Human Resource Management Report: Functions, Practices, and Relations

This report delves into the core functions and practices of Human Resource Management (HRM), using Waitrose as a case study. It examines workforce planning, recruitment and selection approaches, differentiating between internal and external recruitment methods, and analyzing their strengths and weaknesses. The report further explores the advantages of various HRM practices for both employees and the employer, emphasizing the impact of these practices on organizational productivity and profit. The significance of employee relations in influencing the decision-making process is discussed, along with the key elements of employment legislation and their implications for HRM. Finally, the application of HRM practices within an organizational context is considered, highlighting the importance of creating a positive work environment and the benefits of training and development programs. The report concludes by summarizing the key findings and emphasizing the critical role of HRM in achieving organizational goals and fostering employee satisfaction.

Human resource
management

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM applicable to workforce planning and resourcing...............1
P2 Strengths and weakness of various approaches of selection and recruitment.......................2
TASK 2............................................................................................................................................4
P3 Advantages of various HRM practices in an organisation for employee and employer........4
P4 Effectiveness of different HRM practices in terms of raising organisational productivity
and profit......................................................................................................................................5
TASK 3............................................................................................................................................5
P5 Significance of employee relations in influencing decision making process.........................5
P6 Key elements of employment legislation and its impact on decision making of HRM.........6
TASK 4............................................................................................................................................7
P7 Application of HRM practices in organisational context.......................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is known as the process of manage employees and their
actions at workplace in a way so entity can achieve its set goals or objectives. Manager of human
resource department play a big and effective role at workplace various functions such as
recruitment, selection, training& development of employees, compensation and provide healthy
working environment to workers is perform by him (Banfield, Kay and Royles, 2018). It is very
essential that manager should have knowledge about employment law and various regulations
related with work place as this help in formulate fair compensation packages for employees.
Various policies are develop by manager in order to maximise employee’s contribution in
success and growth of company. Waitrose, a British supermarket retail store, based in United
Kingdom is consider in this report for study. Major functions and purpose of HRM with various
approaches of recruitment and selection that can be utilise by manager is all given in this report.
Further, application of HRM practices and its benefits to employer and employee is also included
in this.
TASK 1
P1 Functions and purpose of HRM applicable to workforce planning and resourcing
Concept of human resource management provide an opportunity to manager measure and
monitor actions of employees at workplace. this is done by firm in order to achieve its set goals
and objectives and to get a competitive position in market. Function of HRM is perform by
human resource department and this also help manager in select a skilled candidate for perform
a specific job at workplace (Bratton and Gold, 2017). It is very important for manager to provide
training to workers so they can perform their job roles in adequate manner and entity can achieve
its set goals. Proper and healthy working environment should be offer to employees as this
enhance their morale and improve productivity. There should be proper communication at
workplace as this make the workers aware about their job roles and at the same time remove
grounds of rise conflicts. Further this help in create and maintain good relations with employees.
With this manager can bring coordination among activities perform by various department and
this also help in promote healthy environment at workplace. Main purpose and functions related
with HRM applicable to workforce planning in an enterprise can be understood by the points
given below:
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Functions of HRM
Large number of functions are perform by manager of HR department in order to execute
business activities and perform recruitment process.
 Recruitment and selection: This is known as one of the most important function perform
by HR department. It help manager in identify the skills and knowledge which should be
there in an individual to perform a specific job at workplace. manager first identify the
gap between actual and current performance of entity. In order to fulfil the gap manager
manger evaluate the skills of individuals before make a decision of recruitment. In this
manager set and determine the skills and compare those skills with the individual who
apply to get a job. With this, manager make more effective decision that support entity in
get desired outcomes.
 Create and provide healthy work environment: Concept of HRM indicate that workplace
environment play a big role in affecting the actions and behaviour of employees. It is
very essential for employer to provide healthy work environment to workers as this
improve their performance and increase profitability of company.
Training and development: It is very essential for manager to conduct training programmes for
employees as this help in perform their job roles in effective manner (Brewster, 2017). This
improve their knowledge and develop their skills which also help in the career development.
P2 Strengths and weakness of various approaches of selection and recruitment
Recruitment and selection are known as one of the most important function of every
enterprise. In this manager invite skilled and knowledge employees for fill vacancy at workplace.
it is very essential that recruitment should be in adequate manner. Various approaches are there
which can be use by manager for carry out recruitment process. Mainly there are two approaches
of recruitment known as internal recruitment and external recruitment. These approaches of
recruitment with its advantages and disadvantages can be understood by following points:
Internal source of recruitment: In this approach of recruitment manager identify and examine the
skills of employees already working in enterprise in order to promote them. Promotion, transfer
and many more are the major methods of recruitment (Friedman, 2017). One of the main feature
of this approach is that it encourage employees to work well. Major strengths and weakness
related with this approach of recruitment is as follows:
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Strengths: Employees within the enterprise are promote to perform high job roles as they are
already familiar with work environment so this save cost related with induction and training
programme. This is very time saving and cost effective method of recruitment. This provide job
satisfaction to employees and reduce their turnover. Another strength of this approach is that it
encourage employees to work well which enhance their productivity.
Weakness: One of the major weakness of this approach is that it block the way of innovation
as current employees are promoted to perform high perform job roles. This demotivate the
workers who fail to get promotion.
External approach of recruitment: This is one of the most popular and effective approach of
recruitment. Under this manager invite individuals from outside the organisation in order to fill
the vacancy at workplace (Brewster, Brookes and Gollan, 2015). One of the main feature of this
is that it provide an opportunity to manager to select a candidate from large number of
individuals. Following are the strengths and weakness related with this approach of recruitment:
Strengths: This bring innovation at workplace and increase its profitability. As employee
have large number of skills so this save training cost of company. Employees with new and
effective skills provide competitive benefit to company.
Weakness: This is very time consuming and complex process of recruitment. Huge funds are
require for this approach. It discourage current workers and increase their turnover.
Selection is the process in which manager take a final decision to select the individual for
perform a specific job at workplace. Mainly there are two approaches of selection which can be
utilise by manager of Waitrose:
 Systematic approach of selection: In this approach, manager go through a step by step
process in order to examine the skills of individuals and to make a final decision.
 Unsystematic approach: This is another approach related with selection, in this manager
select a CV on random basis and for make a selection decision he compare the skills of
that individual with the skills that should be there in an individual to perform a specific
job role.
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TASK 2
P3 Advantages of various HRM practices in an organisation for employee and employer
One of the main reason why manage should encourage application of HRM practices at
workplace is that it provide various benefits to both employer and employees. This ensure
execution of commercial activities in effective manner (Harrison and Lock, 2017). Benefits of
HRM practices to employer and employee of company can be understood by the following
points:
Benefits to employer
 Help in take better decision: Concept of HRM is the one that provide basis to manager to
measure employee’s performance at workplace. This make the manager inform about
skills and knowledge of workers and support in assign them roles and responsibilities
accordingly (Lu, Zhu and Bao, 2015). With this, manager can take better decision which
ensure completion of business operations in time.
 Support in create and maintain positive work environment: HRM focuses to create and
provide healthy work environment to workplace as this motivate employees to work well.
This make the manager aware about the problems face by employees at workplace and
after that manager take decision in order to remove that issue. This help in create positive
work environment and also ensure optimum utilisation of all company’s resources.
Benefits to employee
 Improve performance: Concept of HRM ensure that training should be provide to
employees on continuous basis as this help them in perform their job roles (Marchington
and et. al., 2016). Proper training make the workers aware about how to use latest
technology in order to perform their roles so company can attain its set goal.
 Fulfil their needs: Manager do efforts in order to identify and satisfy the needs of
employees in order to keep them for long time period.
Overall concept of HRM provide large number of benefits to both employer and employees
working in an organisation. One of the main benefit of this is that it make the manager aware
about the factors that affect the performance of employees in negative way so various efforts are
done by manager in order to eliminate those elements from workplace (Mosakowski, 2017). this
increase effectiveness of business operation and provide opportunity to entity to serve its
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customers in better manner. With this company can satisfy the needs of its customers and at the
same time can retain them for long time period.
P4 Effectiveness of different HRM practices in terms of raising organisational productivity and
profit
Manager of human resource department play a big and significant role in success of enterprise.
As he is the one who develop policies in order to manage the employees at workplace so entity
can achieve its set goals. It is very important for manager of Waitrose to encourage application
of HRM Practices as this help in create good working environment. One of the main benefit of
HRM practices is that it increase profits and productivity of company (Moutinho and Vargas-
Sanchez, 2018). HRM practices encourage that flexible working hours should offer to
employees so they can perform their job roles as per their requirements. Further this also
encourage that training programmes should be conduct by manger for employees so they can
perform their job roles in effective manner. Training make the workers aware about various ways
through which they can complete the assign work. This save time and cost of company and at the
same time increase effectiveness of business operations. One of the main benefit of training is
that in improve employee’s knowledge and also develop their skills and this ensure effective
completion of task. With help of training, workers can learn how to work with new technology
and in this way company can offer better services to its customers. Increase knowledge and
developed skills of workers help them in perform their job roles which increase profits of
company and ensure long time survival of entity in business environment. HRM practices help in
create and maintain positive environment at workplace which enhance employee’s morale and
encourage them to work well (Schoorman, Mayer and Davis, 2016). All this increase profits and
productivity of organisation.
TASK 3
P5 Significance of employee relations in influencing decision making process
In today’s business environment employees play a big role in success and growth of
company. In order to get their commitment and support, it is very important for manager to
create and maintain good relations with them as this largely affect the decision making process
of company. When manager maintain good relations with workers then employees support
entity to achieve its set goals and on the other hand when employer fail to create good relations
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with customers then this create negative work environment and also reduce their productivity. In
order to maintain and increase the profitability of enterprise, it is very significant for employer to
Waitrose to do efforts to develop good relations with staff members (Shields and et. al., 2015).
Following are the main things that require to be consider by employer in order to create good
relations with employees:
 Employees should be encourage to take part in decision making process as this help in
take better decision and at the same time worker provide their gull support to attain end
objectives.
 It is very important that proper communication channels should be use at workplace as
this bring cooperation among various business activities and at the same time save cost of
company.
 It is very important for manager to treat all employees with equal respect and dignity and
should communicate with them in friendly manner.
 There should be no discrimination at workplace on any basis as this reduce employee’s
productivity and increase cost of company.
 Feedback from employees should be collected as this make the manager aware about the
problem face by them during perform their job.
 Employees who work well should get an appreciation or recognition as this motivate
other employees to work hard and also help in reduce employee’s turnover.
 Proper training should be offer to employees so they can learn how to work with new and
latest technology and can contribute more in success of company.
 Manager should encourage job rotation as this provide an opportunity to employee to
learn more about various skills and knowledge.
All these are the major things that require to be consider by manager of Waitrose. With this
manager can create and maintain good relations with employees at workplace and at the same
time entity can get competitive position at workplace.
P6 Key elements of employment legislation and its impact on decision making of HRM
Employment legislation is a mix of various rules and regulations that describe the relationship
between and employer and employee at workplace. This define the basic roles and right of
employees in enterprise (Sparrow and Makram, 2015). It is very important for manager of human
resource department to consider all factors cover under employment legislation as this help in
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develop effective policy and at the same time support in formulate fair compensation packages
for the employees working in entity. Major element of employment legislations can be
understood by the points given below:
 Anti-discrimination act: As per this act there should be no discrimination at workplace
and all employees should be treat with same respect and dignity. When manager
discriminate employees on basis of their colour, culture and on any other basis then this
demoralise them and at the same time increase employee’s turnover (Wilton, 2016).
When manager offer same treatment to all employees then it increase their productivity
and at the same time provide long term benefits to company.
 Minimum wage act: Government of every country decide a percentage of minimum wage
as per the inflation and deflation exist in country, an every employer remain responsible
to offer that minimum wage to every employee working in company. This help
employees in fulfil the basic needs of their routine life such as food, shelter, cloth and
many more.
 Equal pay act: This is one of the most important act related with employment legislation.
According to this act, when two employees perform a same job at workplace with same
level of knowledge then same wages should be offer to offer to them. This help in
maintain positive work environment and also increase profitability of entity.
 Minimum working hour: This act of employment legislation indicate the minimum
working hour of an employee at workplace. it is very important for an individual to work
at least minimum hours in order to get legal existence of his employment.
TASK 4
P7 Application of HRM practices in organisational context
Various practices of HRM are applicable in workplace in various ways. This is done by
manager so entity can achieve its set goals and objectives in given time period (Wright, Guest
and Paauwe, 2015). Major practices of HRM apply in organisation can be understood by the
following points:
Job specification: This is known as written document that contain data related to the duties that
perform by an individual while work on a specific position at workplace. required skills help in
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complete all tasks in given time period. Mainly it reveal the qualities which must be there in an
individual to perform a specific job role at workplace.
JOB SPECIFICATION
Organisation: Waitrose Limited
Job title: Assistant HRM
Qualification:- MBA in HR
Essential Criteria:
 Should be able to bring coordination among various business functions.
 Adequate information related with management
 Should be able to deal with complex situation
Desirable Criteria:
 Require 5 years of experience
 Good physique and personality
Job description: This is another document that present information related with the job profile
and highlight the roles and responsibilities perform by an individual while hold a specific
position in enterprise.
JOB DESCRIPTION
Organisation:- Waitrose
Department: Assistant Human resource division
Job Title:- Assistant HRM
Job location: London
Job summary
Company is looking for such able individual who posses all the quality of HR and know all the
management theories in order to effectively communicate with employees.
Role:-
Organise induction and training programmes for new employees
Bring and maintain ethical practices
Compliance all regulations related with work practise
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Both these document help manager in take right decision related with recruitment and selection
of an individual as this help in whether an individual have required skills to perform a job role or
not.
CURRICULUM VITAE
Curriculum Vitae
Name:- Stella John
Address:- 28rd street, West-side lane, London
Phone No:- 123456987
Career objective: To pursue my career with reputed firm in which I can apply my skills and
develop my knowledge.
Educational Qualification:-
 B.COM
 MBA
Experience: 2 year working experience in retail firm.
Declaration:
I hereby declare that all the information provided is true and best in my knowledge.
Date:
Place:
CONCLUSION
From the given project report, it can be summarised that concept of human resource
management help in measure and monitor the employee’s performance at workplace. Various
approaches related with recruitment and selection are there which can be use by manager in
order to select a candidate for perform a specific job at workplace. It is very important that all
practices of HRM should be apply at workplace in right manner as this provide benefits to both
employer and employee. Overall concept of HRM support manager in increase productivity of
employees that directly increase the profitability of company.
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REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford
University Press.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
InPolicy and practice in European human resource management(pp. 22-35). Routledge.
Brewster, C., Brookes, M. and Gollan, P. J., 2015. The institutional antecedents of the
assignment of HRM responsibilities to line managers.Human Resource
Management.54(4).pp.577-597.
Friedman, S. D., 2017. Succession systems in large corporations: Characteristics and correlates
of performance. In Leadership succession(pp. 15-38). Routledge.
Harrison, F. and Lock, D., 2017.Advanced project management: a structured approach.
Routledge.
Lu, K., Zhu, J. and Bao, H., 2015. High-performance human resource management and firm
performance: The mediating role of innovation in China.Industrial Management & Data
Systems.115(2). pp.353-382.
Marchington, M. and et. al., 2016.Human resource management at work. Kogan Page Publishers.
Mosakowski, E., 2017. Overcoming resource disadvantages in entrepreneurial firms: When less
is more.Strategic entrepreneurship: Creating a new mindset, pp.106-126.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018.Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Schoorman, F.D., Mayer, R.C. and Davis, J. H., 2016. Perspective: Empowerment in veterinary
clinics: the role of trust in delegation.Journal of Trust Research.6(1). pp.91-95.
Shields, J. and et. al., 2015.Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Sparrow, P. R. and Makram, H., 2015. What is the value of talent management? Building value-
driven processes within a talent management architecture.Human resource management
review.25(3). pp.249-263.
Wilton, N., 2016.An introduction to human resource management. Sage.
Wright, P. M., Guest, D. and Paauwe, J., 2015. Off the mark: Response to Kaufman's evolution
of strategic HRM.Human Resource Management.54(3). pp.409-415.
Online
Role of Managers in Employee Relationship. 2018. [Online]. Available
<https://www.managementstudyguide.com/role-of-hr-in-employee-relationship.htm>
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