Human Resource Management and Business Value

This assignment examines the crucial role of human resource management (HRM) in organizational development and success. It delves into various HRM functions, their impact on employee engagement and motivation, and how effective HRM practices contribute to increased financial performance and brand value. The document also outlines key considerations for recruiting top talent and highlights the importance of strategic HRM in achieving business objectives.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
Contents
INTRODUCTION........................................................................................................................ 3
lP1 Functions of HRM in context to workforce planning and resources...................................3
lP2 Strengths and weaknesses of different recruitment approaches...........................................4
lP3 Benefits of different HRM practices to the management and employees of Thomson
group........................................................................................................................................ 7
lP4 Different HRM practices in relation with organizational profit and productivity................8
lP5 Decision-making influence by Human resource management.............................................9
lP6 Legislation framed for employees and their impact on decision-making activities of
Thomson. .............................................................................................................................. 10
1.P7 Application of HRM practices in work-related context...................................................10
CONCLUSIONS........................................................................................................................ 15
REFERENCES ......................................................................................................................... 16

·INTRODUCTION
Management of human resource plays a crucial role in an organization. There exist
different roles and responsibilities which are required to be played by the HRM (Armstrong and
Taylor, 2014). All these roles and responsibilities contribute in the effective functioning of the
business operations. This, in turn, assists in achieving the desired goals and objectives. This
report covers the advantages brought by effective human resource team in the workforce
planning, employee management, etc. will be evaluated. In addition to this, role of employees
and HRM in the decision-making operations of the organizations will be analysed. Further,
employee legislations that support a worker in participating in business activities will be
explained in the present undertaking.
In order to accomplish the present undertaking, the organization is selected to be
Thomson hotel. The chosen entity works in the hospitality sector and is renowned name. Further,
the business is spread on a global level. There are thus large number of workers who are there in
the organization. In this order it becomes significant for the Thomson group to have effective
human resource management team to manage the workforce effectively. The chosen organisation
belongs to multinational travel and tourism business sector. This entity is the largest provider of
the leisure, travel and tourism. The grandness of the firm can be estimated from the operating
revenue of around 618.3 million euros. In addition to this, there are around 67,000 employees
who are working in the company. In order to manage such a large people figure, effective human
resource management strategies are required to be settled. The purpose of HRM is to effective
manage the workforce so that maximum productivity can be gained.
lP1 Functions of HRM in context to workforce planning and resources.
In the varied range of functions that are been played by the human resources management
team, the roles of workforce planning and resource management are regarded as the most
significant. Employees are considered as the key asset of an organization. In order to gain the
desired goals and objectives, it is essential to well plan the workforce (Brewster and Hegewisch,
2017). If the workers of the firm will be effective then it will bring effectiveness in the overall
business. However, it should be noted that it is the human resource management team that plans

the employees. From recruitment to training till termination, all these functions are performed by
the HRM. The purpose of workforce planning by human resource management team to ensure
that the effectiveness in the work can be maintained. The rationale behind this is to increase the
productivity and thus, profit of the firm. In this order, there exits different functions that are
performed.
Firstly, an impelling recruitment campaign is held to select the deserving and right
employees. Later, it is the duty of HRM to guarantee the availability of proper training and
development sessions to the new joining. It helps in making them understand the required skills
from them that can benefit the company. Further, it is the foremost duty of human resource
management team of a firm to ensure a proper communication between the higher and lower
level employees (Beardwell and Thompson, 2014). It is because of the fact that the effecrtive
communication among people helps in maintaining clarity in the business operations. They are
thus needed to engage workers in the group discussions, summits, decision-making discussions,
etc. It not increases the interaction level but also helps in boosting the motivation level of
employees. This increased level of inspiration then contributes in achieving work quality. On the
other hand, it is also the responsibility of HRM team to manage the resources of the firm
effectively. A plan is required to be prepared for the effective management. This schedule will
also render a guideline to perform action in appropriate manner. Further, it would be more
effective if time line is settled along with all the tasks. This will bring work effectiveness.
Besides this, management of human resource also includes to check that either the employees are
motivated or not. In case of they are not inspired then it is role of HRM to implement effective
strategies in the business environment that can increase the motivation level of employees.
lP2 Strengths and weaknesses of different recruitment approaches.
Recruitment of the employees is regarded as the most important function of the HRM team. It is
their foremost duty to welcome the fruitful addition that can contribute in increasing the business
value of the organisation. In turn, it will assist in achieving the desired success of the entity by
accomplishing the settled goals and objectives (Chelladurai, and Kerwin, 2017).There are two
different types of recruitments which are explained further along with their strengths and
weaknesses:

Internal Recruitment- Internal recruitment is regarded as the identification and attraction of job
candidates for filling the upcoming vacancies in companies. In this recruitment process, the
authorized body or managers of company involves those persons in the recruitment who are
directly associated with it. There are many common methods of Internal Recruitment
·Internal advertisement- Internal advertising means using personal contacts to locate job
opportunities. It is a recommendation from a current employee regarding as new candidates for
job.
·Promotion- promotion refers to upgrading employees from lower level to higher level.
Promotion increases the work load of employees and salary. It helps employers in motiovating
the workforce by addressing their monetary and non-monetary desires.
·Transfer- transfer refer to interchanging their job duties and responsibilities of employees from
one place to another or from one department to another (Brewster, Mayrhofer, and Morley,
2016). In this people are sfhifted from one place to another without getting promoted.
External recruitment- External Recruitment is regarded as that selection process in which
people are hired from outside. In the external recruitment, applucants from diverse range can
apply for the job opeining. This method of employee selection requires more time and cost.
The common methods of external recruitment are as follows-
·Media Advertisement: This type of the recruitment covers a large paltform through whch
applicants can apply for the post. In the present technical era, the use of this selection method
has been increased widely. This is because of the fact that this method provides ease by
evacuating various barriers such as language, geographical location, etc. (Sparrow, Brewster and
Chung, 2016).
·Employment Exchange: For this, organsiations can give ads in the newspapers, journals, etc.
Along with this, details about the job role are mentioned in these advertisements.

·Direct Recruitment-the direct recruitment is an important source of hiring this recruitment is
mainly for unskilled workers who are given payment on daily basis (Reiche, Mendenhall, and
Stahl, 2016).
·Casual Callers- This type of selection process is also used nowadays. In this, the previously
applied applicants are asked again if there are any openings.
·Educational Institutions or Campus Placement- It is regarded as the most effective nad widely
used technique of hiring people. With the help of campus recruitment, impelling candidates can
be hired. This type of recruitment includes places such as colleges, FE institutes, etc.
·E-recruiting -In this type of recruitment method, employees are hired by making use of the
various internet tools such as social media platforms, etc.
In context to the above explained recruitment processes, there exists some flaws and
some strengths that can either made or fade the overall effectiveness of the employee selection.
Internal recruitment method can help Thomson in reducing resources such as time and cost in
conductive interviews. It is because of the fact that this method does not involves layers of tests,
other recruitment formalities, etc. The people are directly hired by the referral of already
working workers. Further, as these people are aware of the existing policies of the company then
it will further reduce efforts in the training and development (Purce, 2014). However, it should
be noted that it will restrict the diverse range of available options that can help company in
achieving the desired success with the help of their skills and abilities.
On the other hand, in context to external recruitment methods, the company can involve a
large number of people to select employees from. This action helps in selecting right people at
the right place and on the right time. However, it should be noted that the mentioned method of
employee selection requires an effective planning, layers of different examinations, resources
such as time and money (Jackson, Schuler, and Jiang,2014). This is due to the course that in
order to hire few out of a large size of applicants, it is essential to develop layers of assessments.
Also, the time-consumption in this type of recruitment methods can harm the other business
functions. In context to the selected company, Thomson Group, it has been observed that

external recruitment is held. It is due to the fact that the company works on global platform and
the large size of the firm requires highly skilled labours that can meet up the work requirements.
lP3 Benefits of different HRM practices to the management and employees of Thomson group.
There exist different activities of human resource management that benefits the
management and employees of the firm. The HRM of Thomson group ensures some practices
which improve the management of the company. Some of them are as follows:
Training and Development: human resource management team ensures the availability of
effective training and development sessions. They conduct the sessions on the different topic to
make employees learn about the skills and abilities that will be required in their work. These
helps in the professional and personal development of the workers. In turn, it helps employees in
grabbing different opportunities. In addition to this, the advantage of conducting training and
development sessions is not limited for the employees only (Aswathappa, 2013). Rather, it helps
in making the workforce of the company more reliable and thus, brings effectiveness in the
work.
Maintaining communication in the business: It is regarded as the most significant function
played by the human resource management team. It maintains the interaction between the higher
and lower level employees. This communication creates clarity in business operations that later
supports the effective management. In addition to this, communication also makes employees
feel important for the organisation. If the workers will be engaged in the decision-making
strategies of the business then they will be motivated. In turn, it will raise the work effectiveness
and then business value (Brewster, and et. al. 2016).
Manage employee relations: There exist one more important role of human resource
management team and that is to mange employee relations. It should be recognize that conflicts
and other issue sin the workforce can harm the overall business operations. In this way, it
become crucial to resolve these problems (Alfes and et. al. 2013). HRM plays a major role in the
conflict resolution. Execution of different alternative strategies for the conflict resolution helps
in effective functioning of the business. In order to manage the employee relations this
department ensure the implementation of appropriate legislations in the premises.

Exit interviews: It is the interview that is taken from the employee when they are leaving he
premises. This helps in analysing the factors affecting the employees to terminate form the job.
Later by working on these issues by making use of effective strategies, employee retention can
be gained. It should be noted that the organisation of new recruitment method lowers the fund of
entity and thus, harms its effectiveness (Brewster, and et. al. 2016)
Benefits: training methods applied by human resource management help employee's to work
with greater efficiency. It increases their productivity that enhances organisation goodwill and
helps in achieving goals and objectives.
·Performance Appraisals: There exits one more benefit of implementation of effective human
resource management strategies.. It is the assessment of employee performance This record of
the work and quality of undertaken task that is maintained by the HRM assists in analysing the
fruitful addition of the company. The performance appraisal will benefit the entity by investing
in right employee.
·Flexibility: HRM also stands for ensuring flexibility to the workers to develop work-life
balance. This flexibility is highly appreciated by the employees. This, in turn, helps in
motivating employees to work effectively which improves the quality and thus, business value
can be raised.
Thus, these are the major functions that are been played by the human resource
management team of Thomson group to ensure effective functioning of the business. The
benefits that will be gained by the Thomson group after undertaking the stated strategies includes
the effective functioning of the business operations. The skilled employees will assist the entity
in boosting the performance. Also, HRM will ensure healthy working environment of the firm
that will improve the business culture of the selected entity. Further, by managing the employee
relations, Thomson can eliminate the existing conflicts between the different level of employees.
This resolution will layer assists in maintaining a high level of communication which will bring
clarity to the different business operations.
lP4 Different HRM practices in relation with organizational profit and productivity.
In order to increases the business profitability, HRM plays a crucial role. Like explained
in the above task, from employees to management of the organisation, all are managed effective

by the human resource department. Firstly, human resource management checks the availability
of the resources that will be required for the business operation. In addition to this, human
resource management department selects the effective employees that can work on the principles
of the organisation to meet the goals and objectives. The recruitment process carried by them is
the first step towards the effectiveness as the fruitful addition will help in increase the
performance. In this way, profitability of the company can be raised.
In context to the Thomson group, it has been observed that the organisation has
implement some very effective strategies that assist in meeting up the settled goals and
objectives. Firstly, the entity resolve all the employee queries by rendering them personal
assistance. It not only helps in identifying the flaws of the business. It also helps in increasing
the motivation level of workers by making them feel important to the organisation. This furthers
helps in improving their work performance which later boost the profitability. In addition to this,
there are various activities organised by the HRM of Thomson so that the communication level
of the company can be increased (Purce, 2014). This rise in the interaction develops a health
working environment that further allows employees to work effectively. The department also
distributes the work as per the skills and abilities of the workforce and then prepare team
accordingly. This action of them helps in appropriate management of the work. Thus, assigning
that the right skills are applied for the task, profit can be raised by brining work effectiveness.
Further, the selected company aims on boosting the motivation level of the employees. In order
to motivate the workers, monetary and non-monetary both techniques are implemented by the
team. Hence, these are the general steps that the HRM department of Thomson takes to increase
the business value and thus, productivity of the firm (Aswathappa, 2013).
lP5 Decision-making influence by Human resource management
Decision-making operations of business structures are regarded as the backbone of the
final changes that are made in the business strategies, operations or other functions. These
discussions are thus crucial part of the appropriate functioning of the business. However, it
should be recognise that employees relations are essentially to be maintained for this (Reiche,
Mendenhall, and Stahl, 2016). . These relationships will assist in the effective addressing of the
decisions. In order to decide changes in the business activities to enhance the profitability. Good
relations between the employees and employers has high level of communication between them.

This, in turn, helps in discussing the ideas and thought regarding the change to be implemented.
These relations plays a major rile in the effective communication. Later, the interaction will help
in identifying the perception of other employees on the subject of discussion. In addition to this,
good employee relations will provide an ease to understand the view points of others. Hence, by
analysing the effectiveness of their idea, appropriate decisions can be taken that will raise the
business value of the Thomson. It has been observed that the chosen firm has effective business
environment because of the impelling relations between the employers and employees. Further,
absence of conflicts and egos in the workers assist in avoiding issues associated with the
decision-making procedure.
lP6 Legislation framed for employees and their impact on decision-making activities of
Thomson.
UK government has always been supportive to the employees’ rights and their growth in
the companies. There are various important legislations that are prepared by the administrative
bodies that are proved effective in assisting the employees. As per the views of (), Equality Act,
2010, is essential to provide equal chances of the involvement to all employees regardless of
biasing on the basis of race, class, gender, colour, etc. In addition to this, as per the European
Parliament under section 2002/14/EC, it is essential for the company to involve employees in the
business decisions that can affect their work in either ways (Sparrow, Brewster and Chung,
2016). In case if any decision is taken in the entity about the change in the previously exiting
work function then it will alter the roles of employees. In this way, it is their basic right to get
involved in those decisions which can influence their work. In addition to this, the Health and
Safety at Work Act, 1974, states that the internal environment of the firm should be friendly for
the employees (Brewster, Mayrhofer, and Morley, 2016). As per this, it is essential to involve
them in the discussions so that they can put their perception in the decision-making procedure.
However, it should be noted that the involvement of all the employees as per the equality act will
raise the funds associated with the procedure. In addition to this, the chances of conflicts will be
raised. This will further harm the work effectiveness. On the other hand, the engagement of a
varied range of people in the procedure will allow managers to access the possible actions that
can be taken. Perception of different people will help in taking bet decisions by analysing the
ideas and thoughts of all the employees. Hence, in this way, the UK legislation for the employee

involvement in the business activities will impact on the decision-making procedures of the
company (Jackson, Schuler, and Jiang,2014).
1P7 Application of HRM practices in work-related context·Job Title: Marketing Manager at Thomson Group.·Job roles: Analysing market research that is done by executives.·Increasing sales and profits by developing strategies and implementing them.·Communicating and reporting with top management to determine goals and objectives.
1 Job Specifications
·Effective communication skills.
·Should possess ability to represent the entity on different platforms.
·Developing marketing campaigns and implementation of marketing strategies.
·Working as per the requirements of company form its employee.
·Should have ability to work in a team.
·Ensuring the proper implementation by the team to meet the marketing objectives (Chelladurai,
and Kerwin, 2017)
·Manage social media presence and direct programs to improve social media reputation and
recognition.
·Have to conduct marketing research programmes for identification of needs and demands.
· Developing clarity of communication between the different departments of entity associated
with the marketing such as sales, finance, etc.
·Masters degree in Marketing
·Doctorate in the marketing will be recommendable.
·Professional chartered marketer (CIM) (Beardwell and Thompson, 2014).
·Confident, driven and dynamic leader.·Entrepreneurial mind set to bring innovative change in the marketing department.
12 CV/Resume
Phoebe Buffay
Lane 4, North West Street, London.

Phone No: [phone]
E-mail: ***@yahoo.com
Career Summary
·8 years experience in the field of marketing.
·Effective skills of planning marketing campaigns.
·Reliable knowledge in the technology field.
·Effective communication skills
·Good experience of search engine optimization.
·Calibre to conduct different marketing campaigns.
·Good networking and connectivity
·Knowledgeable in getting sidelong formed and boosting the products and services sales through
online and print media.
Key Skills
·Effective in determining the marketing needs to plan impelling campaigns.
·Work as per the budget and organisational requirements.
·An effective leader for leading the marketing operations.
·Possess reliable knowledge of using social media and print media for the business functions.
·Responsibility taken included overall designing, running and promoting of the campaigns by
making use of SEO, PPC, podcasts, etc.
Achievements
·Raised conversation rate of XYZ company from 1% to 6% in a year.
·Awarded thrice with the Employee of the year award for XYZ Company.
·Conducted a 99% effective marketing campaign for ABC Company.
·Engaged around 2300 new customers for a retain entity.
Employers
·Currently working as Marketing Manager for "ABC” Co. since June 2009.
·Worked as Assistant Marketing Manager for “XYZ” Company from Mar 2007 – Apr 2008.
·Employed as Marketing administrator for “LMN” company as an intern.
Educational Qualifications

·MBA in Marketing from England University from 2005-2007.
·Under graduation in marketing field form England University.
Computer Knowledge
·Have knowledge of basic computer operations.·Well versed with the MS office, XP.
1Documentation of preparatory notes for interviews:
In order to select the deserving employees, a tool that will be used are the interview
questions. These questions may be direct or indirect to understand the psychological,
emotional and mental firmness of the participants. This list of questions is as follows:
1 What experience do you have in the marketing field.
2 What are your strengths and weaknesses?
3 What are the challenges that you are looking for the present job?
4 What do you know about Thomson Group?
5 Why you want to work with Thomson Group?
6 Why should be hire you?
7 What are your expectations from the salary?
1Job Offer:
May, 2017
Ms. Phoebe Buffay
Lane 8, North West Street, Berkshire
London
Contact Details: 1234566789

Dear Ms. Phoebe Buffay
Thomson group is amused to offer you the designation of Marketing Manages in our entity.
The company is seeking your joining with excitement about the calibre that you will bring to
it.
As discussed at the time of interview, you will be serving company from the north regional
office of Thomson. The department you will be working is marketing and customer service.
Here, you will report directly to the Marketing Director. You will be joining as a member of
Executive team and thus, you have to manage the marketing operations. First task after joining
the company will be attending the induction. Following this, the very next day you will be
training new employees on the e-commerce. The package that is offered to you is 5000 euros
per annum.
Looking forward to your arrival at the We look forward to your arrival at Thomson Group.
We are confident that you will contribute effectively in development of the organisation on
global level. Feel free to contact, if need any assistance regarding your arrival.
Sincerely,
_________________________
Tom Clark
Senior Vice-President
Thomson Group
5. Evaluation
The different things that are included in the recruitment process include job specification,
CV, documentation of interview questions and offer letter This is a combined package from
posting to hiring. Job specification is developed to create an entrance for the candidates.
Brewster and Hegewisch, (2017) stated that job specification is the outline of the basic

requirements for the current job opening. The rationale behind developing the job specification
is to restrict the large volume of the entrant in the recruitment procedure that will consume time
and money. It is the first phase of selecting some from the many. Following this, CV will help in
short listing the participants. This is essential to limit the number of people. In addition to this
demand of resume will help in analysing the in-sights of the applicants. Also, they will render a
platform to judge their skills and abilities by evaluating their achievements, education
qualifications, etc. (Armstrong and Taylor, 2014). In addition to this, Brewster, Mayrhofer,
and Morley, (2016). stated that the interview questions prepared are significant to understand
the perspectives of applicants. These questions will assist in getting the in-sights of the
employees. They will thus provide a criterion to decide why to select and why not. In the last
step o0f the recruitment process, a job offer is prepared. This is to certify the person who got
selected in the interview round. This is the proof of their selection in the organisation. In
addition to this, as per the views of Jackson, Schuler, and Jiang, (2014), negotiating about the
salary helps in setting a base to which it can be identified what For example: If the organisation
is willing to pay a sum of $1500 however, the applicants just expected it to be $1450 then the
entity can save the $50. However, Chelladurai, and Kerwin, (2017) critiqued the statement and
said underrating of the actual worth can harm the motivation level of employee which will affect
the work quality.
·CONCLUSIONS
From the present report, it can be concluded that human resource management plays a
significant role in the development and growth of an organisation. There are different role which
are played by the HRM to bring effectiveness in the overall organisation. In the present piece of
work, some basic requirements from a HR practitioner are mentioned. Different actions of the
human resource management team that can increase the business value in terms of finances,
brand value, etc. are studied in the present report. In addition to this, different requirements
while recruiting employees are also discussed in the undertaking.

·REFERENCES
Books and Journals
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practice. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
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Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
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Brewster, C., and et. al. 2016. International human resource management. Kogan Page
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Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
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Purce, J., 2014. The impact of corporate strategy on human resource management. New
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Reiche, B. S ., Mendenhall, M. E. and Stahl, G. K. eds., 2016. Readings and cases in
international human resource management. Taylor & Francis.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.