Human Resource Management Functions and Practices

This assignment requires a comprehensive analysis of human resource management (HRM) functions and practices. It involves identifying and discussing various HRM theories, models, and concepts, such as strategic HRM, talent management, knowledge management, and workplace spirituality. The assignment also touches on the importance of HRM in different contexts, including organizational change and sustainability. A list of references is provided, including academic articles and books, to support the analysis. This assignment is designed to test students' understanding of HRM concepts and their ability to apply them in real-world scenarios.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 HRM purpose and functions applicable to workforce planning and resourcing...................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................3
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices within an organisation................................................................5
P4 Effectiveness of HRM practices in raising organisational profit and productivity...............6
TASK 3............................................................................................................................................7
P5 Importance of employee relations in respect to influencing HRM decision-making............7
P6 Key elements of employment legislation and its impact on HRM decision-making............8
TASK 4............................................................................................................................................8
P7 Application of HRM practices in work- related context........................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management plays essential role in organisation in respect to utilisation
of people for accomplishment of business objectives and goals. Recruitment, selection,
compensation, performance assessment, training and development are various practices which
are performed by HR to have skilled and competent people (Armstrong and Taylor, 2014).
Present report is based on TK Max which is a retail firm providing different products including
furniture, clothes, beauty products, housewares, etc. This assignment specifies functions and
purpose of HRM for workforce planning in firm for accomplishment of business objectives.
Besides this, effectiveness of HRM elements on organisation and its benefits on employer and
employees is stated. Impact of good employee relation and employment legislation on decision-
making is discussed. Various application of HRM practices in companies operations is
mentioned in report.
TASK 1
P1 HRM purpose and functions applicable to workforce planning and resourcing
In organisation, human resource management is a continuous activity which is executed
for availability of sufficient manpower and for other important purposes. In TJ Max, HR require
to have adequate number of staff members to provide products and services to buyers. Job
analysis is technique which aid them to have information about present workforce (Collings,
Wood and Szamosi, 2018). Thus, recruitment, development and many other practices are
conducted by them to have competent people in company.
Functions of HRM: These are practices which are carried out by HR of TJ Max are
mentioned below: Planning: Human resource carry out activities to have adequate number of individuals in
firm for execution of business operations effectively. This is central function which help
manager of TJ Max to reduce future uncertainties by having talented staff members. For
this, business goal and strategies are framed for directing functioning of subordinates.
Besides this, gap analysis is conducted to have knowledge about deficiency of people and
skills.
 Staffing: This process is executed by management to have skilled personnel in firm for
accomplishment of objectives. Human resource planning helps HR of TJ Max to have
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information about requirement of members in firm. Thus, internal and external
recruitment methods are used to fill vacant positions. Thus, current workforce and new
candidates are employed for delivery of items and services to customers.
(Source: HRM Functions, 2018) Developing: HR conduct performance assessment which help them to have knowledge
about capabilities of subordinates. Training and development programmes are formulated
by HR of TJ Max to enhance skills and abilities of staff members. Thus, talented and
competent people are present in firm which conduct business in creative and innovative
manner. Motivating: It is critical activity which aid human resource to make business successful,
by enhancing productivity and level of output. HR of TJ Max maintain staff members
dedicated and increase morale to perform tasks in effective manner (Bratton and Gold,
2017). For this, employees outcome is recognised and growth opportunities that are
promotion is provided. Managing change: Human resource require to have staff members which have capability
to adapt and work with latest tools and techniques. It is necessary that subordinates have
skill to conduct business innovative and creative manner for enhancing brand image. In
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Illustration 1: HRM Functions

TJ Max, HR make modification in system for providing opportunity to employees to
increase their skill by working with advanced technologies.
Purpose of HRM:
 Enhance strategic plan for accomplishment of business goals and objectives.
 Improving system for increasing providing level of organisation.
 Formulate policies and strategies in according to law and rule of government.
 Integrate staff members to work in team for utilisation of resources in efficient manner.
HR require to have these skills for management of workforce are stated below: Communication: Human resource require to have good interaction ability to direct staff
members to perform tasks effectively. In TJ Max, HR provide information to employees
about tasks and duties to make them accomplish targets with define time frame.
 Trustworthy: HR need to maintain employees dedicated towards firms. For this, friendly
relations are constructed by subordinates which help them to direct and influence their
decisions easily (Bailey and et. al., 2018).
Thus, these are skills that assist human resource of TJ Max to achieve business goals and
objectives. HR have effective communication skill which help them to have talented and
competent people which have ability to execute work in creative way.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Human resource conduct staffing process to have sufficient workforce in organisation for
achievement of business objectives. Recruitment is activity which is executed by HR of TJ Max
to fill vacant positions. Besides this, interview and other selection process is conducted by them
to choose best candidate. This helps company to have talented subordinates who conduct
activities effectively, thereby enhance market position and brand image.
Recruitment: This activity is executed by HR to search and attract candidates to apply for
job in according to their capabilities. It is essential that organisation have sufficient manpower
for execution of business activities and attainment of objectives. For this, internal and external
are two forms of recruitment which are conducted by human resource in respect to resource
availability. Internal is an effective technique help them to utilise manpower for filling vacant
positions (Johnson and Szamosi, 2018). Promotion, transfer, employee referral and demotion are
various types by which workers are given appraisement in according to their performance.
Besides this, external is another tool in which candidates from outside are attracted to apply for
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job. Placement agencies, e-recruiting, campus recruitment, media advertisement, etc. are used by
HR to employ new applicants for introducing fresh business ideas at workplace.
In TJ Max, Human resource uses internal tool that is promotion for filling top positions
that are manager and leader. Besides this, external recruitment techniques are used for increasing
staff members for enhancing business activities.
Promotion: It is an internal technique which is used by HR to motivate subordinates by
providing them higher position in respect to their performance and outcomes. If employees have
knowledge about benefits of completing targets within specified time. This help human resource
of TJ Max to enhance system functionality by encouraging subordinates to gain growth
opportunity. For this, training and development programmes are conducted to enhance
capabilities of employees to work effectively (Cooke, Saini and Wang, 2014). Strengths: This is effective tool which helps human resource to utilise employees and
increase their morale to work effectively for getting higher authority. Staff members are
familiar with business environment, so they need not require to conduct induction
program. Thus, they are able to save time and efforts which require to invest in
conduction of recruitment process. Weaknesses: By giving promotion to existing employees also reflects some weak points.
As workers who gain opportunity to hold new position at workplace are already familiar
with working environment. Thus, they will not give appropriate outcomes as per expected
by top personnel.
Campus placement: This is an external tool which human resource used to increase
manpower by employing new candidates in firm. HR of TJ Max used this technique to recruit
individuals from educational institutions. Thus, company new talent are employed to enhance
productivity by conducting business in creative and innovative manner. Strengths: Human resource used this technique to recruit new candidates in firm which
have capability to implement and conduct business in innovative and creative manner. Weaknesses: This is time consuming process, as human resource first require to inform
individuals about job position. After this, selection activities that are interview, GD and
test are conducted to gain knowledge about skills and abilities of people. Besides this,
induction and training sessions also require to be conducted by HR. Thus, large efforts
and funds are invested in this technique.
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Selection: This process is executed by human resource to have information about skills
and knowledge of people to choose in according to job requirements. Group discussion, test and
interview are activities which are conducted for selection activity.
Interview: It is activity which is conducted by HR to have information about skills and
knowledge of candidates. HR of TJ Max uses this tool to assess capabilities of an individual,
thereby select best candidate (Fox and Cowan, 2015). Strengths: Human resource is able to have accurate information about abilities of person,
as applicant is personally interviewed. This technique helps them to gain knowledge
about their qualification and experience by asking them questions in respect to job post.
 Weaknesses: It is time consuming activity, as HR require to invite applicants than
conduct interview process to ascertain capabilities of individual.
TASK 2
P3 Benefits of HRM practices within an organisation
Human resource practices are beneficial for both employees as well as employers. As It
develops positive relationship among them which helps in achieving goals and objective of
organisation. These practices ensure bright future to employee which will help them in achieving
their own targeted goals. There are various benefits of HRM practices for both employees and
employer which are described as below:
Benefits of HRM practices for employer:
 Increases productivity: HRM practices helps includes training and development session
which improves their skills. As a result, they perform in effective manner that enhances
productivity level of the TJ Max.
 Reduces absenteeism: These practices also emphasize on providing positive working
environment to the employees which makes comfortable in offices. Therefore, employees
try to avoid taking leave from their work which result in accomplishment of all goals of
TJ Max on the predetermined period of time (Baum, 2015). Along with this, it also
retains employees for long term for working with same company.
Benefits of HRM practices for employees:
 Improves Skills: Human resource practices in an organisation involves various
development session. In TJ Max, HR manager of this company conducts training session
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for the employees in order to improve their performance. This ultimately enhances skills
of employees which will remain with them for long term. Along with this, it will increase
various growth options for every individual as they have gained skills from the training
session.
 Health safety: HR manager of TJ Max have included safety measures in its HRM
practices which focuses on providing various types of health and safety benefits to the
employees. This company provides financial support to its employees if they face any
health related problems.
P4 Effectiveness of HRM practices in raising organisational profit and productivity
Human resource require to have sufficient people for conduction of business activities
effectively. Recruitment and selection, training, performance management, compensation are
various practices which help HR of TJ Max to have skilled and talented staff members. This aid
them to enhance productivity and profitability of firm by providing quality products and services
to customers. These are HRM practices which are conducted by human resource of TJ Max are
described below: Recruitment and selection: Recruitment and selection provides talented working staff to
the TJ Max. These hired employees are capable of performing work of the organisation
effectively. New employees also brings innovation in the organisation which generates
more revenue for TJ Max (Five reasons why every organization needs a recruitment and
selection policy requires, 2018). Training: HR manager of TJ Max provides training to the employees in order to improve
their skills. As a result, they performs assigned task in less time which increases
profitability of the company. Performance management: It is considered as the procedure through which HR manager
of TJ Max evaluates performance of employees at regular internal. This helps in
understanding actual working pattern of employees. Along with this, HR manager also
guides and motivate employees for their work which improves performance of
employees. As a result productivity of the TJ Max will be increased.
 Reward: Rewards and recognition are the part of HRM practices which are used by TJ
Max. These rewards are given to the employees on the basis of their performance. It
motivates employees to perform in effective manner for the purpose of achieving
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rewards. Hence, profitability of the TJ Max also increases with the increase in
productivity level.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision-making
Employee relations refers to connection which is constructed by human resource with
manager and staff members to make them perform tasks effectively. It is essential that
employees are dedicated and motivated towards duties. Management of TJ Max involve
superiors and workers in decision making process. This help them to make judgements which are
beneficial for firm. Along this, meeting and conference are conducted to inform subordinates
about changes in system and policies (Wright, Coff and Moliterno, 2014). This aid HR to make
staff members complete targets and provide products in respect to demands of buyers. Thus,
these are benefits that employee relations have on organisation functionality are as follows: Reduce problem of absenteeism and labour turnover: In TJ Max, human resource
provide incentives and compensation to staff members in respect to their performance
and outcomes. This helps them to make subordinates motivated and dedicated to work in
effective manner for getting promotion and other benefits. Thus, HR is able to lower
down absent rate and retain employees for longer time. Discourage conflicts and problems between team members: Positive relationship among
employees and employer enhances reputation of the company at market place. As
employees are happy with the company so they represent positive values of TJ Max with
their family and friends (Birasnav, 2014). This helps human resource to anticipate issues
and difficulties which are faced by subordinates, thereby provide them solutions.
 Enhance organisation goodwill: In TJ Max, HR give value and recognition to skilled
and competent people which help them to retain them for longer time. This help
management to maintain strong brand image by conducting of business activities
effectively.
P6 Key elements of employment legislation and its impact on HRM decision-making
Government had formulated laws and act to regulate functioning of organisation. It is
essential that human resource of TJ Max consider employment legislations for making system
function legally. These are employment legislations which are stated below:
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 Equality Act: This law state that human resource requires to give equality to both men
and women. It is necessary that individual get duties and tasks in according to their
capabilities. Along this, HR also need to provide incentives and benefits to staff members
in respect to their performance and outcomes. In TJ Max, human resource give equality
to team members which help them to retain skilled and competent people for longer time. Discrimination Act: It is another law which is constituted by government to secure
people from getting discriminated on grounds of age, caste, religion and other aspects. TJ
Max is multinational firm which have branches in different nation. HR have different
background people employed in company (Deery and Jago, 2015). For this, workers are
made to team and superior support is provided to them to make them perform tasks in
coordination.
 Health and safety Act: This is law which is formulated by government to take care that
people get safe and secure working environment in organisation. In TJ Max, human
resource provide positive and safe condition to employees. Along this, they take care of
health of staff members. This help them to retain talented people for longer time and
attract candidates easily.
TASK 4
P7 Application of HRM practices in work- related context
HRM practices are conducted by management to have skilled and competent people in
organisation. For this, recruitment is conducted by human resource to fill vacant position and
maintain workforce for accomplishment of business objectives. Job description is document
which is constructed by HR of TJ Max to inform people about post. This help them to invite
candidates to apply for job in according to their skills and abilities.
Job description: Human resource of TJ Max is conducting recruitment for post of
Marketing Manager. Thus, this is description which is formulated to inform public about position
is stated below:
Job Description
Company: TJ Max
Post: Marketing Manager
Department: Marketing
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Roles and responsibility:
 Formulate an effective marketing plan
 Manage brand image of firm
 Motivate and guide team members to work effectively.
Experience: Minimum 1 year experience as marketing executive
Curriculum vitae: This is document which is used by an individual to provide
information to another person about their skills, qualification, experience.
Curriculum Vitae
Name:
Contact No.:
E-mail ID:
Career objective: Enhance skills by working in
Academic Qualification:
 Post graduation in Marketing Graduation in business administration
Working experience: 2 years experience as marketing executive in ALDI.
Personal skills:
 Good communication skills
 Interpersonal ability
 Team Building skills
Declaration: I declare that above mention details are true according to my knowledge.
Date:
(Name)
Interview: This is selection process which human resource conduct to gain information
about skills and knowledge. For this, human resource formulates questions which they will ask
from candidate to select best individual.
Interview questions: Human resource conduct person interview to gain information about
skills and knowledge of applicant.
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Interview questions
Q.1 Tell me about yourself?
Q.2 What is difference between marketing and selling?
Q.3 Tell me firms where you had earlier worked?
Q.4 Why we should we select you?
CONCLUSION
From the above report, it can be concluded that planning, staffing, developing,
motivating, managing change are functions which are performed by human resource
management. These are activities which are conducted by them to have sufficient manpower for
accomplishment of business objectives. Promotion and campus placement are recruitment tools
which are used by HR to fill vacant position. For this, interview is technique which aid them to
have information about skills and knowledge of candidate, thereby select best individual. Reduce
absenteeism rate and labour turnover, discourage conflicts between team members and enhance
goodwill are benefits of employee relations. Equality, discrimination and health and safety are
various government laws which are considered by human resource while formulating policies.
Job description is tool used by them to inform people about job position, thereby use CV at
interview time to select best applicant.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management accountancy.
New Perspectives On Human Resource Management op. cit. at. pp.154-166.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management. 50. pp.204-212.
Birasnav, M., 2014. Knowledge management and organizational performance in the service
industry: The role of transformational leadership beyond the effects of transactional
leadership. Journal of Business Research. 67(8). pp.1622-1629.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Clark, W. C. and et. al., 2016. Boundary work for sustainable development: Natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management. pp. 1-23. Routledge.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of
World Business. 49(2). pp.225-235.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management. 27(3).
pp.453-472.
Festing, M. and Schäfer, L., 2014. Generational challenges to talent management: A framework
for talent retention based on the psychological-contract perspective. Journal of World
Business. 49(2). pp.262-271.
Fox, S. and Cowan, R. L., 2015. Revision of the workplace bullying checklist: the importance of
human resource management's role in defining and addressing workplace
bullying. Human Resource Management Journal. 25(1). pp.116-130.
Johnson, P. and Szamosi, L.T., 2018. HRM in changing organizational contexts. In Human
Resource Management. pp. 27-48. Routledge.
Pfeffer, J., 2014. Business and the spirit: Management practices that sustain values. In Handbook
of workplace spirituality and organizational performance. pp. 43-59. Routledge.
Wright, P. M., Coff, R. and Moliterno, T. P., 2014. Strategic human capital: Crossing the great
divide. Journal of Management. 40(2). pp.353-370.
Online
Five reasons why every organization needs a recruitment and selection policy requires, 2018
[Online]. Available through: <http://www.yoh.com/blog/5-reasons-every-organization-
needs-a-recruitment-and-selection-policy>
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