Human Resource Management Practices Application: Doc

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
P1 Purpose and Function of HRM:..............................................................................................1
Human Resource Management:.............................................................................................1
Purpose of HRM:....................................................................................................................1
Functions Of HRM:................................................................................................................2
P2 Approaches to recruitment and selection along with strengths and weaknesses:...................2
Recruitment and Selection Methods:......................................................................................2
Approaches to Recruitment and Selection:............................................................................3
Strengths and Weaknesses of the approaches: ......................................................................3
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices for both employer and employee:................................4
Flexible Working Practices: ..................................................................................................4
Benefits For Employers:.........................................................................................................4
Benefits for Employees:.........................................................................................................5
P4: Effectiveness of different HRM practices in organisational
profit and productivity:...............................................................................................................5
TASK 3............................................................................................................................................6
P5: Importance of employee relations in influencing HRM decision-
making:........................................................................................................................................6
P6: Key elements of employment legislation and its impact upon HRM
decision-making:.........................................................................................................................6
TASK 4............................................................................................................................................7
P7: Application of HRM practices in a work-related context:....................................................7
Recruitment and Selection Process: ......................................................................................8
Reward system and appraisals: ..............................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human Resource Management (HRM) is a significant part of any organization which is
responsible for managing operations related to the manpower and workforce within the
organization hence organizations need to execute HRM operations in an effective manner.
Human resource department in an organization plan and shape various organizational activities
which are helpful in enhancing the performance of the employees (Alvarez and Torres-Barreto,
2018).
This report will discuss HRM practises in context with Timico Ltd which is a UK based
information technology and managed services provider company founded by Tim Radford in
2004. This report will provide an understanding of HRM practices, its purpose and functions,
various approaches to recruitment and selection and benefits of HRM practices for employees
and employers. It also includes brief discussion of employee relationship and various
employment laws, their impact on HRM decision making process and application of HRM in
work related context.
TASK1
P1 Purpose and Function of HRM:
Human Resource Management:
Human resource management can be defined as a regular practice of recruiting, selecting,
hiring, managing and deploying manpower for an organization. HR department of an
establishment is generally responsible for developing, implementing and monitoring the policies
related to governing employees and creating relationship of the employees with the company
(Basu and Pak, 2016). Training, development, performance appraisal, terminations, etc. are also
the part of this process so that effective human capital can be built up.
Purpose of HRM:
Right People: The most important purpose or objective of HRM is to recruit and select
perfectly skilled, qualified and professional candidate for a job profile. Right candidates on right
job is like a key of success. Hence the HR of Timico Ltd try to select right people for the jobs.
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Right Time: It is an important objective of HRM to select, retain and deploy the
employees on right time. Recruitment of employees at the time of recession can increase the
unnecessary cost while firing efficient employees on minor issues may create conflicts.
Right Competencies: Deciding the requirements and qualifications for a specific job is
also crucial purpose of implementing HR department. The HRM of Timico Ltd is liable to
defining and ensuring the employees are having right competencies for a work profile.
Right Place: Hiring of an finance professional on a IT professional post is not going to
work for the organizational success. It is essential to select the right people for right place. The
purpose of selected firm's HRM is to employ each employee according to its skills and interest.
Functions Of HRM:
Recruitment: The basic function for which an HR department is created in an
organization is recruitment. Recruitment is a process of attracting potential candidates for a job
or vacancy. The HRM of Timico Ltd. has to recruit more and more applicants.
Selection: Selecting the valuable and skilled candidates from the recruited applicants is a
function of the HR team. A valuable individual is that who is loyal and committed for the job.
Selected company's HRM has to perform this function on regular basis.
Training and Development: Providing appropriate training and equal development
opportunities to the employees is also the function of HRM which helps in motivating the
employees and improve their productivity (Cardoso, 2018).
Motivation: The morale of the employees can be decreased with the time so that is the
function of HRM to provide proper motivational environment to the employees. For this
purpose, HRM of Timico Ltd organize events, provide rewards and include workers in
significant processes.
P2 Approaches to recruitment and selection along with strengths and weaknesses:
Recruitment and Selection Methods:
Recruitment Methods:
Internal Recruitment: Any method that identify or consider potential candidates for a
vacancy within the existing organizational employees can be addressed internal recruitment.
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There are various formal and informal techniques to identify the candidates internally such as
promotions, transfers, temporary and ex-employees, etc.
External Recruitment: The methods that are used to recruit employees from the outside
of the organization are known as external recruitment methods. The different types of techniques
used for external recruitment process are advertisement, campus placement, job fairs,
internships, online job searching websites, etc. (Culpin and others, 2015).
Selection Methods:
Interviews: Interviews are the technique of selecting candidates through assessing them
on the basis of questionnaires. It may be taken by an individual HR or panel of interviewers, on
the telephone or face to face. Behavioural, technical, general and situation based questions are
asked to assess the competencies of the candidate.
Assessment Centres: These type of centres include various activities and tasks to
evaluate the technical, behavioural and general abilities of the candidates. Candidates have to
complete those task or activities and judges assess them on the basis of their performance.
Approaches to Recruitment and Selection:
The competency approach
: Competency approach of recruitment and selection consider that candidates for a job vacancy
should be selected on the basis of knowledge, skills and competencies. The candidate must
possess academic knowledge and professional education for selecting for a job.
The contingency approach: Contingency approach is a modern approach of recruitment
and selection process that suggests that most appropriate manner of selecting right candidates
must be alter according to the situations. Candidates must be selected on the basis of their
behavioural skills and attitude (Desai, Lockett and Paton, 2016).
Strengths and Weaknesses of the approaches:
Approach Strengths Weaknesses
Competency
Approach
 This approach helps in avoiding
any biased activity in the
process.
 It provides consistency in hiring
 High standards of requirements
don't provide proper match for
job.
 Attitude and performance skills
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process. can be unevaluated with the
approach.
Contingency
Approach
 This approach helps in selecting
candidates according to the
situations.
 Competency approach provide
clear feedback of candidates.
 Sometimes high confidence
wins over the high performance.
 This approach is based on the
situations which are changing in
nature.
TASK 2
P3 Benefits of different HRM practices for both employer and employee:
Flexible Working Practices:
Flexible working which is also known as flextime is a modern working arrangements
approach that consider the personal needs of the employees and ready to provide them flexible
working arrangements and relaxation from traditional rigidity of working hours. Employers
nowadays allow their employees to opt the flexibility of working that where, when and how they
want to work and new HR software and technologies are evolved to record and manage the
working hours and efficiency of the employees so that their contractual obligations can be
ensured (Doyé, 2016). Providing flexible working operations are beneficial for both the
employees and the Timico Ltd as well.
Benefits For Employers:
Reduce Cost: Flexible working operations allows the organization to assort their
working hours according to employees and sometimes it is not compulsory to provide specific
space for each employee. Employer can save space and reduce the cost of having huge
workplace.
Staff Retention: When employer allows the employees to work according to their
convenience, employees want to work for the organization and stay with the company for long
time. By providing flexible working, employer is capable to retain valuable employees and
decrease employee turnover.
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Attracting Talent: Talented and skilled employees look for the employers who can
allow them work flexibility. Offering flexible job opportunities to the employees can help the
organization in recruiting talented candidates and attaining their loyalty and commitments.
Benefits for Employees:
Increased Productivities: With the flexible working conditions, employees are able to
work at the time when they are free from stress and with fresh minds which helps in increasing
their efficiency and productivity in work. Employees are also do not need to commute with
superiors which helps in being more focused.
More time for self: Flexible working conditions render freedom from traditional rigidity
and employees are able to manage their professional and personal life in a better way. They can
find more time for themselves, fulfil their family responsibilities and commitments and enjoy
their social life (Howson, 2017).
Better Health: Traditional working conditions are complicated and gives mental stress to
the employees. When employees are allowed to work according to their convenience, they feel
happy and stress free that is helpful in maintaining their physical and mental health.
P4: Effectiveness of different HRM practices in organisational
profit and productivity:
Career Management: Human resource department is responsible for providing
opportunities for personal and career growth of the employees that lead the department to
organize development sessions. These efforts of the management render skills and efficiency to
the employees that helps in increasing their productivity. With a clear view of their career in the
organization, employees of Timico Ltd are more profitable for the establishment.
Performance Appraisals: HR management team of Timico Ltd. is responsible for
assessing the effectiveness and performance of the employees on a regular basis. A timely
evaluation of productivity assist in determining the weaknesses of employees on time and take
the remedial actions to increase their productivity. With lesser weaknesses, employees are
capable to render quality services which are more profitable for the firm (Karia and et.al, 2015).
Training: Training is a regular practice performed by the HR team in order to enhance
the skills of employees and commute their working guidelines and responsibilities so that
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operations of the enterprise can be performed in a more effective and productive manner. It also
helps in boosting employees' morale that is significant to attain profitable performance.
Reward System: Human resource team of Timico Ltd align the rewards system with the
organizational objectives and goals. With this practice, HRM is capable to explode the strengths
and effectiveness of the employees. In order to gain the rewards, employees try to achieve the
goals in most productive manner and company is able to achieve desired profits.
TASK 3
P5: Importance of employee relations in influencing HRM decision-
making:
The employee-employer relationships have significant impact over the strategies,
planning and decisions of HR department. There are the steps taken in HRM decision-making
process and impact of employee relationship in that process:
Identify the problems: The first step taken by the HRM is to identify the problems. The
professionals of Timico Ltd assess and monitor the work situations in changing conditions,
verify the deviations between current and desired states and then find out reasons behind
variations with data and information. Healthy relations with employees assist them evaluating
work conditions and provide the information and data related to the variances.
Alternate Solutions: A lot of brainstorming is required to find out various solutions for
making decision regarding any problem. Rigidity have to be set aside and dynamic thinking is
needed for modern problems. A better relationship with employees encourage HRM to take of
employees which provides so many creative ideas. HRM of selected company just need to
combine and improve them (Kuratko, Hornsby and Hayton, 2015).
Implementation and Monitoring: No matter how creative the solution is, it can't be
effective until it does not accepted by the employees and implemented properly. Since the HRM
involves employees in thinking and strategy planning process because of their better relationship,
employees accept them happily and execute within their activities. Monitoring and controlling
over the process is also possible with strong relations with union leaders.
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P6: Key elements of employment legislation and its impact upon HRM
decision-making:
There are certain laws and legislations which are related to the employment needs to be
followed by HR department of all the organizations. The HR team of Timico Ltd also needs to
comply with these employment laws and regulations so that it can execute all operations
according to legal framework. These regulatory and legal aspects are mentioned below:
National Minimum Wages Act, 1998: It is crucial for HRM team to pay minimum
wages at least that are determined by the act. The HR management of Timico Ltd is abide to
shape there wages policies with the minimum pay scale stated in the act otherwise legal action
can be taken against the organization.
Equal Pay Act, 1970: This act obliged the HR team to provide equal pay to the
employees for same kind of work without considering their caste, religion, race, etc. The HR
professionals of selected firm have to ensure that equal payment is provided to employees
without performing any discriminatory practises at work place.
Sex Discrimination Act, 1997: This act is introduced to ensure that establishments could
not execute any discriminatory practise on the basis of the sex of the employees. The HR
management of respective company have to provide equal opportunities, wages and benefits to
the employees without considering their gender (Lee and Gunderson, 2018).
Data Protection Act, 1998: Data protection act is implemented by the government in
order to secure confidential data and information of the workers. Human resource management
have to safe the data of workers in order to avoid any legal consequences.
Work and Family Act, 2006: The purpose of implementing this act is to maintain
balance between professional and personal life of the employees. Human capital management
team have to provide necessary leaves and payments such as maternity and paternity leaves,
flexible work hours to its workers.
Employment Right Act, 1996: This act provides various rights and protection from
unfair termination and insufficient benefits by the employer. This act also affects the safety and
security policies if the company which have to be complied with to avoid legal conflicts.
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TASK 4
P7: Application of HRM practices in a work-related context:
There are various HRM practices which impacts the work of the employees such as
recruitment and selection procedure, performance appraisals, training and development, reward
system, etc. some of these practices are mentioned below in context with workplace that how
they affect the working within the organization:
Recruitment and Selection Process:
Recruitment and selection is a crucial and major initial stage of HRM practices which is
helpful in filtering and evaluating effective candidates who can match with the work
competencies if the organization. In Timico Ltd, HR department involves various methods and
approaches such as advertisement, references, personal specification, etc. for recruit and select
valuable employees.
Reward system and appraisals:
Appraisals and reward system develops motivation and satisfaction among employees
and inspire them to perform their work properly and in effective manner to achieve rewards. HR
team of selected company timely appraise the work of employees that helps in providing them
appropriate training and rewards according to their performance. The establishment divides its
employees in two categories and provide them rewards accordingly which are:
Blue-collar Employees: Blue-collar employees are those who are involved in physical
labour or can be addressed as lower level employees. These employees may be skilled or
unskilled. Performance appraisals for their work is necessary on a timely basis which helps in
evaluating their efficiency and provide them appropriate training (Siekkinen, Pekkola and
Kuoppala, 2015).
An appropriate training and opportunity for development helps a lot in boosting their
morale and motivate them to increase their work performance and efficiency. The best rewarding
system that Timico Ltd's HR can select for blue-collar employees is to provide them bonus and
other physical rewards.
White-collar Employees: White-collar employees are senior level employees which
provide their services behind the desk i.e. administrative level employees. These employees are
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skilled and professionals who can be motivated by providing gamification and increasing
competition within the workers.
The rewards given to these employees for motivating and inspiring them can be in form
of praising and promotions. These employees can be motivated by providing them work
flexibility also.
CONCLUSION
With above description, it can be concluded that HRM is an important section for
companies as it is responsible for managing human capital and employee-employer relationships.
It also helpful for ensure the organizational compliance with employment laws and regulations
which are significant for both the workers and company as well.
HR management also responsible for the betterment of employees by providing them
training, motivation and rewards. It is liable to retain only valuable employees for the
organization so that productivity and efficiency of the entire organization can be maintained and
profitability of the enterprises can be improved.
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REFERENCES
Books & Journals:
Alvarez, M. and Torres-Barreto, M., 2018. Can resources act as capabilities foundations? A
bibliometric analysis. Revista UIS Ingenierías. 17(2). pp.185-200.
Basu, K. and Pak, M., 2016. Will the Needs‐Based Planning of Health Human Resources
Currently Undertaken in Several Countries Lead to Excess Supply and
Inefficiency?. Health economics. 25(1). pp.101-110.
Cardoso, C. A., 2018. Extractive reserves in Brazilian Amazonia: local resource management
and the global political economy. Routledge.
Culpin, V. and et.al, 2015. How have careers changed? An investigation of changing career
patterns across four generations. Journal of Managerial Psychology.
Desai, M. N., Lockett, A. and Paton, D., 2016. The effects of leader succession and prior leader
experience on postsuccession organizational performance. Human Resource
Management. 55(6). pp.967-984.
Doyé, T. ed., 2016. CSR und Human Resource Management: die Relevanz von CSR für
modernes Personalmanagement. Springer-Verlag.
Howson, P., 2017. Due diligence: The critical stage in mergers and acquisitions. Routledge.
Karia, N. and et.al, 2015. The effects of resource bundling on third-party logistics providers’
performance. International journal of engineering business management. 7(Godište
2015). pp.7-9.
Kuratko, D. F., Hornsby, J. S. and Hayton, J., 2015. Corporate entrepreneurship: the innovative
challenge for a new global economic reality. Small Business Economics. 45(2). pp.245-
253.
Lee, S. M. and Gunderson, M., 2018. Human resource development. In The Evolution of Korean
Industrial and Employment Relations. Edward Elgar Publishing.
Siekkinen, T., Pekkola, E. and Kuoppala, K., 2015. The EU Human Resource Strategy for
Researchers and the working conditions of Finnish fixed-term researchers. Journal of
the European Higher Education Area. 2015.
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