Human Resource Management/ Recruitment process

Human Resource
Management/ Recruitment
process

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1) Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation .........................................................................................................3
P2. Strengths and Weaknesses of Different Approaches to Recruitment and Selection.............4
TASK 2............................................................................................................................................6
P3. Benefits of Different HR Practices for both the Employee and Employer .........................6
P4. Evaluation of Effectiveness of Different HR Practices in terms of raising Organisational
Profits and Productivity...............................................................................................................8
TASK 3 ...........................................................................................................................................9
P5. Importance of Employee Relations in respect to influencing HRM Decision making.........9
P6. Key Elements of Employment Legislation and its Impact on HRM Decision-making .......9
P7. Application of HRM Practices in a Work - Related Context.............................................10
CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
The human resource management is defined as the process which is associated with
defining working efficacy so that to align business according to various strategic implementation
in order to address more effectiveness as well. This is the process in which competitive
advantage is being enlarged by which overall performance of employees can be increased so as
to attain high productivity (Brewster and Hegewisch, 2017). This process is directly dependent
on strategic objectives and aims which are required to be accomplished by the organisation so
that to receive desired output within specified time frame. This is defined as the procedure which
is helpful in identifying job, assessing job, fulfilling human requirement, screening employees
and enhancing their abilities as well. This aspect is having broader aspect in which suitable
involvement is being enumerated so as to provide enhancement of performance in most
significant manner. The following report is based on Aston Martin which is a British
Multinational company manufacturing in luxury sports cars. The company is headquartered in
Gaydon, UK. The report is consisting of purpose and functions of HRM and pros and cons of
various dimensions of recruitment and selection procedure.
TASK 1
P1) Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
HRM is known as the process which is followed within strategic approaches so as to
assist working employees in such a way that business can be controlled and managed in effective
manner. This is an aspect in which direct accessibility over production and other aspects can be
rendered so as to attain suitable level of advantage and accessibility as well. There are various
functions and purpose of HRM which are elaborated as under:
Training and Development : Training is known as the process which is helpful in
updating skills and capabilities of employees in proper manner. Development is associated with
preparing employees in such a way that they can be prepared to deal with future complexities.
This is the responsibility of HR department so as to provide training within job tenure so that to
enhance working abilities of the employees (Mone and London, 2018). The aim of training and
development for Aston Martin is to measure and monitor skills of employees and to enhance
productivity as well.

Recruitment and Selection: This is one of the most crucial function for HR department.
This is associated with selection of those candidates those are having potential and calibre so that
to satisfy need of organisation for employees. Aston Martin is having high emphasis on selection
of potential candidates so so make their selection process fair. On the other hand the major aim
of this function is to hire appropriate people at right place (Cooke, Saini and Wang, 2014).
Ensuring Legal Compliance: For providing protection to the business by abiding to
legal compliances. The department of HR is making efforts for making the organisation adhered
to lawful policies and rules. Laws and policies are associated with tax allowances, overtime,
minimum wages law, working condition law and many more. The objective of legal compliance
is to set up necessary existence of Aston Martin and to enhance legal application in the business.
Benefits and Compensation: Compensation is defined as providing monetary benefits
and rewards in gross earning. This is an essential function which is helpful for the employees to
receive rewards as according to their performance. Aston Martin is finding out various ways in
which their employees can be rewarded in which their performance can be enhanced. The aim of
this function is to retain high employees and to align their working in attainment of overall
objectives.
P2. Strengths and Weaknesses of Different Approaches to Recruitment and Selection
Staffing is having their high emphasis on recruitment and selection within business, as
recruitment and selection is known as the fundamental approach by which human resource
within an organisation can be managed in effective manner. Recruitment is defined as inviting
qualified and potential employees by publishing advertisement over social media, newspaper,
television media and many more. Selection is the process by which right person can be appointed
at right place by adopting various methods of selection (Schalk, Timmerman and Van den
Heuvel, 2013).
Recruitment of employees are administered by taking help of various sources such as
internal and external. These approaches are elaborated as under:
Internal Sources: Internal recruitment is defined as providing chance to existing
employees and other people those are having direct concern with the organisation. There are
various internal sources such as transfers, promotion, past employees etc. There are many
organisation those are using this method in order to reduce employee turnover and receive
potential candidate over vacant position by applying least cost.