Importance of HRM Practices in Workplace

This assignment emphasizes the importance of applying effective HRM practices at workplaces. It highlights how these practices can lead to improved employee morale, increased productivity, and better achievement of organizational goals. The document references various academic sources and online resources to support its arguments.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM........................................................................................1
P2. Strengths and weaknesses of different approaches of recruitment and selection.................2
TASK 2............................................................................................................................................5
P3 Benefits of different HRM practices......................................................................................5
P4 Effectiveness of different HRM practices in terms of 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 the impact it has upon HRM decision-making
.....................................................................................................................................................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in a work-related context......................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
The term human resource management can be utilised to explain the formal framework
devised for the individual management with a business firm. It is a strategic process to the
efficient organisational management of employee which can assists the firm in gaining
competitive edge (Human Resource Management (HRM) - Definition and Concept, 2016).
Duties of HR manager fall into three major category which is employee benefits, compensations,
staffing and other work designing with the purpose of gaining more productivity of operated
practices though utilising the employee in more effective manner. It is mandate for a company to
nourish and replenish their worker to entire health which have developed dramatically.
Dyson Ltd is popular technology organisation of Britain formed by James Dyson in 1991.
This manufacture and design appliances like hand dryer, vacuum cleaners, hair dryers, heater etc.
with more than 8500 individual globally. Report will evaluate scope and purpose of HRM and
analyse major components of HRM within Dyson. The company will assess external and internal
elements which influence decision making and employee legislation of company along with
managing numerous practices of HRM in context of work. Hence, in regard of understanding
these aspects, this assignment will execute and analyse numerous approaches and theories.
TASK 1
P1 Purpose and the functions of HRM
HRM can be termed as the hiring practices of hiring, managing, recruiting and expanding
employee of company. Human resource department is often accountable for overseeing the
employment policies governing the worker as well as manage relations among employee and
organisations. Workforce planning can be termed as constant process utilise in the allocation
needs and priorities of firm with their working environment to ascertain achievement of
legislative, regulatory and requirement of services and products of organisation. Dyson is availed
numerous benefits through personnel administration that keep managing the human resource
function within their companies (Chen and Huang, 2010). Here are discussed main purposes:
Purpose: Dyson is improving HRM activities to accomplish the purpose of human
resource manager to enlarge the activities of company to improve productivity and emphasising
the performance of worker in defined, designed and more profitable manner to accomplish their
duties and role in more fundamental way.
1

Functions of HRM: Numerous functions of human resource management is utilised by
Dyson of evolution and productivity development of firm. Here are discussed few functions
mentioned as below: Selection and Hiring: HR is liable for coordinating requirement and selection procedure
that is major function of enterprise. In order to recruit skilled, qualified and more talented
worker, company outline and undertake several different processes and approaches. Training and Development: Human resource manager employ different methods of
training and development program aiming over the accomplishment of business goals and
target in more fundamental manner. It is paramount function of HR as this assist in
employee stimulation along with performance improvement of both organisation's as well
as worker's. Orientation and Staffing: It is indispensable for HRM of Dyson to staff and select
appropriate worker for certain abilities and skills. Also they coordinate the session of
orientation for the worker to attain suitable outcome significantly.
 Compensation & Rewarding: It is HR manager's duty to deliver proper session of
training, rewarding and compensation of employee in regard of attaining objectives of
business along with delivering them stimulation and motivation in ideal manner (Crook
and et. al., 2011). Dyson, manager ascertain that employee are delivered proper
motivation and inspiration at the workplace.
Thus, major functions and responsibilities of human resource management for that
Dyson's human resource manager is accountable to operate. These major categorised basic HRM
into two major classifications mentioned as below:
Soft HRM: Worker are behaved as the main component and source which can help
organisation. Dyson treat their employee as main key and focus over the worker satisfaction.
Hard HRM: According to human resource management, organisation are defined as main
Dyson success which are agreed to render their opinion in the process of decision making in
relation of attaining competitive advantages.
P2. Strengths and weaknesses of different approaches of recruitment and selection
Dyson is a large organisation that is popular for their skilled and qualified worker who
are able to produce highly technique services and home appliances. Hence, this is essential for
enterprise to demonstrate creative and productive worker which can deliver the productivity
2

required by organisation. Selection and recruitment procedure has key role in the company as
this helps the worker in attaining skilled and qualified worker enough to attain their set
objectives and targets. Numerous hiring and selection process is being used by HR manager of
firm such as external, internal and third party recruitment. Here are discussed some major
optimised techniques and approaches discussed as below:
Internal Recruitment: It is one of the indispensable approach of recruitment in which the
applicants are hired or selected from within the working organisation to fulfil the vacant place of
job. According to this, numerous opportunities are accomplished under the boundaries of
business (Collings and Mellahi, 2011). It is one efficient and cost effective approaches which
create positive influence and stimulate worker of enterprise. Here are discussed some major
weaknesses and strengths of this approach used by Dyson mentioned as below:
Strengths Weaknesses
 It is more convenient and more
efficient hiring approaches that is
utilised by organisation to avoid
complicated procedure and unnecessary
expenses form company.
 The procedure is less time consuming
and need proper selection process
which can assist in saving cost and time
of recruiter as well as Dyson.
 The employees of organisation would
already be familiar with the workplace
which remove the expenses of training
and induction. Also this require no
administration and interview procedure.
 It can help in stimulation and
development of employee on the basis
of promotion and motivation of existing
members of staff. It can also aid in
inspiring other workers to perform in
 It restricts the alternation and
modification from the workplace of
Dyson as the company which direct to
knowledge and skills within the
working environment.
 This provide less opportunity to
company to support and include new
opinion, skills, qualities and ideas of
organisation within the working
environment that can lead to innovation
dearth. Hence, external candidate hiring
are often bounded due to this approach.
3

more productive way.
External Recruitment: It can be considered as one another fundamental methods of
hiring and selection of potential candidates that can apply for the interested vacant profile (Chen
and Huang, 2010). The applicants are often selected from the extrinsic environment employing
different techniques and approaches. It has its own demerits and merits that are undertaken by
Dyson before executing this procedure within their framework:
Strengths Weaknesses
 Applicants deliver more productive and
new ideas helping in creation of
modified plans and strategies which can
assist the management in structuring
company in more efficient manner.
 It can emphasise over the performance
and productivity of company
emphasising over the abilities and
skills. Thus, this consist of wide
development scope for the company.
 It is more time perceiving and
expensive procedure which make use of
more information and financial data to
accomplish the demands or
requirements.
 The process become more unprofitable
when the applicants or new employee
resign from their duties. Hence, this can
cause to coordination of whole hiring
and recruitment procedure again.
 It is essential to coordinate proper
training and development session to
introduce and aware them with
organisation structure, culture and
environment.
Third Party Recruitment: This can be referred as one more trending and effective
process of hiring in which company hire the applicants by the help of external agencies and
organisation help (Boxalland Purcell, 2011). Here are discussed some main drawbacks and
influences of this procedure:
Strengths Weaknesses
 It is less time consuming and expensive
procedure. The procedure is less
expensive and time consuming.
 No reliability and credibility.
 The main drawback of this procedure is
threat to secrecy.
4

 Organisation does not require hiring
and selection procedure.
TASK 2
P3 Benefits of different HRM practices
Here are various kinds of practices which are to be considered in an effective manner. By
way of implementing HRM policies, company could make certain tools that can be used by the
cited organisation for smooth functioning (Crook and et. al., 2011). Number of HRM practices
are there but the crucial one are as follows:
Controlling and management of employees’ performance: Nowadays, no business
organisation could attain success it objectives without assistance and commitment of its
activities. This is most crucial manner for employees in order to render competitive advantages
over its rivals. For ensuring that workers are performing their performance at regular basis. This
form manager in order to assess and evaluating their performance at a routine basis. This forms
manager aware about the current abilities of the employees and likewise assist in determining
gap between present and actual skills. For removing gap, if any, managers need to offer training
for the staff members henceforth, they could perform well and ensure fulfilment of business
activities effectively.
Training and development of subordinate: Crucial advantages of training is that this
enhance skills and knowledge of staff employees that increase their creativity and form them
able to satisfy needs of the consumers (Armstrong and Taylor, 2014). Emergence of skills of
workers enhance profits of the organisation and renders diverse advantages to the organisation.
Practices of HRM renders advantages to both of the employees and the employer as well
that can be assessed by the following points:
Advantages to the employees: Motivate subordinates to work well: Concept of HRM assist in forming a positive and
sound work atmosphere during workplace. This assist that an adequate wage which must
be offer to staff members and entire this encourage them to work.
 Render them training: The training practices of HRM would consider the performance
assessment of the workers and if the managers identify any kinds of gaps between
5

existing and genuine skills then the training is offer to workers but during the similar time
assist in finding an advance way for fulfilling the work.
Benefits of Employers: Assist in forming a positive and efficient work climate: At the time when manager offer
an adequate compensation and growth opportunities to entire employees’ entire form a
positive work climate during workplace (Cox, Arnold and Tomás, 2010). Entire,
improvement employees’ profitability that enhance productivity and market share of the
firm.
 Support manager in take right decisions: One of the crucial advantages of HRM is that
this form manager aware about what is going during the work place and in each division.
Whole guide and assist him for taking an efficient decision for the organisation.
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
Dyson's human resource management is working for the benefits and upliftment of their
standard of living. HRM influence numerous activities, profitability and productivity of company
by organising different activities. Here are discussed how HRM is contributing in the attainment
of profitability and productivity of company:
High Innovation and Performing Worker: The human resource department is Dyson
organise numerous activities in relation of capacity enhancement and emergence of organisation
by motivating the worker in more efficient manner. It can help in attainment of objectives,
management of division along with goals achievement in more easier way.
Effective leading setting and execution: Leaders and management take huge actions and
efforts to structure the code of conduct for business (Bratton and Gold, 2012). The management
of HR ascertain whether the terms are efficiently executed in firm and are followed by the
working environment. It can help in carrying out the practices accordingly along with develop
the efficiency level of enterprise.
Worker need to update their skills to manage their productivity. It can assist in educating
and informing employee in regard of knowledge and skills in Dyson which can assist in
emphasising over the entire performance and productivity. It has to ascertain that working
6

environment demands for create numerous methods and procedure which are able to assist
promotion and identification of skills and abilities significantly.
Thus, this can be claimed that from the above discussed report, the HRM has their own
effectiveness which can help them in achieving set objectives and goals in more significant
manner (Cascio and Boudreau, 2010).
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision-making
In order to comply the HRM activities, it is paramount to maintain proper relations with
among company and its employee which can assist in carrying out the operations of business.
Distinct decision are outlined and considered by the HR authority along with different worker
who are influenced through those techniques. HR manager need to understand the employee
relation value before executing numerous practice and process within the workplace of Dyson in
relation of managing practices and activities according to the demand.
Innovation Acceptance: Dyson's human resource manager need to execute the practices
of human resources to plan the motivational activities or strategies for the workplace so that they
do not restraint to alternation along with accept voluntary which can direct to effective ideas of
business. It can help in saving the business time and cost.
Required Personnel Availability: Human resource management team of Dyson ascertain
whether the availability and rime of different workplace are constant in regard of daily basis
work. Hence, this is essential to manage proper employee relation in regard of creating better
productivity and performance of organisation.
Supported Direction: HRM also assure whether the entire workplace is sharing common
vision and accurate learning within the working environment (CHUANG and Liao, 2010). It
assure that before an individual is assigned work at their working profile with more appropriate
goals and objectives. Uniformity can be established through the help of proper employee relation
management which can further increasing the helping possibilities.
Cost: Operation cost minimisation in organisation is another aim that Dyson's HR is
focusing over in order to render proper workplace guidance. It organise numerous activities
creating specific knowledge and cost information which is fundamental for the company.
7

Hence this can be claimed that human resource management make certain that
coordinated events and employed operations are according to the workplace and personnel of
Dyson in order to create more productivity in operated functions along with reducing hurdles.
P6 Key elements of employment legislation and the impact it has upon HRM decision-making
Employment legislation and laws deliver support and proper protection to the
fundamental rights of worker within the company which is fundamental for organisation to
include while formulating policies of enterprise. Dyson understanding the employee aspects and
necessity of these fundamentals of law, create their activities and operations accordingly to avoid
further issues and problems from company (Boxall and Purcell, 2011). It can help in satiating
employee for efficient working and functioning within the competitive workplace. Here are
discussed some major laws and legislative parts enacted by UK government and parliament
which Dyson comply discussed beneath: Equal Wage Act, 1970: The act was passed by UK Parliament to reduce the worker
discrimination within the working environment. This states that entire organisational
worker should be treated equally on the grounds of provided wage and should be be
distinguished on their religion, gender and caste. Dyson assure their worker proper wage
on the same skills and qualification ground to support their act within the company. Disability Discrimination Act, 1995: This laws support their disable at working
environment avoiding discrimination with them on the grounds of their disability. It is
essential for HR management to improve their terms and policies accordingly. Minimum Wage Act, 1998: This legislation claimed that an employee of any business
entity should be deliver minimum wage i.e. set by UK Government. It was made to
reduce industry labour exploitation and provide them basic rights of worker. Dyson
manage their worker wage on the grounds of their abilities and skills. Working Hour Act, 1982: According to this act, the time limit of working in the
organisation is determined through UK government i.e. 48 hours. It is essential for
Dyson's human resource manager to outline the process (Bloom and Van Reenen, 2011).
Also, they organise proper compensation and rewarding for developing their productivity
and performances in more significant way.
 Health and Safety act, 1974: United Kingdom parliament enacted this laws in regard of
protecting and safeguarding worker while working within any working organisation.
8

According to this, employee are provided proper medical and infrastructure security to
assure their protection. Hence, Dyson need to implement this act to assure their employee
their safety and security that can also assist in retaining their worker.
Thus, numerous other policies and legislations are complied within Dyson which provide
guidance to organisation's worker helping the enterprise to achieve their business objectives and
set outcome within specified time period. These laws not only assist the company and worker but
also assist the government in managing their public in disciplined way.
TASK 4
P7 Application of HRM practices in a work-related context
The human resource manager of Dyson is liable for managing recruitment and selection
procedure within the organisation in order to recruit skilled and more qualified worker. This
procedure follows some certain steps that assist in reaching specific outcome in more adequate
manner (Berman and et. al., 2012). Human resource manager should practically include
improvement in suitable description and job specification while grabbing attention of the
applicants for the certain work profile. Hence, the description of job for the sales manager need
to comply some certain activities which are briefed as below:
WORK SPECIFICATION Job Description
Job Profile: Sales manager
Associated Division: Sales and Marketing
 Purpose of job
 Participate in goals in order to meet higher sales.
 Stimulate workforce work accordingly in regard of improving productivity.
 Effectively engage in more effective hiring procedure.
 Duties & responsibilities
 Determined goals and targets to enlarge the sales amount.
 Analysis of organisation in the recent condition of market.
 Promote the competencies and skills of sales representative of organisation.
9

Interview Preparation: Dyson's human resource manager is liable for the managing and
developing a suitable plan for the recruitment of worker on the vacant work profiles (Bakker and
Leiter eds., 2010). The manager should be responsive for the development of numerous activities
and activities adopted for the purpose of interview and undertaking other procedures which is
discussed as below:
 Manager should employ more open or close ended questions to analyse the applicant's
requirement and skills.
 Liable for individual skills evaluation in regard of needed qualification for the vacant
work role.
 Responsible to select the most qualified worker relatively at certain places.
 Human resource manager should actively evaluate the person's eligibility appropriately.
Offering offer-letter to qualified candidates: The work profile is delivering from the
employer side to the suitable person's position of work (Armstrong, 2011). In this information
letter associated with the organisation policies, norms, packages of compensation for the person's
profile and tittle of that is defined. It is the agreement that offer to the suitable applicant that
offer to the applicants with the suitable condition and terms that is agreed through both including
teams with both employer and employee.
Essential offer-letter:
 Organisation's name
 Company's profile
 Joining time
 Briefed with the structure of compensation delivered to the person.
 Detailed with office timing and the working time.
 Defined with the paid, casual and sick leave provided to employee
 Distinct norms and policies of organisation.
 Higher authority signature
 Employer signature to enlarge the productivity
Evaluation: It include that organisation recruitment and process of selection should be
analysed on the distinct basis in regard of evaluating numerous drawbacks and gap from the
smooth operating of HRM operation (Albrech, 2011). It consist of organisation's hiring and
10

selection procedure which can help in carrying out proper applicants that can be employed at
suitable places and rime.
Criteria for the suitable applicants:
 Skills as well as capabilities
 Confidence level
 Quality to work or job responsibility
 Genuine aptitude as well as mental ability
 Performance level
 Ability to make decisions
 Education level
 Skills to cope with stress.
CONCLUSION
From the above given project report, it can be summarised that concept of human resources
management contain various activities related with management of employees and their action at
workplace. various approaches of recruitment and selection are there that can be utilise by HR
manager to hire right candidate to perform a specific job at workplace. further, it is very essential
for employer to develop and maintain good relationship with employees as this directly enhance
their morale and improve their productivity at workplace. It is very essential that all HRM
practices should be well apply at workplace as this offer many benefits to both employer and
employees at workplace. Further, it is important for manager to comply with all legislations
while formulate policies so company can execute its operations smoothly. In addition, with
effective application of HRM practices so company can better achieve its goals and objectives.
11

REFERENCES
Books and Journals
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Bakker, A. B. and Leiter, M. P. eds., 2010. Work engagement: A handbook of essential theory
and research. Psychology Press.
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Cox, M., Arnold, G. and Tomás, S.V., 2010. A review of design principles for community-based
natural resource management.
Crook, T. R., and et. al., 2011. Does human capital matter? A meta-analysis of the relationship
between human capital and firm performance.
Boxall. P. and Purcell. J., 2011. Strategy and human resource management. Palgrave Macmillan.
Chen. C. J. and Huang. J. W., 2010. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
Business Research. 62(1). pp.104-114.
Collings. D. G. and Mellahi. K., 2011. Strategic talent management: A review and research
agenda. Human Resource Management Review. 19(4). pp.304-313.
Online
Human Resource Management (HRM) - Definition and Concept. 2016. [Online]. Available
through: <http://www.managementstudyguide.com/human-resource-management.htm>.
12