Benefits of HRM Practices

This section discusses the benefits of HRM practices for employers and employees. It highlights how HRM practices can contribute to organizational profit and productivity.

Human Resource
Management

Table of Contents
Introduction...........................................................................................................................................3
Task 1.....................................................................................................................................................3
P1 Purpose of function of HRM and its application at workforce planning.......................................3
P2 Explain the strength and weaknesses of different approaches of recruitment............................5
M1....................................................................................................................................................7
M2....................................................................................................................................................8
D1.....................................................................................................................................................9
Task 2.....................................................................................................................................................9
P3 Benefit of HRM practices for employer and employees...............................................................9
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity..............................................................................................................................11
M3..................................................................................................................................................12
D2...................................................................................................................................................12
Task 3...................................................................................................................................................13
P5 Significance of employee relationship in Apple.........................................................................13
P6 Employment legislation and their impact on decision making...................................................14
M4..................................................................................................................................................15
D3...................................................................................................................................................15
Task 4...................................................................................................................................................16
P7 Applications of HRM practices...................................................................................................16
REFERENCES.........................................................................................................................................18

Introduction
Human resource is the valuable asset for every business unit which helps in achieving
organizational goals and targets. There is various function of HR which related with the
workforce planning, performance management, recruitment and selection etc. Today HR is
the part of strategic planning, because it provides competitive advantage in the market as
compare to other business organization (Albrech, 2011). The present report is based on Apple
Inc. which is one of the most innovative and smart phone manufacturer in the world. They
provide a wide range of products such as music shuffle, I Phone, tablet, computer and laptops
which are unique in terms of design and innovation. therefore, they need highly skilled and
talented workforce in order to meet its long term targets. The report will explain purpose and
scope of HR, it effectiveness, various decision making in the context of organization. There
are various HRM practices which related with the work based context such as training and
development, performance evaluation. Further, report will discuss regarding job specification,
CV and so on.
Task 1
P1 Purpose of function of HRM and its application at workforce planning
HR department is having various purpose which relates to the attaining organizational
goals and target in an effective manner. the main purpose of HR manager is to meet their
future needs in order to avoided uncertainty in the business and gain competitive position in
the market. in the context of Apple, it is essential for them to recruit right person for its job.
Therefore, the higher authorities need to focused on HR planning and tries to make effective.
There are following purpose and function of HR planning is given below:
Recruitment and Selection: It is one of the major function which helps to meet future needs
of an organization through HR. Business environment is too complex and competitive which
required to upgrade skills and knowledge. Apple Inc. which is technological advanced
company needs highly skilled workforce (Anderson, 2013). There are various tools and
techniques can be used by them such as job positioning, source candidates, screening
applicants, conducting interview and hiring potential workforce. Apart from that, they also
responsible for the select an appropriate external and internal recruitment process. For
example, they recruitment their potential employees from college campus which meet their
needs.

Safety: It is core responsibility of HR department to design various rules and regulation
regrading workplace. So that, their staff feel secure and confident which enhanced their
performance and profitability in an effective manner. In the context of Apple Inc. they having
its own manufacturing facilities and assembling units across the world. They employed more
than 100000 dedicated staff which needs safe and security at workplace. Therefore, the cited
firm is more focused on such issue and provide a health and secure working environment
which reducing employees turnover and increase their revenue. Apart from that, according to
the Safety and health act they should be provide an sound environment. It will leads to
increase their image in the market (Armstrong, 2011).
Employee relation: The another key function of HR department is to maintain harmonious
relation of employer-employees. There are various issue and conflict between workforce and
organization which can be arises. This is the responsibility of line manager is to solve these
issue at initial level. Apart from that, they also need to communicate with them on specified
issue and negative with on the behalf of the top management. Apple tries to develop a healthy
relation with their staff, so that they can maintain its position in the market.
Performance management: It is for a business organization is to analyse and evaluate its
employee’s performance over a period of time. So that, they can promote and demote their
employees on the basis of their performance. Apple Inc. required that to examine its staff
performance with past and try to improve in the near future. For example, if the company is
facing various issues regrading their portability (Bamberger, Biron and Meshoulam, 2014).
There are various tools and techniques which can be used by the organization such as self
evaluation, behavioural checklist, 360 degree feedback, rating scale approach, management
by objectives etc.
Training and development: It is one of the significant function which related with the
training and development. it is essential for a business entity is to provide training session to
their new recruited employees, so that they feel confident and understand the organizational
culture in an effective manner. Apple is having various approaches which provide training
which improve their performance. It helps to increase their productivity and profit which is
common goal for every business unit.

P2 Explain the strength and weaknesses of different approaches of recruitment
For any business enterprise, recruitment and selection is one of the crucial and critical
part in order to maintaining effective team. It required an appropriate recruitment strategy
which reducing time and money and increase revenue of the company. HR department of the
Apple having various approaches which helps to get the right person in an effective manner.
Basically, there are two types of sources such as internal and external. These all methods are
based on resources and capabilities which improve their market position. These are:
Internal sources: This is one of the most usable approach where employees are seeking
various position within the existing business corporation. In other words, a company recruit
the staff from their existing employees and fill the vacant position. The advantage of this
tools is to provide talented and skilled workforce which save their time and money in new
recruitment and training (Bloom and Van Reenen, 2011). Apple can be used this approach and
hold their staff in the long term which increase their confidence level and enhanced customer
loyalty. Today, cited organization provide more than 80000 jobs which can be used as their
source of internal recruitment for various department such as finance, marketing, sales,
research and development etc. These approaches can be:
Promotion: In this approach a HR department increase the rank and position of an individual
on the basis of their performance. In this process, company increase the roles and
responsibility and also remuneration. Apple is using this approach in an effective manner
which increase its confidence level.
Transfer: This is another approach where HR department interchange of an employees from
one department to another department on the basis of their performance. For example, if an

individual not be able to perform their task, they can switch to another department
(CHUANG and Liao, 2010).
Strength and weakness of internal recruitment
Strength Weakness
This approach save time and money and
increase the revenue of the cited firm.
There are limited number of staff which
need more applicant in the future.
Employees already knows the
environment and organization culture,
not need to provide extra training.
No need to get innovative idea and
thinking which can be get from outside.
Provide new opportunity for their
business which increase motivation level
of their employees.
Create another vacant position which also
need to be fulfil quickly.
External sources: It refers to recruit employees from outside the business organization. in
other words, there are various applicant who seeking new jobs which can be external sources
for the company. This is most wide usable approach in the corporate level which promote
innovate and new ideas. This is costly method and also a long time process for an entity. As
per the given case Apple can be using various external tools in order to select skilled
workforce for the future. As a technology company they need to design their process on the
basis of external recruitment which provide them more talented staff and maintain its
strategic position in the market (Farndale, Scullion and Sparrow, 2010). There are following
techniques in the approach:
Direct recruitment: It refers to recruitment potential employees from outside applicant as per
their requirements. There are various business corporation which are using this approach in
order to select blue collar and technical workers. Apple having different methods for direct
recruitment. They provide online facility where an individual can directly apply for the job
from its website.
External agencies: This is one of the most appropriate tool where a company contact with
third party. There are various recruitment agencies who providing facilities to recruit on the
behalf of firm. They having large number of applicant which can be used by them and
sanding them to the company.

Campus recruitment: This is one of the most appropriate method which can be used by Apple
Inc. There are various world class universities and colleges which having potential staff of the
company (Flamholtz, 2012). for Example, cited firm required that to go to such education
institutes and recruit in variety of fields such as marketing, information technology, finance
etc.
Strength and weakness of External recruitment
Strength Weakness
It provide new opportunities for job
seekers.
It is a long way process which required
more financial resources and time.
It also helps to get new idea and promote
innovation within the business entity.
External recruitment also needs training
for understanding organizational culture
and process.
Extern recruitment also helps to get large
number of work force.
The cost incurrent n such process is too
high not possible for a small and medium
enterprises.
M1
Functions of HRM will be very helpful for an organisation as it supports in providing
appropriate skills and talent for fulfilling objectives of business. With the help of recruitment
and selection function, company able to get best talent and they can be retained with
employee relation function. With the safety function, there can be proper security and safety
at the workplace. Below mentioned some major HRM functions: -
 Suitability – HRM functions must be suitable for each and every situation which will
be occurred in business organisation. They should be helpful in providing appropriate
solution to for making effective decision for growth and development of company.
 Consistency – In human resource management, all functions and activities have to be
constant, so as managers can easily achieve their goals and objectives. In HRM,
consistency means there is no change in firm strategies and policies for a long term
period.
 Credibility – HRM functions are able to provide credibility to business activities and
operations. With this, managers have to commits with their goals and trying to meet
them in a certain time period.
 Transparency – Accountability and transparency are the two main factors of a
company's growth and success. In other words, managers have to clearly explain all
rules and regulations to employees as they can effectively.

M2
Process of recruitment and selection provides with several options of job
opportunities but on the other hand it is very long process and requires various resources.
This process gives various new ideas and idea of innovation but also require proper training
to understand culture of organisation.
Strength and weaknesses of internal approaches of recruitment and selection
Strength
 Times and cost effective for
managers.
 People are familiar with all rules and
regulation of company, so as there is
no need of conducting induction and
orientation programmes.
 Internal methods helps in providing
different opportunities to employees,
i.e. promotion in business
organisation.
Weaknesses
 Lack of suitable candidates at
workplace.
 Company will not gain new ideas and
concept from outside.
 Make another vacant profiles which
must to be filled.
Strength and weaknesses of external sources of recruitment and selection
Strength
 People are come up new and
innovative ideas through which a
company can achieve success in
competitive market.
 Well experienced and qualified
person who have good technical
knowledge.
 Managers can find several candidates
to choose the best one for them.
Weaknesses
 Managers have to spend too much on
advertisements and job posting to
attract candidates.
 It takes too much time to find an
appropriate candidate.

D1
There is a various methods which are used for the process of recruitment and selection
Recruitment is a main method used for management of human resource and also in the
process of planning. Internal recruitment is defined as the way where opportunity of an
employment is filled from business inside. Internal recruitment gives chance to change
position of job. Organisation provide notice to their employees regarding current vacancy.
Process of recruitment helps in getting better result if HR will make advertisement of
particular criteria which is in relation with the job. It makes inclusion of necessary skills as
well proper list of required skills. This process helps in recognising ability of candidate
regarding what he/she can offer to a company. When there is an effective selection and
recruitment regarding, there is domino impact. New hired person will do well in its job,
which will increase productivity.
There are some weaknesses also of internal as well as external recruitment. Many
recruiters spend lots of time in utilizing recruiting and search tools which will not lead for
good quality of candidates. Internal process of recruitment restrict better qualified candidates
from outer area of company. Whereas external process of recruitment is expensive and time
consuming.
Task 2
P3 Benefit of HRM practices for employer and employees
There are various roles and responsibilities of HR department which related with the hiring,
firing, payroll and performance management in order to maintain sound relationship with
their staff. They also responsible to coordinate with various functional department and
communicate on specific issue. It helps to attaining their short and long term goals and targets
in an effective manner (Hendry, 2012). they promote positive behaviour, increase employee’s
motivation which leads to increase performance productivity. There are various benefits for
both employer and employees which can be:
Benefits of employer: There are various HRM practices which helps to the company and
increase their revenue and productivity. In the context of Apple which having large number of
workforce maintain its competitive advantage in the market.
Increase employee relation: HR department required that to fill the gap between higher
authorities and worker. There is various issue which can be related with the safety and

security at workplace, disagreement regarding wage rate, overtime and so on. They need to
solve these issue and build a good relationship with them.
Provide talented staff: Apple having large number of skilled workforce which needs to be
sustained in the long run. HR department is responsible to retrain these employees by provide
attractive packages and facilities. Apart from that, Apple as a leading company provide more
influencing payment to its staff which increase the number of employees (Kehoe and Wright,
2013).
Reducing employee’s turnover: Attractive package also reducing employee’s turnover which
increase satisfaction level and also increase their profit which is a common target for every
company. Apart from that they also used various approaches which create a healthy
environment for working. According to the higher authorities, Apple one of the best place for
working in the long run.
Increase flexibility: HR treatment of their cited unit can be used different methods where they
provide facility to switch to one department to another and increase multi-skills. In this
context, Apple send their staff to another country for an y specific project which increase its
flexibility of work which is too significant.
Benefits for employees: On the other hand, HR practices also beneficial for the employees
and increase its skills. These are following advantage of staff as given below:
Promoting positive behaviour: It is the responsibility of a company is to create a healthy
working environment which favourable for the employees. With the help of HRM practices
company can keeping their staff happy and productive. They provide a wide variety of
facilities such and benefits which can be monetary and non-monetary (Kusluvan and et.al.,
2010).
Developing personal and professional skills: Through HRM practices, Apple provide training
and development on regular basis which enhanced their skills and update their knowledge on
specific issues. They provide an opportunity to involve in decision making process and
problem solving. As a result, staff can enhance their personal and professional development.
Increase motivation: There are various tools and techniques which used for increase
motivation level of their staff. The main aim of such approaches to enhanced their skills and
productivity and maximum utilization of their resources.

P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
Keeping in mind the end goal to grow and create business needs to have an effective
administration arrangement of authoritative capacity. For same it is important that each
routine with regards to concern office are done in a way that it gives the best yield. Given
underneath are the points of interest of different practices which can be received keeping in
mind the end goal to have a flawless administration:
Exceptionally energetic workforce with a specific end goal to guarantee advancement the
fundamental criteria is to guarantee that the representatives are very determined towards
making progress (Lengnick-Hall, Beck and Lengnick-Hall, 2011). Just when they will have
this mentality they can give the coveted outcomes to refereed to association and for this
expert worry with the human asset needs to take different activities which can help in
building up the abilities of representatives.
Explore complexities – If business needs to make progress it needs to predict the
conceivable risk that may happen in future because of any adjustment in the outer condition.
Human asset administration can make the prudent strides before hand with the goal that level
of hazard can be limited. Through making courses of action ahead of time and making the
representatives mindful about the conceivable progression workforce end up plainly
successful of confronting the test which causes them in keeping up their stay in the
aggressive environment (Manoharan, Muralidharan and Deshmukh, 2011).
Examination framework – When anybody in the business are valued (fiscally or non
monetarily) it gives coordinate effect on their execution. Acknowledgement inspires them to
proceed with their work with dedication and truthfulness so they can get the examination
from specialist. Subsequently, human asset administration specialist should deal with this that
at whatever point an additional common execution is seen in the business he ought to be
given reward for the same. This will likewise help in affecting alternate representatives to
enhance their working state of mind as everybody likes to be acknowledged before all.
Embracing viable HR rationalities – If administration needs to build the aggregate creation
than it is vital that viable procedures are received by the administration concern. Great
control ought to be hones on different operations so wastage can be limited and asset can give
better returns when they are put resources into different office.

Lessening work weight on top administration – Another best criteria for guaranteeing great
administration framework is that it ought to be fit for decreasing the worry of specialist by
full filling their duties with most extreme care. Along these lines the higher organization can
focus on more critical territories of business in which essential basic leadership should be
finished (Manzoor, 2012).
M3
There are various kinds of factors related with HRM practices which are beneficial for
employee and employer. These benefits will assist in the workers as well as managers in
development of skills. Below described some methods which are used in HRM practices: -
 Recruitment and selection – It is most important function of human resource
department. Recruitment is a process of determining the best qualified persons from
within as well as outside of an organisation. It involves measuring job requirements,
attaining employees towards company, screening, hiring and integrating new
employees at workplace. Apart from this, selection is the procedure of selection the
best one from available all alternative option. Therefore, if a business unit has well
skilled and talented people as it can easily achieve its goals and objectives.
 Health and safety – Another important function of HRM is to provide healthy and
safety working environment as they can work in an adequate manner. For this
purpose, HR managers need to make laws and legislations in favour of employees.
This could help in attaing and retaining staff members for a long term period.
 Employee relation – It is helpful in increasing competitiveness and effectiveness of
firm in global environment. Good employee relation can also extend firm production
level through which it can easily maximise market share and growth. Apart from this,
in order to make positive and friendly relationship with employees, managers have to
include them in decisin making process of the firm.
D2
There are various HRM practices which are used in an organisation for the better
performance. Some of the best practices are like: Effective utilisation of selection tests and
selection for identification of those candidates with potential for making contribution.
Training and recognition of the activity that it is a continuous process, designing of job for
ensuring motivation, commitment and flexibility which includes steps for making sure that
employees are having autonomy and responsibility to make use of their skills and knowledge.

Use of communication for ensuring two way process. There are various HRM practices
which helps managers to gain competitive advantage in a pervasive manner. Implementation
of free flow of communication and training or development assistance are the important
HRM function. It consists that if employees can effectively communicate with their
managers, this will help them in reducing all misunderstanding and issues. So that, managers
can share good relation with their employees. Apart from this, employers are focuses on
providing training and development assistance to staff members for their growth and
betterment. Well skilled and qualified employees are the main source of company's success.
They are liable to provide new and innovate ideas with which business organisation can
easily gain competitive advantage in a meaningful manner.
Task 3
P5 Significance of employee relationship in Apple
The employees in an organization are considered as an important asset. So it becomes
necessary for the employer as well as among the employees to develop a healthy relationship
among them. The employees being a part of the organization should have active participation
in decision making and assists in easy working in the organization. Maintaining healthy
employee relation provides the employees in achievement of career goals, performance
improvement, self respect, etc. Employee relation in the organization is interaction of
employees with each other at work place, whether formally or informally. The relationship
developed during interaction develops links which adds value with emotion, love, affection,
respect, fear, etc. The relationship may have both positive and negative impact which exists
between interacting persons.
Relationships influence behaviour which includes expectations with each other,
perceptions, intentions, enthusiasm, etc. Attitudes and motivations are influenced by the
nature of relationships. Employee relation practices in an organization are followed to make
the employees productive and satisfied. These offer employee recognition, policy
development and problem solving approach. It includes a work environment satisfying the
needs of the individual employees along with the management by improving their morale,
building company culture and expectations.
An effective employee relation encourages the environment where employees makes
efforts for performing better in the competition. Employee relation is an add on factor to the
HRM Practices of the organization which considers the type of system within the workplace

to support the company culture and enhance the relationship existing between the company.
The systems includes communication, training and development. This supports company
culture conveying core values to its employees , customers, vendors and community.
Most important part of the business is its employee. Happy employees are more
productive. One of the most effective ways to accomplish employee relation is to adopt
human resource strategy. Apple employee relation program includes good pay scale, work
life balance and safe working condition. This makes employee a better stake holders. Clearly
written of policies such as employee relation act helps in maintaing good employee relations.
Apple has one or more employee relation officers. HRM ensures that company policies are
followed consistently. Good employee relation can take various form such as industry,
workplace, company size, even single members. For example Apple workers need fresh
grants for new R and D projects. Constant up gradation to their salaries helped in improving
life style of employees.
Communication helps in increasing employee relations by successful communication.
Maintaining dignity between both employees and employee. This helps employee in knowing
what's going on in the company and updation of knowledge that is needed by employee on
the constant basis.
P6 Employment legislation and their impact on decision making
At whatever point any business works in the earth it needs to guarantee that it full fills
all the legitimate necessities with the goal that it stays free from any activity by the
legislature. It was watched that representatives working with different associations are
misused by their administration in various way which impacts the assurance of specialists and
furthermore has the effect on productivity of business. Hence with a specific end goal to
secure all the working staff government presented assortment of laws which were made
obligatory for all to take after. Detail of each is given beneath in detail (Mossholder,
Richardson and Settoon, 2011).
1.Correspondence law – The most critical issue which was knowledgeable about the
business was of imbalance. Administration use to treat diverse representatives contrastingly
because of variables like partiality or an other individual reasons. This made sentiment
disappointment among the individuals who are performing admirably and giving better
outcomes to the business substance. Along these lines law was presented which expresses that

everybody will be dealt with similarly in the endeavour and no preferred standpoint will be
given to a person which acquired balance the business.
2. Level with pay – Earlier disparity in pay scale was seen as men were viewed as best be
more viable than females. Along these lines, they were paid all the more regardless of the
possibility that same employment is finished by both. Consequently government presented
another law in this regard which expresses that everybody will be given equivalent wages and
pay rates if chipping away at same ventures. The rate of instalment will be settled on the
premise of obligations assigned and not on the sex base (Pfeffer, 2010).
3. Maternity leave – In refereed to association it dislike just guys staff is selected. Female
are likewise working with them and in this manner it is critical to deal with their well-being.
In the event that any representative is pregnant than she has the privilege to take required
leaves and administration can not deny for the same. Instalment is additionally made to them
amid their rest time as indicated by their bond if made some time recently.
4. Race act – Apart from the above premise of separation staff individuals were
additionally treated diversely on the keeping their position as a base. Along these
lines, this made hardship among the individuals who were not given equivalent
benefits as others. Afterwards, because of this administration presented new law
which says that everybody will be judged by their work done and not on the premise
of their experiences (Ployhart and Moliterno, 2011).
M4
Aspects of employment legislation and employee relationship management have
many effects on decision making of HRM in an organisation. Employment legislation is very
supportive for employees as it helps them in various factors. Managing healthy and positive
employee relations are the key of achieving market growth and successful. It also helps
employees' as they can become more productive and effective towards working activities.
Along with this, industrial relation also develops workers' loyalty as they can make more
efforts. If an organisation has positive working atmosphere; there will be reduced conflicts
and loyalty at workplace. The result of less conflict, staff members are being able to emphasis
upon their working operations in a certain time period. Apart from this, in order to protect
employees' rights, there is developed certain laws, such are stated as – correspondent law,
race act, level with pay and maternity leave.

D3
Whenever there is a use of HRM practices and involvement of employees in process
of decision making then they gain personal as well as professional stake in a company and
also in its success. This helps in increasing productivity as employees make participation
different aspects of an organisation. Active engagement of workers in the process of decision-
making maximise moral of an organisation. Use of employees instead of outsourcing assist in
saving time, money and give long term reliability to those who know organisation well. With
the help of effective HRM practices, employees will be able to improve their knowledge and
skills which will eventually increase productivity in a company and supports in development
and growth.
Task 4
P7 Applications of HRM practices
JOB Description: It refers to the document that describes general task, role and responsibility
and function of the position that being offered to the candidate. It involves
documentation about his salary and skills needed for that job.
Job Description
Organisation: Apple Inc.
Division: Sales Department
Job Title: Sales executive
Job Location: City of London
Reporting to: Human Resource SR. Manager
Job Summary
Need for Sales executive which have enough experience to interact with sales representatives
and customer.
The Role
 Map potential customer of the company and generate sales leads.
 Increase brand awareness and communicate with marketing department.
 Motivate sales person and increase sales target in an effective manner.
The Candidate
 Good communication skills and managerial skills.

 Enough knowledge of financial and sales dada examination.
Terms and Conditions
 120 hours per week on the flexibility shift according to the requirements.
 Free transportation and accommodation facilities.
 Free food at work place.
 18 paid leaves will be provided to sales executives.
Job specification: it refers to the detailed description of role and responsibility, objectives and
requirements of the position being offered.
Job specification
Organisation: Apple
Job Title: Sales executive
Qualification: Post-Graduation
Essential Criteria
 Ability to communicate with customer and sales person.
 Effective skills in Excel and other technical specification
Desirable Criteria
 5 years’ experience in marketing and sales department.
 Previous experience any digital marketing sector.
Skills
 Ability to meet company’s target.
 Ability to interact with clients and sales representatives.
 Maintaining relationship with customer and sales personal.
There are number of ways of conducting an interview which includes interviews through
video, telephone, face to face, assessment centres etc. there a few skills that are required by
candidates while planning for an interview.
Issues that needs to checked for an interview:
Before interview:

Prepare for the problematic phase of your life because that needs to answered before the
interviewer like a year gap in career.
Prepare for the skills that are needed by the company.
Common interview questions needs to be prepared for.
Do research on the organisation like its scope and history etc.
What to take:
 Notepad
 photo id
 academic certificates
 Address proof
 CV, interview letter etc.
Ways to impress:
 candidates must have a positive and confident approach.
 Body language should be attractive
 must be clear with answers
 candidates must be enthusiastic
From the point of view of interviewer:
Justification of selection
 Hiring decision and start date: this is to state the candidate that he has been selected
and he needs to join the firm from 2nd August.
 Search committee: selection team consist of CEO, HR and department head. Criteria: 1) it included specific university degree 2) one year of related experience 3)
proficiency in Ms office 4) independent worker 5) good communicational skill both
on telephone and face to face.
Curriculum Vitae
Name – Richard Turner
Address – 5555 Elm Avenue, Los Angeles.

Phone No. - 9999-88888
Senior Human resource management
Having 10+ years of experience including a strong background in corporate and religion
level support in multiple US based, culturally diverse call centre operations with a
workforce up to 600 associates.
Areas of expertise –
 Employee relations
 Organisational development
 Training and development
 Staffing requirements
 HR policy design, administrative recruitment.
 Operations management
 Team building
 Employee and Labour laws
Educational qualification: -
 Bachelor in Commerce. (B.com)
 Masters in business administration (MBA)
Declaration- I hereby, all the above information which are mentioned in this document are
correct.
Date:
Place:
M5
There are various HRM practices which plays an important role in growth and success
of business organisation. Job specification and job description are the two major types of
HRM practices. Along with this, it helps managers to manage their work in an effective
manner; job specification provides more knowledge about job role whereas job description
provides overall information about which will be played by an individual.
Apart from this, Apple is using training and development practice in order to trained
its employees. It helps in improving employees' skills and knowledge in a particular field.
Therefore, firm can easily achieve its goals and objectives. Training and development

assistance Basically, Apple does not have specific HR policies so that the various HRM
practices that are used by Apple includes;
 Its open communication channel which helps the employees to communicate with each other
in an effective manner.
 They are having skilled staff who are motivated as well.
 They are not having any organisational policies.
Conclusion
From the above mentioned report it has been concluded that the role of HRM practices in the
business organization. There is various function of HR planning which helps to attaining
firm's goals in an effective manner. The report also explained about the strength and
weakness of different sources of recruitment. Further, the report also discussed about the job
description and job specification for sales executives which helps to meet its shirt and long
term targets.

REFERENCES
Books and Journals
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