Human Resource Management - Sample Assignment

HUMAN RESOURCE
MANAGEMENT
Student Name Candida I Afonso ID HE06779
Unit Number and Title Unit 03– Human Resource Management
Academic Year 2018-19 Cohort September 18 Term 2
Unit Leader Priyangani
Ariyawansha Assessor
Assignment Title Human Resource Management
Issue Date 14/01/2019
Submission Start Date 11/02/2019
IV Name
Deadline for assignment
submission
25/02/2019
Learners Declaration: I certify that the work submitted for this unit is my
own and the research sources are fully acknowledged.
Learners Signature: Candida Afonso
Date: 25-02-2019

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Purpose, roles and responsibilities and significance of HR function.................................1
Human resource management, 2017................................................................................................1
2. Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems......................................................................3
3. Case study examples in different HR practices..................................................................4
4. The approach to effectiveness of employee relations and employee engagement.............5
5. Employment legislation in which the organisation work..................................................6
Employment Legislation, 2017........................................................................................................7
6. Employee relations and employment legislation helps to meet business objectives..........8
TASK 2............................................................................................................................................8
7. Human Resource Assistant ................................................................................................8
8. Use of technology, online resources, digital platforms, social networking improving
recruitment and selection process...........................................................................................3
Conclusions......................................................................................................................................4
References........................................................................................................................................5
Human resource management. 2017. [ONLINE] available through
:<https://www.humanresourcesmba.net/.../5-purposes-of-the-human-resources-department/>......5

INTRODUCTION
Human resource management is an important department of any organisation. That is
design framework to increase employee performance in order to meet the employer's
strategic goals and objective. AVIVA PLC is a largest insurance and financial services
group in the United Kingdom. It is seventh largest insurer in the world. It was founded in
2000 and its headquarters in London and UK. And extract revenues from fund
management, general insurance, life and saving products. The report will cover
purpose, roles and responsibility and significance of HR functions. It also covers
approaches of HR like planning, recruit and training etc. it covers about laws of
employment and case study of HRM different practices.
Task 1
1. Purpose, roles and responsibilities and significance of HR function
Purpose of HR function
The purpose of HR is to manage many types of needs of the employees of AVIVA. HR
main aim is to maximize efficiency of AVIVA. And also focus on staffing needs,
performance appraisal and law compliance (AVIVA,2019)
1
Illustration 1: human resource management
function
Human resource management, 2017

Staffing needs – HR major focus on recruiting skilled employees. It focuses on to
create position, identify jobs, it then evaluates the skill level and then recruits according
to the position needs. HR closely interacts with all departments for getting information
about vacant position. It also works to recruit and terminate the existing employees
according to their performance. (Cliffsnotes.com,2019)
Roles and responsibilities -HR works to promote AVIVA at highly favourable
workplaces. They always keep in touch with other department for get information about
vacant post. so their responsibility is to analyse the job requirement, review application,
shortlisting and selecting eligible candidate and fill post. It is also responsible for hiring
more productive and efficient employees and establish effective coordination between
employer and employee. (AVIVA, 2019)
Significance – It is importance for AVIVA to find quality employees and install new
talents in organisation. Skilled and quality employees is increase productivity and
profitability of company and also helpful in optimum utilization of resources. It also save
money and time of training. After recruitment and selection HR provide training to
employees for learning about working culture and improve skills. HR conduct
leadership training and professionals training for employees. Efficient candidates do
work with their good efforts and meet objective of AVIVA PLC. (Cascio, 2015).
Performance appraisal - HR also evaluate employees performance and give appraisal
to employees of AVIVA. In this process HR gives promotion, termination and retention
according to their performance. Appraisal helps in motivates employees for maximize
their productivity.
Roles and responsibility - Toward compensation and benefit after complete appraisal
process. HR making structures of payment and evaluate competitive pay, time to time
change pay structure for employee satisfaction through conduct appraisal for improve in
work. Through this roles of HR, employees of AVIVA motivates and work with their full
effort. (www.careers.AVIVA.co.uk)
Significance - Appraisal is important for AVIVA. Because effective appraisals put
effect on an organisation's culture, morale of employees, engage level of employees,
confidence all these things increase over all brand of AVIVA and provide reward for
2

better performance. Through appraisal employees motivate and do work efficiently with
their interest for meet objective and goal of AVIVA.
Law compliance - HR of AVIVA is responsible for safety and equitable treatment of
their employees. HR following law for protecting employees. Its main purpose is gives
safety and health to employees and reduce risk from workplace (Farndale et al.,n.d.)
Roles and responsibilities- Maintaining a safe environment under safety and health
act. HR of AVIVA has to provide safe and healthy environment to all employees they
give safety training to their employees following this act employees get attract and stay
for long term with AVIVA, thus it helps in achieving the goals and profitability at AVIVA.
Significance - Law compliance also put significant effect on employees of AVIVA, this
process of educating employees about laws, regulations and policies. it applied in day
to day job responsibilities helps in creating a safe and respectful workplace and also
reduce risks and prevent compliance from AVIVA.. Its helpful in attract employees and
improve morale and job satisfaction and employees feel belongingness with their
workplace.
2. Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems
Assessment of approach to workforce planning: Good and efficient employees
planning is required by the company to achieve organisation goal. The first element
which involves in a workforce analysis is few selected areas of interest therefore AVIVA
PLC analysis the most critical job in the company and decides which competencies are
required in employees to achieve its potential, secondly, AVIVA PLC then finds the
headcount in company and the competencies and abilities of current work force. AVIVA
compares the demand and supply of headcount tin the organisation and after gap
analysis they stablish future headcount and competency gaps (Baron, 2016).
Assessment of approaches to recruitment and selection:
Steps of Recruitment and selection at AVIVA
1. Advertising the job position
2. Resume screening
3. Telephonic interview
3

4. Face to face interview
5. Assessment
6. Reference check
There are many approaches which a company can use, AVIVA PLC is using one of
the mentioned approaches that is workload approach, competency approach and work
force approach. AVIVA PLC is using competency based approach in which they focus
on talents and skills which are needed to perform a particular task. This method is used
by AVIVA PLC as it focus not only on technical skills but behavioural competencies as
well.
Assessment of approaches to training and development: AVIVA PLC's focus is to
handle any issue which may harm its organisation whether it is related to any
incapability incompetence, or anything which the existing employee lacks to achieve its
full potential, therefore assessment of all these factors are a must which helps AVIVA
PLC to wipe off the lacking for smooth functioning of its management and task
completion. Company can provide both on the job training and off the job training which
is beneficial to the employees as well as the organisation. AVIVA PLC uses on- the -job
training to employees, in this method of training the employee learns the skills or
enhances them by performing his job. That is learning and developing expertise at the
same time, E.g. Job rotation, special projects, coaching etc.,(Sanders, 2016.). The
organisation conducts different development programs such as education program, On
job trainings and continuous professional development courses.
Assessment approaches to performance management and reward system:
Another assessment which are required to be done by the AVIVA PLC is assessing
performance that can help to measure the performance by comparing actual with
estimated and find out the reasons for the deviations. There are some approaches
which company can perform AVIVA PLC is using method of better conversation. In this
approach superiors are more disciplined with the way they communicate with their
employees or how they interact with one another and also giving frequent feedback if
the work done is good or bad thereby helping the employees to observe their work
minutely to give better results that will in return impact on the company goals (Anon,
2019). The AVIVA uses various types of reward systems such as incentives,
4

promotions, bonuses etc. These rewards help in motivating employees to perform
better. The organisation also focuses on appraisal programs with the help of activities
such as 360 degree performance management for their employees that encourage
them to increase their performance and efficiency.
3. Case study examples in different HR practice Learning, development and
training practices
Training and development is a process of organisation which emphasize on the
improvement of the performance of employees and sharpening skills and gaining
knowledge of employees. HR of ARCADIA group following this strategy to achieve its
goals. ARCADIA group gives training time to time to its new and existing employees to
face the biggest challenges and for rapidly changing in business environment. Due to
competition in markets, frequent changing in environment, fashion, culture and trend,
ARCADIA spend more money in training and development of employees, by training the
employees ARCADIA implement their product quality to attract customers and
satisfaction of customer needs (Hauff, Alewell and Katrin Hansen, 2016).
Flexible working option - flexible working option provides the employees flexibility with
time and place of work. Employees getting flexible working through HR policies. AVIVA
gives the option of flexible working time, the HR gives this option to attract employees, it
also gives the employees a sense of freedom with no rules about times of arrival,
departure & lunch times, do work from off site and off sites work is typically done from
home, all these factors give the employees a satisfaction to do work with considerably,
AVIVA achieves their predetermined goal through this strategy (Best Companies, 2019)
Employees performance management & monitoring - it is continuous process of
communication between a supervisor and employees throughout the year for complete
objective of organisation. HR of JW Marriott using this tool for improvement of
employees engagement by open communication. It is use by JW MARRIOTT because
this tool identifies and define expectation, give daily task within business objectives,
analyse goals and then focus on development. After that they evaluate employees
performance and take action for development in areas needing improvement. It also
introduces new skills and responsibility to employees, this practice helps JW
MARRIOTT earn profit and maximize productivity (Wright, 2018).
5

Payment & reward management system - This system is setup by a company to
reward performance and motivate employees. That is separate from salary. Cadbury
uses this tool for achieves goal and motivate to their employees. So Cadbury has
effective payment and reward system. That help an organisation be more competitive
and reduce labour turnover. Payment and reward system include bonus, allowances
and hikes to employees. Ideal reward also given by Cadbury like grades pay increase of
employees. It is done by evaluating performance and then give rewards to motivate and
develop their skills and efficiency (Wenku.baidu.com, 2019)
4. The approach to effectiveness of employee relations and employee engagement
Employee Relation: Employee relations means efforts of company to manage relations
between employee and employer of AVIVA. To maintain this relation different
approaches are used by AVIVA. Psychological, sociological, human resource, reward
system etc. approaches are used to manage employee relation. AVIVA used human
resource approach to manage employee relations. AVIVA has many numbers of
employees who wants freedom of thoughts and control over their lives. But when
employer treat workers as machine then conflicts and disputes are arises. When human
relation approach is applied in AVIVA it helps to understand behaviour of individuals
and group at workplace. For AVIVA human resource approach work as inter disciplinary
approach (Scully, Gregson and Turner, 2016).
Aon Hewitt's Model of Employee Engagement: AVIVA used this model to retain and
engage its employees in organization. This model helps AVIVA because employer
speak positive about organization to employees or co-workers whereby creating
belongingness with AVIVA which in turn helps the employees to motivate themselves
and retain in organization.
Flexible firm model of Atkinson: Flexibility is an ability which easily modified
according to need. Flexibility firm model in AVIVA is used to optimize the use of human
resource, It is segmented in to core and peripheral groups. The core employees are
difficult to replace because of high skills and knowledge, and peripheral employees are
easy to replace for organisation because they are low skilled and less knowledgable.
This model seek types of flexibility in organisation. Like Functional, It is used to
6

increase efficiency and reduce costs of AVIVA, this is ability of AVIVA which help to
adjust the skills of employees to match the tasks. Numerical, this is applied on
peripheral employees, this is used to adjust the level of labour input in AVIVA to meet
fluctuation in outputs. Example- short term contracts, outsourcing etc.
It is divided in two dimensions in AVIVA Flexible employment, meaning when an
employer hires innovative employees to make the size of composition of their workforce.
Example- part-time, remote workers, zero contracting etc. Flexibility in work, when
flexibility is provided in work structure or work time such as flexibility to work individual
or in groups or flexibility in working time etc (Thompson, 2016).
5. Employment legislation in which the organisation work
7

Equality Law (2010): This law prohibits employment discrimination based on race,
colour, religion, origin etc. on AVIVA. AVIVA must work on this equality act because it
will prohibit discrimination between employees by personal biasness, and reason
because by this law all employees will feel belongingness with AVIVA. This law includes
that all employees must be treated equally in AVIVA there must be no discrimination in
AVIVA on any segment.
Equal Pay Act (1970): This act prohibited any less favourable treatment between men
and women in terms of pay and employment conditions provided to them. In this act any
employer or employee cannot be biased to paying him or providing extra benefits.
AVIVA must follow this act in organization and give equal rights and pay to all
employees of AVIVA at same position either they are men employee or women
employee. This Act improve working environment of AVIVA. When AVIVA work on this
act all employees motivates and it helps to increase their efficiency (Nankervis, 2016).
Unfair Dismissal Act (1977): Dismissal is accrued when a contract is terminated with
or without notice. A dismissal may be lawful or wrongful. A dismissal is wrongful when
an employer terminated by employer by wrong reasons like pregnancy, family reasons
8
Illustration 2: employment legislation
Employment Legislation, 2017

etc. and a dismissal can be fair when reason of dismissal is employee capability or
qualification, redundancy of mistakes and other valid reasons. AVIVA must work with
this law in there organization if any employer of AVIVA want to terminate any employee
than he must have some valid reason for termination and before terminating him he
must have to give him notice before 1 month or time which specified in contract. This
act helps AVIVA to increase its image for outsiders and competitors and help to attract
new employees.
6. Employee relations and employment legislation helps to meet business objectives
Employment legislations plays crucial role in AVIVA to its objectives. Employment
legislation used to regulate and maintain relations business and employee of that
business. These laws are enacted by government which AVIVA must follow. Many laws
followed by AVIVA but some are discussed which helps to AVIVA to achieve its
objectives. Equality Law this law is against discrimination in AVIVA. When this act is
applied in AVIVA then employees of AVIVA will feel belongingness to AVIVA by which a
good relation is established and easy to maintain between employer and employee.
When anti discrimination law is applied in organisation then all employees feel satisfied
and same for organization it increased productivity and profit of AVIVA which help to
achieve objective of AVIVA. Equal Pay Act this law is related to same pay or benefit for
same position. When this act is implied in AVIVA all employees who are at same level
get same benefits which create a competitive environment in organisation or enhancing
skills by which AVIVA get motivated and more skilled employees and objective of any
business is to earn profit. Which helps to increase profit of AVIVA. Unfair Dismissal
Act this act is against termination of any employee with or without notice. When this act
is implied in AVIVA all employees have their job security because they will feel that
without any valid reason no one can harm their job position and this will help to resolve
conflicts in AVIVA which improve relations between employer and employees AVIVA.
When employees are benefited with this act they feel secure with their job which
increases there efficiency and reduces employee turnover (Papa, 2018).
Strength, Weaknesses, Advantages and Disadvantages
The various employment legislations are beneficial for developing a good
workplace environment. These laws are supporting employees and their rights leading
9

towards a highly motivated workforce. On the other hand, these laws also have some
weaknesses such as employees are bound with legal policies and procedures. Major
strength of the employment laws such as Unfair dismissal act, Equal pay act etc, is that
it motivates individuals to get employment which in turn improve their financial
conditions.
TASK 2
7. Human Resource Assistant
Job Description:
Job Title Human resource assistant
Reports to Human Resource Head
Roles & Responsibilities Maintain and update personal records,
Assist HR manager with recruitment and selection
administration,
maintain payroll management,
Grievance handling in organisation.
Providing training to the employees
Conducting team building activities
Management of leaves
Qualification Full Time MBA/PGDM
Bachelors in Management
10

Person Specification
Title of the job Human resource assistant
Date: 11/02/19
Qualification required Essential Desirable Met
Compulsory high school
qualification.
Graduation: Bachelor's
degree in management.
Post graduation: MBA
or diploma in human
resource management.
Skillful in Computer
software knowledge in
Microsoft office like
word, Excel, power
point.
Good communication
skills.
Yes
Yes
Need of Experience
Minimum 1 year of
experience in any
organization or On-
the-job training
experience in related
field.
Yes
Personal
characteristics &
conduct

Team player and detail
oriented.
Positive and flexible
attitude.
Problem solving
capability.
Multitasking person.
Yes
Yes
Roles and
Responsibilities
Mailing, receiving and
transferring calls.
Setting appointments
and scheduling
meetings.
Resolving conflicts and
grievances.
Maintaining Payroll.
Maintaining and
updating personal and
daily records.
Yes
Yes
Job related interview questions:
Q.1. What are the main HR roles in an organization?
Q.2. How strategic planning is implemented organization?
Q.3. How you can resolve grievance between two employees?

Q.4. What training methods you will use for increased efficiency and productivity of your
employee?
Job offer letter:
Mr. Paul James
14 Fox Road
London
Dear Mr. Paul James
AVIVA is pleased to offer you the position of Human Resource Assistant. Your skills
and knowledge enthusiasm will be a great asset to our company and we are looking
forward for your valuable contribution in our company. You can join AVIVA from 1st May
2019 and the salary offered to you 30000 Pound per year. You are also entitled to
additional benefits such as medical benefit and others which will be enclosed in the
attached document which review your salary and other benefits. The working hours will
be from 9.30 a.m. to 6 p.m. If you choose to accept this offer letter please fill in the
necessary details with prescribed documents.
Regards,
Nick Sam
Director Of Human Resource
AVIVA PLC
8. Uses of technology, online resources, digital platforms, social networking improving
recruitment and selection process
Technology - technology is improving recruitment and make easy to this process. HR
of AVIVA building employer brand, online and offline for attract efficient and skilled
candidates. Through this they advertise for vacant position of organisation. So limited
candidate can apply for that because HR mention all things like eligibility, age etc. so
qualify candidate able for interviews. It is making easy recruitment because they search
candidates through internets who give full efforts and new ideas for achieve
organisational goal. So hire qualified candidates and HR burden is reducing day by day.

Online resources - online resources like internet, web page and documents on internet
etc. this all things improving recruitment and selection process of AVIVA. HR advertising
for needed post through all these resources and find candidates through different web
sites. Then evaluate of candidates bases through their resume and select for interviews.
That process prevent masscandidates for walk in interview. So that save time and cost
of organisation. And hire efficient candidate (Storey, 2016).
Social networking - Now a day’s social networking is an important recruitment
channels. Like linkedin, facebook, twitter, instagram etc are active in this process, they
post information about vacancies. So HR attracts potential candidates to apply for jobs.
Because through this HR hiring efficient candidate and helpful in achieve AVIVA goal.
Digital platforms - digital platforms save time and cost of travel of candidates as well
as HR. because AVIVA spread globally so that HR take interviews of candidate through
video and telephonic. So this things gives flexibility to candidates and hire potential
candidates for achieve organisational goal.
Strength :- All sources like technology, online resources, social networking and digital
platform make easy to Recruitment and selection process of HR because they reach to
qualified employees who spread anywhere through all resources. HR collect Resumes
anytime and save cost and time of candidates and employers. Its also remove
intermediaries and consultancies for hiring. Hire right, skilled and qualified candidates
for achieve AVIVA PLC goals and meet predetermined objectives.
Weakness:- Technological issues is major problem in recruitment through technology.
And update information is necessary in technology recruitment so if information is
outdated so its problem create in recruitment. Through this they can only connect with
candidates who use technology. And rejected candidates give negative review so its put
direct impact on image of organisation.
Recommendation:-
Give training also to HR managers for develop idea of training and maintaion
techniques time to time for attract, motivate, create self confidence in employees and
give information about AVIVA in proper manner for remove confusion. They should

Conduct activities for employees in company for give relax and do work efficiently so its
helpful in meet objective in effective manner.
Conclusion
From above study it has been summarized that Human resource management is
a strategic function of an organisation, which focuses on meeting the needs and
development of employees. It is about HRM function, significance and roles. HRM plays
main roles in an organisation, it manages the employees and develops their skills
because employees contribute their efforts for achieving the objectives of the
organisation, HRM motivates the employees through training, appraisal and rewards
hence supporting AVIVA in making the employees more efficient and efficient
employees give new and innovative ideas which are necessary to achieve the goal of
company and sustain in the long run, Therefore HR department is important for overall
achieving of goals in an organisation.

References
books and journals
Cascio, W.F. 2015. Managing human resources. McGraw-Hill.
Wright, P. 2018. Fundamentals of human resource management. Management. 5. p.27.
Hauff, S., Alewell, D. and Katrin Hansen, N. 2016. HRM system strength and HRM
target achievement—toward a broader understanding of HRM
processes. Human Resource Management.56(5). pp.715-729.
Farndale, E., Nikandrou, I. and Panayotopoulou, L.2018. Recruitment and selection in
context. In Handbook of Research on Comparative Human Resource
Management. Edward Elgar Publishing.
Baron, A., 2016. Human resource planning. In Encyclopedia of Human Resource
Management. Edward Elgar Publishing Limited.
Sanders, K.2016. HRM process approach: attribution of HRM. In Encyclopedia of
Human Resource Management. Edward Elgar Publishing Limited.
Scully, J., Gregson, M. and Turner, P. 2016. Workforce intelligence planning.
In Encyclopedia of Human Resource Management. Edward Elgar Publishing
Limited.
Thompson, P. 2016. Labour process/theory. In Encyclopedia of Human Resource
Management. Edward Elgar Publishing Limited.
Nankervis, A.R., at.,al. 2016. Human resource management: strategy and practice.
Cengage AU.
Papa, A., ed.,el. 2018. Improving innovation performance through knowledge
acquisition: the moderating role of employee retention and human resource
management practices. Journal of Knowledge Management.
Storey, J. 2016. What is Strategic Human Resource Management?.
Anon, (2019). [online] Available at:
https://www.AVIVA.co.uk/adviser/documents/view/tr01138.pdf [Accessed 26 Feb.
2019].

Online
Human resource management. 2017. [ONLINE] available
through :<https://www.humanresourcesmba.net/.../5-purposes-of-the-
human-resources-department/>
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through :<www.whatishumanresource.com/significance-of-Human-Resource-
Management>
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business/about-us/ [Accessed 26 Feb. 2019].
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https://careers.AVIVA.co.uk/routes-AVIVA/experienced/PeopleFunction
[Accessed 26 Feb. 2019].
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[Accessed 26 Feb. 2019].
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��Ŀ�.
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Feb. 2019].