HRM and Business Operations: Changes and Challenges

This assignment discusses the impact of changes in market trends, laws, and political parties on business operations. It highlights the need for HRM to adapt and select candidates from internal and external sources. The assignment also emphasizes the significance of training methods and policies in making employees part of the organization for a longer period.

Introduction to Human
Resource Management
& Learning
and Talent Development

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
a) Role of HR practices in supporting different forms of capital and how these have
contributed to the success of Mother......................................................................................1
b) Evaluation of HR practices executed at Mother London with theoretical perspectives of
SHRM and link between the business strategy & HR strategy.............................................3
c) Illustrate with examples key legislation and areas for consideration in recruitment and
selection that might affect Mother London............................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6
.........................................................................................................................................................6

EXECUTIVE SUMMARY
Human resource are the perform business operations to achieve targets. It is essential to
make strategies which are signifiant for employees and they are able to coop – up with changes.
In this report there is discussion about HR policies which are effective for achieving targets and
best for growth of Mother London. There are avripuis forms of selecting individuals so manager
has to select best approach which are effective for achieving targets. As per change in objectives
of Mother London, it must be conveyed to workers. There are some laws related to workers
which helps to perform business operations in effective way. As per change in these laws
managers has to alter business operations.

INTRODUCTION
Human resource is one of the essential component for performing business operations.
Human resource departments works to make policies which are related to workers and their
upliftment. It is essential to make change in HR in policies so business targets can be achieved in
better and effective way. There is requirement of workforce to perform business operations in
effective and efficient manner (Armstrong and Taylor, 2014). As per change in working style,
there is requirement of training programme for employee which helps to make strategies in
accordance to current market trends. In this report there is discussion about Mother London
which is a advertising agency. In this report there is discussion about HR policies framed by
Mother London, legal legislations associated with workers.
TASK
a) Role of HR practices in supporting different forms of capital and how these have contributed
to the success of Mother
Mother London provides services as advertising agencies. As there is change in demand
of consumers, so accordingly services has to be provided. So there is requirement of various
changes which are effective and significant for satisfaction of customer. Mother London make
policies to select candidates from external sources, so this is time and cost consuming process.
HR policies plays vital role in performing business operations in effective and efficient manner.
It is essential to select candidates which proves to be asset for Mother London. In Mother
London HR policies plays vital role, they are discussed as under-
Staff training and development- These days there is requirement of training program for
employees. As in Mother London there are many employees serving various parts of association,
so it is essential to make workers are of changes in business operations. Mother London has to
make business plans which are effective and signifiant for growth and development of
association. Mother London has around 20 companies to avail services, so it is essential to make
policies according to customer's demand. To make long run in market, there is requirement of
provide best services which are effective for organisational growth (Bratton and Gold, 2017).
Manager of Mother London use majorly external sources such as employment associations,
online sources, etc. New changes in learning style can be done with the help of learning and
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training programme. Sometime workers are not ready to work in changed environment, in such
case training and development of workers is done.
Negative impact- There is requirement of numerous workers in Mother London, so
training method is costly and time consuming. This affects performance of Mother London. As
changes are effective for growth of association but employees may ready to switch frequently to
other brands.
Primary education before work- in business, there is requirement of induction to make
workers aware of culture of Mother London. Primary briefing about work, organisation, culture
of Mother London is done by workers of HR manager (Briscoe, Tarique and Schuler, 2012). This
helps to make new candidate aware about business operations. Employees firstly contact to HR
manager to make policies through which managers of Mother London is able to introduce new
employees with others.
Negative impact- This as negative impact that workers may not ready to work by getting
introduction of workplace. This sometimes affects image of Mother London. As there is much
competition in advertisement industry, so this makes reveal of business policies.
Evaluation of performance- There are various approaches which has to be used by
workers in performing business operations. It is essential to make changes which re effective for
amking scustome satisfied. When managers are thinking to select candidate then HR manager
has to analyse various sources which are effective for organisation. This evaluation can be of
internal or external sources. As there are various steps after which candidate becomes part of
Mother London, so it is responsibility of HR manager to sort candidates at each step.
Negative impact- Evaluation of various options is time consuming process. There is
difference in mindset of workers, so it is essential to make policies which are negatively affect
organisational growth.
Planning for selection- Planning is one of the essential component related to selecting
candidates. As there is requirement of workers, so HR manager has to select approach which is
are effective for growth of Mother London (Raghu and et. al., 2015). Advertisement can be
delivered to customer with use of proper approach, this means manager has to make changes in
selecting approaches and take actions according to external environment. There is requirement of
various resources which helps to perform advertisement consultancy in effective way, so HR
manager has to plan motibvatinal techniques which are effective for growth.
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Negative impact- As there is difference in thoughts of worker so there are possibilities of
personal conflicts. Planning is time and cost consuming process. While planning there is use of
various approach which affects business growth and sometimes this is hurdle for smooth running
of business.
b) Evaluation of HR practices executed at Mother London with theoretical perspectives of
SHRM and link between the business strategy & HR strategy
Strategic human resource management is identified as a practice of attracting, rewarding,
developing and retaining workforce with the benefit of organisation as whole and employees as
individuals (Berruti and et. al., 2012). As a result, goals of HR department support and reflect
rest of the firm's goals. In this perspective, some HR practices that are implemented at Mother
London along with the link between human resource strategy and business strategy are defined
below:
Staff training and development: Training and development of staff is an essential aspect
that is considered by management of Mother London. In order to administer appropriate training
to staff, it is very essential for manager to analyse skill needs of manpower and design a
learning session accordingly that assists in fulfilling skills and developmental needs of their
workforce. Proper development of manpower enhance their ability which enables them to
perform in more better manner (McClean and Collins, 2011). It will assists Mother London in
improving performance of staff members as well as firm. This human resource strategy is linked
with business strategy as it assists in accomplishing goals and objectives of company.
Primary education before work: Providing prior education to employees before
assigning work is proves to be beneficial for company in terms of increasing its productivity as
well as performance. Briefing of work provides direction to manpower about how to work so that
it will complete on time and attain business objectives. Mother London formulate business
strategies in order to attain objectives of firm. These strategies are highly interlinked with human
resource strategies as it helps helps in fulfilling business objectives.
Evaluation of performance: Performance evaluation is a vital aspect for business
organisation as it assists in improving motivation level of workforce and also allows them to
engage more in activities of business. It is also one of the aspect that are related to objectives of
Mother London (Guest and Conway, 2011). Business strategies are formulated in order to
improve performance of business and on the other hand, human resource strategies helps in this
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by implementing such practices that are highly essential for enhancing its performance.
Evaluation of performance of manpower as well as organisation helps manager of Mother
London in attaining objectives of company. Manager should formulate plans and policies in
order to regularly check performance of employees this will help them employees as they will be
motivated thus they will performing their work according to the set business standards (Briscoe,
Tarique and Schuler, 2012).
Planning for selection: In order to select skilled and knowledgable candidates, it is
highly essential for human resource manager of Mother London to do proper planning. It assists
in effective working as the employees are familiar with the type of work they had to perform this
is an important factor in order to enhance overall working thus enhancing growth and
development of business.
c) Illustrate with examples key legislation and areas for consideration in recruitment and
selection that might affect Mother London
There are many laws related to workers of association. These acts helps workers in
safeguarding interest and take actions according to legal laws (Farge and et. al., 2013). As there
is change in legal norms, then there is requirement of change in business policies. At work place
t is essential to make changes which are effective and significant for growth. Managers of
Mother London is dealing with many clarification in business operation. It is essential to make
strategies which are significant for growth and development of Mother London. In case manager
are not able to coop- up with external factors, so there will government interference.
Advertisements ust be delivered to targeted customers proper, so managers of Mother London
has to motivate workforce to gives best. So it is essential to give authentic services otherwise
there will negative impact on organisation's image. Some acts followed by HR manager of
Mother London are as under-
Equality act 2010- This act was enacted on 1st October 2010 to avoid discrimination in
organisation. In this act there is equal pay act, 1970, sex discrimination act 1975, race relation act
1976, etc. are included. This is effective for making achnges in working style. There are
possibilities that there is differentiation among workers in Mother London on the basis of caste,
colour, sex, etc.
For e.g. In Mother London when managers is hiring men and women, then they must
consider both equal and pay scale must be equal. Managers of Mother London must not
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discriminate on the basis of caste, colour, religion, etc. otherwise employees may suit petition
under this (Guest, 2011).
Immigration Reform and Control Act (IRCA)- As per this act there is use of techniques
which is effective and significant for organisation free from illegal persons. Mother London has
around 20 companies as their client, so they must frame policies according to market trends. This
act prevents manager of Mother London from selecting personnel having illegal cases, person
must be covered under employment ability. As per this act employees are not understood by
there language, religion.
For e.g. As per this act, managers of Mother London must ask person about legal norms
before hiring. Managers of Mother London must also able to speak English and other religion
language. There must not be any questions related to caste, religion, etc.
Above mentioned act are essential to be followed by mangers of Mother London. This
provides authenticity to assoc8iation and employees feel confident while working (Boon and et.
al. 2011). As there are around 700 employees in Mother London, so it is essential to make
policies according to market tends. Due to lack of up- to date working according to these acts,
then there will some impact on business organisations. Managers of Mother London must clear
these laws to workers so there will not any confusion and employees feels safe and confident at
work place.
CONCLUSION
From the above discussion it is clear that association to make changes in selection and
recruitment process to get positive results. There is requirement of some alteration in training
methods through which workers can learn to be part of organisation for loner period. As there are
many changes which are taking place in market, so this affects business operations. To overcome
such changes it is essential to select candidate from internal and well as external sources. There
are some laws which affects business operations in adverse way. As per change in political party,
managers has to alter business policies so they can compete with external factors of organisation.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Raghu, G., and et. al., 2015. An official ATS/ERS/JRS/ALAT clinical practice guideline:
treatment of idiopathic pulmonary fibrosis. An update of the 2011 clinical practice
guideline. American journal of respiratory and critical care medicine. 192(2). pp.e3-
e19.
Farge, D., and et. al., 2013. International clinical practice guidelines for the treatment and
prophylaxis of venous thromboembolism in patients with cancer. Journal of Thrombosis
and Haemostasis. 11(1). pp.56-70.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Boon, C., and et. al 2011. The relationship between perceptions of HR practices and employee
outcomes: examining the role of person–organisation and person–job fit. The
International Journal of Human Resource Management. 22(01). pp.138-162.
Berruti, A., and et. al., 2012. Adrenal cancer: ESMO Clinical Practice Guidelines for diagnosis,
treatment and follow-up. Annals of oncology. 23(suppl_7), pp.vii131-vii138.
McClean, E. and Collins, C.J., 2011. High‐commitment HR practices, employee effort, and firm
performance: Investigating the effects of HR practices across employee groups within
professional services firms. Human Resource Management. 50(3). pp.341-363.
Guest, D. and Conway, N., 2011. The impact of HR practices, HR effectiveness and a ‘strong
HR system’on organisational outcomes: a stakeholder perspective. The international
journal of human resource management. 22(8). pp.1686-1702.
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