HRM Department and Decision Making

This report focuses on the importance of the Human Resource Management (HRM) department in an organization. The HRM department provides various facilities necessary for running a business effectively, including hiring eligible candidates to work towards maximum benefits. The use of HRM departments in decision-making is also emphasized, along with its impact on organizational performance.

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
P1 Purpose and functions of HRM that applicable for workforce planning and resourcing.....................3
P2 Strengths and weaknesses of various approaches to recruitment and selections.................................5
TASK 2.......................................................................................................................................................6
P3 Benefits of HRM practices for both the employer and employee.......................................................6
P4 Evaluation of effectiveness of HRM practices for organizational profitability and productivity........7
TASK 3.......................................................................................................................................................8
P5 Importance of employee relations that influence HRM decision-making...........................................8
P6 Key elements of employment legislation and its impacts upon HRM decision-making.....................8
TASK 4.......................................................................................................................................................9
P7 Illustrate the application of HRM practices in the organization with examples..................................9
CONCLUSION.........................................................................................................................................11
REFERENECES.......................................................................................................................................12

INTRODUCTION
Human resource management is considered as one of the essential part for an organization.
Their prime role is to provide basic facilities that are required by a company in order to run their
business in an effective manner (Human Resource Management, 2018). Firm that will be taken
in this assignment is John Lewis Partnership which one of the leading company in United
Kingdom. The report will highlight the purpose and the function of HRM that are required to
workplace planning. Along with this, strengths and weaknesses of human resource department
with relation to recruitment and selection process are mentioned in this assignment. Apart from
this, benefits of various HRM practice within an organization for both employer and employee
are included in this report. Other than this, different HRM practice in terms of raising
organizational profit and productivity. Therefore, importance of employee relation and its impact
on decision making is mentioned in this assignment. Lastly, illustration is done about the
application of HRM practices related to work context.
TASK 1
P1 Purpose and functions of HRM that applicable for workforce planning and resourcing
Human resource management is popularly known as an element that works for a
company in order to get success (Bondarouk and Ruël, 2013). Thus, they are used for making
proper strategies so that company can implement innovation, increase productivity, sales and
many more. Therefore, the department of HRM and its employees are considered as important
assets that helps the firm in gaining better position at market area. Along with this, they try to
establish better relationships among employees so that a healthy environment is maintained.
Purpose of Human resource management
There are many roles that are performed by the department of human resource
management. In context with John Lewis Partnership which is a retail company in UK, it is
helping them in managing their work accordingly as a result company is performing the entire
task in systematic manner. Therefore, managers of the organization are working with a purpose
and some of them are mentioned below in order to understand in a better manner:
Creating better organizational culture: It is considered as one of the important element
of the department of human resource management. This helps the organization in providing a
healthy and cultural environment so that employees can perform their task in a systematic
manner. In terms of John Lewis they are giving effective place to work on. Therefore, for
maintaining a work like place there some elements that company must incorporate and these are
as follows:

Laws: For running a business without any problem there are some laws and regulations
that are formulated by the regulatory bodies which needs to be followed by an organization
(Costea, Amiridis and Crump, 2012). This includes labour relations, employment legislations,
negotiations and many more. Along with this, laws related to recruitment and selection process
while hiring a person for an organization must be followed. Thus, the entire task can be achieved
by determining all the rules and regulations for working according to the norms regulated by the
government.
People management: The department of human resource management is better known
for managing things in a better manner. This is considered as an important factor so as to
improve the sale and productivity. In terms of John Lewis Partnership they have an established
themselves as a leading brand. As a result they are in a better position in the market area. This
has happened because they have enabled themselves in maintain a healthy relationship between
the employees and subordinates. Along with this, relations between other departments have also
helped them for the same.
Functions of Human Resource Management
The functions that are performed by the department consist of many activities within the
organization. Its prime role is to managing the workforce and making proper use of manpower so
that company can gain better results. Therefore, managers of the John Lewis Partnership, makes
policies and strategies in order to increase its sales and profitability. Along with this, they always
try to give effective services and facilities which its end customers can avail. Some of the
functions are given below:
Orientation: It is the main function under which managers of the company give a brief
introduction about the organization to the fresh employees. It assists the firm in having a small
interaction between the superiors and employees so that all the functions can be understood by
them. Other than this, all the queries regarding the working hours, salary etc., are discussed in
this process (Ehrnrooth and Björkman, 2012).
Recruitment and selection process: For hiring eligible candidates this department plays
an important role as they conduct the process in a systematic manner. In context with, John
Lewis Partnership they are selecting suitable individuals for their vacant posts. This will enable
the organization in giving better services and facilities and many more.
Employees’ relations with management: For conducting the business operations in an
effective manner, there is a necessary for maintaining better relations amongst all the employees
along with the superiors. Therefore, John Lewis has a better coordination between employees.
Training and learning process: Learning is a continuous process that goes throughout
life. Therefore, for updating the knowledge of employees John Lewis Partnership is providing

appropriate training and regular process. This is enabling the organization in achieving the task
in an effective manner. Thus, it is increasing their skills and knowledge.
P2 Strengths and weaknesses of various approaches to recruitment and selections
Recruitment and selection is not an easy task to perform instead it required lot of skilled
and proper knowledge (Gheiratmand and et. al., 2015). Thus, their prime role is to fulfill
vacancy according to the workplace. Therefore, recruitment and selection is a process through
which company can hire candidates according to the vacant seats that are available to them. In
context with John Lewis Partnership is hiring suitable candidates fully on the basis of pure
talents and no biased actions must be performed. Henceforth, there are some of the approaches
that must be followed by and these given below:
Job analysis: This is the prior step in which mangers tries to identify the job for which
candidates can apply. Therefore, John Lewis Partnership is monitoring the entire department so
as to know the seats for which the recruitment and selection process can be done. Along with
this, company is performing several activities for selecting suitable candidates for the vacant
posts.
Job Descriptions: Under this, all the details that are related to the post of the job is
mentioned or given. Thus, this includes information like salary, working hours, rules and
regulations, job specification and many more.
Person specification: It is related to the information provided by an individual for the
job, this includes personal details, qualification, skills and abilities. Therefore, the person needs
to give required details that are must while applying for the job. It will assist them in selecting
right person for the work.
Job posting strategies: Under this, all the strategies that are required for promoting their
activities regarding posting the job is included. Thus, John Lewis Partnership is making proper
plan of action for attracting more and more candidates so that company can select best out of
them (Gomes and et. al., 2012).
Multi phase recruitment: This is considered as an important method that helps the
organization in finding suitable candidates with matching profile in the organization. It involves
methods like telephonic interview, face to face, examination and many more.
Strengths of recruitment and selections
 This kind of method is cost efficient along with this it is less time consuming. Therefore,
for conducting this process in a better manner company can optimize different types of
tools and techniques.

 Internal method is determined as an important method for selecting suitable candidates so
that all the things can be fulfilled without any ado by an organization.
 Along with this, external source also plays an important role in formulating new and
innovative ideas and this can be achieved by hiring candidates those who are outside of
the company (Guest, Paauwe and Wright, 2012).
 Therefore, this kind of process is very effective and its helps the organization in gaining
their objectives in limited time frame. Along with this, it assist the company in maintain a
better relation amongst employees.
 In relation to John Lewis Partnership they are hiring skilled person who can aid the
organization in handling the situations and circumstances.
Weaknesses of recruitment and selections
 Sometimes recruitment of employees through internal process can prevent new talents
from taking part in selection and recruitment process who are outside of the organization. Thus, in context with John Lewis Partnership, external method of recruitment is
somewhat costly. As the tools and techniques that will be used are might expensive.
TASK 2
P3 Benefits of HRM practices for both the employer and employee
Person who are working within the firms for them human resource management plays an
important role. This provides various benefits along with the advantages to the both employee
and employers. HRM practice helps them in doing so as the managers of John Lewis is
determining by evaluating the relationship of individuals at workplace in an effective manner.
Employer's benefits
Focus on tasks: Works can avail the advantages by dividing the task as per the capabilities
so that it can be done in an effective manner. Therefore, they try to identify the ways through
which this can be accomplished (Heikkilä, J. P. and Smale, A., 2011).
Using work time: Time is very precious, with the help of HRM practices employer can
optimize full time as well as the resources that are available to them. This will help them in
attaining the objectives and goals in specific time frame. Therefore, John Lewis has incorporated
various tools for achieving the set targets.

Proper involvement: By implementing new activities it will help the organization in pulling
the attention of employees. Thus, proper involvement will help them in learning fresh things
which an individual can implement in their future proceedings.
Benefits for employees
Experiences in new areas: According to the employees it is considered as the best benefits
because of HRM practice. Through this, workers get a chance to explore to various elements this
will help them in improving their existing skills and knowledge (Kaufman, B. E. and Miller, B.
I., 2011).
Opportunities of training and development: It is a prime duty of a company to provide
excellent training programs. This will assist the employees in enhancing the abilities that they
were possessing. Therefore, in terms of John Lewis, this process has increased their productivity
and sales as well.
P4 Evaluation of effectiveness of HRM practices for organizational profitability and
productivity
For operating a business in a better manner there are certain rules and regulations that are to
be followed by the company. This helps the firm in providing support so that all the goals and
objectives are achieved in given time frame. In context with John Lewis Partnership, they have
incorporated certain factors in order to profitability and productivity and these are mentioned
below:
Setting of directions and implementation: Managers in an organization plays an important
role in guiding their employees in such a manner that they achieve the targets in set time frame.
Whereas the role of leaders is to set a mission and they take responsibilities for accomplishing
the goals in a certain period of time. Therefore, this is assisting John Lewis in increasing the
sales and profitability along with this; it is enabling them in sustaining a better position in the
market area.
Excellent performer and innovative staff: It is considered as a beneficial factor as this
provides an employee in providing new and innovative ideas. By implementing this, company
can complete the task in an effective manner. Therefore, leaders and managers always try to
introduce fresh thoughts for attaining a particular task (Kim and Bae, 2017).
Achieving individual and team goals by effective communication: Communication is the
basic tool that is optimized by most of the company so as to have a proper interaction with their
employees and subordinates. Managers are using this medium for explaining the task to its
workers so that they can have a clear idea about the job they have to perform.

Revise skills and uphold efficiency at workplace: Department of Human resource
management analyze the activities and make sure that appropriate training programs are given to
the employees. Henceforth, managers of John Lewis are focusing on improving the skills and
knowledge of its workers in order to gain competitive advancement.
TASK 3
P5 Importance of employee relations that influence HRM decision-making
Worker s in an organization plays an important role in attaining the goals and objectives.
Therefore, it is essential that managers of John Lewis Partnership maintain a better
understanding between employees and subordinates. For sustaining the loyalty of the workers
company, has provided them with different kinds of benefits like bonus, compensations, medical
facilities and many more. Therefore, firm is motivating its employees so that they can become
enthusiastic and work accordingly so as to achieve the goals and objectives.
Sharing work for attaining common goal: By creating a mutual understanding between
the employees they can work for accomplishing and obtaining a common goal. Therefore, for
this, it is required that a strong team is build. They will help them in completing the work in an
effective manner (Kultalahti and Viitala, 2015).
Resolve conflicts: To maintain a better environment it is important that managers conduct
meeting or seminars on a regular basis. This will enable them in having a proper interaction
between employees and subordinates. Through this, people can resolve their issues in an
appropriate way. Therefore, team is very important as it gives better outcomes.
Employee’s loyalty: By giving employees with maximum benefits, company can sustain
the loyalty of the employees. Henceforth, a better environment must be provided to workers so
that they can a place where they can work freely so as to gain maximum benefits.
Maintain Equality amongst employees: This can be achieved by having an effective way
of communication with other workers. It will reduce the transparency between employees and
superiors. Thus it help them in resolving maximum amount of problems and issues and as a
result it is providing better results and outcomes.
P6 Key elements of employment legislation and its impacts upon HRM decision-making
For accomplishing the entire task in an effective manner there are various laws which
companies had to follow and these are so as to provide some benefits to its employees. In terms
of John Lewis, they have looked out for all the complexities that they can eliminate for
maintaining a better communication amongst all the members working in this organization. For
having an effective business company is using the hierarchy structure so as to deal with the
complexity (Lamba and Choudhary, 2013). This is providing benefits as the firm mentioned in
this assignment is a big enterprise and it help them in performing the activities in a systematic

manner. John Lewis partnership is determining so as to provide a better environment at
workplace and some of the points are mentioned below:
Analyse position: It is considered as an important stage as it help the superiors in knowing
the vacancy of a post with adequate information. This is required while filling up the job
application form. So, to pull attention of maximum number of people they provide all the
relevant information through various mediums like newspapers, social websites, online and
many more. Along with this, company is providing information regarding salary, working hours,
medical facilities etc.
Equal wage act: This act help an organization in avoiding any kind of discrimination in terms of
providing wages for the same post. Therefore, according to this law anybody working in a
company in similar post whether the person is male or female they will be provided equal wages
(Vermeeren, Kuipers and Steijn, 2014).
Minimum payment act: It is similar like “equal wage act” but according to the regulatory
bodies they have fixed certain amount of minimum prices that is mandatory of them to be paid.
This includes in this elaborated about minimum rate of wage which are formed by government.
This includes whether working in a public or private company there is a certain amount of
money that has been fixed and company must make sure that these are given to the employees.
Employee's rights act: This is regarding the rights that a employee can avail during his/her
difficult times. It is also concern with health and safety. Therefore, John Lewis is focusing on
giving protection, for any misconception happens to an individual while performing the task.
Workmen's compensations act: This was formulated by the government so that a better
compensation can be provided to the workers. In context with John Lewis they are giving various
compensations accordingly.
TASK 4
P7 Illustrate the application of HRM practices in the organization with examples
There are different kinds of functions that are performed by the department of human
resource management. This involves certain roles and responsibilities that are performed like
recruitment and selection process, providing training programs and many more. Some of the
HRM practice has been analyses here in order to know in a better manner.
John Lewis is one of the leading companies that deal in retail sector and they provides excellent
facilities and services to its end customers. This is assisting them in gaining a superior position at
market area (Bondarouk and Ruël, 2013).

Job Specification
Job Details
Post: Manager
Department: Human Resource Manager
Job Purpose
 To give better facilities to its customers so that effective results can be evaluated. .
 Must be capable in resolve the issues of its clients.
 Should be able to provide training activities to employees so that they can gain
competitive advantage. Training activities to employees so that they can provide better
services and facilities to customers.
Roles & Responsibilities
 Assigning task according to the capabilities of an individual.
 Should be able to determine short term goals that can be achieved.
 Must be able to work according to the current market situations.
CV:
Curriculum Vitae
Name: Smith Carter
Address: 45 Queens Street, 5th Avenue, London
e-mail id: [e-mail]
Contact No.: 76837647308
Objectives:
The mian objective is to work under pressure, so that an effective decisions can be made.
Therefore, its prime duty work according to the strategies that are implemented this will provide
them competitive benefits.
Qualification:
 Graduation of Business Administration
 Master in Human Resource
Experience:

Must have an experience of 4 years or more.
Skills:
 Effective communication skills.
 Should be able to convince one another in an effective manner.
 Must have the ability of resolving problems.
 Should be appropriate in using communicating tools for interacting with others.
CONCLUSION
From the above report it has been concluded that, human resource department is one of
the important element of an organization. It basically, provides all the facilities that are required
for running a business in an effective manner. Their prime role is to hire eligible candidates so
that they can work in order to provide maximum benefits. Use of HRM department in decision
making is also included in this report.

REFERENECES
Books and Journals
Bondarouk, T. and Ruël, H., 2013. The strategic value of e-HRM: results from an exploratory
study in a governmental organization. The International Journal of Human Resource
Management. 24(2). pp.391-414.
Costea, B., Amiridis, K. and Crump, N., 2012. Graduate employability and the principle of
potentiality: An aspect of the ethics of HRM. Journal of business ethics. 111(1). pp.25-
36.
Ehrnrooth, M. and Björkman, I., 2012. An integrative HRM process theorization: Beyond
signalling effects and mutual gains. Journal of Management Studies. 49(6). pp.1109-
1135.
Ganopoulos and et. al., 2013. Barcode DNA high‐resolution melting (Bar‐HRM) analysis as a
novel close‐tubed and accurate tool for olive oil forensic use. Journal of the Science of
Food and Agriculture. 93(9). pp.2281-2286.
Gheiratmand and et. al., 2015. The effect of mechanical milling on the soft magnetic properties
of amorphous FINEMET alloy. Journal of Magnetism and Magnetic Materials. 381,
pp.322-327.
Gomes and et. al., 2012. HRM issues and outcomes in African mergers and acquisitions: a study
of the Nigerian banking sector. The International Journal of Human Resource
Management. 23(14). pp.2874-2900.
Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons.
Heikkilä, J. P. and Smale, A., 2011. The effects of ‘language standardization’on the acceptance
and use of e-HRM systems in foreign subsidiaries. Journal of World Business. 46(3).
pp.305-313.
Kaufman, B. E. and Miller, B. I., 2011. The firm's choice of HRM practices: Economics meets
strategic human resource management. ILR Review. 64(3). pp.526-557.
Keegan, A., Huemann, M. and Turner, J. R., 2012. Beyond the line: exploring the HRM
responsibilities of line managers, project managers and the HRM department in four
project-oriented companies in the Netherlands, Austria, the UK and the USA. The
International Journal of Human Resource Management. 23(15). pp.3085-3104.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor &
Francis.
Kultalahti, S. and Viitala, R., 2015. Generation Y–challenging clients for HRM?. Journal of
Managerial Psychology. 30(1). pp.101-114.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of
employees. International Journal of Advancements in Research & Technology. 2(4).
pp.407-423.
Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference?
Linking HRM, job satisfaction, and organizational performance. Review of Public
Personnel Administration. 34(2). pp.174-195.
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