Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 P1 Explain purpose and functions of the HRM applicable to the workforce plan and resourcing...............................................................................................................................3 P2 Explain strength and weaknesses of different approaches to recruitment and selection. .4 TASK 2............................................................................................................................................5 P3Explain the benefits of different HRM practices for employer and employee.................5 P4Effectiveness of different HRM practices for organisational profit and productivity......6 TASK 3............................................................................................................................................7 P5Importance of employee relations in respect to influencing HRM decision making........7 P6 Key elements of employment legislation and the impact it has upon HRM decision making ................................................................................................................................................8 TASK 4............................................................................................................................................8 P7 Application of HRM practices in a work-related context.................................................8 CONCLUSION..............................................................................................................................10 REFERENCES..............................................................................................................................11
INTRODUCTION HRM is an area ofmanagement deals to manage people & human resource in an organisation. Using human resource, business firm have major suitability to enhancesgrowth based learning or development for a long time period. In current era, role of HRM is to gather business outcomes or results in the given time period (LATHAM and ARSHOFF, 2013). This report will be carry on NatWest Bank which is a leading retail and commercial bank inanentire UK.Thisfirmwas established in 1968by themergerof nationalprovincialbankand Westminster bank, since 2000.FollowingreportAlso, reportwillalso carried oncarry out discussion of purpose & function of the HRM, strength and weaknesses of different approaches to recruitment & selection and benefits of a different HRM practices and evaluation of an effectivenessofdifferentpractices.Also,reportwillputitsemphasisesonthe importancesimportanceof an employee relations in response of making HRM decision making more effective. TASK 1 P1 Explain purpose and functions of the HRM applicable to the workforce plan and resourcing Human resource management is all about management of people into the workplaceand preparation of the defined policies or plan to control workforce regulation at the defined manner. Human resource Dept. in the business firm is supposed to implements and action planning & strategic determining to solve HR queries.In context of NatWest bank, purpose of Human resourcesDept. is to maintain people management and also handling issues or problems for benefits of the business firm. Also, purpose of the human resources is to takesout action plan and to be converted into final decision making. Role or purpose of the HR Dept. is to give out competitive edge to the business and its rising operation on the optimised side. NatWest bank is one of a leading retail bank, whose focus is to serve their customer with their priorities or target to be achieves in given point of time (Fine, 2012). NatWest bank is focused to empower their people to enhance business outcomes or targets attain more relevantly or properly. HR Dept. of NatWest is trained to give training & orientation to their employee's to gathersan effective personnel management in this leading bank. Function of the HRM istorecruitment or selection ofaneffective personnel with help of which business goals or purpose can also be accomplishedsin given point of time. T&D is the
function of HRM in which training & development to new hired employees will be given along with an orientation on how NatWest bank uses to be work or functions in their day to day operation.Also, the function to the HRM is of checking long term suitability for business organisation.Hence, purpose of the HRM is to makes clear understanding on perspectives of how organisation functioning is undertaken and how long this Dept. have capacity to work for betterment of this leading retail bank. P2 Explain strength and weaknesses of different approaches to recruitment and selection Recruitment is the process of searching for the right candidates and stimulating them to apply for the job. The purpose of recruitment is to lookingfor right people and perform initial screening of an application received from candidates (Szamosi, 2018). Selection comes after recruitment,in which kind of the tests and round of an interviews are to be taken. In context of NatWest bank, recruitment and selection plays vital role to hires skilled and talented people, in which both internal & external approach comes under consideration.The explanation of internal and external approaches to recruitment are as given under: Internal approaches:These includes promotion, transfer, present employees, with which purpose is to hire employees who have perfect awareness of internal or external environment of an organisation. Advantage is saving of the cost & time and disadvantage is lack of talented pool of the candidates. Promotion and transfer of an existingemployeesemployeewill helps to gets right person for higher job role with help of which organisational aims will be achieve. External approaches:This method of recruitment is used to consider outsidespeople using support of an employment agencies, campus placement, job fairs, off campus, websites and referral are some of the external approaches to recruitment. Using external approaches, pool of the talented people can be attracts comes who have wider knowledge & information, skills to do work productively. Also, this approach will be right option to attract pool of candidates to do apply for the job roles, because of external recruitment, expectancy of goals or objectives would be achieves and in this regards, NatWest bank is required to invest huge on people training or orientation to lend their awareness on company information. The advantage of the external recruitmentisis thatittoattractsspool of the talented peoplesand manpower with the defined ability or focusesto performsbusiness functions (Johnson, 2017). Also, using external method of recruitment, manpower gap requirement is
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expected to get fulfil in bulk in comparison to anplacing an employee using promotion, transfer or present employee's which are less in numbers. Selection:It is the post recruitment stage, in which focus is on taking final interviews and pursuing test such as psychometric test, aptitude test, personality test and critical analysis tests. The major aim behind selection is testing abilities & potential of a candidates to perform firm business functioning and do work into the defined manner. NatWest bank canfollowsfollow various selection processes such as interviews and other selection test such as psychometrics, aptitude test and personality test etc. Interview:This is a complete tool which includes face to face interaction, meeting to the senior person of the company and also answer their questions to qualify to being work as part of the NatWest bank.Interviews are of two types such as: verbal and non-verbal such as telephonic, video calling etc. (Daley, 2012). Advantage of the interview is selecting right and also talented candidate, so that its efforts are centric to the business organisation. Disadvantage can be chances of the unfair and alsobiassesbiaseswith right person. Using interview as a selection tool wouldhelpshelpNatWest bank to hiresits right person, so that business goals or aim will be accomplished into the defined manner or time. TASK 2 P3Explain the benefits of different HRM practices for employer and employee Human resources is an area of management in the entity, which involves gathers and managing human regulation into the firm. HRM practices such as recruitment & selection, training & development and people engagement etc., are necessary forbusinessorganisation to createslong time regulation or working together (Kim, 2012). These practices are necessary for NatWest bank to experiences effective work performances along with benefits to a business. In context of NatWest bank, HRM practices for employer andemployee'semployeesare as follows: For employees: Conflict solving:HRM is helpful to solvesout the conflicts which couldarisebe happens among working people along with management of the NatWest bank. In NatWest bank, HRM practices will helps to makesan analysis ascertaining long term operations & find flaws due to which rises in conflict can be solved or overcomesusing an effective strategies to continues work based performances in the businesses.
Training & development:Giving vital training & development is one of the necessary role of HRM to increases skills & competencies of empowering workforce of this leading retail &commercialbank.InNatWest,theyexecutevarioustrainingprogrammesconsidering employees needs and requirements to improve their performance. For employers: Flexible workplace:Effective HRM based work will help in bringing the flexible environment into the workplace. In NatWest bank, current employers are expecting productive outcomes from its employee's in comparison to past ones.stagesOrganisation is an effective platform in which strategic action plan or decision making will be taken to access harmony and flexibility into the workplaces. Developing better relations:Keeping accurate and supporting relationships with an employee'sinthisleadingbankorganisationwouldassistsitsownemployersintheir development of tracking or changing (Bos‐Nehles and et. al., 2013).In NatWest bank, support of an employee relation is required to increases their people performance, if in case, performance is less, appropriate actions such as training & development,recruitment & selection etc., has to be taken to rise performances on all parameter In this leading retail bank, building effectiveness is way better option to hire most appropriate people. P4Effectiveness of different HRM practices for organisational profit and productivity HRMpracticessuchastraining&development,recruitment&selection,people engagementisdeclaredofaneffectiveforNatWestbanktoriseoperationalprofits& accomplishes goals or targets of the business. Moreover, implementation of the NatWest bank is expected togrowngrowon an optimised level & also increases productivity to the profitable level. There exists different effectiveness of the HRM practices in respect to this company such as: raises into an employee morale, enhanced productivity, increase in business efficiency etc. In NatWest bank, comprehensive explanation is pre-requisite to the knowledge for checking accurate effectiveness of HRM practices: Innovation and high performing employee:This is a part of role of the HRM to inform about healthy & accurate working environment to motivate or encouragesown business employee's to work with increased productiveness to achieve organisational goals (Jackson, 2014). In NatWest bank, this will be an accurate task for every employeeto riseitstheir productive support and its contribution for making revenue for the NatWest banks.
Optimum utilisation of the resources:In HRM, expected requirement is optimum usage of the resources such as information, manpower etc., which needs to have achieved to put its support of HRM strategies to accomplishes their business targets or goals. Critical evaluation:Effective use of the strategies such as proof check andevaluation wouldbeassists to improve training & development, brings an effective changes in recruiting or selection pattern to bring out an effective accomplishment of the goals or targets in lesser time period. NatWest HR Dept. is required to implements strategic action plans such as resource allocation, budget making to accomplishes HRM practices purposes or targets in defined way. TASK 3 P5Importance of employee relations in respect to influencing HRM decision making Employee relation is defined as effective company’s efforts to secure out relationship among employees & employer for achieving decided business targets or goals. Employee relationship means when there is the quick response & interaction between employee and employer to have better goals accomplishment during working period (McEvoy, 2012). In the NatWest bank, role of employee's is to maintain long term relationship with supplier, customer, and investor, so as to maintain their interest & maintain proper regulation for the business functioning of this leading bank. In context of the NatWest bank, importance of an employee relation in relation to HR decision making are as follows: Helpfulintheemployeeloyalty:Employeerelationshipwouldhelpinmaking connection among employees & employer's and led regulation of a loyalty in defined time period. If there is an effective employee relation, it would help an organisation in a several ways such as: employee retention, effective training and development, pay and remuneration, reducing cost of managing workforce etc. This would help to gather decision making by engaging employee and attracting their mind to work progressively. Enhance productivity:In context with NatWest bank, strong relation among employee to create pleasant atmosphere of this firm. Effective productivity always comes from employee productivity and increased morale of an employees. In NatWest bank, relation among an employee will be helpful to increases business productivity & assists in maintaining long term relationshipamongpeopleofthisleadingretailorcommercialbanks.Duetoenriched
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productivity, decision making is expected to be taken with almost greater support of business expectation and suitability of estimated business performances. P6 Key elements of employment legislation and the impact it has upon HRM decision making Fair Labour Standards Act, 1987:This law was announced in year 1938 and from its founding, law has changed many times and dueto which fluctuation in its regulation has been found imbalance. Fair Labour Standards Act, 1987 is major and necessary employment law helps tocontrols different business functions such as child labour legislation, minimum wages, extra pay to the employees who are doing overtime, record keeping, etc.(Alfes and et. al., 2013).In context of NatWest bank, this employment legislation has found relevant to pursue an effective decision for acting being fair with each and everyemployeesemployeein an effective manner. Occupational Health & Safety Act, 1998:This act was passed in parliament of the UK in year 1970 by Occupational Health & Safety Administration department of the UK government. This law is required to putsfocus on improving health or safetysof an employee's to retain into business for long duration (Chelladurai and Kerwin, 2017).In NatWest bank, health & safety based law would assists in providing safety measures to employees who informs on any practices which is threats to human regulation in NatWest workplace.This legislation will behelpful to maintain long term relationship and enables an effective decision making to contain employee’s interest orimagesafetyto be connected with this leading firm. The Age Discrimination Act, 2000:The Age Discrimination Act was started in the year 1967.Thislegislationwasimplementedtoenablesanoptimisedprotectiontobusiness employees to prevent them frombiassesbiasesor being unfair on ground of age, gender, education,occupationetc.,whichisnecessarytomaintaincommonunderstandingand relationshipamongthepeopleoftheNatWestbank.Itwouldprotectsprotectfromany discrimination into the workplace or during recruitment process (Hegewisch, 2017). In NatWest bank, discrimination law is entitled to help employees to takes an effective decision making on managing people in this firm. TASK 4 P7 Application of HRM practices in a work-related context Application of the HRM practices are as follows:
In this assessment job description and person specification will be cover which are as given under: Job Description NatWest Bank Job code:J123 Job role:HR manager Report to:general manager Date:29.06.2019 Location:London, UK Summary:Roles & responsibilities of the candidates is to perform job roles or work HR along with conducting employee appraisal. Person has to be defined in its own roles or responsibilities as specified. Roles and responsibilities: The main role of the HR manger is to maintain human resource decorum into the business functioning.Th Also, role of the HR manager is to gather effective policies into the business process along with making pure cultivate functioning into the business environment at an effective regulation. Role of the HR manager istoprepare policies or a structure with help of which HR resource regulations can be built on an effective period of time.
CONCLUSION From the above report, this is concluded that HRM is an area of management which deals with human resources regulation which is important and necessary to have common building of the business goals or targets in given point of time. Methods of the recruitment & selection plays the necessary role in hiring the right person for the job along with giving them or development on an optimised basis. This is also concluded that effectiveness of the HRM practices deals to making correct decision making in right point of time.
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