Human Resource Management: Purpose, Functions, and Recruitment Process

This report provides an in-depth understanding of Human Resource Management (HRM) in the context of Mont Rose College (MRC). It covers the purpose and functions of HRM, recruitment and selection approaches, and the impact of HRM on profit and productivity. The report also explores the evaluation of the recruitment process, the importance of employee relations in decision-making, and the involvement of employment legislation in HRM decision-making. It offers valuable insights into HRM practices and their effectiveness in improving workplace efficiency.

Human Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK A...........................................................................................................................................4
Purpose and Function of HRM...................................................................................................4
Recruitment and selection approach...........................................................................................5
Impact of organisation functions over profit and productivity...................................................6
Exploration account and evaluation ...........................................................................................7
TASK B...........................................................................................................................................7
Evaluation of recruitment process...............................................................................................7
Importance of Employee relation in influencing HRM decision-making...................................8
Employment Legislation involve in HRM decision-making......................................................9
8: Employee Relations................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource management is an strategical approach to manage and develop human
resources associated with corporate organisation (Tarba and Cooper, 2016). Processes like
recruitment, selection, training and development of employee's is a crucial part of human
resource management practices.
This report is based on the case study of Mont Rose College (MRC). Henceforth, in this
report various purpose and functions involved in HRM practices will be elaborated. This report
will also emphasis over strengths and weaknesses of different approaches involved in
recruitment and selection at MRC. Methods involve in HRM work practice will also be specifies
in this report. Furthermore, in this report HRM practices in respect to recruitment and selection
will be expressed. This report will also focus over employee relation in respect to influencing
HRM decision-making. Effect of These all HRM methods are too important in removing various
errors in workplace. If any organization not use these methods in their workplace, then it'll face
many challenges in their daily operations .Various employee legislation over decision-making of
HRM will also be specified in this report.
TASK A.
Purpose and Function of HRM
Human resource management in MRC involve various purpose and functions as a part of
the operational activities.
Functions of HRM
HRM needs to fulfil various functions in order to cope up with the responsibilities of
HRM department.
Recruitment and Selection: Recruitment and selection is among the major functional activity
HRM of the college needs to conduct (Rodriguez and Stewart, 2017). HRM has the
responsibility to meet various operational requirements associated with the different positions in
MRC. HRM involves various stages like personal interview, group discussion round and other
associated stages in order to analyse about the skill and knowledge of the candidate.
Training and Development: Training and development of employee's is also a crucial
operational functions involved in the HRM. Training and development play a crucial role in the
growth aspect of human resources of the organisation as it improves the skills and talent of
employee's by giving precise knowledge from professionals in the training sessions.

Performance Appraisal: Performance appraisal is also a crucial operational function involved
in the job profile of HRM. This functional activity involve assessment of employee performance
and based on the efficiency and productivity give performance based incentives such as
promotion, bonus and other associated benefits.
Provide talent and skilled employees: HRM plays crucial role in providing skilled and talented
human resources in meeting different operational role of the company. In order to achieve the
objectives of the company skilled and talented employee’s play crucial role.
Purpose of HRM
HRM purposes can be specified in the following manner.
Provide Skilled Human Resource: Providing skilled human resources is a basic purpose behind
the operational functions of HRM. Human resources is among the crucial element that contribute
in the growth and success of the organisation (Hong, Zhao and Stanley Snell, 2019). HRM
needs to assess the needs and requirements of different organisational design and based on the
requirements HRM needs to provide an effective human resource in order to meet various
organisational needs.
Maintain an Effective organisational Hierarchy: HRM also needs to maintain an effective
organisational hierarchy based on the needs and requirements of the operational structure of the
company. In order to achieve all objectives of MRC an efficient organisational hierarchy is
maintained.
Recruitment and selection approach
Recruitment and selection involve conducting activities in order to provide skilled human
resources for various operational functions in the MRC college. HRM follows the following
approach for recruitment and selection of candidates.
Job Description: Issuing an specific job description is the first stage involve in recruitment and
selection practice conduct by HRM in MRC college. Job description involve complete
information in respect to skills, qualification, experiences and other associated elements required
to meet up the responsibilities and duties attached with a specific job profile in the MRC College
(Shola, Adnan and Saad, 2017). This process involves extra cost and time to conduct the
recruitment and selection process but still an effective technique to invite skilled professionals
and graduates to meet the designation related requirements in the college.
Strengths:

 Professionals guide about complete detail in respect to specific job posting.
 This is an effective technique to specify all the essentials required to meet the positional
requirements in organisation.
Weakness:
 Costly and time-consuming method.
Job Posting: Job posting is also a crucial activity involve in recruitment and selection process
run by HRM in college. HRM post about the job position in all communicational mediums like
newspapers so that maximum candidates can apply for the position (Jirjahn, 2018). Job posting
involve all details about the job like education qualification, experience and other essential
requirements. Job positing is an effective technique only in case the used medium for description
related to the job is right and effective.
Strength:
 Organisation can effectively specify about all the requirements associated with the job
position.
 Cost effective technique.
Weakness:
 This techniques is not able to measure effectiveness of job posting.
Internal Recruitment: Internal recruitment is also an effective technique use by HRM of MRC
college (Bello-Pintado and Garcés-Galdeano, 2019). This strategy enable the organisation to
meet its requirements associated with the human resources by giving promotions and internal
transfers to reward productive performances in the college. This technique is effective but
recruitment and selection under this technique are causes to internal politics of the organisation
that deminish the advantage of this technique.
Strength:
 Good and effective technique to motivate employee's towards productive performance.
Weakness:
 This technique causes to improved internal politics in the organisational structure.
Impact of organisation functions over profit and productivity
Functions of HRM impact over organisational profit and productivity in the above
manner.

Recruitment and Selection: Recruitment and selection play a huge role over the productivity
and profitability of the organisation. HRM of MRC college involve processes like job description
and other associated approaches that enable the company management to get the most effective
professionals over all designations in the company. All the stages of recruitment and selection
effectively taste the required knowledge and attitude of the candidate that is needed to fulfil all
duties associated with the job roles. Efficient employee's effectively conduct their operations that
support management to achieve higher operational growth in order to meet the requirements of
the target customer's. Customer satisfaction causes achieving higher growth and profitability of
the college in the target market.
Training and Development: HRM of the college also conduct training of employee's in the
college. Training improves the skills and knowledge of employee's that guided human resources
of the college to serve better operational efficiency (Della Torre, 2019). Improved skilled of
employees enable the human resources to improve the productivity which also drives the college
management to achieve higher profitability in the education market.
Solving employee issues: Solving issues of human resources of the organization is also an
important functional activity conducted by HRM. Timely solution of employee issues improves
attachment of human resources towards the organizations. It also improves the employee
motivational level that also causes achieving higher work efficiency of employee's by the
organisation management. This functional activity also reduces the employee turnover as the
college management get able to sustain the employee's for the longer period that also improves
the profitability of the college as experienced professionals will be a part of the organisation for
the longer time.
Exploration account and evaluation
HRM practices are too effective terms of raising an organization's or Mont Rose
College's productivity and profit. Main reason behind this statement is, HRM cover different
activities. In these activities HR manager always use some methods like; planing, directing,
controlling, monitoring, communicating etc. so with the support of these methods it can easily
complete all activities. For example; HR manager systematically managing their department, so
this will put positive impact on productivity and profit of college (Tarba and et.al., 2019).
Systematic management is very important in saving lots of precious time and cost of college.
Suppose, director of college give order to HR manager for hiring some skilled employees. In this

case, human resource management is responsible to run their hiring process in productive way. It
responsible to use various useful methods in this process, because through these methods it'll
able to run its activities in proper channel. These all HRM methods are too important in
removing various errors in workplace. If any organization not use these methods in their
workplace, then it'll face many challenges in their daily operations.
Evaluation of HRM practice: HRM practices play crucial role for the organisation in achieving
business objectives. Evaluation of HRM practices is also a crucial aspect that enables HRM to
make suitable changes in order to achieve more effective operational efficiency. It involves
analysing all practices and its associated effectiveness.
Advantage of different HRM practices
HRM practices provide the following advantages in res[ect to both employer and
employee’s.
Employer advantages of HRM practices: HRM play crucial role in catering organisation with
skilled human resources that can effectively meet all objectives of organisation. Employer
always seeks for skilled human resources that can improve the operational efficiency. HRM of
MRC College conduct recruitment in different stages such as aptitude test and other methods that
enable organisation t recruit the appropriate candidate for different designated roles in
organisation. The biggest advantage employer gets from HRM practices in form of profitability,
improved brand value of organisation and in other manners. Practice like conducting training
also improves the skills and efficiency of all existing employee’s which also further resulted into
more efficient operational functions.
Employee benefits: Employee also get many benefits from the HRM practices. Practices like
conducting training improve the work efficiency of all human resource of the organisation which
also guided them to cater operational duties more efficiently. Employee also gets better growth
opportunities not just at the internal level but also externally as well.
TASK B
Evaluation of recruitment process
Recruitment process conducts by HRM in MRC college involve various activities such as
issuing job specification, job description, conducting test, group discussion and personal
interview round.

Job Specification: Issuing job specification is the primary stage of recruitment and selection
process run by HRM In college. This practice effectively enable the HRM to approach such
professionals and graduates that seek some specific skills and knowledge. HRM convey all
skills, knowledge and academics require for the specific job position in the organisation.
Job Description: Job description is about to post a job offer few days before the interviews are
actually conducted. HRM give precise information in respect to offered job to all the potential
candidates.
Test: This is a first step involved in the interview on the day of recruitment and selection. To
assess the knowledge of candidates based on the operational requirements of the designation test
is conducted by HRM. This is an effective strategical tool to evaluate the knowledge and
experience of graduates participated in the interview.
Group Discussion: Group discussion is also a crucial process involve in the recruitment and
selection process conducts by HRM (Li and et.al., 2019). This practice enables the HRM to
assess the knowledge and personality of the candidate. All the candidates needs to convey the
thoughts over a given topic under group discussion round.
Personal Interview Sessions: This is a final stage involve in the entire recruitment and selection
process. Based on the performances of all the candidates in the prior rounds few candidates get
shortlisted for the personal interview round. Interview panel implement this session to taste the
knowledge and skills of candidates as per the operational requirements.
All the above stages of recruitment and selection process enable the HRM to recruit the
most efficient graduates and professionals for different designations in the organisation.
Importance of Employee relation in influencing HRM decision-making
Employee relation is also a crucial aspect involve in HRM decision-making process.
Impacts can be defined in the following manner.
Flexible Organisation: Employee relationship with HRM create a huge impact over decision-
making in respect to create a flexible organization structure. Healthy employee relationship
guides the HRM about all the associated requirements in order to bring flexibility in the work
culture or organizational hierarchy of the college.
Flexible Working Practice: Healthy relations between HRM and employee's of organization
enable the human resource management to implement flexible working practices in operational
structure of the MRC. This involves full time, part-time and other associated work culture in the

organisational structure. Other practices like work from home also get introduced as a result of
good relationship between HRM and employee's of the organization.
Employer of Choice: This is also an important aspect of good relationship between employee's
and HRM department. Good relation enable HRM to convey all the needs and requirements
associated with the employee's to senior authorities. This process improves the work culture of
the organization and make it more employee oriented rather than employer oriented work place.
Flexible organisation: Flexible organisation emphasis on containing flexibilities in the working
practice follows in the organisation. Management of Mont Rose follow the approach of flexible
working practices which involve taking suitable development in the working approaches all the
time to improve the productivity of the operational function operated by employees. Flexibility
also causes to organisation achieving better employee satisfaction.
Employment Legislation involve in HRM decision-making
Employment legislations also get involve in HRM decision-making process. Involvement
of employment legislations in the following manner.
Employment right act 1996: Employee right act is a crucial act part with employment
legislation in UK. This act ensure that employee’s of organisation possess its own rights
associated with the employment. Employee’s in organisation carry the right of having an
effective treatment at the work place irrespective to any misbehave.
Working time regulations 1998: This is also a crucial legislation associated with teh corporate
organisation in UK. This act ensures that all employees must not work more than 8 hours a day
in UK. Working time must also carry the break as well such a lunch break in the middle.
Family and medical leave provision: This is also a crucial legislative guideline organisation
needs to follow. All employees in organisation must possess a right to have a leaves. Medical
leave can be prevailing any time in case of medical emergency of employee as well as its family
members.
Disability and medical privacy protection: This is also an important legislation applicable on
organisations. All the disable people in organisation must have the right to take leave in case of
medical emergency. Medical emergency can be associated with employees any time. Disable
people must be more aware about the health care and this act ensure proper medication of the
disable employee’s in MRC organisation.

Health and safety act 1974: Health and safety act is also an important legislation applicable on
the MRC College. This act ensures that all employees must have the medical insurance
supported by organisation. This is an important act ensure the medical facilities to all employee’s
in case of any casualty.
Data protection, 1988: In order to protect the personal data and information related to
employees of organisation government has implemented this act. As per the guidelines of this act
corporate houses must ensure the complete data protection related to the personal information of
all employee’s in organisation. In case of any breach in this law suitable legal actions will be
taken on the organisation.
HRM needs to cope up with the guidelines given in all the above mentioned acts.
8: Employee Relations
HRM is very helpful in build effective relationship between employee and employer. It
knows employee's positive relations are necessary for growing college's profit. It organizes
various events and functions where it invites all employees and employer. Through these events,
employer and employees able to interact with each other. Employees feel valued by this step of
HRM, and then they try to put more efforts in the workplace. That's why employee's positive
relations plays big role in success of college (Marler and Parry, 2016). If employees' relations are
not good with employer, then college will not achieve its target or objectives in decided time
period. HRM mostly use reward method to improve employee relations, because rewards
motivate employees in the workplace. These are some reason which shows major importance of
HRM practices.
On the other side, applications HRM practices are really influencing decision-making at
MRC. Suppose, HRM want implement new HR software programmes in their workplace to
complete their all tasks in fast manner. In this case, HR manager contact to top-level
management to pass needed fund for implementing these programmes. Then this step of HRM
influence to college's management to take such decisions for fulfilling HRM's demand. This is
also responsible to train and develop employees' skills in workplace. Suppose HR manager want
to provide specific training sessions to employees (Lussier and Hendon, 2017). In this situation,
it'll contact to top-level management of college to invite some highly qualified trainer who train
these employees. This step of human resource management also influence top-level manager to
take some decisions for inviting trainer in the workplace.

CONCLUSION
It can be concluded that there are HRM has various functions which contribute great
input in all over growth of Mont Rose college. With the support of these functions, college able
to gain a skilled and talented workforce. This management is productive in manage employee's
performance. It works for improving current performance of employees which is too good. Some
major strengths and weaknesses of HRM approaches also has discussed above. Its practices are
very beneficial to both employer and employee. Without these practices' college can't raise its
productivity and profit, so HR manager always need to improve these practices. Employee's
good relations are too necessary for the college. Reason is, if any organization has poor
relationship between employer and employee, this organization can't achieve success on time.
HRM should consider employment legislation in their practices, because legislation promotes an
ethical environment in workplace.

REFERENCES
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performance in Italian manufacturing firms. European Management Journal. 37(3).
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Online:
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