Functions of HRM in Workforce Planning and Recruitment Methods

This document discusses the purpose and functions of HRM in workforce planning, including recruitment and selection. It also explores the strengths and weaknesses of different recruitment approaches. Additionally, it covers the benefits and effectiveness of various HRM practices.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1 Purpose and the functions of HRM that are mainly applicable to workforce planning and
resourcing.....................................................................................................................................1
P 2 Strengths and weaknesses of different approaches to recruitment and selection..................2
M 1 Functions of HRM can fulfil business objective..................................................................4
M 2 Strengths and weaknesses of different approaches to recruitment and selection.................4
LO 2.................................................................................................................................................5
P 3 Benefits of different HRM practices......................................................................................5
P 4 Effectiveness of different HRM practices.............................................................................6
M 3 Different methods used in HRM practices...........................................................................7
LO 3.................................................................................................................................................7
P 5 Importance of employee relations in respect to influencing HRM decision making............7
P 6 Key elements of UK employment legislation and influence on HR decision making .........8
M 4 Key aspects of employee relations and employee legislations.............................................9
LO 4.................................................................................................................................................9
a) Person specification.................................................................................................................9
b) Review of CV’s.....................................................................................................................10
c) Six interview question...........................................................................................................11
d) Rationale for answers............................................................................................................12
e) Short listing the applications from the CV............................................................................13
M 5 Rationale.............................................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
HRM is framework of how people are to be managed and handled within organisation. It
also enable in improving performance of employee’s in effective way to attain goals and
objectives. The HRM is responsible for managing and organising staff. They recruit employees
by identifying needs of organisation. Also, on basis of skill and capabilities staff is hired on right
place. It is essential to improve staff efficiency so that goals and objectives are achieved.
Moreover, they need to be retained to create a positive culture. HR do workforce planning and on
basis of organisation and develop plans and strategies.
The report will describe about function of HR and how it relates with workforce planning.
Also, it will be described about strength and weakness of recruitment methods. It will be
discussed on benefit of HRM practice in organisation and its effectiveness.
LO 1
P 1 Purpose and the functions of HRM in planning of workforce
HRM is process of recruiting, training, development activities, motivating them and many more.
One of the main purposes of HRM in LV is to utilize all kinds of organizational resources like
labour, machine, raw material, etc. in an appropriate and effective manner in order to achieve
organizational goals and objective, maintain relationship between both employee and employer
and overall employee development. It helps Liverpool Victoria to enhance their employee’s
efficiency and achieve desired organizational aim and objective. (Becker and Smidt, 2016)
There are several of functions of HRM that can help LV achieve their main goal, aim and
objectives. Some of the most common functions of HRM are as follows: Planning: It is vital function in which LV is planning which helps them to identify required
skills, knowledge that are required by the organization and do planning for it accordingly. It
helps LV to fulfil their needs and requirement in a proper and effective manner. this further
helps the organization to increase their overall performance in a much better and enhanced
manner. Recruitment and selection process: Another important function of HR management of LV is
selection and recruitment of skilled and efficient workforce. HRM of LV focuses on
conducting selection and recruitment process in such a manner that they can hire skilled
human resource and overall performance of their workforce can increase in an effective and
efficient manner. (Brierley and Gwilliam, 2017 )
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 Training and development: the HR is also responsible for providing T&D to staff. They
identify needs of staff and then accordingly provide them training. Furthermore, with help of
various training practices and methods training is given to staff. It varies on basis of type and
nature of job and person. Performance management: HR also manage and evaluate performance of staff. It is done to
identify whether goals are attained or not. In addition, on basis of that rewards and benefits
are provided to them. for this HR uses different techniques and methods of measuring
performance.
 Maintenance of employee relation: HR perform function of maintaining employee relation
with management. they maintain relation with both lower and top management. Alongside,
by solving conflicts within staff employee relation is maintained. Also, HR take feedback of
staff and support them in solving their personal problems. They also maintain culture of
organisation and strong work relation among them. (Hewett, Shantz, A. and Alfes, 2018)
 Rewards and benefits- this is also a function of HR in which they conduct performance
appraisal and accordingly provide rewards and benefits to employees. Besides that, they
decide types of rewards and benefits to be given to staff.
P 2 Pros and cons of various approaches to recruitment and selection
It is necessary to recruit employees at right place so that overall goals are achieved. HR
uses different approaches for this. The approach is used on basis of needs of recruitment.
However, it is important to identify right and appropriate recruitment approach so that proper
hiring is done. The approaches are defined as
Internal source- In this recruitment is done within the organisation only. Usually, it is followed
when only few candidates are required. Also, it takes less time and cost to hire people. In this
there are different methods as well which is as below
Transfer- It is a method that involve transfer of people in similar position from one place to
another. There is no change in roles and responsibility. LV can do transfer of staff to fulfil
various posts.
Pros-
It helps in quick filling of post within LV.
Here, the cost incurred will be lesss
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No training is required in it as LV staff already knows what they have to do (Mura, Ključnikov
and Androniceanu, 2017)
Cons
It restricts entry of new talent within LV. So, this will not bring any creativity within LV
operations.
It leads to dissatisfaction among staff. LV staff will be disappointed with it.
Promotion- This method involves shifting of people from lower position to higher position.
here, more roles and responsibilities are provided. It enables in quick placing of individual.
Pros
The cost incurred is less in it as well.
Easy selection of employee as manager knows very well. Thus it result in quick decision taking.
Cons
Decrease in employee morale and satisfaction of existing LV satff.
This also result in restricting entry of new talent and decreases creativity within operations.
External source- It is an approach where recruitment is done from external sources. Basically, it
takes consumes more time and cost as compared to internal source.
Advertisement – it is a direct method where ad is published to attract large number of
applicants. (Peccei and Van De Voorde, 2019)
Pros
New and fresh talent is hired by LV which result in finding out new ways of doing business
operations. Employees bring in new skills and creativity with them.
It brings in new ideas and innovation and goals are effective attained.
Cons
It incurs huge cost for publishing ads in newspaper and on other sources.
The selection of candidate takes a lot of time as it is lengthy and time consuming process of hire
candidates.
Professional sites- this is a method where LV can hire it from professional sites such as
LinkedIn, job site, etc.
Pros
it is easy to hire candidate as his or her entire profile is visible. The qualification, experience are
mentioned in it
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Cons
A lot of time is wasted on it and there are many fake id's available.
Employment exchange – Here, employees are recruited with help of consultancy firm. The
requirement is clearly described by company to firm. Also, job seekers and givers are in contact
of firm.
Pros
New talent is hire that leads to new ideas in LV.
There is no need to search for candidate as skills and qualification are already known by LV.
Cons
A fixed fee is to be paid to consultancy firm by LV.
M 1 Functions of HRM can fulfil business objective
As HRM perform various functions such as recruitment, training, motivating staff, etc.
these all contribute in achieving business objective. By recruiting highly qualified and skilled
staff operations are performed and objectives is attained. Moreover, the roles and responsibilities
are effectively performed. They are placed at right job role. besides that, by providing them
proper training it enhances their effectiveness and performance. So, this leads to increase in
productivity. Besides that, by developing staff skills and improving their efficiency staff is able
to maintain quality of products. the HR also motivate staff in order to put more efforts in
attaining business goals. It boosts their confidence and encourage to generate more outcome. In
this way, functions of HRM fulfil business objectives.
M 2 Strengths and weaknesses of different approaches to recruitment and selection
There are many approaches of recruiting and selecting candidate. An organisation hire
people on basis of their needs. So, they have to analyse and identify that which approach will be
suitable and how many recruitments can be done. Thus, strength and weakness is as follows:
Promotion- This method involves shifting of people from lower position to higher position.
here, more roles and responsibilities are provided. It enables in quick placing of individual.
Pros
The cost incurred is less
Easy selection of employee as manager knows very well. (Yong, Yusliza and Fawehinmi,
2019)
Cons
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Decrease in employee morale
This also result in restricting entry of new talent
Employment exchange – Here, employees are recruited with help of consultancy firm. The
requirement is clearly described by company to firm. Also, job seekers and givers are in contact
of firm.
Pros
New talent is hire that leads to new ideas
There is no need to search for candidate
Cons
A fixed fee is to be paid to consultancy firm
LO 2
P 3 Benefits of different HRM practices
Learning and development
This is essential HRM practice that aids in enhancing skill of person and making them
able to perform their job well. By getting training person can show their capabilities and can get
promotions. Whereas training gives benefit to employer as well as employer can enhance
productivity from employees hence profitability can be increased. This method helps the
company to retail the best available candidates. After they have selected the candidates the
company will train them in order to make them familiar with the working pattern of LV and what
strategies they need to use so that they can target their consumers. This method will help the
employees to know more about their role and responsibilities in the company (Armstrong and
Taylor, 2020).
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Performance Management Strategy-
It shows appreciation and make the employees of the company feel valued. This benefits
the company to get more positive results as employees of the company put more of their
efforts in the company (Poór And et.al., 2020). The department of HR of LV works on
designing a management system of performance and that helps them the employees of the
company to know their achievements which motivates them to work more and add more
achievements into their name. Employee gets promotions by this way that is benefit for
employee. And employer gets high productivity and retention of talented workforce
Improving employee turnover-
If the employee turnover of the company is high then the efficiency of the company will
reduce and because of that there is high probability that the company will loose its
goodwill in the market. They have to manage every employees because even one of them
leaves the company then the cost of loss they will be facing would be double than their
salaries. The cost of hiring and training new employees is very expensive for the company.
In order to reduce the rate of turnover HR makes the contract in such a way which is
beneficial for the company. With this HR learns to hire those employees who want to serve
with them for a long period of time. On the other hand it will be beneficial for the
employee to be a part of the company as the benefits such as compensation will be high for
them and culture will be more flexible.
Conflict Management-
HRM practices help the company to manage the conflicts. Conflicts in LV can be internal
as well as external and the department of HR helps to reduce it. The HRM also manages
the conflicts between the employer and the employee and resolve the contention system
which helps to avoid conflicts.
P 4 Effectiveness of different HRM practices
Training and development
For enhancing productivity HR department of LV provides them with favourable amount
of opportunities so that they can so that they can learn better skills and develop their
abilities which will be effective in dealing with the clients. This helps in developing skills
to do job well. By this way employees can be more productive and can be profitable for
business (Festing And et.al., 2020)
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Selective Hiring-
HR ensure that they hire those people who can match the criteria of the job so that
company can increase their productivity by using the effective strategies. There are many
tools that the company can use to recruit the candidates such as digital platforms,
newspapers, articles etc. This can help business in gaining talented workforce those who
can support in serving consumers well and raising profit of company.
Security-
company needs to satisfy their employees by providing them security. If the employees
know that their family is looked after them then they will put best of their efforts and
abilities to increase the profitability of the company. Apart from this it also helps
companies such as LV to retain their employees with them for a long period of time which
helps them to save the cost of training and development repeatedly and giving them time to
learn means staying behind the competition (Prugsaapotn And et.al., 2020).
Training in relevant skills-
This aspect states that LV needs to invest in the area of training so that they can make their
employees proficient. This is required to match up with the level of development in the
market which is growing at a rapid rate. HR needs to design a program which includes all
the area of development such as assignments which are challenging, developing
relationships with others. LV needs to target those people with this design who are young
as these people will learn faster and will be a part of the company for a long time which is
why this aspect is necessary for them to learn. Training is helpful for LV as it will
minimise mistakes hence productivity can be raised
Performance based compensation-
LV needs to pay those people higher because of whom they are able to generate high
profits in order to retain them but they need to maintain a balance between them and other
employees who are average in their work so that they are able to retain most of the people.
They need to provide people who are average with security or other benefits which helps
them to keep them satisfied with the job.
M 3 Different methods used in HRM practices
Training is very essential HRM practice, LV gives off the job training to staff. This aids in
raising capabilities of workers and make them able to produce more in business. By this wya
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profit can get raised. Recruitment is essential HRM practice that aids in getting talent in
business those who have experience to do such kind of job. By this way business cna earn
more profit and cna gain competitive advantage in market
LO 3
P 5 Importance of employee relations
Employee relationship is the bonding between owner or manager of fir and its employees.
This aspect helps the HR of the company to take fair decisions for all of them so that they
can stick to the job and work loyally.
Importance
If employees have great bonding with management then they will always support managers
in making changes at workplace. If there is decision taken by managers to make changes in
technologies then healthy relationship will help in accepting these changes without any
conflicts that will help company in implementing changes properly to gain profit
(Suwarnajote and Mekhum, 2020).
If LV is planning to get merge with other firm, this decision can create resistance of
workers. strong bonding will help in making them aware with the benefit and necessity of
this decision hence people will help in implementing such things properly. This would be
better in gaining success in market.
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Decision Making-
HR and leaders of the company must listen to the ideas of employees as sometimes they
can be more effective than what they are proposing. This may help LV to achieve their
targets at a rapid rate. In order to make sure that it is the right plan company needs to
evaluate all of its factors and determine its advantages and limitations so that the right
decision can be taken by HR for the growth of the company (Man And et.al., 2020).
Sharing of Work-
If the relationship between the employees is maintained then it will be easy for them as
well as HR of the company as the department can distribute the work among employees
which will influence their decision and together they can easily complete the task. By
assisting and distributing the work it will take less than the usual time. (Shahi,
Farrokhsheresht and Aghajani, 2020).
Reduction in Conflicts-
HR needs to make sure that the employees don't argue on each other's decisions or position
in the company as it creates difficulties for HR. If they accept each other then they will
save the time they waste on arguing and focus on other areas where they can achieve
growth. If the relationship between them is not maintained then it will influence the
decisions taken by the HR of the company.
Teamwork-
If the employees maintains the relationship with each other than they will be able to focus
on work. They will be able to share their doubts and discuss it with their team which will
help them to get quick solution to their problems. It will help them to work together
flexibly and complete the task by evaluating each and every factor so that errors can be
minimized. This will help the HR of LV to reduce their load in taking decisions
(Dayel,Debrah and Mulyata, 2020).
Motivation-
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In order to keep the employees of the company motivated HR of the company uses right
measures so that employees of the company remains satisfied from them and continue to
work with them for a long period of time. This will also help them to reduce the rate of
employee turnover and increase the level of retention in the company. In order to keep
them motivated to retain them it will bring changes in their policy and strategy of decision
making.
Effective communication-
communication with workers need to be maintained by company so that they communicate
at each and every level and without committing any mistake they work. This will be only
possible if they engage with each other in a regular conversation and assist each other at
any complex stage as it will be beneficial for both the company as well as the employees
(Festing And et.al., 2020). If the employees of the company are communicating
effectively then it will help in developing coordination among them so that productivity
can be raised.
P 6 UK employment legislation
There are various types of rules and regulations which government has imposed on the
country and which the business has to follow. It affects the HR of the company as they
have to draft new policies for the company and change the decision making.
Equality act 2010
This act was formed the earliest as compared to other acts in UK. This includes and
addresses those issues which are related on the cases of discrimination on race.
Government of UK has banned to promote the factors which are concerned with race and
anyone who does are warned that strict actions will be taken against them. HR of LV
follows this law which has changes their way of taking decisions and does not object any
candidate on the basis of this issue at the time of interview or throughout the career of
employees ,. This law impact on recruitment decision of LV as HR cannot reject any
person while taking interview on the bases of their race. If it happens then person can
claim against the firm.
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This act deals with the issues which are related with gender discrimination and
harassment. HR of Lv does not support this and make it sure that no other people follows
this otherwise they won't be allowed to be a part of the team (Armstrong and Taylor,
2020). They judge every employee in the company on the basis of their performance and
achievement. This aspect has changes their way of perception and taking decisions as they
no longer take biased decisions. This impact on promotion decision of LV, as now hr has
to evaluate performance of each person before announcing their promotions. On the bases
of sex they can not reject female if she is performing well in business.
Equal Pay 2010-
This act ensures that none of the employees are treated unfairly and any decisions taken in
the company must be fair according to everyone. Basically this act deals with those issues
which concerns to mistreatment of employees and not giving them the same amount of
opportunities as compared to other people. HR of LV sees everyone equally in their eyes
and according to their qualifications, past experiences of work and knowledge related to
work they set the salaries of them on that basis (Suwarnajote and Mekhum, 2020). This
law impact on recruitment decision as firm gives equal pay to all as per their capabilities.
This aids in creating healthy workplace culture.
Health and Safety Act 1974-
This act states that companies must provide security to their employees which covers all
the factors such as their health, safety at the office and other related welfares. LV follows
the guidelines which are imposed by the UK government. Owners of LV and department
of HR makes it sure that they are working according to this law and providing all the
necessary security which is meant for them. If these are not followed company may not be
allowed to serve in the country or in other cases many people won't be a part of it if they
are not given any security (Shahi, Farrokhsheresht and Aghajani, 2020). This way the
training decisions taken by HR will be influenced. As now it is essential to give training to
all workers about safety measures so that mishappenings can be avoided.
M 4 employee legislations and relations
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Relationship between employer and employee is dynamic which means that it is
unpredictable and it develops with time. Mostly the company need to focus on sex and
discrimination act and health and safety act. These are the most important act that company
needs to follow in order to maintain the relationship between their employees
LO 4
a) Person specification
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Person specification
The candidate must include
Educational qualification
Completed HNC Business
 Completed masters in business administration
Experience required
2- 3 years as a personal assistant
Key skills required
Time management
effective communication
Easily able to interact with others and develop strong relations
Inter personal skills with proper listening and communication
Physical attributes
Assist in carrying out activities and keeping record of meetings
Developing reports and presenting it in proper way
To handle and manage calls, e mails, etc.
Providing support and assistance in managing services.
Special attributes
Can speak different languages
Need to be disciplined and understanding of written and formal communication
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b) Review of CV’s
1= bad
2= Good
3 = Average
4= Very good
5= Excellent
Person must have good communication
Must have completed their graduation
Must have minimum 1 year experience of working as PA.
All these are criteria on the bases of while person will be reviewed.
Selection criteria Candidate 1 Candidate 2 Candidate 3
Criterion a 2 3 4
Criterion b 3 2 2
Criterion c 4 1 2
Criterion d 5 2 2
Criterion e 4 3 4
General
comments
High capability
and
abilities
Not enough skills
suitable for
job role
Average
candidate
Qualification
required
Essential Desirable Met
MBA
Post Graduation
Yes Yes
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Need of
Experience
3-4 years
Yes
Personal
characteristics
and conduct
Verbal and non
verbal
communication
teamwork
Microsoft office
skills
Reporting skills
yes
yes
Yes
yes
Yes
yes
yes
Roles and
Responsibilities
Recruitment
training
Performance
Management
Performance
Analysis
payroll
information
Yes
yes
yes
yes
d) Rationale for answers
Job Rationale includes a summary statement such as the candidates report to whom
second one is function of the position as this the lengthiest one. it is the best place to indicate that
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the persons will deals with customers. It also provides details on the reporting and also the
organization structure, it would help the staff members to better understand the activities that fit
into the total organization. after that evaluation criteria which probable enables to define about
the company as well as employees and at last compensation gives more flexibility as most of
people feels that at the top level of range (Renwick, 2018)
CV
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The recruitment process is described as :
Apply online- it is first stage in which candidates apply online for specific post. They do it
through company website of LV.
Short listing- in this candidate applications are short listed on basis of job specifications.
Telephonic interview – in this step the candidates who are selected is called for telephonic
interview.
Face to face interview- those candidates who are selected is called for direct interview with HR
manager. Interview questions are :
What was your duties in your last workplace?
How will you handle internal and external contact on emails?
What would you do to develop relationship among all workers?
What would be your strategy to ensure production and its deadline?
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Letter of joining- here candidates who are selected in face to face interview are given letter of
joining
types of interview – there are many types of interview such as :
face to face – in this the HR manager or executive do face to face interview with candidate
group interview – here, a group of persons are conduct interview of candidate
panel interview – in this the organisational panel conduct interview of candidate.
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e) Short listing the applications from the CV
HR of the company has selected some eligible candidates according to his perception for
the position of personal assistance. After analysing and evaluating all the candidates they come
to reason one person who they felt was suitable and motivated for the job and who will be a part
of their team for a long period of time. HR felt all the things which are required for the job at the
time of the job such as the level of confidence, the way of speaking, greeting before starting a
conversation is all useful for them as it shows how trained and well behaved are the employees
of LV. After matching up the eligibility criteria HR selected the candidate
M 5 Rationale
After the person specification strategy of direct interview is used which has helped the company
to figure out the eligible candidate for the job. This has helped the company to get a thorough
analysis of the candidates which shown them their strength and weakness so that they can select
the right person for the job
CONCLUSION
From the above studies it has been concluded that HR department of LV helps them to maintain
the level of employee relations so that they can ensure that they are assisting each other at every
complex level. Apart from this HR of the company recruits eligible candidates and select the
candidates who can keep up with it and help company to achieve growth. HR of the company
make the contract of the company which is beneficial for them and can increase the employee
retention in the company. Report has given a brief description about the purpose and function of
HR and how it is beneficial for the company. HR of the company provides security to their
employees so that they can work with the company according to their potential and help them
achieve growth in the market. The above report summarizes all the factors which HR of the
company needs to undertake so that company is able to train and develop the skills of their
employees.
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REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Dayel, W.A., Debrah, Y.A. and Mulyata, J., 2020. To Explore the Effect of Talent Management
Developments in Saudi Healthcare Sector. Management. 8(1). pp.1-13.
Festing, M. And et.al., 2020. Wolfgang Weber (1939–2019) Professor of Human Resource
Management and Founding Editor of the German Journal of Human Resource
Management. German Journal of Human Resource Management, p.2397002219900087.
Man, A.P. And et.al., 2020. Impact of locally adopted simulation-based crew resource
management training on patient safety culture: comparison between operating room
personnel and general health care populations pre and post course. American Journal of
Medical Quality. 35(1). pp.79-88.
Poór, J. And et.al., 2020. Benchmarking in human resource management in focus of Central and
Eastern Europe in the light of CRANET research. Strategic Management. 25(1). pp.21-28.
Prugsaapotn, S., And et.al., 2020. The Impact of Human Resource Perception of Employees on
the Human Resource Perception of Managers in the Pharmacy Companies in
Thailand. Systematic Reviews in Pharmacy, 11(1), pp.472-480.
Shahi, T., Farrokhsheresht, B. and Aghajani, H.A., 2020. Behavioral Factors Affecting Talent
Management: Meta-Synthesis Technique. Iranian Journal of Management Studies. 13(1).
pp.117-137.
Suwarnajote, N. and Mekhum, W., 2020. The Impact of Human Resource Practices on Employee
Wellbeing of the Pharmacy Firms in Thailand. Systematic Reviews in Pharmacy, 11(1),
pp.425-433.
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