Human Resource Management: Functions, Importance, and Selection Process

This document provides an overview of Human Resource Management, including its functions, importance, and the selection process. It discusses the advantages and disadvantages of internal and external job advertisements. Additionally, it explores the key elements of HRM in an organization.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION:..........................................................................................................................1
Section 1...........................................................................................................................................1
a. Function, importance and problems of human resource function:...........................................1
b. Strength and weakness of the selection process:.....................................................................2
c. Improvements of selection process used by Chocola Fantastica:............................................3
Section 2:.........................................................................................................................................3
a. Persons specification for the role receptionist:........................................................................3
Receptionist......................................................................................................................................5
Core Competencies:.........................................................................................................................5
Statement......................................................................................................................................6
b. Advantages and disadvantages of methods of advertisement for jobs:...................................6
Advertisement for jobs within the organisation:..........................................................................6
Advertisement for external notice board:....................................................................................6
C Recommendations....................................................................................................................7
SECTION 3 .....................................................................................................................................8
LO2 Key elements of human resource management in the organization:...................................8
2) Flexible working arrangement for staff and its benefits:.........................................................9
3) Motivates workers through its job roles:.................................................................................9
SECTION 4....................................................................................................................................10
LO 3 Internal and external factor affecting hrm decision making including employment
legislation:..................................................................................................................................10
2) Approaches for engaging workers and improve communication:.........................................11
3. Influence on recruitment training and development:.............................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
Books and Journals:...................................................................................................................14

INTRODUCTION:
Human resources management is the part of an organisation which focuses on the
effective management of employees working in the company that they could help the company
to achieve their goals and success in the competitive market. Recruitment, selection, induction,
orientation, training and development, compensation, motivation, providing benefits,
maintaining good relations with the employees and take measures of health and safety of the
employees in the organisation are functions of the human resource management. The main aim
of human resources management is to achieve maximum productivity of the company by
improving the effectiveness of the employees working in the organisation. Human resources
management focuses on the selection of right person in the organization and take measures for
their training and development of the person so that they can work to achieve the objective of the
organisation. There are various responsibilities of human resource management which is divided
into three parts i.e. individuals, organisation and career.
Section 1
a. Function, importance and problems of human resource function:
The main purpose of the human resources management is to achieve the goals and
success of the organisation through the people working in the organisation by organising various
training development programmes. Chocola Fantastica focuses on increasing the performance of
the employees in the organisation with the maximum level according to their role in the
organisation. The purpose of applying functions of human resources because Chocola Fantastica
have no experience of employment, wanted to improve the quality of the products and need of
large no. of people in the organisation (Boon, and et.al., 2018). There are various human
resources functions followed by the Chocola Fantastica which are discussed below.
STAFFING:
This function of human resource management is the recruitment and selection of right person for
the right role that they could maximize the productivity of the organisation. Chocola Fantastica
identify the number of employees they should have need in the company, and then they start
their recruitment process. The company conduct the interview schedule with their HR manager
and then select the qualified and skilled person in the company.
ORIENTATION:
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The organization programmes is organized by the company for helping the new employees that
they should know about their role, duties and responsibility towards the company (Brewster, and
Hegewisch, 2017). Chocola Fantastica held this programmes for clarification of their employees
so that they could take part actively in the work of the company and achieve the objective of the
company.
TRAINING & DEVELOPMENT:
It is the most important function of the human resources because it improves the current and
future performance of the employees by educating and increasing the skills and knowledge of the
employees (Dubravska, and Solankova, 2015). Training and development of employees is an
important part of human resources because it solves the problem of less experience employees in
the Chocola Fantastica.
MAINTAINING GOOD WORKING CONDITION:
Chocola Fantastica tries to maintain the good working condition so that the employees may like
the workplace and environment. It also provides both financial and non-financial benefits to the
employees so that they could work in a most effective manner. By maintaining good working
condition it will increase the growth of the company and solve the problems of Chocola
Fantastica.
b. Strength and weakness of the selection process:
STRENGTH:
Selection of right person in the company with their proper skill and knowledge leads to
the growth and success of the organization and increase the productivity of the company by their
performance is the strength. Chocola Fantastica adopts the modern technology of selection
process where company organize the recruitment process online and then select the desired
employees. Selection of desired employees in the organization increases the productivity of the
company and leads to success and growth of the company (Mayo, 2016). The main aim of any
company is to achieve the profits and this will happen only because of selected desired
employees in the company. A better selection process is effective in cost and it also reduces the
time and efforts .strength of good selection process leads to decrease losses and increases the
profits of the organization. Selection process includes variety of tests like personality test, maths
test which help the organization to select the employees with the best ability and skills.
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WEAKNESS:
In human resources management selection of an employee with the desired skill and knowledge
increases the growth of the company (Moutinho, and Vargas-Sanchez, 2018). If the right persons
are not selected for the right job then they will leave the job sooner or later and it will affect the
cost of the company. In this process a company follows variety of tests and from these test skill
and ability of the candidates is judged. Some candidates have fear of exposer they have ability
and proper skills, but they have fear of giving test so the company loses the skilled employees.
c. Improvements of selection process used by Chocola Fantastica:
MAINTAINS GOOD QUALITY PRODUCTS:
Chocola Fantastica improves the quality of products by start selecting the right person for
the right job by minimizing the existing employees from organization if they are not working
well. A company has need of desired candidate for improving the quality of products by their
performance (Raven, 2015). If the selected employees maintains the quality of products then the
long distance will give good feedback and shop more and more from the company and this will
increase the productivity the company.
NO EXPERIENCE OF EMPLOYMENT:
Chocola Fantastica have no experienced of employment in ever-changing workforce so
the human resources management uses the best selection process to employee the right person in
the job. By selecting new employees in the job with proper knowledge and skills will helps in
achieving the success and growth of the company. The company start selecting the people who
have knowledge and skills of greeting cards and presents so that they could help in increasing the
productivity and customer satisfaction (Raven, 2015). Success of the Chocola Fantastica depends
on their employee performance, efforts and creative skills used in the working condition and
environment.
Section 2:
a. Persons specification for the role receptionist:
The holder of this post is required to know the core competencies of this post to the higher level
and apply these with full and efficiency in the work. This is the most important method of
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selection of candidates. Company will see these competencies if the candidates are selected in
the selection process.
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Receptionist
Core Competencies:
Customer orientation
Friendly nature
Good communication skills
punctuality
Procedure and systems of the organization
Motivation skills
EXPERIENCE:
 A person should have experience of welcome the guest and visitors in a positive and
friendly manner
 A person should have good interpersonal skills.
 Candidates must have ability to show the positive and effective image of company to the
customer
 Experience of attending high calls during peak period according to the work and
situations.
 A person should have good presentation skills.
SPECIAL KNOWLEDGE :
 Knowledge of MS word, MS office, Excel and outlook within the working condition of
the organisation
 Good communication skills of the candidates with all the levels up to the senior
management.
 Candidates must be punctual in the organisation.
 Personality of the candidates must be positive and friendly towards the organization and
visitors both.
 Candidates should have the ability to work largely by their own.
ADDITIONAL REQUIREMENTS:
 Flexibility in the working environment according to the changing requirements of the
organisation
 Candidates must have interest in the health and leisure industry.
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Statement
Specification of a person is necessary to guide the person in a way that they can follow
their duties. In the ever-changing demands and nature of the business the specification of the
person also changes according to the changes in the environment.
b. Advantages and disadvantages of methods of advertisement for jobs:
Advertisement for jobs within the organisation:
ADVANTAGES:
Through internal recruitment company have good idea about the candidates because
company is already familiar with the work skills and ethics of the candidates. Candidate also has
experience about the pros and cons of the company. Internal recruitment is faster as compared to
external advertisement. It increases the morale of the employees by increasing their effectiveness
in their work. Internal advertisement reduces the paper work, but they have issue of new
password key and insurance (Shen and Benson, 2016). Internal advertisement is from referrals
and it is one of the most important recruitment method within the organisation because
employees who are referring the candidates who know the company and know who fits well in
the company. Existing employees knows referrals candidates who are more qualified. Companies
give bonus to the employees who are referring the candidates.
DISADVANTAGES:
Disadvantages of internal advertisement for jobs are there is more need of hiring because
existing employees is shifting from his role to another role then there is vacancy on that role.
Internal hiring creates conflicts and increases the competition in the working condition. It
increases the politics between the all the employees for knowing who is hired and where
(Pokhrana, 2018). External advertisement gives better and new opportunities from the new
employees but internal advertisement remains the similar backgrounds.
Advertisement for external notice board:
ADVANTAGES:
Advertisement through notice boards like billboards is most popular methods used by the
big companies it could attract most of the people who are using roads where the board is located.
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These boards are eye catching and the main target is to attract the middle and upper class people.
From these boards there is increase in sales of the products of the company (Tung, 2016).
Chocola Fantastica uses this method and it can help in maintain the reputation of the company
among people. The best part of this advertisement is the company don't need to find the customer
but customer should search them. Customer will attract towards the photogenic information
given by the Chocola Fantastica.
DISADVANTAGE:
Advertisement through noticeboard have various disadvantage which will affect the
productivity of company like big exposer cost high, there is big risk due to whether condition
and visibility issues also arises due to this advertisement. From these noticeboards customer will
not get full information about the product which will company sale in the market. These
noticeboards can be damages by the uncontrollable factors like whether condition. So the
Chocola Fantastica cannot measure that the billboard can be drawn new customer or not.
C Recommendations
The candidate which is professional and in really interested in doing a job of receptionist
can be pinched by online advertisement. The online advertisement is very much helpful in
determining the profile of the candidates and publishing ads of the advertisement over the profile
of the candidate. Online job advertisement is having a vast scope in which individuals of various
nation can be hired and called for the interview. There is a vast competition due to online
advertisement which helps in selecting the best out of the best. A lot of cost is saved via online
advertisement if it is compared to the traditional advertisement in which old methods are used for
doing advertisements such as poster pasting at the shop or at some popular area, chart making
and recommendation. All these are the traditional methods of advertisement in which only the
locals or the persons from the nearby locations can be pinched. The online advertisement is also
more effective as well as more result oriented. A lot of time is also saved by online
advertisement in which using just a single poster for advertisement it can be delivered to large
number of audience. There are websites which allow doing advertisements for free over
Instagram page or Facebook page also other websites. There are always chances for doing
negotiation in the salary of the employees and for the HRM department in which the HRM
department can hire the talented employees at negotiated salary which is due to high competition
and lots of applications. This will help the company in long by making the company profitable
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by cutting the cost of the company. There is a tool known as filtration in the advertisement which
filters the candidates on the basis of the profile of the candidates. For example if the HRM
department want to hire a person from financial department as a finance manager then it will
filter and all the other candidates will be removed.
SECTION 3
LO2 Key elements of human resource management in the organization:
1) GRADUATE TRAINING SCHEMES AND INTERNSHIP BENEFITS:
Microsoft is the software company the company consist of many employees. Microsoft training
schemes have various benefits for employees as well as organization. Employees are one of the
key element of human resource management. Benefits of training schemes are as followed.
Benefit for employees – In micro soft, employees are gaining experience through
working in the company. Internship programs are started by the company for hiring new people
with innovation and skills. Employees are gaining experience in their work, they also gain
experience in teamwork and communication (Bouaziz and Smaoui Hachicha, 2018). Through
internship and training programs employees are preparing themselves for entering job market.
Employees are confused while entering colleges, through internship programmes students are
focused on their careers and able to choose right path or right field. Employees are developing in
their field through their feedback. Interns are able to learn and develop their skills as well they
will understand their mistakes and correct it. Microsoft also provides paid internship which gives
work experience as well financial support to the interns. Interns gain confidence while working,
they also make new contacts with the professionals in the field and learn something new from
them.
Benefit for organization – Microsoft is also having benefits of providing training to new
interns. Company is hiring new talents and skills which will provide innovative ideas and skills
to the company. Community foot print is created through giving opportunities to new graduates,
this helps the company to enter local people and locality. Partnership with universities is building
network and also hiring the best talented graduates is strengthening local economy. Through this
brand awareness is increased among jobseekers. New talent have the ability to mold company
culture and improve brand quality.
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2) Flexible working arrangement for staff and its benefits:
In Microsoft working arrangements for staff is flexible. Human resource management looks after
the needs of the employees. Working culture of Microsoft is motivating employees to work and
give their best.
Benefit to employees – Employees are flexible for meeting family members and are
having control over time and working conditions of the company. Employees are able to work
during office hours and with motivation as well. Good team and supporting seniors are helpful
for the employees. Communication between the team members is strong and friendly. Time
scheduling is a major benefit for employees because employees can work as needs and time and
working culture.
Benefit to organization - Microsoft is big company and have to manage all employees
through managers and employers. Company is boosting the morale in the employees. Employees
gain commitment for working schedule and commitment to the company. The flow of work is
increasing the employees work pressure while the employees are enjoying working in the
company (Calvo-Mora and et.al., 2016). Flexible working conditions decreases absenteeism and
laziness among employees, as well it also reduces employee turnover ratio. The image of the
company is built as a friendly company. These type of working conditions motivates employees
to give it best, this results to organization success. The company has set up the positive image in
the market through satisfying the employees of the company. Through flexible working
conditions Microsoft has set up an image of friendly and family company.
3) Motivates workers through its job roles:
Microsoft is motivating employees through its job roles employees’ satisfaction is
handled by the human resource management department. Any problems regarding job is seen by
the managers. Employee satisfaction is a key function of human resource managers, which
include motivation of employee.
Skill variety is range of skills need to perform job. Microsoft is hiring those candidates
which are fit for job role with the desired skills. Employee motivation increases as team
members have variety of skills which are using their skills while team projects.
Task identity includes the task given to all the employees which will be done by employees from
start to finish. Motivated employees would enjoy the task given and complete it in no time. Team
leader explain the task to the employees properly they feel more motivated to achieve the
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outcome (Aljayi, Fjer., Guennioui and Tamek, 2016). Microsoft is motivating employees through
encouraging them for team work.
Task significance is important and it impacts the employee performance in the company.
Microsoft is not neglecting the work of the employees, these employees need motivation
to work better. Employees feel that their work is unnoticed they will not give their best for the
company.
Autonomy states that the employee freedom level and scheduling the task to be flexible.
Flexibility of working conditions and job role motivates employees. Most employees need to be
pushed slowly to work like they need motivation for working in the company.
Job feedback is the direct feedback from employers on the performance. As employers
needs positive as well as negative feedback, positive feedback are motivation for employees and
negative feedback must be shown to employees and employer must motivate them for the
rectifying the mistakes and do it better. Microsoft is hiring and motivating employees for the
work through giving feedback to the employees.
All these points are motivating employees of the company in various factors. Microsoft is
designing the job roles in the motivational ways. Human resource managers are designing the job
roles for the company.
SECTION 4
LO 3 Internal and external factor affecting HRM decision making including employment
legislation:
1) EMPLOYEE ENGAGEMENT:
Employee engagement is the internal factor that affects the decision-making of the
company. Some internal factors could overcome due to some measures like employee
engagement. There are various internal and external factors like human resources, capital
resources, infrastructure and innovation. Employee engagement is the concept of understanding
the relationship between the company and employees. Engaged employee are those employees
which are encouraged and enthusiastic towards the work. Microsoft is encouraging workers for
effective employee performance and employees relations. In order to enhance the engagement of
employee’s organisation must also involve in the requirements of the employees. For instance
practices such as balance power distribution, promotions, sickness leave, flexible working hours,
maternity and family support programs as well as effective implementation of regulations within
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organisation is also key factor which influence employee engagement. Microsoft provides these
services to its employees and it helps to build a positive image of management among employees
and thus they provide their best possible support to the company. For long term growth it is
essential for organisation to retain its talented employees for long turn.
Commitment is done by the employees which are better and likely to work for long time
in the company. Majority of the employees are committed towards the company. Committed
employees are motivated towards work and as per statistics 80% of the committee members are
motivated and other 20% are not satisfied with the work place or company.
Job satisfaction is linked to the productivity of the employees. Productivity is something what
work is done by the employees and give positive results. Employees give their best through their
work and task given to them.
Employee personal factors also affects the employee relations like some are motivated
more, some employees work is not praised and some of them are facing family problems like
health conditions of family members.
The openness, trust and willingness of employees to cooperate with organisation are also
one of the factor which is responsible for affecting employee and employer relationships. For
improving the relations it is necessary for the organisation that it must value the needs and
expectations of its employees. It motivates employees to work with more dedication towards
organisation. There must be a uniform balance of power so that each individual within
organisation feels valued and give their best outcome.
Microsoft knows the importance of employees, so Microsoft is encouraging employee-
engagement-summit. Company gives the clarity of job expectations to the employees like proper
working equipment’s. Regular feedback can improve the performance of the company. Working
relations with colleagues and team partners and employer as well as subordinates Microsoft is
overcoming the problem that affects the decision-making of the company. The factors like
innovation, infrastructure, and human resources and capital resources have impact on the
decision-making process.
2) Approaches for engaging workers and improve communication:
Summits are the better way for the company to improve employee relations. Summits are
the external factor for the company to improve internal problems. In employee engagement
Summits Company are looking forward for improving communication and improving employee
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relations. The summits are medium through which employee relations are strongly built and
company is able to set a clean and positive image in the market.
Communicate in variety of ways like in written form, verbal communication and through emails
and increase in the communication strategies. Communication can be done on the basis of team
work and support of the employers. Companies arrange parties, social events and picnics and
meetings for establishing effective communication.
Verbal communication in summits has been important for the company. Company is
hiring efficient candidates for the post. These candidates must be efficient and takes time for
effective communication (Soomro, Shah and Ahmed, 2016). Messages are transferred through
spoken words and it includes feelings, ideas, thought and employer expresses themselves by
presentations and discussions.
Written communication is usually used in the meetings and projects discussion and
while team work. Written communication is done through papers and computers as well. It
includes letters circulars and reports and bulletins. Microsoft is issuing bulletins and memos for
the employees. Technology has have taken place for the written work and as Microsoft is a
software company work is controlled through computer soft wares. Emails are the major means
for communication through computers. Messages are also used by the employees for
communication.
Team work can increase the employee engagement and communication between the
employees. Seniors are communicating to employees for their work projects, roles and
responsibilities. Microsoft is encouraging team work and team projects to increase
communication between the employees and employees as well as employees and employer.
In summits the employees participate in the external affairs of the company which could affect
company’s image and goodwill in the market. Microsoft would send their best employees to
represent the company in the summits (Atherton, 2018). Company employees are looking
forward to the goals of the company. Human resource managers are recruiting and assisting the
employees for the goals of the company.
Recommendations for improving the relation between the employees and managers.
Employees and manager need to work in the effective manner and perform better. Employees
must feel safe and secure relate to the employee performance and guaranteed payments must be
made as per the payments and working time legislations are used and implied as well. Sick
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leaves must be given to employee which are sick and cannot work. Manager would also
cooperate with the employees.
3. Influence on recruitment training and development:
Recruitment, training and development have major effects in the company. UK's laws have
impact on the decision-making of the company. Some acts which affect the Microsoft are as
given below:
Equality and human rights commission acts states that the equality act covers equality
in age, sex disability, gender, religion. Discrimination must be avoided in the company premises
like direct discrimination or indirect discrimination. Microsoft ensures that in its recruitment or
training process it does not have any kind of discriminatory practices. Thus organisation also
conducts a regular audit and monitoring to ensure that organisation’s work culture respects every
individual without any biasing.
Fixed term employment includes fix term for employees with minimum amount of
wages to be given to the employees. The term also includes term period for the employees.
Eligibility to work in UK- The company can recruit candidates from other countries
such as Microsoft is hiring candidates from India but company have to complete immigration
process and candidate had to complete all the formalities for the eligible to work in UK.
General data protection regulation – the information provided to the company about
the candidates must be processed to the general data protection regulation commission. The data
will be checked and verified by the commission.
Company has followed all the rules and the regulations of the UK government which
sometimes affects the decision-making of the company because some laws influence on
recruitment training and development. Some talented employees are not able to locate in other
countries while some of them are dealing with personal problems. Before the process of
recruitment and training the company has to fulfil the government laws and regulation that
affects the decision of the candidate as well as manager who is conducting the recruitment and
training process. Decision making in the company is influenced by the employees work and
laws.
Microsoft has strict policies and frameworks to ensure the equality and diversity at its
work place. Organisational policies are formulated in a way such that it creates a positive work
culture. In order to assure the workplace equality organisation also follows the practices of
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ACAS. These practices give a basic requirements to provide fair treatment to all employees and
to build a strong employee relationships. The code has specific practices regarding disciplinary
procedures, grievances, settlement agreements and workplace flexibility so that interest of
employees is not compromised or neglected in regards to workplace objectives. Thus HR
policies related to disciplinary actions, recruitment, development and rewards are formulated in a
way that they meet all legal and employee welfare standards.
Employment legislations are having the impact in the performance of the employees and
like the safety act 1974 and employment act. These acts are working and the employees would
work in the effective manner and these would have the impact in the performance of the
employees in company. These acts are made for safeguarding the employee and working for
safeguarding the employees in company. Proper safety measures must be maintained in company
and if not these would affect the employee performance.
CONCLUSION
In the whole process of selecting the candidate the company is facing major challenges of
UK laws and regulations. The company is encouraging and motivating employees of the through
team work, better working conditions, employee engagement summits and improve
communication between the employees. Company has started various employment training
schemes and internship programmes. Organization is coming up with new strategies to motivate
employees. Company is motivating employees through it job roles like skill variety, task
significance and autonomy. Organization has to follow laws like equality and protection act,
equality and human rights commission, fixed term employment, eligibility to work in UK. The
company has to complete procedure of laws for recruiting candidates from other countries.
Various job roles include job designs managed by the human resource managers. Selection is a
major function of human resource managers. These managers are working for satisfying the
needs of the employees in the organization. The selection process is completely different from
the recruitment process. The employee engagement includes experiences and the work of the
employees which also improves communication between employees and employee relations.
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REFERENCES
Books and Journals
Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-
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Brewster, C. and Hegewisch, A., 2017. Human resource management in Europe Issues and
opportunities. In Policy and Practice in European Human Resource Management (pp.
1-21). Routledge.
Dubravska, M. and Solankova, E., 2015. Recent trends in human resources management in
selected industry in Slovakia and the Czech Republic. Procedia Economics and
Finance. 26. pp.1014-1019.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Raineri, A., 2017. Linking human resources practices with performance: the simultaneous
mediation of collective affective commitment and human capital. The International
Journal of Human Resource Management. 28(22). pp.3149-3178.
Raven, J., 2015. Using a human resource management approach to support community health
workers: experiences from five African countries. Human resources for health 13(1).
p.45.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
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Tung, R. L., 2016. New perspectives on human resource management in a global
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Atherton, D. E., 2018. Human Resource Management Practices for Public School Principals:
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Aljayi, Y., Fjer, A., Guennioui, M. and Tamek, A., 2016. Multinational companies’ human
resource management practices’ and their organizational culture impact on employees’
loyalty: Case of Japanese multinational company in Morocco. Procedia-Social and
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Calvo-Mora, A and et.al., 2016. Excellence management practices, knowledge management and
key business results in large organisations and SMEs: A multi-group analysis. European
Management Journal. 34(6). pp.661-673.
Bouaziz, F. and Smaoui Hachicha, Z., 2018. Strategic human resource management practices and
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Online
Pokhrana, U., 2018. Advantages and Disadvantages of Billboard Advertising to Be Noted.
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