in
marketing field.
Candidate should have post
graduation degree and
working experience from a
well known companyy.
Knowledge & Skills Candidate must have fluent
communication skills in
written and oral and also
knowledge of marketingso
that he or she can influence
the target customers
effectively.
Candidate should have the
effective knowledge about the
marketing and IT fields. He or
she also knows how to
communicate and coordinate
with the customers.
Job Offer Letter
Mr./Ms,
Name
Address
City, State Code
Dear Mr./Ms. Last Name,
Greeting from the Google!!
Google is obligated with your effective performance and on the basis of your interview. Our
organisation decided to select you as a Marketing Manager in Google organisation. This is
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consider as a full time job employment so you are required to work at least 45 hours in a week
and in your package you will receivee $78,000/ year.
You are also receiving additional benefits & facilities which will provide to you when you will
ready to join the organization on 21 February 2021. When you will accept this letter then you
can send us a revert mail and there is also necessary to carry all the essential academics
documents because these are required for further verification.
If you want to ask any question regarding this then please feel free to ask us.
Sincerely,
First-name,
Last-Name
Director,
HR-Department
Google
____________
I hereby accept the Marketing Manager position.
_____________________________
Signature _____________________________
Date ----------------------------
Evaluation of the process and the rationale for conducting appropriate HR practices
Evaluation in the field of HR incorporated with many changes that determine the success of
the organization. A systematic evaluation helps to maintain the each and every activities of the
HR department of the organization so that HR manager can maintain various HR functions like
job design. Job evaluation, compensation, employee’s relation, training and development etc are
the important practices of HRM and these practices are also helpful to balance the performance
level of the workforce. Evaluation of HR lead the various positive changes in the HR functions
so that they can easily maintain the regular task of the employee and also give the new way to
perform their job in a best manner. Evaluation of HR can help to provide the effective
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organizational structure so that all the employees will follow proper disciplines in their
organization.
CONCLUSION
As per this report it can be said that HRM functions are very important to mange each
and every activities of the manpower. Through HRM practices, manager of the organisation can
easily maintain the performance and productivity of the employees. Training and development
sessions, recruitment, performance appraisal and employee engagement are the main HRM
practices of the HRM which are mainly followed. Most of the organisation is using various
activities which are helpful in employee relation and talent management which will improve the
productivity level of the organisation. This report also discussed about the job description, job
specification and offer letter of the employees which are essential for the HR manager in the
hiring and selection time.
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REFERENCES
Books and Journals
Arena, D., et. al., 2018. Human resource optimisation through semantically enriched
data. International Journal of Production Research, 56(8), pp.2855-2877.
Brown, T.C. and Latham, G.P., 2018. Maintaining relevance and rigor: How we bridge the
practitioner–scholar divide within human resource development.
Cleaver, F., 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Dean Lee, M., et. al., 2017. Human resource approaches to retirement: gatekeeping, improvising,
orchestrating, and partnering. Human Resource Management, 56(3), pp.455-477.
GARG, J.P., 2017. A COMPARATIVE STUDY OF HUMAN RESOURCE DISCLOSURE
AND REPORTING PRACTICES OF SELECTED PUBLIC AND PRIVATE SECTOR
BANKS IN INDIA. CLEAR International Journal of Research in Commerce &
Management, 8(11).
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Knowles, M.S., et. al., 2020. The adult learner: The definitive classic in adult education and
human resource development.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review, 27(3), pp.431-441.
Lanciotti, N.S. and Lluch, A., 2018. Staffing policies and human resource management in
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moderating role of firm ownership. Academy of Management Journal, 60(3), pp.1164-
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Nyberg, A., et. al., 2018. Human capital resources: A call to retire settled debates and to start a
few new debates. The International Journal of Human Resource Management, 29(1),
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Sablok, G., et. al., 2017. Human resource development practices, managers and multinational
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