Human Resource Management: Functions, Strengths & Weaknesses, Learning & Development Opportunities

This document discusses the functions of HRM within LV, their relation to workforce planning, and evaluates the strengths & weaknesses of LV's recruitment and selection process. It also explores learning & development opportunities for staff from both the organization and staff perspective.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1...................................................................................................................................1
A) Explains the HRM and defines the functions of HRM within LV.........................................1
B) Assessing how such functions related to workforce planning and resourcing within LV and
therefore is importance to the organizations as a whole..............................................................2
C) Critically evaluates the strengths & weaknesses of LV..........................................................3
ACTIVITY 2...................................................................................................................................4
A) Person Specifications..............................................................................................................4
B) Review CV for the three different task role............................................................................5
C) Provide at least six competency-based questions for the interview selection for the personal
assistant vacancy..........................................................................................................................5
ACTIVITY 3...................................................................................................................................6
A) Learning and development opportunities for staff from the both organization and staff
perspective...................................................................................................................................6
B) Rewards and benefits provided by LV to its staff for both organization and staff
perspective...................................................................................................................................7
ACTIVITY 4...................................................................................................................................8
A. Employee relation and its significance..................................................................................8
B. Role of leadership and its effect on maintaining effective employee relationship.................9
C. Elements of UK employment legislation and their impact on organisational decision
making.......................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource management is a collective term for all the formal systems created to
help in managing employees and other stakeholders within the company. The human resource
management is the complex task for the managers to be perform in systematic manner. HRM is
the significant function of the organization which creates value for the firm. The HR department
thrives specific principles and roles and maintained the long-lasting relation. Present report will
be based on Human Resource Management in the context of LV which is an UK largest friendly
society owned by its members. Therefore, Study will further explain and define HRM and
functions of HRM within the LV. Assess how these functions relate to workforce planning and
resourcing within LV. Besides, study will also be taken the work outcomes and make the study
more influencing and challenging. Further In this task will describes the strength and weaknesses
of LV recruitment and selection process. Also, study will further explain about the learning
development opportunities. Critically evaluate the new opportunities and task to gain the
business objectives and goals. Study also outline the employee relations and decision-making
process.
ACTIVITY 1
A) Explains the HRM and defines the functions of HRM within LV.
platform solution to help organization manage day to day HR activities effectively. It is
built with a motive to operate, drive track and analyze different activities and manage the HR
business (Mishra, Lama and Pal, 2016). There are several operational functions that combines
and form a general human resource management platform like Functionals on managerial level
as well as operational level.
Operational Functions include processes like hiring or recruiting where job is designed
and distributed, Employee Appraisals are formed, Salary is structured and Employee Data
maintained and training is conducted. Where on to the Managerial processes, the planning of an
organization to carry its HR functions is designed that includes employee activities, controlling,
leave management, organizational goals, etc. Tasks related to employee welfare are conducted
that directly helps the human resources department of an organizations about how satisfied the
employees are and what can be done to make it better (Cascio, 2015). Training sessions are
conducted for the short-felt points over a quarter period of time and checks for the activities that
can keep an organizational environment healthy and living.
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HRM techniques are required to evaluate skills of an employee and to measure the
performance of the company and that act as a segment to develop good employee culture.
Mentoring and Counselling of the employee for the right work culture the HRM is designed in a
wat to perform and calculate the task such as Payment analysis, Working hours, Maternity and
Paternity leaves, Compensations in case of and mis happenings as well as for POSH cases on the
workplace (Srivastava and Dhar, 2016).
As to perform a job in a company where there a lot of employee and the work needs to be
identified among all, HRM is a great reward management system which tracks the spotlight
activities of each employee and make the feel rewarded. This also makes the transparency among
the organization and result into work-life balance for each employee with a proper utilization of
skills for workers and make the most efficient of them all.
Safety and health come first for every organization and a well-designed HRM also
ensures that there are proper safety measures for employees. Risk identification and health-
checks are to be determined over a certain amount of time to minimize the risks factors (Ekuma
and Akobo, 2015). Parity with the government organizations and unions on every possible
measure is carries and performed in an organisation with HRM.
HRM system also helps in year forecast for business operations that requires staff
inquires and performance metrics. It calculated all requirements and attains the costs for next
year cycle. Development of plans for hr goals are carries on the correct path and time to help the
company economy grow with labor regulations and project budgets and organization goals.
B) Assessing how such functions related to workforce planning and resourcing within LV and
therefore is importance to the organizations as a whole.
HRM functions are the essential elements of the organization which clearly defines the
importance of workforce planning. HRM mainly focuses on the workforce planning which also
enable to create value for the organization. There are different functions of HRM which
contributes towards the LV workforce planning in indirect or direct manner. Apart from this
business function it also analyses how business can be provide diverse workforce environment to
their potential employees (Arulrajah, Opatha and Nawaratne, 2015). Here below it provides
functions related to workforce planning resourcing in effective workforce planning tool.
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 HRM planning focuses on the workforce planning and develop plans for employee
motivation.
Recruitment & Selection process of LV create a productive team force. Reason LV want
employees who are highly creative and energetic in their own field of results to motivate people
into more energetic manner (Huemann, 2016). Also they help to create systematic results to
maintained the excellent workforce team.
 Performance Management of LV also initiate employees towards development. As LV
engage their employees through different activities like they provide pension plans for
their retired employees, support employees for their well being etc. all such efforts of
HRM enable to maintained the employee motivation and maintained the excellent
workforce planning. Also HRM function of LV conduct 360 feedback and review
individual performance in every six month to evaluate the performance management.
 HRM also ensure about the employee remuneration in order to conduct the business goals
and opportunities to create the long-lasting results and goals. All employee remuneration
the committee also takes an active role towards the workforce planning goals.
C) Critically evaluates the strengths & weaknesses of LV.
Advantage of recruitment and selection process
Accuracy Screenings
In today times companies start taking candidates from online portals as LV also do to
select the potential candidates. LV found their match from online applications which is helpful to
maintained the accuracy where the online software can easily find the equivalent profile of the
candidates.
Reduced Turnover and High Morale
LV= provides several core benefits to employees which helpful to gain employee trust.
Such core benefits are annual bonus, Car allowance, Life Assurance, shared parental leave etc.
all such benefits enable to reduce the employee turnover and increase high employee morale.
Proactive Strategic Alignment
Strategic human resources is a proactive approach to talent management when compared
to traditional reactive or transactional HR systems (Al-Hawary and Shdefat, 2016). This is the
another advantage that company could adopt in making the work systematic and gain the
employee development.
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Disadvantage of recruitment and selection process
Lack of trust
Due to acquiring online candidates LV= also found negative feedbacks from such
methods. Along with that, this is the disadvantage for the company to build up trust.
Sometimes may lack of good communication
Third party recruiting might have create the hurdles and inefficiency in the interview
process.
ACTIVITY 2
A) Person Specifications.
Job Role : Personal Assistant
Essential (They Must Have) Desirable (Would be Good if
they have)
Skills (What they can do)  Must be handle
complex situations.
 Must be contributing
towards handling the
internal and external
contacts by receiving
phone calls.
 Having good
networking skills.
 Knowledge of
amendments.
 Interpersonal skills.
Knowledge (What they
know)
 Should knowledge of
policies and
amendments.
 Decision making
practices.
 Knowledge of relevant
field.
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Experience (What have they
done)
 1-2 years of experience
in relevant field.
Attitude- Way of thinking
and acting
 Positive attitude
 Good communication
skills.
B) Review CV for the three different task role.
From the above 3 applications I prefer to take candidate number which which having the
same skills required for the current position (Personal assistant). His name is Jack Parkway. Why
this candidate is best for this profile because it has remarkable experience of operation that is
excellent for the person who take over the position of PA. Second reason is Jack also have a skill
of prioritised their work which is also very much required in PA (Beauchamp and et.al., 2015). It
has been analysed from my research that he is the equivalent person for this job who has abilities
and skills to prove itself is a great personal assistant in LV=. There are many other reasons also
to clear that Jack is the best option for the company which is Quick learner, Proficiency in being
productive in a fast-paced working environment. Besides, I also reviewed also helps to make the
better understanding and long-lasting work opportunities. Besides, that Jack also well and good
work at the time more influencing and also make the things new working opportunities.
Distinguish ability to follow oraland written instructions. Besides, that it also helps to create the
new working opportunities. Excellent communications skills. Excellent communication is the
another most influencing and new working styles (Patterson and et.al., 2016). Also, he is more
capable to gain the all such things to make the task more understandable. Jack also having
competitive working experience which clearly motivating the work opportunity and gain in
different opportunity manner. Jack having the wonderful experience this is why he is more
capable to bring new working goals. He also welcomed the client in the office and handled so
many things creative which is useful for them to better understand and create challenging task to
perform the duty of personal assistant.
C) Provide at least six competency-based questions for the interview selection for the personal
assistant vacancy.
Interview Questions
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Q1. Tell me about yourself?
Q2. Tell me about your two most wonderful experience in your life?
Q3. What is your strength and weaknesses?
Q4. Why should we hire you?
Q5. Give me two reasons why you are fit for this role?
Q6. How you manage critical situation?
Justification
As according to me above all questions can help me in the interview to know about the
candidate and also helpful these question for me to check the confidence level of the other person
as well. These are the basic interview questions which enable to check the individual perceptions
and behaviour of the candidate. Along with that it majority helpful for me to analyse the
experience he/she had during their whole life. So, I think such kinds of questions will help me to
analyse just make sure how much it is useful to settle the things in a proper manner.
ACTIVITY 3
A) Learning and development opportunities for staff from the both organization and staff
perspective.
Learning and development is the potential task for the organization which creates value
for the organizations which also makes clear and emerging business target for the firms. Besides.
This business opportunity also creates good environment for the business as well as staff
members. It has been analysed that how business and potential task can be helpful to create
business growth. It is effectively motivating the business goals make the system more
influencing and goal making process.
From Organization Perspective
Positive Employee Retention: Learning & Development task is helpful to retained potential
employees within the LV= which is very competitive for the organization perspective. Offering
new training and development opportunity is the better task to perform a systematic data and
gain the employee trust (Costanza and Finkelstein, 2015).
Training future leaders: For LV= learning and development task is essential and important to
creating more leaders and managers for the performance. Forbes measured empowerment and
found that employees who felt a low level of employment were rated with engagement in the low
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ranking of the 24 percentiles to compared to those who felt a high level of empowerment and
were in the 79th percentile.
Increase workplace engagement: Boredom in the workplace which creates more enlarging and
systematic goals. In terms of developing business growth as well as company also creating
workplace environment to create productive performance of employee in the context of the
business results. In other ways, Training & Development is the best way for both organization
and staff perspective.
From Staff Perspective
Improved staff performance: Learning Development is the essential task for employee’s
motivation which also helps to make their performance more grateful. Employee receives
productive training and opportunity to learn something new in different manner (O’Connor and
et.al., 2016). It will also provide different understanding to understand the different task within
the organization.
Improved employee satisfaction and morale: Investment in learning and development
programs makes employee involvement. Addressing weaknesses most employees will have some
weaknesses in their workplace skills. A training program allows to strengthen those skills that
each employee need to improve.
Addressing Weaknesses: Most Employees will have some weaknesses in their workplace skills.
A training program allows strengthen those skills that each employee need to improve. A
development program brings all employees to a higher level.
B) Rewards and benefits provided by LV to its staff for both organization and staff perspective.
The rewards and benefits provided by LV= to its staff, from both an organisation and
staff
perspective
LV has taken several steps to benefit its employee and achieve them the best of the
outcomes. LV always tries to deliver the services that employees can respect and proud on.
The policies ensure that the background and skill set of the employees are goof to bound under
recruitment process.
With a drive of customer and employee engagement the success criteria is also increased
with a variant of customer healthy experiences. Each year a net prompter score survey is sent
across the company to encounter the means of feedbacks that are share among employee on
different counter parts such as salary, observations and process to core key members to get
engaged more. LV has different programs to reward and recognize employee with an entity to
share across organisation and get benefit to next promotion cycle. Also, they understand the
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needs of employees and impact that can be created by giving them the suitable environment and
lifestyle. Income Benefits and Core allowances are the core profits to work under the shelter with
LV. Personal health and accidental insurances schemes that are designed for the full cover of all
employees are totally 360 covered. LV= also perform different activities through which they
make their employees happy and safe. Also, they perform certain things. Employees of LV= feel
very happy in having competitive environment around them (O’Connor and et.al., 2016). In
terms of reward recognition LV= also create platform for employee where they get engaged with
several activities and get to know more inner capabilities and their own strengths. Each year LV=
invites people to complete a confidential survey to provide feedback via engage employee
survey. In 2018 employee engagement was 74 percent sits significantly below the targeted HPO
norm of 89%.
In terms of reward and in return LV= enable to provides range of benefits to their
employees. Such as additional benefits they provide special services to their potential employees
such as personal accidents insurance cover a serious accident that leaves with a permanent
injury. Such situations make the all things more different and leading the business goals. Health
benefits also provided by the company to their potential clients in terms of perfuming in better
manner. Such activities and advanced benefits create employee work morale which is very
significant for the organization development. also it requires for employees to better understand
the needs and wants of their employees to maintained their productive performance.
ACTIVITY 4
A. Employee relation and its significance
According to Noe and et.al., (2015) employee relation is defined as the organisational
approach to manage and build good professional relationships between employees and employer.
On the other hand Stone and Deadrick, (2015) described employee relation as the process to
develop an effective organisational culture by means of increasing employee engagement and
participation. It is very important for the organisation to build effective relations with the
employees so that they demonstrate the fair and loyal attitude towards organisation. It assists
organisation in retaining loyal and talented human force which can achieve complex goals as
well. In the process of developing good relations with the employees organisation also emphasis
on creative a positive and fair work culture in which each individual is given fair chance and
opportunity to grow.
In addition to the long-term employee retention organisation also gets benefits in terms of
improved productivity, effective and innovative work culture and reduced cost of recruitment
and training. On the other hand, if organisations do not focus on maintaining good relations with
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their employees then their productivity may get affected and they may not cross the borders to
achieve high degree of benefits or productivity. LV= employs various strategies such as flexible
work environment, suitable rewards, equal opportunities and treatment to all of its employees so
that employees can understand the goals and requirements of organisation and can deliver
required tasks. For improving relations with the employees LV= also ensure to regularly take
feedbacks and suggestions from its employees so that they consider themselves as important part
of the organisation. It also results in innovative ideas and increased productivity of the
organisation. In other ways employee is very useful for the organization who better understand
the needs and wants of the customers and better develop the strategies accordingly. Besides, LV=
very valued for their employees and provides several business task and useful things for them
along with this it is more useful and challenging business goals which creates very useful
channel and makes the better effectivity goals. Employees also helps to make environment more
effectively work according to the best possible manner. Along with this it also helps to deliver
new working modes. Also, employees contribute their work talent and their abilities into the
business models to come up with the positive things it creates new opportunity and task which
makes the things more reliable and generate new income. All such reason employee influence
business deals with more clarity and development task. All employees and business deals will
bitterly work in systematic manner to make better understand the new opportunities. Employee
relation is the most influencing and important task for the organization which helpful in different
ways such as to reduce in employee turnover. Happy employees also has always contribute their
best styles developing task.
B. Role of leadership and its effect on maintaining effective employee relationship
As per the view of Noe and et.al., (2017) leadership is defined as the art of way of
motivating and encouraging individuals and group of people to follow specific behaviour or
actions for achieving particular goal. However, there are vast range of definitions which describe
leadership in different organisational context. In the same context Cascio, (2015) defined
leadership as the process of influencing the actions of others so that their efforts and productivity
can be optimised. The leaders of LV= are well aware with the importance of employee
relationship thus they try to improve these bonds so that organisational goals can be achieved
and employees can also undergo into professional development. LV= leaders always ensure that
they do not follow any bias behaviour. Thus they always provide equal opportunity to employees
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so that they can share their opinion and feedbacks. The interactive nature of the leaders help
upper management of the organisation to develop clear understanding of the team members.
On many occasions leaders also identify the weakness of employees and convey them in
casual manner so that employees can focus on improvement without getting demotivated
(Tracey, 2016). On the other hand in the organisations where leaders follow autocratic practices
and does not give priorities to the preference of employees, employee relations may not result in
productivity. The employee relations are also influenced by the interpersonal relationships
among employees. It can affect the perspective of individual towards organisation. Development
of such negative perspective can result in decreased productivity. In such situation’s leaders can
identify the conflicts and can help employees to overcome such differences and to work as team.
Thus it can be concluded that it depends largely on the leaders and leadership style that how
employees relation can be improved or changed. Leaders within the business environment
provoke employees in positive manner to work more positively. Leaders within the organization
plays a most essential role for the organization which makes all things happen. Leaders helps in
motivation, leaders help in retention of potential employees, leaders help to sustain business
more systematic and influencing. So basically, leaders play most important role in LV=.
Team leader should always need to perform the systematic work performance which accordingly
work in more leading way to get accomplish the work objectives. Leadership styles and theories
also motivate employees towards the task good performance also it makes things more happily
performed and more innovative business styles. Individuals should have the liberty to walk up
their immediate leader to should try in more effective and influencing goals. Also, it tries more to
perform systematic performance to deal with the complex situations. leadership between among
members can more useful and effective for the people who deal with effectively with the other
person to motivate them into more effective manner. It is the prime responsibility of the leader to
hold the systematic performance of the employees and also, they responsible to maintained the
systematic performance objectives. Any employee should not feel neglected or left out
somewhere under the prevalence of a leader. In order to feel and make employees relax and
stress-free. Leaders of the LV= organize informal meetings and day out with employees to make
them feel happy and satisfied. Such activities remove negative environment from the business
environment.
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C. Elements of UK employment legislation and their impact on organisational decision making
The various organisational decisions such as recruitment, training and selection are
influenced by the employment legislation. LV= is also liable to follow these legislations so that it
can full fill all the necessary requirements for the effective functionality. For example, National
minimum wage act 1998 describe the conditions and amount of minimum wages which must be
provided to employees (Masri and Jaaron, 2017). Thus, during recruitment process organisation
ensure that it provides all necessary financial advantages and wages to its employees. The
organisation aims to develop a work culture and policies which optimise the benefits. However,
it is the responsibility of LV= to ensure that it provides a safe working condition
and environment to its employees. The health and safety at work place
provides all necessary guidelines that which facilities and services
organisation must provide to its employees so that their safety can be
ensured. The policies such as sex discrimination act 1976 and disability
discrimination act 1995 are also considered by organisation in its practices.
By consideration of these policies LV= has strict policies that during
recruitment process it does not follow any discriminatory practices on the
basis of gender or disability. Organisation also ensure that its working
environment also have special facilities so that disabled people does not
face any kind of discomfort and they can also work comfortably like all other
employees (Mondy and Martocchio, 2016). These policies also help organisation to
create an organisational culture which emphasis on work productivity
instead of discrimination or the biasing. All such legal requirements affect
the relationship between employer and employee in certain ways to better
develop the task in different manner. Labour laws, employee work place
healthy safety laws and other contract law somehow affect the decision
making process of the companies in different manner in order to work in
systematic manner.
CONCLUSION
From the above report it can be concluded that human resource management is one of the
vital elements influencing the success of organisation. Thus, it is required that HRM policies of
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organisation must meet all legislative and operational needs of organisation. It has been also
analysed from the above discussion that effective HRM policies can influence the work
efficiency and retention of the employees. Thus, HR department must regularly review the HR
policies and employee relationships. It has been evaluated from the study that if organisation
emphasis on improving leadership strategies and motivational framework then they can make
better decisions resulting in improved performance. The report has also discussed the application
of various HRM practices to work related context. Thus, it is recommended that various HR
functions such as recruitment, selection, training and other organisational policies must be as per
the employment legislations and long-term organisational goals.
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REFERENCES
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management practices: A review. Sri Lankan Journal of Human Resource
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Huemann, M., 2016. Human resource management in the project-oriented organization: towards
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Mondy, R. and Martocchio, J.J., 2016. Human resource management. Pearson.
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Noe, R.A. and et.al., 2015. Human resources management. Instructor, 2015.
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