Human Resource Management Practices: PDF

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM.............................................................................................1
P2. Strength and Weaknesses of various approaches to recruitment and selection....................1
TASK 2............................................................................................................................................1
P3. Benefits of various HRM practices.......................................................................................1
P4. Effectiveness of different HRM practices.............................................................................1
TASK 3............................................................................................................................................1
P5.Importance of employee relation in respect to influencing HRM decision-making..............1
P6. Key elements of employment legislation and its impact on HRM decision-making...........1
TASK 4............................................................................................................................................1
P7. Application of HRM practices..............................................................................................1
CONCLUSION................................................................................................................................1
REFERENCES................................................................................................................................1
.........................................................................................................................................................1

INTRODUCTION
Human resource management is considered as a process of managing employees and its
activities within organisation. HRM process assists manager to hire proficient candidates for
performing the firm roles. Also, facilitates motivation as well as direction to workers by giving
training and advice (Aisbett and Hoye, 2015). For this report, the chosen company is Chocolate
Presence which is a fastest growing organization that facilitates tailor- made chocolate based
greeting cards and represents across United Kingdom. In this report the functions and purpose of
HRM as well as their application in workforce planning and resourcing are discussed. Strengths
and Weaknesses of different approaches to recruitment and selection. Benefits of various HRM
practices for employer and employee. Effectiveness of human resource management practices
and significance of employee relations. Key elements of employment legislation and its impact
upon HRM decision making. Apart from this application of human resource management
practices using specific example are also mentioned in this report.
TASK 1
P1. Purpose and functions of HRM
Human resource management is considered as a methods of recruiting employee,
facilitating training, orientation, induction and so on. In all firm there are many objectives that
are need to be accomplished. So, It is important for Chocolate Presence to know about the
purpose and function of HRM that are mentioned below:
Purpose of HRM
The main purpose of HRM is to facilitate appropriate training and development to
workers for improving their knowledge as well as skills (Anitha, 2014). So, some of the points
are mentioned below which explain the human resource management purpose in Chocolate
Presence:
 To execute the policies as well as process that are useful to hire, retain and attract a
proficient manpower.
 To organise pre-employment testing, screening candidates as well as coordinate with
hiring.
 To maintain effective relation among employer and workers.
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 To facilitate retirement plans, benefits as well as disputes solutions that comes under HR
manager field.
 To give various benefits like paid time off, leaves, health insurance and so on.
Function of HRM:
Illustration 1: Functions of HRM
(Source: Functions of HRM. 2019)
There are some functions of HRM that are performed by the manager of Chocolate
Presence are mentioned below: Recruitment and selection: Both are the essential function of HRM as it help them to
recruit proficient candidates for the business. Also, this is more crucial for firm
development and success as it basically based on quality of manpower (Bartram and
Dowling, 2013). Herein, manager of Chocolate Presence use mostly two approaches that
are external and internal. Training and Development: These are the vital Functions of HRM. It is used by the
manager of Chocolate Presence so that they can develop their current and future
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employee performance. Also, it enhance their knowledge, skills and capability for the
particular job role. Managing good relation with employee: Employees are considered as a pillar of all
firms. Employee relation is very huge concepts and it assists manager of Chocolate
Presence to foster effective relation with workers. Also, a well planned workers
relationship will promote a healthy as well as balanced relation among employer and staff
members.
 Maintain and develop good working environment: In present environment of business,
there are not prefer to work under uncomfortable surroundings. This is a crucial role and
duties of Chocolate Presence human resource manager to provide healthy working
condition to its subordinates. As it encourage workers as well as enhance productivity.
 Performance appraisal: Employees of all firm will be evaluated by the human resource
manager according to its performance. This HRM function is to aids company in
identifying that workers that has selected is performing towards the objectives of
company (Bell and Walker, 2014). This assists Chocolate Presence manager to evaluate if
workers required improvement in some another areas. Also, helpful to draw plans of
development for those workers who are not meeting the minimum requirements of the
work.
 Assuring legal compliances: This function play essential role for protecting firm. The
manager of Chocolate Pressence should have knowledge regarding the overall regulations
as well as policies which are related to the conditions of working, tax allowances,
employment, working hours, minimum wages and many more. As compliances with this
types of laws is needed for the company existences.
Application of Workforce planning:
This is considered as a strategy that are utilise by employers to measure the requirements
of labour as well as position workers most commonly, effectually with innovative HR
technology (Bratton and Gold, 2017). This is helpful for Chocolate Presence in various manner
that are mentioned below:
 Develop competitive advantage through reactive versus prearranged management of
talent.
 Effectual workforce planning assists in obviating interruption and delays.
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 This aids in attaining preplanned organisational objectives at specified time duration.
 Assists to identify skills gap among personnel.
 Helps in retaining more number of employees.
P2. Strength and Weaknesses of various approaches to recruitment and selection
In every organisation, both recruitment and selection plays essential role. Recruitment is
considered as a effectual methods of stimulating candidates to apply for vacant position into
company. The main purpose of this is to hire proficient individuals. Selection is refers as a
choosing best candidates from all the applied individuals. The aim of this is to select talented
individuals from pool of applicants. So, some approaches of recruitment used by Chocolate
Presence are explained below:
 Internal Approach: This is considered as a process of attracting as well as identifying
personnel for vacant position. There are various sources of internal recruitment like
promotion, transfer, extension of services and many more (Buttimer and Seamon, 2015).
It have few strength and weaknesses that are given below:
Strengths Weaknesses
 This approach needs low promotion
cost.
 It requires less training as employees
are already familiar with the working
environment.
 Less number of candidates are
available.
 Lack of creative and new ideas as all
applicants are insider.
 Interrupt the current surroundings of
business.
External approach: This is the crucial approach of recruitment through which manager fills the
vacant position. Related to this employees are hired and selected by firm from outside. There are
few source that are involve in this approach like labour union, workers recommendation,
advertisements and so on (Cárdenas, 2016). This approaches has strength and weaknesses that
are given below:
Strengths Weaknesses
 More number of candidates so easy to
analysis best one.
 This is the longer method in
comparison to internal.
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 Individual come with higher knowledge
as well as skills.
 Outsiders come up with creative ideas
and thoughts.
 More costly process because of
promotion and advertisement.
 Herein, process of selection is not so
much effective to show appropriate
applicants.
Selection:
This is refers as a essential process that is used by whole company in order to chose
effective candidates among all applied one. With the assistance of this activity manager of
Chocolate Presence can easily know about the strength and weaknesses of individuals. Some of
its approaches are as follows:
 Systematic approach: It is considered as a systematic process that is comply by
Chocolate Presence to hire skilled people (Chang, 2015). It is the approaches that involve
some steps like job analysis, description, person specification, marketing, managing the
results, short-listing, assessing nominee, choosing, obtaining references, creating an
innovative offers and initiating new employees. All these are in systematic form that are
used by Chocolate Presence in order to choose the best one. Strength and Weaknesses
are as follows:
Strengths Weaknesses
 This attract more number of workers
 Herein, no misunderstanding and
disputes between personnel.
 This is lengthy methods for Chocolate
Presence.
 It is the cost bearing methods for the
firm.
 Unsystematic approach: This is the another approach of selection that is utilise by few
company. Herein, manager of Chocolate Presence choose a Cv from various documents
on the basis of this they choose talented people. Some strengths and weaknesses are
given below:
Strengths Weaknesses
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 This aids individuals to enhance their
base of knowledge and skills.
 This is helpful for those outsiders
candidates who applied for the job.
 This develop disputes among workers
and employers.
 Not suitable for inside candidates of
firm.
TASK 2
P3. Benefits of various HRM practices
HRM (Human Resource Management) can be defined as the cognitive operation of
recruiting or hiring appropriate employees so, that in near future they become valuable assets for
the organization. It Includes planning personnel needs, recruiting the appropriate candidate for
the vacancy, job analysis, managing wages, providing wages, evaluating wages etc (Correia, ,
Dussault and Pontes, 2015). Managing human resource in IT (Information Technology) sector is
a big trouble for many of the top companies. Some of the HRM practices are explained below:
Microsoft training and internship schemes: The Microsoft training and internship
schemes helps the employees to boost up their skills and working abilities so that they can
perform more effectively and efficiently to meet the set goals. This schemes helps to to get good
jobs in the reputed company or else appreciative work in performed in the present firm then they
turn them to their permanent pay roll. Microsoft training is important on a continuous basis as
the firm is dealing with various software applications to satisfy the customers needs. If the
training is not given then smooth functioning of the firm is not possible and set targets can not be
achieved. Whereas, internship schemes helps the organization to welcome new blood in the
business so that effective employees can be turned out on permanent pay roll.
Advantages to the employee's : It helps them to enrich their existing skills in Microsoft
through training so that more productive results can be achieved whereas, internship schemes
opens the door for more new job opportunities for employees and gives them a platform to
execute their skills in effective manner.
Disadvantages to employers: It incurs lot of finance to conduct such schemes in the
company for employee's. Due to which growth and expansion can not be done at a large scale. It
create a sense of insecurity among the existing effective employee's as new members does not
grab their opportunities of success in the future. Training sessions cost huge funds when experts
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are called from outsides which affect the financial stability of the firm in the market. This
indirectly affect the goals of the business.
Flexible work timings:
Company should have flexible timings for work as it leads to efficient results. Rigidity in
work can decrease the productivity of the employees and will affect the profitability of the
company. Microsoft is following flexible work timings on the floor to uplift the productivity of
outcomes. Company allowing flexibility in work motivates the employees to work more
effectively and efficiently to meet the targets on time. Whereas rigidity in work time is also one
of the reason for cream employee's turnover from the organization which indirectly affect the
results of the organization.
Benefits to employees: If there is flexible timing at workplace employees will work more
efficiently and effectively because they are satisfied with the work timing. In this case employees
can give personal time to family and friends as well (Helander, 2014). It also have positive
impact on employees and have more control over time schedule and working environment.
Benefits to employer: When employees are satisfied with the timing flexibility and
productivity is increasing it is directly affecting the employers profitability ratio in the market.
With the increase work flexibility employers experience certain benefits like,reduced turnover,
recruit capable employees,reduced absenteeism and tardiness also increase employees morale
value, engagement and commitment to the firm.
Training and development programmes:
Training and developments programmes should be done for both new and old employees
in an organization. Microsoft company is conducting training sessions for employees to motivate
them timely. The companies training and development session name is Leap Engineer
Acceleration program (LEAP) which is done to enhance technical and personal skills required to
carry out in an organization. The main motive of training program is to flourish the existing
skills of employees to next level.
Benefits to employees: When training and development are given to the new and old
employees, some of the hidden talents are exposed which in future is beneficial for the company
as well as the employees career's growth. The existing skills are polished with new and old skills
that help employees to sustain the firm for longer period of time.
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`Benefits to employers: When the training session is done it result to positive impact on
employees it will result to more efficient outcomes which will lead to increase in profitability in
the near future and also creates goodwill in the market.
Recruitment and selection:
Company does recruitment and selection processes to hire right candidate for right
place. Recruitment plays a vital role in the organization efficiency performance as right
candidate at a right place gives productive results to the firm. Microsoft hires fresh graduates
from campus recruitments which will flourish in the near future with productive results whereas
experienced employees shows a new path to explore in the market.
Flexible timing at work place helps both employer ans employees to fulfils their
targets on time. As Microsoft company is serving the facilities of flexible timings to it's
employees it will help the firm to raise goodwill in the eyes of the customers as well
employees will not be stressed out and overburdened with the work loads. Organisation is
conducting certain sessions for flexible timing for employees so that they better understand
the importance of flexible timing need. As well as motivates them to give priority to their
personal life as it is also equally important as the firm. Employees performing excellent at
the work place Microsoft provides them holiday trips to enjoy the vacations. Many times
firm provides the half day policies on special occasions like on birthday, anniversaries etc.
so that employees are not depressed or over burdened with the work. As the increasing cut
thorat in the market workload is increasing day by day so, Firm is deciding for flexible
timings to so that employees give their 100% in work for positive results.
Benefits of employees: When right candidate is hired at a right place efficiency will
increase and healthy atmosphere is created to work more efficiently and can lead to more
productivity.
Benefits to employers: When right candidate is selected at a right place it will help to
reduce employers turnover cost for the company. Which in near future leads to profitably and
also helps to become financially stable in the market. When right candidate is selected for the job
then training and development cost is reduced.
P4. Effectiveness of different HRM practices
Human resource management practices is more advantageous as well as crucial for the
employers and staff members both in various manner. With the assistance of this techniques,
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firm can maximise their performance and profit (Hirschnitz-Garbers and et.al., 2015). There are
many practices of HRM such as flexible work timing, training and development, recruitment and
selection and many more. All these are highly effective for Chocolate Presence to decrease
employee turnover and enhancing profitability within firm. Herein, entity of business effort to
facilitate effectual training to its personnel with the aim to increase their fundamental knowledge
and skills. Some effectiveness of Human resource management practices are mentioned below:
Flexible work timings effectiveness:
When an organization allows flexible work timings the employees productivity increases
and also employees are more focus on positive outcomes. According to a study it has found that
employees work on flexible time are more psychological healthier and the work done is more
qualified as compare to stressed employees in an organization. Employees feel more safe and
secure at a work place and in return company receives loyal and trust worthy employees. If
company uses flexibility tools it leads to less turnover, reduced absenteeism, employers are able
to retain qualified employees and also saves money. Trustworthy employees are the permanent
assets of the company and show their loyalty towards the company in very ups and down
scenario.
Training and development effectiveness:
Before giving training and development sessions to the employees company should
observe previous skills of the employees before measuring the new skills. Training and
development program happening at a appropriate time will aid in meeting companies goals on
time. When training is given to the employees to both new and old employees, employees learn
to perform their jobs at a satisfaction level (Lansbury and Bamber, 2013). The enhancement in
productivity in a company has been worldwide accepted and that it depends on efficient and
effective training. Lack of such training programs can lead a company to manifest tripartite
problems of incompetence, inefficiency and ineffectiveness.
Recruitment and selection:
Having right candidates at a right place is a big plus point for any company as it directly
increase work efficiency on floor. Company should be well aware about the job vacancy and the
kind of individuals hiring for the job as wrong candidates is loss of time, cost for the firm. Right
selection of employees motivates other existing employees to work harder and show full
potential in achieving in the targets on time. In any organization selection process should be done
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without any discrimination based on age, gender, religion, colour etc. as it gives equal
opportunities to everyone. Selection of employees is a critical task as the post is limited and
desired candidate is more than the vacant place that is the reason in an organization deserving
and desire candidates are chosen or selected in an organization.
TASK 3
P5.Importance of employee relation in respect to influencing HRM decision-making
Employee relation is developed within organisation to maintain the longer as well as
strong relationship among staff members and employers. Effectual and better relation provide
consistent treatment to enter manpower so it will loyal towards firm as well as committed to
their task (Lee and Sanders, 2013). This also describe as a communication among staff members
and management concerning work disputes, decisions, issues solution, problems of collective
bargaining, and so on. Good as well as effectual staff members connection will retain Microsoft
business performance and morale.
Significance of employee relation: Relation of employee is crucial aspects in all firm in various
manner that are explained below:
 This minimise the problems related to absenteeism in work.
 With the aids of effective relations, business have capacity to attract more number of
consumers through facilitating standard quality of products or services.
 This is advantageous in enhancing productivity and profit of firm within specified time
periods.
 While having strong relationship, task become easy as work are distributed among all.
 Healthy employee relationship discourage conflicts as well as misunderstanding between
staff members.
 This is advantageous in increasing profitability and minimising the turnover of
employees.
Employee relation influence human resource management decisions:
there are many ways where HR manager of Microsoft make effectual decisions that are
ascertain below:
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 Accomplishing objectives: Effectual employee relationship assists the entity to attain
long term objectives at specified periods (Nieves, Quintana and Osorio, 2016). Herein,
manager facilitates various training as well as development programme to workers in
order to enhance its knowledge and skills on activities of business. Minimise disputes and misunderstanding: Herein, decision of Microsoft manager is to
minimise disputes that are increasing among whole staff members. In this, effectual
relationship is necessary as well as advantageous for firm. Also, management tries to
facilitate appropriate training and development so that they enhance their workers talent
and minimise turnover.
 Develop policies and strategies: In order to develop new policies as well as strategies,
Microsoft manager make an effectual decision about this. Herein, strong employee
relationship is more essential as without this it cannot formed creative strategies.
P6. Key elements of employment legislation and its impact on HRM decision-making
Employment legislation involves various types of protection to determine the rights of
employees. It is also define the relation among staff members and employer. Hiring and firing
both the regulations are included in this regulation. There are many laws that are comply by the
manager of Microsoft company which are mentioned below:
Data protection act, 2018:
This act is introduced so that firm or human resource manager can not share staff
members information to someone else as well as to unauthorised organisation without the
consent of employees. According to this, firm are not allowed to take any kinds of personal
information as it is restricted by the government. For example: if the information of staff
members are share to another people through organisation then their trust and faith upon
company will decrease which formed negative impact on their work. Thus, Human resource
manager of Microsoft can utilise this legislation at the time of workers recruitment and take only
those data that are needed for organisation.
Sex discrimination act, 1975:
This is the legislation that was passed by the government of United Kingdom so that any
types of discrimination regarding gender can not take place in firm. According to this laws
human resource decision-making get more influenced, generally at the time of providing rewards
as well as hiring of staffs (Shuck and Rocco, 2014). Manager of human resource can not
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distinguish employees as per gender, marital status and many more. Every staff either they are
male or female one are to be treated evenly. Thus, by considering this aspects human resource
manager of Microsoft firm have to formulate policies consequently that will helpful to develop
healthy and favourable surroundings.
Minimum wages act, 2018:
This is the legislation is based on wage per hour. It is used by Microsoft company so that
they can facilitate fair salary to their workers according to its performance as well as work. This
is crucial for firm as it is useful in reducing employees turnover and increase its revenue at
specified periods. Therefore, this act can be apply by the manager so that they take decisions
regarding salary.
Employment regulation act, 1994:
As per this act an initiatives was taken in orer to save the employment as well as common
interest of all workers. This considered the staff protection from any types of unethical activities
that are the threats for employment. This sets a bases for the employment terms that firm have to
facilitate to their staff in written form in 2 months of initiating employment time. It effects the
decision making of human resource in deciding what types of task are to be facilitated to workers
according to their work as well as performance at job.
Equal pay act, 1970:
According to the legislation HR manager of Microsoft can give equal pay to all workers
and any types of biasses does not occurs in firm. Equal pay is provided to both male and female
staffs by viewing their performance level. So, HR manager can make decision and formulate
policies to encourage workers so that they can be treated equally when they are paying bonus,
incentives etc. this develop positive surroundings in company.
TASK 4
P7. Application of HRM practices
HRM practices is significant for all firm in order to identify the employees requirement
and wants regarding vacant job position. This practice is advantageous for company as it
facilitates training and development, flexible working timing, rewards management and so on in
systematic way (Stevanovic and Monzoni, 2016). So, Microsoft are applying some HRM
practices are mentioned below:
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Training and development:
Manager of firm can organise various programmes as well as events in context of training
and existing workers of firm. This will be helpful for enhancing its productivity and
performance. For example: If an appropriate as well as regular training and development
programmes are conducted by the manager of Microsoft then their worker will perform
effectively in respect to accomplish the target the target of the company.
Fair evaluation system:
Formulating an evaluation system that help company to clearly relate people performance
towards business priorities and objectives. All workers should has successful reporting relations.
Evaluation becomes fairer if it depends upon employee achievements that is tracked within
whole year. For example: Microsoft manager can use the cross functional feedback as no
partiality can be occurred within firm also add fairness in decisions.
All the above are apply only after the process of recruitment and selection. At this
method, Microsoft manager analysis some skills and qualification of candidates regarding vacant
job position within firm.
Person Specification
Person Specification
Job Title: HR assistant
Criteria Essential Desirable
Experiences Work experience as a HR
executive or assistant.
Minimum 0- 1 year.
Skills Effective communication skills
Capability to perform under
pressure.
Decision-making skills
Problem solving skills
Knowledge about process of
recruitment and selection.
Experiences regarding
Handling the work of their
manager.
Qualification Graduation done in BBA or B.
Com.
Master in Human resource.
Impressive grades that is A.
Certification Computer course regarding Good performance.
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MS word, MS excel and so on
from certified institutes.
Internship from certified firm.
Job Description:
Company: Microsoft
Job Title: HR assistant
Section: Human Resource
Qualification:
 Graduate in BBA or B.com MBA in human resource
Experience: Minimum of 0-1 year experiences
Skills:
 Strong communication skill
 Capability to manage team effectually
 Decision-making skills Problem solving skills
Responsibilities:
 To hire as well as chose suitable candidates for firm.
 To handle whole functions and activities of company
Interested as well as eligible candidates can apply.
Thanks and Regards
HR manager
Microsoft company
CONCLUSION
From the above report it has been concluded that human resource management is
essential for all the firm. This pays crucial role in recruiting as well as selecting skilled
individuals who can attain the target of business. The main purpose and functions of HRM is to
recruit and facilitate effectual training and development to workers. Workforce planning is
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helpful to maintain strong relation with workers and employers. Firm apply various approaches
of recruitment and selection such as internal, external, systematic and so on. Many kinds of
human resource practices is advantageous for employer as well as staff members. Some
employment legislation is is used by firm like data protection act, sex discrimination, minimum
wages act and many more and their effects on HR decisions. HRM practices are applied in work
with the help of examples.
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REFERENCES
Books and Journals
Aisbett, L. and Hoye, R., 2015. Human resource management practices to support sport event
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Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management.
63(3). p.308.
Bartram, T. and Dowling, P. J., 2013. An international perspective on human resource
management and performance in the health care sector: toward a research agenda.
Bell, M. and Walker, M. J., 2014. Late Quaternary environmental change: physical and human
perspectives. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Buttimer, A. and Seamon, D., 2015. The human experience of space and place. Routledge.
Cárdenas, J. C., 2016. Human behavior and the use of experiments to understand the agricultural,
resource, and environmental challenges of the XXI century. Agricultural economics.
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Chang, Y. Y., 2015. Strategic human resource management, transformational leadership
organizational ambidexterity: evidence from Taiwan. Asia Pacific Business Review.
21(4). pp.517-533.
Correia, T., Dussault, G. and Pontes, C., 2015. The impact of the financial crisis on human
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pp.1600-1605.
Helander, M. G. ed., 2014. Handbook of human-computer interaction. Elsevier.
Hirschnitz-Garbers, M. and et.al., 2016. Key drivers for unsustainable resource use–categories,
effects and policy pointers. Journal of cleaner production. 132. pp.13-31.
Lansbury, R. D. and Bamber, G. J., 2013. New Technology (Routledge Revivals): International
Perspectives on Human Resources and Industrial Relations. Routledge.
Lee, S. and Sanders, R. M., 2013. Fridays are furlough days: The impact of furlough policy and
strategies for human resource management during a severe economic recession. Review
of Public Personnel Administration. 33(3). pp.299-311.
Nieves, J., Quintana, A. and Osorio, J., 2016. Organizational knowledge and collaborative
human resource practices as determinants of innovation. Knowledge management
research & practice. 14(3). pp.237-245.
Shuck, B. and Rocco, T. S., 2014. Human resource development and employee engagement.
Employee engagement in theory and practice. pp.116-130.
Stevanovic, M. and Monzoni, C., 2016. On the hierarchy of interactional resources: Embodied
and verbal behavior in the management of joint activities with material objects. Journal
of Pragmatics. 103. pp.15-32.
Online
Functions of HRM. 2019. [Online]. Available through <https://keydifferences.com/difference-
between-personnel-management-and-human-resource-management.html>
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