Human Resource Management: Practices & Processes

This assignment delves into the core principles of human resource management (HRM). It examines various HRM practices and processes, such as recruitment & selection, performance management, and employee engagement. The content draws upon academic sources like the Academy of Management Journal and influential authors in the field of HRM. The assignment also references practical examples and tools used in HR decision-making.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................2
PART 1............................................................................................................................................2
TASK 1............................................................................................................................................2
LO1..................................................................................................................................................2
P1 Explain the purpose and functions of HRM applicable to workforce planning.....................2
P2 Strengths and weakness of different approaches of Recruitment...........................................3
TASK 2............................................................................................................................................5
LO4..................................................................................................................................................5
P7 Application of HRM practices in work related context. ........................................................5
PART 2............................................................................................................................................8
TASK 3............................................................................................................................................8
LO2..................................................................................................................................................8
P3 Explain different HRM practices for both Employee and Employer.....................................8
P4 Effective of different HRM practices...................................................................................10
PART 3..........................................................................................................................................10
TASK 4..........................................................................................................................................10
LO3................................................................................................................................................10
P5 Importance of employee relations in influencing HRM decision making............................10
P6 Key elements of employee legislation and its impact on HRM decision making................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
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INTRODUCTION
Human resource management can be defined as one of the most important function that is
carried out in an organisation. It is the process in which the employer hires an employee and then
trains them so that they can work as per the rules of the company. The whole responsibility of
managing the organisation is done by the HR manager of the company. they are the one who is
responsible to manage the human resources so that their efficiency gets increased and they are
able to perform better in the company (Barney, Ketchen Jr, and Wright, 2011). There are various
HRM practices that are applied inside the company so that the inside environment gets better and
the productivity of the company also increases. This report is divided into three parts. In part 1 ,
purpose and functions of HRM and the application of HRM practices will be discussed with
reference to Wood hill college. In part 2, HRM practices for employee and employer and their
effectiveness will be judged. In part 3, the importance of employee relations and employee
legislation will be discussed with reference to Tesco.
PART 1
TASK 1
LO1
P1 Explain the purpose and functions of HRM applicable to workforce planning
Human resource management is one of the most essential functions that is implemented in
an organisation. It aims to recruit and manage the employees of the company. They are also
present every time to provide direction to the employees who are working in this organisation.
They provide all the necessary resources to the staff so that they can work effectively.
Workforce planning can be defined as a procedure which is adopted by the HR department so as
to maintain the most efficient employees and maximises the profits as well which will ensure the
long term success of the company (Batt and Colvin, 2011). Basically here it is ensured that the
people who are working in the company is having good skills, knowledge and capabilities
performing the functions of the organisation so that the long term and short term goals of the
company is achieved. In a workforce plan, roles that the individual will play in an organisation
are specified.
Purpose of Workforce planning is as follows:-
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 They plan to maximise the human resources of the organisation and takes care that they
are continuously developed.
 They also plan to improve the productivity of the company so as to support the
organisational objective (Bolman and Deal, 2017).
 They try to synchronize the activities conducted with the goals of the organisation.
So, in Wood hill college also , workforce planning is conducted by the HR manager so that
they do their operations effectively. It acts as glue for other plans which will be implemented
after this. It clearly defines the workforce requirements in an organisation. As per David Ulrich,
four distinct models of HR is given that helps them in gaining value for the organisation. The
Role of HR manager in workforce planning is:-
 Change Agent – They act as a change agent in the company and thus they know that what
is effective for the company and what is not. They also try to build up change capabilities
inside the organisation. .
 Strategic Partner – The HR manager provides help in dealing with the problem of the
organisation and also about the change management issues. They also help the fosters
system in Thinking and about the customer focus as well.
 Administrative Expert– In this role, HR plays the role of managing people and HR
related costs inside the organisation. They also make use of technology for providing
quality HR products as well as services inside the organisation.
 Employee champion – Here the HR tries to built up workforce commitment and also
develop those kinds of strategies that can help in increasing human resource contribution
inside the organisation.
P2 Strengths and weakness of different approaches of Recruitment
It is considered as on if the most important process that is conducted by the HR manager
of the company. It is their major responsibility to conduct the recruiting process so as to bring
new people inside the organisation and fill those vacant places. In this hiring process mainly
recruitment and selection is included in which the candidate is called for the interview and then
being selected on the basis of their performance (Bröckermann, 2012). It is the HR manager only
who finalises the candidate and keeps them on job. In organisation recruitment and selection
process is a different thing because in recruiting process, the candidate is searched and
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compelled for applying for the job but in the selection process proper steps are carried out for
screening the best candidate among them.
In wood hill college also, they are following their own recruiting process in which they
invite the applications from the candidates by posting the job vacancy in the website called
jobs.ac.uk. After receiving the application the person they think should be called for interview
are invited and interview are conducted (Campbell, Coff and Kryscynski, 2012). After the
interview they are then told to give a 10 minutes presentation. After this they are graded as A, B,
C. The company then decides among the A listed candidates that between them who is the best.
There are basically two in which recruitment can be done. Methods are as follows:-
 INTERNAL SOURCES - In this, the employees are recruited from inside the
organisation only. Here, whenever there is a vacancy in the company, the HR manager
will display the vacant position in the notice board so that the interested candidate can
apply for the job. With this, the employees who are working at a lower level may get
promoted to a higher level and their salary will also increase (Cloke and Park, 2013. ).
This method is very beneficial for the company as they get to fill the vacancy inside the
company only and their cost of recruitment process is also reduced.
STRENGTHS WEAKNESSES
 The employees who are present her
knows the strengths and
weaknesses of the company so they
will be beneficial for the company.
 They are already committed
towards the company and now their
commitment will only increase.
 Here, the employees require less
training.
 It is considered as a cheaper source
of recruitment.
 It may cause resentment in between
the employees which may further
give rise to conflict.
 It stops the entry to fresh talent
inside the organisation.
 Once the employee is promoted or
transferred to fill up the vacant
position, another vacancy is created
after they leave their place.
 EXTERNAL SOURCES – In this method, the HR manager is required to host a proper
recruitment proves in which the candidates from the outside world are invited to give the
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interview and then amongst them the best one is selected. Through this method, the
company is able to bring in fresh talent inside the organisation. In this the HR managers
make use of various techniques so as to invite the applications of the candidates (Coff
and Kryscynski, 2011).
STRENGTHS WEAKNESSES
 In this, new ideas as well as talent
are brought inside the organisation.
 Here, the employer gets to choose
the best candidate from the pool of
applications.
 It does not bring any resentment in
the between the employees of the
company.
 This method is considered as costly
as well as time consuming.
 The employees hired from outside
may need to get trained and the
responsibility to provide training is
with the HR manager.
 It sometimes de-motivate the staff
as they think they are not preferred
by the company for the job.
TASK 2
LO4
P7 Application of HRM practices in work related context.
A job role can also be termed as Job title which is given to the person who is performing
a particular work inside the organisation. There are various types of job roles in the education
sector; one of them is of a HR manager. An HR manager performs a very significant role inside
the education institution. They are required to manage all the staff that works inside them like
teachers, professors, and other related staff. The skills and qualities required to become an HR
manager are:-
 Ability to communicate – communication is considered as a core function in HR
management. If the HR team will not be able to communicate freely with the employees
then they will not be able to meet their goals. Communication process should be beyond
written and oral i.e. they should be able to communicate through any platform and
medium (Fine, 2012).
 Excellent Judgement – HR manager is required to recruit people inside the organisation
so, they need to have n excellent judgement so that they give job to the right person and
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at the right time so that they are able to contribute in achieving the goals of the
organisation. Their judgement is lso required at the time of understanding as well as
solving the issues that arise inside the organisation (Gruman and Saks, 2011).
 Ethics – It is very important for the HR manager to follow some ethics while performing
their duties in the company. They should behave sensibly and honestly as they ae
required to deal with private information of the company. They are also require to make
sure that the company is following rules and regulations that are set for them.
The Qualifications that are required to become an HR professional are as follows:-
 A Bachelor’s Degree in commerce
 A Masters Degree in Human resource
 Good knowledge of personnel administration, relevant laws, procedures, techniques,
economics etc.
1. Job Advertisement in Financial times for Human resource manager at Wood Hills college
JOB ADVERTISEMENT
Wood Hill College is looking for an HR manager with a passion to excel. College is
offering a good market competitive salary package and effective working environment.
Required- HR Manager
Required qualification and experience:
Degree in business administration/ HR/ economic.
Excellent Communication Skills
High Ethical Values
Candidates must having additional qualification
Minimum 3 years of work experience as business lecturer
He/ she must having knowledge about MS Office
To apply and for more details of above position can contact on number- 5252456558
2. Suitable platforms to place the Ad
It is very important for the recruiting company to place the ad at correct place so that right
employees are hired for the job (Gatewood, Feild and Barrick, 2015). They can use the following
platforms:-
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 Social Media – there are various social media platforms that can be used like Indeed,
LinkedIn,
 Blogs- They are also considered as a good source of recruitment as many people who are
in search of job; posts their cv’s here (Jackson and Parry, 2011).
 Job Boards – This is also a platform which can be utilised as here there are plenty of
applications are present for the job.
3. Job Description and Job Specification – A job description is an official document that
contains information about the work profile. Here, the summary of role and
responsibilities of the individuals is being recorded that are required by the applicants.
Job Description
Organisation : Wood Hill College
Division: Human Resource Department
Job Title: Human resource manager
Job Location: London
Job Summary
WOOD HILL College is looking for a candidate who is having all the skills and competencies
that are required to become human resource manager in the college. The applicant must carry
Good Business knowledge and Ethics to manage human resources efficiently.
Role
1. Recruiting and Staffing
2. Performance management
3. Organisational Development
4. Employee onboarding, development, need assessment
5. Training and development
Job Specification- It is a document that is prepared after job role. In this all the roles and duties
that is required to be performed by the newly appointed employee is written (Kinicki and et. al.,
2014). It also contains the list of skills and qualities that is required to be present in the
employee.
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JOB SPECIFICATION
Organisation: Wood Hill College
Job Title – Human Resource manager
Qualification – MBA or PGDM (Human Resources)
Essential Criteria Required:
 Complete knowledge of management skills and tools.
 Capable to holding ideal employee relations.
 Maintaining coordination between the functions of management.
 Able to deal with pressure in a productive manner.
Desirable criteria:
 3 years experience
 Excellent communication skills required
 Good personality and Ethical values
 Knowledge about the HR plans and policies
PART 2
TASK 3
LO2
P3 Explain different HRM practices for both Employee and Employer
(a) Difference between Training and Development
Training Development
 It is a process in which
employee’s knowledge and skills
are increased
 It is for a fixed duration
 It focuses more on Technical
skills
 It has a narrow scope.
 It is considered as a process of
learning as well as growth.
 It is a long term process
 It focuses on human as well as
conceptual ideas
 It is having a wide scope
(b) Identification of Training needs and Training method used by Tesco
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Need for training can be identified as :-
 Looking at the current level of skills employees are having
 Identification of the skill/Knowledge gap within the business
 Deciding in which new skills could be added further
 Plan to provide appropriate training sessions to fill those gaps
The method of training adopted by TESCO is as follows –
 They are following a flexible and structures approach of training and development. They
allows the employees to identify their potential and desire to get big roles in the company
and for that training and development sessions are also provided to them (Oechsler,
2011).
 They use both on the job training method and off the job training method. In on the job,
they provide shadowing, coaching, mentoring, job rotation etc.
(c) Benefits of training and development in Tesco for the employer and employee
The Benefits that are associated with the employer are:-
 Effective planning - Practices of HRM is very much useful for the HR manager when
they plan the business operations . For example performance management and evaluation
of employee tell them the current performance of the employee along with their skills and
capabilities.
 Enhances profits and Productivity – Using HRM practices creates a healthy work
environment inside the organisation which makes the employee comfortable and thus
they give good results.
 Faster learning if new skills – Through training the employers tries to reduce the learning
time of their employees and also helps in increasing their standard of performance. They
don't want that the employer should waste their time in learning by observing their
seniors but they are given formal training for the same.
Benefits to employees –
 Training- There are various types of HRM practices that helps in improving the
effectiveness of employees and one of them is training. By performance evaluation, the
employer gets to know about the need of training in company and thus organises training
events (Ployhart and Moliterno, 2011).
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 Fair compensation- Various laws and regulations are prepared so as to provide fair
compensation to the employees of the organisation. If the employee is working with
sincerity and honesty then the employer cannot cut his salary.
 Enhances more Confidence - By receiving good training and development, the
employees of the company does not commit more mistakes and accidents and are4
performing their work with more confidence and with more satisfaction as well.
P4 Effective of different HRM practices
There are various types of HRM practices that are implemented by the HR manager in an
organisation. it provides several types of benefits to the employer and employee (Seibert, Wang
and Courtright, 2011). These practices includes motivating the employees, recruiting them,
evaluating their performance etc. The effectiveness of HRM practices can be evaluated as:-
 Managing Talent – If the HRM practice implemented by the HR manager if effective
then they will be able to manage good talent inside the company. They management will
be able to understand the hidden talent of the employees which will help the in increasing
the productivity as well as performance of the employees.
 Managing Information – It is done through a process known as knowledge
administration. Good HRM practice creates an effective environment in which the
employee is able to communicate with the employer in free manner and shares all the
necessary information with them which in other way improves the employee relations
and productivity in the long run.
PART 3
TASK 4
LO3
P5 Importance of employee relations in influencing HRM decision making
Maintaining employee relations in an organisation is one of the core responsibilities of the HR
manager (Soltis and et. al., 2013). It is very crucial for the employer to create and manage good
relationships in between the employer and employee and also in between the employees also.
Maintenance of employee relation is essential for ITV because –
 It helps in improving coordination in between the employees as when they will have good
relations then they will communicate with each other more often .
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 It helps in bringing motivation in employees which helps in improving their performance
and provokes them to give good results.
 It helps in enhancing the image of the company in the eyes of employees as well as
customers.
P6 Key elements of employee legislation and its impact on HRM decision making
Key elements of Employee legislation applied in ITV are:- Anti discrimination act: This act was developed by the government so as to protect the
rights of the employees against the discrimination they receive in the organisation. The
discrimination can be in the form of, creed, sex, colour etc. If the company is employing
more than 15 employees then they have to apply this act compulsorily (Wilson and et. al.,
2012).
 Minimum wages act: This act says about the rights of the employees related to the wages
they receive against the work they do in the company. . The employers have no right to
deny their workers from giving these wages. This is compulsory to be followed in those
businesses who have employed more than 15 employees.
 Equality act - It is the act that was enacted so as ton provide equal rights to the
employees inside the company as all the employees are working on the same level and
the employer is not allowed to do any kind of racism or favouritism in between the
employees. Various acts are covered inside this act like Equal pay act, Sex
discrimination act, Race religion act, Disability discrimination act etc. by applying this
act , ITV will be able to protect the rights of the employees in an effective manner.
 Equal opportunities act – As per this act , the employees of every organization deserves
to get good chance for development . The employer cannot take this right from the
worker. In ITV also , the HR manger is requited ton apply this act and also provide
opportunities to the staff members on the basis of their performance and not liking.
CONCLUSION
From the above report, it can be concluded that it is very important for every organisation to
have a good HR department so that they can conduct all the activities inside the organisation in
an effective manner. The HR department supports the employees of the company and also guides
them whenever they need. It plays a very significant role in developing and managing the
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activities that are conducted inside an organisation so as to improve the performance of all the
employees. They perform the function of recruitment, selection, training and development etc so
that the organisation can fill the vacant position with the best candidate possible.
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REFERENCES
Books and Journals
Barney, J. B., Ketchen Jr, D. J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bröckermann, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Cloke, P. and Park, C.C. Eds., 2013. Rural Resource Management (Routledge Revivals).
Routledge.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about
studying leadership. Sage.
Kinicki, A. and et. al., 2014. Management: A practical introduction. McGraw-Hill Education
Australia.
Oechsler, W. A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management
und der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Soltis, S. M. And et. al., 2013. A social network perspective on turnover intentions: The role of
distributive justice and social support. Human Resource Management. 52(4). pp.561-
584.
Wilson, A., and et. al., 2012. Services marketing: Integrating customer focus across the firm.
McGraw Hill.
Online
Recruitment & Selection Hiring Process. 2015. [online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html> .
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