Analyzing HR Impact on Organizational Effectiveness

This assignment requires a comprehensive analysis of various human resources management strategies, including personnel selection tools, talent management, employee engagement, knowledge management, and their influence on counterproductive work behaviors and overall organizational effectiveness. You will analyze academic papers from journals such as Journal of Applied Psychology, Economics and Business Letters, Fish and Fisheries, The Lancet, and others to draw insights and conclusions.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM...............................................................................................1
P2 Strength and weakness of the different approaches to recruitment and selection.................3
TASK 2............................................................................................................................................5
P7 Application of HRM practices in the work related context...................................................5
PART 2 ...........................................................................................................................................8
TASK 3............................................................................................................................................8
P3 HRM practices.......................................................................................................................8
P4 Effectiveness of HRM practices in the context of TESCO....................................................9
PART 3..........................................................................................................................................10
TASK 4..........................................................................................................................................10
P5 Employee relation and its significance................................................................................10
P6 Key elements of employee legislation.................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resource management is a very important part of every business that shares
relation with employees. Basically human resource is a set or group of individuals who are frame
up the workforce of a company or economy (Pfeffer, 2010). Human resource management
determine as art of developing and maintaining entire work force to attain objective of a firm in
an effective and sufficient manner. HRM can be defined as an function which are preformed in
an organisation that provide most appropriate and effective uses of persons in order to achieve
individual and organisation goal. The report is completely relays on HRM functions along with
purpose. A side of report gives explanation of strength and weakness of various approaches of
recruiting and selections with benefits of HRM practises. First part of report is based on
Woodhill collage and their planning of workforce that is signify for them to expand their collage
services. Second part is related to TESCO plc, their leading supermarket in UK. Third part is
related with ITV that facilitates detail for employee relation. Report also depicts several
legislation for employments.
PART 1
TASK 1
P1 Purpose and function of HRM
Planning for workforce is all about attaining right numbers of persons with required skills
which are employed at the right place on appropriate time in order to deliver a firm's long and
short term objective (Kakuma and et. al., 2011). It covers extended range of activities. This work
force planning is generally linked to organisational goal and plays signify part in a company. In
very general term, employment planning is a process in human resource management that
determine proper and systematic examine in order to evaluate real performance of firm. For all
this requirement of a company is based on size, skills , experience , type and knowledge of the
staff member that provide contribution to attaining objects in effective manner.
Function of Human resource management:
Staffing: It is a very crucial and signify function of HRM which are concentrating on the
allotments of employees in effective way through selecting suitable person on best place to grab
best result. The HR manager of Woodhill collage has responsibility to maximise sound
performance and completes expectation of students in respect to have satisfaction. It helps in
1

boosting entire performance of collage by analysing sound work for job profile. Process involves
designing, work investigation, assortment, selection and reciting of people.
Compensation: it is a powerful function of HRM that are opted by Woodhill collage in
order to motivate their employees by offering rewards for their quality performance at work
station. Here, HR manager of Woodhill determine effective and sound policies of compensation
such as promotion, pension, rewards and other benefits to their employees in accordance of
performance. Hence manager of RH team will coordinate all the activities that are performed in
work place to have effective and sufficient management.
Training and development: it is more significant function of HR managements that are
concerned by cited collage in order to increase skills and knowledge of employees through
offering suitable training and development programme. It helps in boosting skills and knowledge
and the cure duty of HR manager is to arrange sound introduction and induction that enhance
morale of employee in effective way (Iles, Chuai and Preece, 2010). Training and development
plan gives chance to employee to increase their capabilities and attain knowledge of techniques
and tools.
Employee management: The HR department of woodhill collage are also playing a
important function as they are applying policies to analyse new aspects and trends of business. It
is conducted by HR manager in order to manager sound and quality managements which
provides positive results in effective way.
Management of employee relations: it is important to have effective management of
workforce relations for entire HR department which are able to offers best result. For HR of
woodhill collage concerning on several process such as monitoring, determinations and
negotiation that are applied in work station to sort up conflicts or problems and provide health
relations among students and teachers too.
Purpose of workforce planning:
The core purpose of work force planning of the Woodhill collage is to manage shortage
and provide surplus in process of business, very effectively. As it is a important function of
human resource management which maintains effective employees. Prominent purpose of
employee planning in Woodhill collage is to divide the needs of human resource along with
employees who are doing their task in respect to have it's objective in sufficient manner. To
achieve positive result it is essential for a firm to define and maintain sound work force planning.
2

Every firm are looking out to their human resource as they are rolling like rear view mirror cause
HR of the Woodhill collage overlook every aspects and gives effective solutions on problems
and issues that are arise in between business process. It is important for Woodhill collage to
maintain their work force in effective way. Here are some benefits of employees planning that
are detailed as:
 It provides helps to collage in respect to planning and allocate talent or skills of
employees.
 Determine the gaps of skills between firm and required place.
 Facilitates helps in budging and locating process of the company.
 Determines along analysis quality of outcomes.
 Increase entire performance.
P2 Strength and weakness of the different approaches to recruitment and selection
Each and every firm wish to recruit suitable person for right work in order to achieve all
the objective in proper time duration. The process is preformed by HR whom have responsibility
to recruit larger numbers of talented persons that have ability to perform all projects in effective
way. The process of recruitment is come up after selection process as these both are important
for every organisation in order to find out capable and talented individual for a particular job
positions (Hammer and et. al., 2011). Here in this, old and traditional approach has relation with
internal recruitment where, individual are promoted for different profiles of job. On the other
side of coin, one approach is systematic approach that has grounds of internet applications. But
this is an Morden era, the HR department looking out for talented persons so that they can boost
up entire productivity along with profitability of an organisation.
Woodhill collage select and recruit larger numbers of teachers with certain capacities for
their own campus. Hence it is core duty of department of HR to manage and control employee
turn over. The management of woodhill collage analyse the strengths and weakness of both
techniques or approaches in respect to have sound decision. Therefore management of collage
will divide all individuals on basis of interview panel in higher and lower range through it they
will be able to have sound decision to get long term benefits.
Strength
3

Internal approach External approach
 This process can be used by Woodhill
collage for their internal individual for
a specific job role in order to increase
reliability and validity if very effective
manner.
 This approach motivates a persons at
higher level hence they can do their
best in sufficient manner.
 By this process, Woodhill collage can
be able to get new and fresh ideas
outside from the collage.
 The signify advantage of having this
approach is to attract high skilled and
more capable individuals in their
collage so that they will offers higher
education to their students.
 They determine several variables in
respect to select the best and sound
option in process.
Weaknesses
Internal approach External approach
 By this process, firm will not have
fresh or innovative ideas in their
company.
 This process will frame problems and
conflicts among workers.
 Internal approach have very limited
process therefore they will not recruit
more individuals.
 They make issues in between all
persons.
 It is a high costing process as firm are
investing more on it's advertising and
attracting new persons for interview
(Glick, Stein and Edelson, 2011).
 Through using this approach Woodhill
collage will use single portal hence
some time they will to get larger
numbers of persons.
 By using it, Woodhill collage will face
more problems and risk that are related
with data manipulation and they reduce
flexibility in their process.
All of these strength and weakness, the human resource of Woodhill collage manage their
strength and choose numbers of skilled and talented person in respect to attain their objective in
4

prescribe time. The human resource department are providing their help in planning of staff with
respect to complete future requirement.
TASK 2
P7 Application of HRM practices in the work related context
a) Advertisement for job
International marketing and human resource lecturer for Woodhill College
Location: London
Salary: ¥190,000 to ¥350,000
(Salary is per annum and depends on experience and qualification along with it collage will
provide* housing, allowance, allocation insurance etc.)
Timing: 9:00AM- 5:00AM
Placed on: 30th January 2018
Closes: 20th February 2018
The collage is seeking out creative, innovative and highly eligible individual who can join
collage as a faculty of international marketing or human resource. The person must have sound
knowledge and beliefs in hard work.
The person needs to have specific experience in concern field. Applicant should be pleasant and
inspiring personality and have sound command over English communication skills.
Related or interested candidates are allow to submit their resume on given email address.
Email:
HR Director
David Jones
b) Suitable platform for Job advertisement
there are so many types of platform that can be used by manager of HR such as social
media and print media that includes magazines or news paper, provide help in order to generate
awareness of their recruitment procedure in public.
Online resource- In these all firms are become techno friendly as they are using various
online resource in order to recruit new individuals. Candidates are also using these resources to
get best suitable job according to their need (Fulton and et. al., 2011).
5

Newspapers and magazine- it is very common source for recruitment of an organisation
through advertisements. All types of small and large scale companies use this techniques in order
to offer applications form new individuals. It is known as external recruitment source.
Social networking- This is new generation, where every individual are using social
media in respect to have information for day to day life. Hence, firms are now stating their own
page to offer information about growth, career guide and vacancy that helps in capturing eveys
of candidates and recruiting them in accordance of skills.
c)Job description
Job description
Experience Necessary Demanding
Experience in teaching 3 to 6 years Minimum 3 years
knowledge/Skills/cognition Necessary Demanding
Skills, talent and certification
in marketing and human
resource
Certified diploma in human
resource
A Grade
Qualifications needed in
educational sector
Necessary Demanding
Bachelor's and master's degree
in marketing management and
diploma in human resource.
Diploma in international
marketing
Minimum working as a
lecturer.
A Grade
Personal skills Necessary Demanding
Communication skills,
managing skills, understanding
and expressing skills.
Intrested person should know
different types of languages
for communications therefore
they will be able to give
specific knowledge to
English (UK), (US) and
(AUS), French and Spanish.
6

students.
Time of reporting: 9:00 am to 06:00 pm
Person specification
Name: Mrs. Vincy George
Address: Pretoriuspark Pretoria, Emfuleni street,
0161, South Africa
Email: [e-mail]
Mobile Number:
Carrier Objectives: To use skills and knowledge as a part of well developed educational
institution that can helps in boosting my capabilities and abilities.
Qualification of Academics:
 Bachelors in commerce
 Masters in international marketing
Experience:
 Experience of 5 year at Menlopark college.
Competencies:
 Hard working
 Punctuality
 Expert in computer skills
 Excellence in speaking English and other region language
 Leadership skill
 Innovative and creative
Declaration:
I declared that all the above information are correct and true to my knowledge.
Signature:
7

PART 2
TASK 3
P3 HRM practices
It is one of a challenging task or project for an organisation is to manage qualitative
employees for the future. Hence, TESCO required to offers training and development to the
workforce in several aspects like as marketing, IT, finance, customers services etc. a firm is
needed to increase their customers services that are required to provide appropriate training for
them so that they can boost satisfaction level of customers. There are some training methods that
are used by firm which are explained as:
On the job training method: This is one of the best and effective techniques that provide
help in order to identify the real performance of workers at work station. With the helps on on
the job training, manager will sort and reduce the operational cost cause they will use their
internal workers effectively in order to perform a particular task (Fine, 2012). The sound benefits
come form this approach is to analysing the needs of training through examine entire process.
This techniques is very cost effective in which manager will provide better training and
development lessons to their staff members.
Off the job training method: it is a effective tool which offers help to employees at time
of their performance that they can effectively perform their job. This is very effective in
comparison of other techniques. Here in, firm will enrol all those employee who want to have
training through external source of firm, therefore person will get knowledge about company and
it's process.
Benefits for TESCO and employees in having a systematic approach
Human resource are crucial assets of every organisation. They are performing with the
firm in order to grab organisation objective through having various efforts. In the grounds of
TESCO that is a leading retail industry which are having around 120000 employee that are high
skilled and talented and provide help in order to gain firm's objective. Hence, the responsibility
of HR department is to build different aspect of HRM and it effectively apply it so that they can
have competitive advantage in the market area. There are some of benefits for TESCO and
employee-
Benefits for TESCO
8

Employee relations: It is crucial for a firm to maintain their long and short term relations
with each one. This is the dusty of HR department to build harmony and pleasant environment at
working place that provide helps to match their longer and shorter objective.
Conflicts resolution: it is very true that all conflicts are natural that they are arise at work
place needed to be resolve. The role of HR department is to determine these all issues and
maintain healthy relation among them. For this, they are needed to solve all of it at initial stage
that can reduce in the future.
Maintain communication: in the function of HR department is needs to frame bridge in
between all levels of managements. It is duty of HR department of frame effective
communication flow that provides help in order to creates healthy environment.
Benefits for employees
Personal and professional development: is it important for employees that facilitates its
helps in order to learn new things, skills and knowledge or capabilities that is signify for an
organisation along with employees (Eisenberger and et. al., 2010). Through the helps of sound
training lessons, workforce can learn new thongs or approaches and it will provide leads to boost
up personal and professional developments.
Compensation and benefit: Motivations is rolling as important role for employee in
order to perform well in the firm. It is a duty of HR department to design effective job and
benefits that boost up confidence level of their employee.
Safety and security: it is different issues that are related with the work environment and
safety. Every firm has some task which involves some risk that needs to be reduce and improve
the effectiveness in sufficient manner for work force.
P4 Effectiveness of HRM practices in the context of TESCO.
HR practise are playing vital role in every business in respect to maintain strategic
position in the market. Hence, every firm required to understand all these aspects and examine in
effectiveness like performance and productivity. In the grounds of TESCO that are having large
number of employees in the various departments should be identify its effectiveness. These all
are as:
Helps to maintain competitive position: it is the core advantage of the HR practises in an
organisation. TESCO, which is a leading supermarket chain in the UK and different parts of
entire globe has market share nearly 28 present that is highest in comparison to others. If
9

company wants to maintain their profits they needs to maintain their position in the market in
which they are serving and majorly they needs to retain their employee through considering them
as valuable assets.
Helps to monitor progress: Strategic view of TESCO plc is to being a largest super
market chain and mark their present on entire globe. Thus, the HRM practises provides help in
order to monitor the progress of their goals and HR will frame strategies accordingly. If firm is
capable to motivate their work force then it facilitates lead to attain long therm missions and
vision of the firm.
Keep the firm legal:HR practises are rolling their role as very important part of the firm.
As customer are now more up dated about image of the firm and brand. Hence HR department
conduct their activities in more ethical manners (Coff and Kryscynski, 2011). In the grounds of
TESCO, HR department is responsible to understand all ways majorly legislative matters.
Productivity and profitability:HR practises are include training and development that are
important. The TESCO plc has nearly 56000 million that is bit good in compare of last year. If
all practises of HR are conducted in proper manner then it will boost up productivity and
profitability of company.
PART 3
TASK 4
P5 Employee relation and its significance
ITV will not perform with out helps of their tangible assets like plant, land, building and
machinery etc. they are needed human resource to perform these all accepts and frame product
and services through the help of collective efforts for their employees and management of the
firm can gain their mission and vision. Hence it is needed to have health relation with employee
in an organisation as employee relation are playing significance role in the current and upcoming
performance of the company along with it sound employee relation aid in improving better
decision making process.
 Healthy and positive relations of employee helps in improving the sound image of the
firm and also give contribution in entire success.
 Employees relation also provide helps in order to expand the company which helps in
gain organisational objective in very systematic manner.
10

 If management or employers are having better relation with each one then it will increase
their work efficiency and also provide sound motivation in order to perform their all
responsibility.
There are some importance of employer- employee relation which are detailed as:
Foster industrial peace: in the concept of employee relations, management and staff
will discuss different types of issue. All conflicts are natural as it arise cause of different
professional and perusal level. In ITV, sound employee relation is building a platform where a
person can easily shares it's problems particularly related to working environment (Bulgurcu,
Cavusoglu and Benbasat,2010).
Promote industrial democracy: it is importance of ER that has relation with every level
of employee performance in organisational activities. If firm needs to retain their employees and
build loyalty. As they offers enough opportunity to do their best. As an example, ITV can
improve the inclusion of their lower level of employees in their decision making process so that
they can offers suitable suggestions.
Benefit to worker: Employee relation is beneficial for every person in different manners.
Like it reduce the chance of unethical practices that is important for company and also offers a
stage where a person can have communication with each one on particular issues.
Improve productivity: there are various thing that depicts that employee relation bis a
key to increasing the productivity. If firm investing sound amount on the ER it will have
expected rate of return.
Therefore, ITV tries to build up sound relations with their staff and also permits them to
perform on the various activities.
P6 Key elements of employee legislation.
There are various types of laws and legislation that are able to influence decision making
of HR in ITV. These are explained as:
Equality act 2010 : the Act is framed in the year of 2010 and provides legal protection to
employee form discrimination at work place. According to this act, person will be not be
discriminated for any reason and firm needs to create harmony in working environment.
Data protection act : personal information of employees are always remains confidential
and this will be core duty for an organisation to keep it protected (Avey and et. al.,2011).
11

Health and safety act : this law has relation with health and safety of their employee. As
health is very important for individual in the company. Hence the UK government gives this law
for employees.
Minimum wage rate act 2017: this act is prominent as each and every organisation
needs to offers to their employees. In accordance of the government of UK, law of minimum
wage depicts that no company will allows to take use of their employee more then prescribe
working time. As a person will work only 8 hour per day it they do so then firm needs to pay
them.
All the laws are needs to be followed by the organisation as ITV is implemented all these
legislation in their firm and it helps them to working in ethical environment.
CONCLUSION
From the above report it has been concluded that human resource management is an
crucial part of every company. The report has explained the planning of workforce that is a
systematic process and offers strategic advantage in market. The assignment lighted benefits of
HRM practises along with functions. Other side report has discussion on employee relation and
implementations of HRM in the context of working problems.
12

REFERENCES
Books and Journals
Avey, J. B., and et. al., 2011. Meta‐analysis of the impact of positive psychological capital on
employee attitudes, behaviors, and performance. Human resource development
quarterly. 22(2). pp.127-152.
Bulgurcu, B., Cavusoglu, H. and Benbasat, I., 2010. Information security policy compliance: an
empirical study of rationality-based beliefs and information security awareness. MIS
quarterly. 34(3). pp.523-548.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Eisenberger, R., and et. al., 2010. Leader–member exchange and affective organizational
commitment: The contribution of supervisor's organizational embodiment. Journal of
Applied Psychology. 95(6). p.1085.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Fulton, E. A., and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Glick, P., Stein, B. A. and Edelson, N.A., 2011. Scanning the conservation horizon: a guide to
climate change vulnerability assessment. Washington, DC: National Wildlife
Federation. 168 p.
Hammer, L. B., and et. al., 2011. Clarifying work–family intervention processes: The roles of
work–family conflict and family-supportive supervisor behaviors. Journal of Applied
Psychology. 96(1). p.134.
Iles, P., Chuai, X. and Preece, D., 2010. Talent management and HRM in multinational
companies in Beijing: Definitions, differences and drivers. Journal of World Business.
45(2). pp.179-189.
Kakuma, R., and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
Kraaijenbrink, J., Spender, J. C. and Groen, A. J., 2010. The resource-based view: A review and
assessment of its critiques. Journal of management. 36(1). pp.349-372.
Pfeffer, J., 2010. Building sustainable organizations: The human factor. The Academy of
Management Perspectives. 24(1). pp.34-45.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.
Zheng, W., Yang, B. and McLean, G.N., 2010. Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge management.
Journal of Business research. 63(7). pp.763-771.
13