Human Resource Management-Portfolio Task

This report covers human resource management along with job specification, role of HR professionals, forecasting techniques, barriers, job analysis, job description, job specification, selection process and recruitment sources.

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
TASK2.............................................................................................................................................4
TASK 3............................................................................................................................................5
TASK 4............................................................................................................................................6
TASK 5............................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is the process that involves various activities such as recruitment,
hiring of best suited candidates and then providing them with training and development for
improving various needed skills in them for the benefit of organisation (Adla, Gallego-
Roquelaure and Calamel, 2019). This report covers human resource management along with job
specification, role of HR professionals, forecasting techniques, barriers, job analysis, job
description, job specification, selection process and recruitment sources. This report also covers
reflection of module related to human resource.
TASK1
Human resource management (HRM) is that practice used in organisations that involves
recruiting, hiring of new employees, deploying as well as management of the staff and
employees of an organisation. HRM is also called human resources (HR). The main functions of
HRM are explained as follows:
 Job designing and job analysis.
 Hiring and selection of candidates.
 Providing training & development for the employees.
 Providing compensation and various benefits for retaining employees for longer time
period.
 The management of the employee’s performance in organisation.
 Maintaining managerial relations and labor relations in organisation.
 Engaging and communicating employees with organisation.
The main objectives of human resource management are discussed as follows:
 Defining organizational structure which are used in driving productivity of the business.
 Developing and maintaining effective coordination as well as communication in the
premises of organisation.
 Providing proper time in finding best suited employees and developing their skills.
The nature of HRM consists of procurement, maintenance, development as well as management
of human resources that are present in organisation. It helps in attaining the goals and objectives
of individuals along with organizational objectives (Alfes, Veld and Fürstenberg, 2021). HRM is
also a disciplinary subject as it includes management psychology communication study, as well

as study of economics and sociology also. Human Resources Management provides various
chances to employees in seeing contributing in an effective way to company by accomplishing
goals and objectives of organisation. The Human Resource Manager leads as well as directs the
operations of Human Resources (HR) department which consists of hiring and interviewing new
candidates, seeing pay scale, various incentives and benefits, along with company policies and
practices.
TASK2
Human resources planning sees that there is best fit in between the employees and jobs in
organisation by maintaining human resource shortages or excess in an organisation. There are
mainly four stages that are followed in HRP process (Ansari, Farrukh and Raza, 2021). These
steps consist of analysing the current labour supply, along with forecasting of demand of labour,
then balancing anticipated demand with supply of labour in organisation as well as supporting
various goals and objectives of organization. The human resource helps in management of
organization by strategic planning as it is important as successful plans are dependent on
effective allocation of human resources. HR help various groups that are present in organisation
in identifying and attaining its mission, all goals that are long and short term for achieving them.
The forecasting in human resource planning consists of projecting and checking the needs of
labor and various effects that they will have on organizational operations. HR department is used
in forecasting short and long term needs of staffing which are based on the projected sales,
growth and development of organisation as well as many other factors affecting need for labor in
organisation (Chaudhary, 2020). Various techniques that are used for forecasting of human
resources are Delphi, trend analysis, ratio analysis, nominal technique, brainstorming and many
other. The forecasting techniques of human resource covers the use of past data in predicting
future needs of the staff members. Many organizations use surveying, along with benchmarking
and many other modelling techniques for estimating the number of needed workforce. The main
barriers that are present in human resource planning are discussed as follows:
 The accuracy of forecasts
 Identification of the human resource crisis
 Top level management support
 Resistance that is there from employees and others.

TASK 3
Job analysis is procedure that involves gathering as well as analysis of data and information that
is related to human requirements in jobs. It plays an important role in the determination of job
placement. Job analysis ensures that the organisation selects best suited candidate for vacant job
profile which is very important (Cooke, Xiao and Chen, 2021). Job analysis aids in the process
of recruitment and selection, along with performance management, compensation and many
other benefits that are being provided to employees by employer. This all procedure makes it
easy for the employees to know what they are needed to perform in their job roles. The steps that
are necessary for job analysis are discussed as follows:
 It also helps in knowing and also in outlining skills needed, work environment, education
and responsibilities which are necessary for that job.
 Along with this all, it aids in reviewing salaries and incentives that are being offered by
competitors or in market for similar jobs.
 Reviewing the current or previous salaries that have been offered in market by the
organisation and then adjusting the salaries accordingly for the vacant position.
Job description is a tool that is important for organisation. It covers and discusses about the
duties, functions and operations, relevant tasks that are needed to be performed as well as
responsibilities that are being carried by job position (Fenech, Baguant and Ivanov, 2019). It also
explains who is going to perform that specific task, the process and procedure in which task will
be performed, along with how task is connected to goals, mission and vision of organisation. A
job description includes all necessary detailing of organisation such as mission, cultural
traditions as well as other benefits that are being given to employees by employer. It also
explains the reporting of tasks to specified authorities along with salaries and incentives. A job
description clearly lets the candidates in knowing that they possess the required qualifications or
not for position. It also consists of many other things like job title, purpose, duties and
responsibilities of job, qualifications needed and many other things that are needed for job
position.
A job specification is document that is official describing and explaining duties, knowledge
required, skills and abilities that are required, along with all necessary details (Lee and Lee,
2018). Job specification differs from job description and it is explained as follows:
Basis Job description Job specification

Meaning It is a written document that
explains about vacant job
requirements.
It is a statement that explains
the qualifications and
eligibility that are needed for
doing the tasks in a job.
Contents It contains the title, duties,
tasks and responsibilities that
are needed in a job.
It contains the qualifications,
skills and other abilities that
are needed in a job by
employees.
Prepared from It is prepared by help of job
analysis.
It is made with aid of job
description.
Consisting details It contains details like
designation, working place,
location, hours of work, duties
and responsibilities,
authorities for reporting and
many others.
It covers detailing in it like
working experience,
educational qualifications,
knowledge, skills, age and
many other.
Example Marks and Spencer needs
employees in its marketing
team in London from 10 am to
6 pm, then it will contain
details that are needed for its
employees.
The job description of marks
and Spencer in marketing
team will contain details like
3-year experience, marketing
skills required, knowledge
related to market and selling
along with other details.
TASK 4
The selection process is process that involves selecting right candidate who possess required
qualifications and skills in an organisation for vacant job (Marrucci, Daddi and Iraldo, 2021).
The selection process is different in every company and every industry. The steps that are
involved in selection process are:
Step 1: Designing of a job position.
Step 2: Description and detailing about that job position.

Step 3: Making a selecting team that will be responsible for selecting candidates.
Step 4: Recruiting best suited candidate.
Step 5: Screening of candidates that are there.
Step 6: Taking interviews on phone, videos or other.
Step 7: Visits of candidates to campus and then In-Person interviews.
Step 8: Selecting best suited candidate.
An interview is a process that is made for taking important information from an individual. An
interview is also a face-to-face conversation that is taken by interviewer for seeking replies from
interviewee (McClean and Collins, 2019). The main purpose of interview is to get job offer for
interviewee and employer's purpose is to see what is being offered by interviewee like skills,
abilities, personality, character and other. The major types of interview are:
Screening or Telephone Interview: It is taken on phone by a call. Then interviewee is called for a
face to face interview.
Individual Interview: In this, face to face interview is taken in between interviewee and
interviewer.
Small Group or Committee Interview: This interview is taken by a committee of interviewers
with interviewee for further assessment.
Task Oriented or Testing Interview: In this, interviewee is provided with different task or tests
for checking abilities by interviewer.
Recruitment is procedure that seeks out, hire best suited candidates for a specific job position.
The recruitment includes hiring process, that starts from inception to individual’s selection.
There are many factors that affect recruitment like requirement of employees in organisation, its
goals, governmental policies, competitors, costs of recruitment and many other. The various
sources of recruitment are advertisements, promotions, interviews, existing employees, transfer
of employees and many other.
TASK 5
Reflection is one of the important and valuable tool for me as it provides effective platform to
which I have expressed the personal experience which I have feel and enjoy at the time of
conducting this project. This project is based on generally the aspect of human resources under
which different types of human resources aspects such as job analyses, job description and many
more came into light. This particular project helps me to understand the concept of human

resources in effective manner. There are number of learnings are present which is developed in
my personality due to the conduction of this project (Rana and Sharma, 2019). It helps me to find
the deviations from my personality. There are number of deviations are present in my personality
which restricts me to get the desired job. The concerned project about the human resource helps
me to find these deviations which helps me to improve the same in effective manner.
This project helps me to understand different aspect of human resource such as job
description which is one of the important learning for my life. It is one of the important
description which is developed by the company to attracts the talented candidates towards the
organisation. This project helps me to understand effective presentation skill which helps to
established this project in effective manner. It helps me to present the report in effective manner
which promotes my position in the organisation.
This project helps me to understand the selection process of the organisation in effective
manner. The selection process of the organisation is one of the important and valuable process of
human which is required to be understand by every manager of the organisation. The
understanding of selection process helps me to find the talented employees for the organisation
and increase the productivity of the organisation.
There are some challenges are present which I have faced while formulating this report in
the organisation. The first challenge which I have analysed from this report is the challenge of
communication. It is analyses by me from my personal traits that the communication skills of my
personality are not up to the mark which disables me to understand the group discussion which is
helps during this project. The another challenge which I have faced due to this report is that the
level of anxiety is increased. The main reason for the anxiety is that I did not done this type of
project in my life which negatively impacts my career.
CONCLUSION
From the above report it can be concluded that recruitment, selection, interviews and all are very
important for selecting the best suited candidate for an organisation. These all are performed by
top level management of by HR team in business organisation.

REFERENCES
Books and Journals:
Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and
innovation in SMEs. Personnel Review, 49(8), pp.1519-1535.
Alfes, K., Veld, M. and Fürstenberg, N., 2021. The relationship between perceived high‐
performance work systems, combinations of human resource well‐being and human
resource performance attributions and engagement. Human Resource Management
Journal, 31(3), pp.729-752.
Ansari, N.Y., Farrukh, M. and Raza, A., 2021. Green human resource management and
employees pro‐environmental behaviours: Examining the underlying
mechanism. Corporate Social Responsibility and Environmental Management, 28(1),
pp.229-238.
Chaudhary, R., 2020. Green human resource management and employee green behavior: an
empirical analysis. Corporate Social Responsibility and Environmental
Management, 27(2), pp.630-641.
Cooke, F.L., Xiao, M. and Chen, Y., 2021. Still in search of strategic human resource
management? A review and suggestions for future research with China as an
example. Human Resource Management, 60(1), pp.89-118.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource
management in an era of digital transformation. Journal of Management Information &
Decision Sciences, 22(2).
Lee, J.Y. and Lee, Y., 2018. Job crafting and performance: Literature review and implications
for human resource development. Human Resource Development Review, 17(3),
pp.277-313.
Marrucci, L., Daddi, T. and Iraldo, F., 2021. The contribution of green human resource
management to the circular economy and performance of environmental certified
organisations. Journal of Cleaner Production, 319, p.128859.
McClean, E. and Collins, C.J., 2019. Expanding the concept of fit in strategic human resource
management: An examination of the relationship between human resource practices and
charismatic leadership on organizational outcomes. Human Resource
Management, 58(2), pp.187-202.

Rana, G. and Sharma, R., 2019. Emerging human resource management practices in Industry