Functions of HRM in Workforce Planning and Recruitment Methods

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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