Role and Purpose of Human Resource Administrator in Workforce Planning and Resourcing

This report discusses the role and purpose of a Human Resource Administrator in workforce planning and resourcing. It covers various approaches to recruitment and selection, strengths and weaknesses of different methods, advantages of HRM practices for employees and employers, and the implications of employee relations in decision making. The report also explores key elements of employment legislation and their impact on HRM decision making. The case study focuses on Liverpool Victoria, a UK-based insurance company.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................4
P1. Role and purpose of Human resource administrator applied to workforce planning and
resourcing of organisation...........................................................................................................4
P2: Define weaknesses and strengths of various methods to recruitment and selection............6
TASK 2............................................................................................................................................7
P3. Describe advantages of various HRM practices in company for employee and employer.. 7
P4 Assess the efficiency of various HRM practices in reference of increasing profit margin
and productivity of organisation.................................................................................................8
TASK 3............................................................................................................................................9
P5. Implication of employee relations in Human Resource Administration decision making. . 9
P6. Key elements of employment legislation & its impact on decision making by HRM. .....10
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in work affiliated context...................................................10
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
Books&Journals........................................................................................................................15

INTRODUCTION
HRM signifies of managing, improving and designing of various programs for increasing
efficiency of organisation. It is essentially managing and generating better relationship between
employer and employee. The main purpose of Human resource manager is hiring, choosing,
promotion and manage relationship and so on. This report is carried upon company named as
Liverpool Victoria. This company was given in the year of 1843 and it is located in UK. The
organisation provide various kinds of products such as Insurance, saving as well as many more.
This assignment cover various approaches of recruitment and selection along with strengths and
weaknesses. The various practice of HRM which imposes direct influence on productivity of
organisation and importance of employee relations influence in decision making by HR
professional of company. The organisation productivity depend upon ability, skill as well as
knowledge of Human resource administration team. Through this, it is the responsibility of HR
professional to perform their work in good way. There are different laws which must be obeyed
by HR team of organisation for retaining customer for longer period of time (Glendon, Clarke
and McKenna, 2016).
TASK 1
P1. Role and purpose of Human resource administrator applied to workforce planning and
resourcing of organisation.
About the Company:
Liverpool Victoria was given in the year of 1843 and it is located in UK. The
organisation provide various kinds of products such as Insurance, saving as well as many more.
It is considered as a biggest insurance organisation which have approx five million users. It
provide a wide range of insurance as well as retirement products.
Purpose of HRM: The primal purpose of human resource administrator is to achieve
goal in given period of time. In addition to this, the main purpose is to manage good relationship
among staff members in order to conduct work without any kind of issues. Moreover, it is
important for HR professional is to offer favourable ambience to its staffs for influencing them to
perform work for accomplishing goal in pre-decided time period.
Purpose of Human Resource Management: The primal purpose of HRM is to
accomplish objective of organisation in timely manner. In assistance of this, they maintain a

good relationship between subordinates and higher authority. In context Liverpool Victoria, the
primal aim of HR professional includes compensation, law compliance and staff and so on. By
using this, the company can operate its function in smooth manner.
Scope of Human Resource Management: The scope of HR administration is broad in
nature. It signifies workforce planning, remuneration, provide training session, incentive,
selection and so on. It also involves welfare of additional services provided to its staffs like
education, medical benefits, health and security and many more.
Different Functions Of Human Resource Management:
In every company, HR professional is very significant for increasing productivity or
effectiveness of organisation. The main function of HR manager in connection to Liverpool
Victoria that is given below:
Training & Development: Training is considered as a process which helps in enhancing
skills, knowledge of subordinates towards objective of organisation. In assistance of this, it also
provides staff an update regarding new technologies as well as software adopted by company. In
reference of Liverpool Victoria, the HR professional of organisation assess skills of staffs and
offer training to them.
Maintaining Employee relation: The HR professional focuses on maintaining superior
relationship with its staff in order to reduce problems arises in future time period. In context of
Liverpool Victoria, the human resource administration conduct their work in order to resolve
issues between subordinates and satisfying them by giving reliable information according to
requirement (Dubin, 2017).
Recruitment and Selection: It is considered as a process of identifying applicant from
all candidates and than stimulates them to apply for available position. On the other hand,
selection is process of choosing appropriate candidate for organisation by using various
approaches of selection such as social media, telephonic interview in an effective manner.
Reward System: Herein, the HR manager focuses on influencing staffs so that objectives
can be achieved in timely manner. In reference of Liverpool Victoria, the organisation provide
awards like vacation policy, pension schemes, retirement benefits and so on . All this kind of
recognition attract staffs of organisation to accomplish target according to standard time.

Performance Management: The HR manager of organisation control and check the
level of performance of subordinates with set expectations. In reference of LV, the HR manager
of organisation control the performance level of staffs on continuous basis and then offer them
directions to improve it. It helps company to improve superior relationship with its staff and
increases involvement of staff for longer time period.
P2: Define weaknesses and strengths of various methods to recruitment and selection
Recruitment and selection: It is significant part of workforce planning as right applicant
are selected for company. Recruitment is considered as a procedure where pool of appropriate
applicants are made in which some are selected for foster process (Gedro and Hartman, 2016).
In reference of Liverpool Victoria, the HR manager select right candidate for accomplishing goal
in timely manner. The organisation organise approach which is going to be mentioned below:
Recruitment approaches:
Research
In research approaches, LV organisation offer information in relation to recruitment on
different social media like Twitter, Facebook and so on so that fascinated applicants recruits
from various positions.
Strength of research: Most appropriate applicants can be chosen for organisation from
applied applicants. It helps in selection of candidates as per need of organisation.
Weakness of research: There is a large number of applicants who applied for available
position , which became complex for HR profession to choose most talented one for
organisation.
Apply online
Liverpool Victoria offer its website where applicants can apply for available job position
as well as answer the significant questions in particular application form like what is present
notice period? What is expectation in relation to salary?
Strength of Apply online: More candidates can apply for available position in
organisation as per skill and competence. Therefore, the organisation can select superior
applicant for organisation.
Weakness of Apply online: There are lack in offering appropriate information of
organisation to its applicant through online application. Therefore, applying online is considered
as a difficult process for applicant in differ position.

Selection process: There are two kinds of selection process in relation to Liverpool
Victoria that is given below:
Telephone interview:
Herein, several chosen applicant receive phone call from HR manager for further process
of interview. Manager focuses on appropriate communication with its applicants to collect
various information of applicant and provide description regarding organisation such as
understanding responsibility offered and increase understanding in respect of terms and
condition which is applied to employment of company.
Strength of telephoning interview: Herein, applicant focuses on collecting information
regarding function of organisation and also increasing knowledge regarding how motivate is the
applicant about competence and skills.
Weakness of telephoning interview: There is a different kind of issues arises because
there is poor connection among applicant and HR professional of company. And the applicant
does not clarify their ideas in respect of his role in company.
Face to face interview: Face to face interview is conducted to assess technical skills of
applicants by HR professional of company. They also check attitude or behaviour of applicant
such as how to manage stress and assess communication skill of applicants.
Strength of face to face interview: Herein, the HR manager conduct interview with
applicant for proper understanding of working in organisation, understand role as well as
responsibility at workplace.
Weakness: Sometimes applicants get nervous in order to give face to face interview
which can be considered as weakness in order to get chosen in interview (Green and Payne,
2017).
TASK 2
P3. Describe advantages of various HRM practices in company for employee and employer.
Human resource administrator perform various responsibilities within company in respect
of employer and employees. HRM practice assists to ensure that subordinates perform their work
under labour as well as employment law. It assists in generating the program which increase
quality of working atmosphere. It assists in influence subordinates for enhancing profit margin of
organisation. Generally, LV ensure that HRM practices must be executed in company for

achieving goal in timely manner. There are different issues which are undertaken such as legal
need, employees involvement as well as performance management and many more. HRM
practices also focuses on recruiting and firing staffs in order to maintain superior strategies of
organisation. This practice offer significant things like monitoring and controlling of budget of
organisation in proper way. The HRM practices also offer betterment of whole performance level
of company. The subordinates feels good that they are significant part in company because of
offer rewards for performing work by staffs. Herein, employees as well as employer gets
advanced by execution of HRM practices (Bird and Mendenhall, 2016).
P4 Assess the efficiency of various HRM practices in reference of increasing profit margin and
productivity of organisation.
The effect in relation to HRM practices on subordinates productivity is a importance of
things like human resource administration along with organisation psychology. The primal aim
of HRM practices as well as various models is used for increasing productivity level at
workplace. The interaction among HR administrator as well as general administrator provide
guidance to become more productive and efficient (Riebsame, 2019). The purpose of such kind
of HRM practices is to provide various results for various organisation. HR administrator collect
information from administrator and ask for take feedback of final written assignment. HRM
practices assists in improving whole performance level of staffs results in enhancing profit
margin and productivity of company. The organisation adopts 360 degree performance
administration system for enhancing productivity in long run. Therefore, the main purpose of
company is to accomplish goal in pre-decided period of time. There are various kinds of
recruitment and selection method that offer a method to choose competent applicants for
available job position within company. There are various lawful compliance which enhances
profit margin and production of organisation. In addition to this, the HRM practice offer clarifies
procedure that must be obey by HR professional for choosing competent applicants which is
helpful in enhancing profit margin of company. The employer focuses on optimum utilization of
resources for accomplishing goal in targeted period of time. To enhance whole performance level
of company, administrator maintain superior relationship for organisation through which they
perform work in team to accomplish target. The company adopted various practice of HRM that
helps in achieving leading position at marketplace. There are different approaches selected by
organisation to accomplish vision in timely manner. It will assists organisation to recruit

competent applicant to assess the performance level of various applicants in procedure of
interview. The organisation provide superior skill or knowledge to its staff for accomplishing
goal in targeted period of time. It enhances profit margin within organisation for accomplishing
goal of company (Hislop, Bosua and Helms, 2018).
TASK 3
P5. Implication of employee relations in Human Resource Administration decision making.
Employees relation maintain when higher authority and employee communicate or
interact with one another in an appropriate way. It is considered as an interaction among
employees as well as trade union prevailed in company. The HR professional of LV conducts
both formal and informal meetings for maintaining superior relationship between top
management and its subordinates. This kind of relation assists in improving corporate culture
within organisation.
Significance of Employee Relations in an organisation:
Helps in implementing Human Resource Functions: The superior relationship among
higher authority and employees helps HR team to implement every activity in proper way. This
elements involves hiring, selection, promotion and many more. It assists HR team of Liverpool
Victoria to allot activity of project according to their interest as well as handle human capital of
organisation.
Employee Satisfaction: It is necessary for employees to maintain superior relationship
with other staff member of company. In reference of LV, the HR manager take reviews from
staffs in order build favourable ambience in organisation.
Advantages of employee relations Disadvantages of employee relations
 It helps organisation to improve better
understanding level between staffs that
results in favourable results for
organisation.
 It decreases conflicts occur in company
which helps in enhancing productivity
of Liverpool Victoria.
 Their main purpose is to maintain
superior relationship not on objective of
organisation.
 Inappropriate relationship among staffs
improve unhealthy ambience at
workplace of Liverpool Victoria.

Adoption of employer of choice, flexible working practice and establishment:
In order to get flexible working hours that helps company in increasing performance level
of company. They focuses on hiring competent and skilled subordinates for increasing
productivity of company in future time period.
P6. Key elements of employment legislation & its impact on decision making by HRM.
The HR manager of LV obey all rules as well as regulation for increasing trust level of
staffs, increasing opportunities for organisation in order to maintain productive atmosphere.
There are various laws such as employee rights, safety act, employee discrimination and many
more. Several of them is going to be mentioned below:
Labour laws: It includes employee rights within business organisation and it assists
organisation in taking appropriate decision regarding promotion, providing opportunities,
recruitment, selection and many more (Adams, 2016).
Health & Safety Law: In this law, the company is capable to provide positive ambience
within organisation. This law helps in providing safety to workers in order to perform work on
machines by organisations. In reference of Liverpool Victoria, the organisation offers training to
its staffs regarding use of machineries for avoiding any kind of incidents at workplace.
Discrimination Act: This law is regulated by government in order to reduce any kind of
discrimination in term of values, cultures, gender and many more. In context of Liverpool
Victoria, it helps organisation to execute different activities related to project in an appropriate
way.
Equality Law: According to this law, it is vital for organisation to provide equal
treatment to its staffs for increasing their motivation level. The HR professional of organisation
determine equality law during payment of wages to its subordinates (Kerzner,2019).
TASK 4
P7 Application of HRM practices in work affiliated context
A) Job description
Job Description
Job title:
Primary purpose of job
Personal assistant
To offer a superior secretarial assistance as

Reporting to
Key Tasks
personal assistance to manager of organisation.
Commercial managing director as well as
retirement advice director.
 To offer management facilities as well
as providing secretarial facilities to its
director.
 To assist in enhancing effectiveness of
organisation by taking feedback of
management.
 To manage dairy of directors,
submission system and other vital
things within office.
 Helps in preparation of every kind of
paperwork like booking of hotel, ticket
booking as well as managing all events
in pre-decided budget.
 To maintain superior relationship
among manager and staffs of company.
 Preparation of different competent
responsibilities when allocated.
 Managing report of directors.
 Establish events of company for
organising party in office.
 Manage complainants of guest and also
conflict of management team.

Curriculum vitae.
Sandra besgrove
Flat 2, street L
Summary
Successful at handling multitasking events of needy business executives. Quick learner as well
as set various atmosphere of organisation and execute innovative process to increase level of
productivity.
Highlights
 Fluent English
 Reliable along with details
 Superior writing skills
 Self-oriented
 Administrative influence specialist.
 Superior skills in enterprise writing.
Experience
Personal Assistant pinkman & white/Des Moies.
 Handling CEO agenda, regular updates
 Make PowerPoint
 Conduct meeting as well as events of organisation
 Arrangement of accommodation
 Maintaining spreadsheet to manage record of performance.
 Manage spreadsheet to keep record of performance.
 Maintain dairy of events and programs
Personal secretary at Ucansell Marketing consultants.(2018 to2011)
 Conducting meeting with audience and taking notes.
Personal secretary to the directors.
 Build PowerPoint presentation
 Monitoring and leading various departments
Education

Hammersmith colleges
HNC business (2007 to2008)
short courses(2007 to 2009)
C) Prepare talent-based questions which is asked for selection of personal assistant during
interview.
Interview question
1) Explain top moat skills for the position of personal assistant?
2) How would you manage your day while becoming personal assistant?
3) Explain largest mistakes that have made within organisation?
4) What is the reason behind switching the job?
5) Tell me your strengths as well as weaknesses?
6) What are extra job training done in past time period?
7) Do you know regarding our company?
8) How will you manage situations and where you as well as management team have differ
views regarding task ?
9) Define your past experience in organisation?
10) Why should we recruit you?
11) Explain a time duration when you deal with issues at workplace?
12) What do not know regarding organisation?
d) Describe a reason of answers that you have provided to above mentioned questions:
To recruit right applicant for the position of personal assistant, above mentioned steps is
required to follow such as job description offer clarified picture regarding needed applicant and
to chose proper individual person for company. After screening process is completed for given
position in CV. The organisation selects competent applicant who provide profit margin to
company.

(e) Critically assess the use of person specification, application shortlisted by adopting person
specification and selection based on competency that helps company in choosing superior person
for the position of Personal Assistant.
The person specification provide details regarding skills as well as competence needed
for conducting job in an appropriate way. Therefore, it is necessary to have clarified job
specification and description which attract competent applicant of company. The applicant who
are considered as unfit for position of personal assistant are distant from process of selection.
Most appropriate applicant are chosen by HR professional by organising effective process of
selection within organisation (Mukhopadhyay, 2020).
CONCLUSION
On the basis of above given report, it has been analysed that in every company it is
important to have appropriate human resource administration system. The organisation
productivity depend upon ability, skill as well as knowledge of Human resource administration
team. Through this, it is the responsibility of HR professional to perform their work in good way.
There are different laws which must be obeyed by HR team of organisation for retaining
customer for longer period of time. In assistance of this, reward system helps organisation to
stimulate staff that is advantageous for both employee and employer within organisational. There
are various practice of HRM which imposes direct influence on productivity of organisation and
importance of employee relations influence in decision making by HR professional of company.

REFERENCES
Books&Journals
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Dubin, R., 2017. The world of work: Industrial society and human relations. Taylor & Francis.
Gedro, J. and Hartman, L.P., 2016. Education as a response to NHRD gaps in developing
economies: A case study of l'Ecole de Choix/The school of choice (Haiti), as critical
national human resource development. Human Resource Development Quarterly, 27(1),
pp.67-94.
Green, D.R. and Payne, J.L. eds., 2017. Marine and Coastal Resource Management: Principles
and Practice. Routledge.
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business, 51(1), pp.115-126.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical
introduction. Oxford university press.
Adams, C.E., 2016. Urban wildlife management. CRC press.
Riebsame, W.E., 2019. Drought and natural resources management in the United States:
impacts and implications of the 1987-89 drought. Routledge.
Kerzner, H., 2019. Using the project management maturity model: strategic planning for
project management. John Wiley & Sons.
Mukhopadhyay, M., 2020. Total quality management in education. SAGE Publications Pvt.
Limited.
Myers, M.D., 2019. Qualitative research in business and management. Sage Publications
Limited.
Harmon, P., 2019. Business process change: a business process management guide for
managers and process professionals. Morgan Kaufmann.