Human Resource Management/ Recruitment process

Human Resource
Management/
Recruitment process
1

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1 Purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation............................................................................................................................4
P2 Strengths and weaknesses of different approaches to recruitment and selection..............5
TASK 2............................................................................................................................................7
P3 Benefits of different HRM practices within an organisation for both employer and
employee.................................................................................................................................7
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.............................................................................................................................9
TASK 3..........................................................................................................................................10
P5 Importance of employee relations in respect to influencing HRM decision making......10
P6 Key elements of employment legislation and impact it has upon HRM decision making.11
TAKS 4..........................................................................................................................................11
P7 Application of HRM practices in a work-related context, using specific examples.......11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
2

INTRODUCTION
Human resource management is determined as the strategic approach for conducting
effective management of employees at an organisation and it also aid in attaining the competitive
advantage at the potential marketplace (Adam, 2020). Moreover, it is also help in enhancing
performance of staffs through which attainment of predetermined goal, objective and target can
be easy. Organization selected for respective report is Diageo which is operating in beverages
industry and it is founded in 1997. The head office of respective company is located at the Park
Royal, London as well as their products are alcoholic beverages, wine, beer and spirits. Topics
which are include in respective report purpose as well as scope of HRM and it also include key
elements of HRM in a company. In addition to this, it also include internal as well as external
factors which impact on HRM decision making and it also include HRM practices in respect of
company operations.
TASK 1
P1 Purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation.
Human resource management is essentials for a company because through it they able to
conduct their work properly as well as it also aid in attaining the desire goal successfully. In an
organisation there are numbers of purpose as well as functions of HRM which help in ensure that
business operations and functions are conducted in best manner for the attainment of desire goal.
Some of the main functions and purpose of HRM in respect of Diageo are mentioned below:-
Function of human resource management
 Recruitment and selection – At Diageo it is one of the main function of HRM, according
to which HR manager conduct recruitment and selection practices in order to hire best
candidate for the vacant position.
 Conduct orientation – In respect of this function respective company HR manager
conduct orientation of new employees so that they get aware to the organisation policy,
procedure and work structure properly (Armstrong and Taylor, 2020).
 Maintain positive working condition – It is function of HR manager of Diageo to develop
as well as maintain positive working condition because that will motivate employees and
it also encourage staffs to conduct work properly.
3

 Maintain employee relationship – According to this function HR manager of respective
company maintain employee relationship so that they feel motivated at workplace and
conduct work in best manner.
Purpose of human resource management
 Determine staffs needs – At Diageo it is purpose of human resource management to
determine need and requirement of staffs so that they feel motivated as well as conduct
their work in effective manner (Bradley and et.al., 2020).
 Conduct performance appraisal – It is also determine as purpose of respective company
human resource management that they develop strategies through which performance
appraisal of staff can be conducted properly.
 Law compliances – The main purpose of human resource management of Diageo is that
they ensure that all the employees at workplace follow all law compliance of the specific
industry in effective manner.
 Staffs benefits – It is also determine as purpose of HRM at respective company that they
conduct planning in respect of staff benefits. It is so because that will help in motivating
employees that leads to attainment of desire goal as well as objectives successfully.
P2 Strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection is considered as essential aspects of the human resource
management because through it an organisation able to hire write candidate at the right place.
There are numbers of approaches or methods of the recruitment and selection by which a
company can hire the best candidates (Chaudhary, 2020). Below some of the main recruitment
and selection approaches are mentioned which can be adopted by Diageo as well as below
strengths and weaknesses are also given:-
Approaches to recruitment
Internal source
 Promotion – In this method Diageo HR manager will promote employee to the vacant
position according to their skill, abilities and capabilities. In this company will generally
increase the share of pay, duties, facilities and so on of a person.
Strengths Weaknesses
 Conducting promotion at the  New or more effective effective
4

workplace will increase moral of
employees.
 The respective method is less
expensive as compare to others.
employees will not get the
chance.
 Due to promotion of existing
employees other staffs may feel
resentment.
 Transfer – According to this respective company will conduct transfer of appropriate
candidate from one job to the another which is mainly as the different department and
location (dos Santos and Pedro, 2020). It can be temporary or permanent as that will be
depend on the situation.
Strengths Weaknesses
 It enhance the motivation as well
as productivity by the avoidance
of monotony.
 This method will also aid in
developing a person for the
future promotion.
 Transfer of employees from
one place to another leads to
loss of several days.
 When an employee get
discriminatory transfer they
feel demotivate which decrease
job satisfaction, contribution as
well as commitment.
External source
 Campus recruitment – It is determine as recruitment method in which company hire
candidates form the campus of university or college (Kundu, Mor and Gahlawat, 2020).
This will be beneficial for both company and educational institute.
Strengths Weaknesses
 This will help an organization to
bring the new and effective skills
as well as knowledge which
increase effectiveness.
 It is time taking as well as
expensive method for firm
which may impact on their
business process or operations.
5

 This method will also improve
the retention rate of staffs.
 Walk in interview – It is considered as method in which firm will publish advertisement
that they are open for the interview for specific position.
Strengths Weaknesses
 Through this firm can find best
candidate for the vacant
position.
 This will also increase the
goodwill of the company at the
marketplace.
 This is time taking as well as
expensive method (Lee and
Ahn, 2020).
Approaches to selection
 Interview – It is determine as method in which firm will conduct meeting with the
candidate in order to evaluate them so that best candidate can be hire.
Strengths Weaknesses
 Through this an organisation
able to understand their
candidate in effective manner.
 This method required huge
time.
TASK 2
P3 Benefits of different HRM practices within an organisation for both employer and employee.
In an organisation there are numbers of HRM practices which aid in attaining the desire
goal and objectives successfully. Moreover, human resource management practices are essentials
for both employers as well as employees because through that they able to conduct their work in
best manner which ensure attainment of goal (Nasar and et.al., 2020). In respect of Diageo they
may attain numbers of benefits through conducting different HRM practices, from which some
main benefits are mentioned below:-
Human resource Benefits for employer Benefits for employees
6

management practices
Training and development
practices
The respective HRM practice
will be beneficial for Diageo
management because through
this they able to increase
productivity of employees
which is beneficial for the
respective firm because they
able to adopt changes or new
strategies effectively for the
development (Ogbeibu and
et.al., 2020).
Training and development
practice are essential as well as
beneficial for the employee
because through that they able
to enhance their skills, abilities
and capabilities which improve
their performance. In addition
to this, respective HRM
practices also aid in attaining
career objectives successfully.
Developing and maintaining
employees relation
Through effective relationship
between the employer and
employees, employers able to
convince staffs to adopt
changes effectively which help
in growth of business. In
addition to this, proper
relationship between
employees also help employers
in developing as well as
maintaining positive working
environment which minimise
situation of conflict.
By proper and effective
relation among the employer
and employees, staffs feel
motivated as well as they also
feel encouraged which
enhance their work
performance (Pattanayak,
2020). In addition to this, by
having effective employees
relation staffs feel comfortable
in sharing their issues to the
management according to
which management can
develop plan.
Performance and reward
management
Through this HRM practice
employer of Diageo able to
motivate employees which
ensure to improvements of
By this human resource
management activity
respective company employees
able to feel motivated as well
7

work performance as well as it
will also help employers to
attain their desire goal and
objectives successfully.
as they also feel valuable at the
workplace.
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
In an organization management conduct several human resource practices which help
them in accomplishing work in proper manner for the attainment of desire goal as well as
objectives (Rahman and et.al., 2020). By conducting proper HRM practices a company able to
ensure that their business operations and functions are conducted in best manner by which they
grab several opportunities for growth. Implementation of different human resource management
practices also aid in raising profit as well as productivity of firm. Some of the main HRM
practices effective for Diageo are mentioned below:-
 Training and development practices – It is essential for every company to provide
training and development to staffs according to their weaknesses or requirement. It is so
because through that they able to enhance their skills and abilities in effective manner. In
respect of Diageo, by providing training and development to staffs their management able
to enhance skills, abilities and capabilities of staffs which help in ensure that their profit
as well as productivity get enhanced. It is so because when performance of employees
enhance it leads to less wastage and accomplishment of work on timely manner which
increase profitability ratio.
 Reward and appraisal system – In respect of this, by providing reward and appraisal
employees feel motivated which increase their performance which linked with the
enhancement in profitability of firm (Silic and et.al., 2020). In respect of respective
company by adopting this HRM practice employees feel motivated as well as encouraged
to work in effective manner which increase their performance that is directly leads to
increase in profitability ratio successfully.
 Transparency at workplace – If their is transparency at the workplace it will directly
enhance the motivation level of employees because they feel comfortable as well as
valuable at the workplace. So when respective company develop transparency culture at
the workplace they able to enhance motivation level of employees that leads to increase
8

in their productivity. In addition to this, when productivity of employees get enhanced the
profitability ratio also get increase successfully.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making.
Employees relation is considered as organization's efforts in order to manage relationship
among the employees and employers. A company having effective employee relations system
provide consistent as well as faire treatment to all staffs so that they conduct their allotted work
in best manner through which firm can enhance their profit successfully (Vardarlier and Zafer,
2020). In respect of employees relation there are HR department has two main functions i.e. HR
manager resolve issues or problem as well as resolve disputes among the employees and
management. There are several effectiveness of employees relation which are experienced by
Diageo in order to impact decision making of HRM, from which some are mentioned below:-
 Resolve ambivalence –For a company management it is essential to develop as well as
maintain positive working environment because that aid in avoiding situation which leads
to conflict. In respect of this, HR manager take several steps such as develop policy, rules
and regulation, conduct regular meeting, develop open culture and many more. In respect
of respective company when there will be proper employees relation staffs feel
comfortable in discussing working conflict according to which HR manager may develop
decision.
 Motivate employees – When there is proper employee relation at the workplace employee
feel motivated as which enhance their work as well as it also lead to increase in company
profitability ratio. In respect of Diageo, when there is effective staffs relation at the
workplace, employees feel motivates as well as they encouraged to conduct work proper
as well as to adopt change (VARDARLIER, 2020). This will impact on the decision
making of HR manager as they can adopt new strategies or change successfully.
 Enhance working condition – If an organisation develop and maintain proper working
environment they able to improve their working condition which which means their will
be less chance of occurrence of conflict as well as it also motivate employees. In respect
of Diageo when they adopt employees relation at the workplace they maintain proper
9

working condition when help HR manager to opt for the changes in the decision making
successfully.
P6 Key elements of employment legislation and impact it has upon HRM decision making.
Employment legislations is considered as guidelines which is developed by government
for companies so that they operate their business operations as well as functions in effective
effective manner. In respect of Diageo they are operating in the beverage industry, so for that
they need to follow several employment legislation so that they operate their business operations
and functions effectively at the United Kingdom. From which some of the main employment
legislation are mentioned below:-
 Minimum wage Act – According to this legislation there is specific minimum wage rate
according to the age of staffs. It is developed by United Kingdom government in year
1998 as well as from 1st April 2019, staff of age 25 and above must get minimum wage £
8.21. According to 21 to 24 years they must get £ 7.70 as well as £ 6.15 must be provided
to staffs aged 18 to 20. moreover who are under 18 year they must get £ 4.35 and for
apprentices it is £ 3.90 (Yong and et.al., 2020). So it is essential for Diageo to develop
their strategies related to wage according to the law.
 Equality Act – This act is developed by parliament of United Kingdom in 2010 and the
main reason for developing this is to provide equal opportunity to the all employees
without any discrimination. In respect of respective company it is essential for them to
follow equality act as according to that at workplace no employees can be discriminated
on the basis of age, gender, colour, cast and any other aspect. In addition to this, it will be
responsibility of respective company management to develop proper strategies, rules and
regulations so that no employees can feel discriminated at the workplace.
TAKS 4
P7 Application of HRM practices in a work-related context, using specific examples.
There are numbers of HRM practices which are conducted by a company in order to
recruit best candidates for their workplace. In respect of Diageo they are conducting different
HRM practices so that they hire best candidate for workplace, from which some are mentioned
below:-
 Advert for the role
10

DIAGEO IS LOOKING FOR
Business Manager
Location – England
Salary – Negotiable
Required Skills
 Excellent skill of communication in both form written as well as oral.
 Skill to handle team of more then 70 members and to work under pressure.
 Ability to do regular research in order to find out risk or challenges and then
develop strategies accordingly.
Responsibility of job role
 To conduct market research and develop proper plan accordingly in allotted
budget for business growth.
 Do regular research of market to know latest or new trends and requirement of
customers.
Candidate who considered themselves capable for respective job role kindly send their
CV at [e-mail] or they can also communicate with us on [phone].
Thanks and Regards,
Human Resource Manager,
Diageo
 Job description
Job Description
Company - Diageo
Position – Business Manager
Type of job – Full Time
Salary - Negotiable
Location - England
Required qualification – Graduation and Master done in Management
Required experience – Minimum 3 years
Required Skills
11

 Excellent skill of communication in both form written as well as oral.
 Skill to handle team of more then 70 members and to work under pressure.
 Ability to do regular research in order to find out risk or challenges and then
develop strategies accordingly.
Responsibilities of job
 To conduct market research and develop proper plan accordingly in allotted
budget for business growth.
 Do regular research of market to know latest or new trends and requirement of
customers.
 Ability to interact with client to understand their requirement as well as ability
to convince them.
 Guide, train and motivate employees so that they conduct their work in best
manner.
Thanks and Regards,
Human Resource Manager,
Diageo
 Offer letter
Date - 11th September 2020
To,
ABZ
JHU Street
England
Subject – Job offer letter
Dear Mr.,
We are very glad to inform you that you get selected for the position of Business
Manager at our firm i.e. Diageo. We appreciate your fabulous performance in all
elimination round and we hope you show such enthusiastic performance continuously.
Your joining as the Business Manager at Diageo is on 25th September 2020 and
12

you may collect your joining letter from company's office before 22nd September 2020.
If you have any issue or want to clear any inquiries you may directly contact to
HR Manager Mrs. OYH whose contact details are mentioned below.
Thanks and Regards,
OYH
Human Resource Manager,
[e-mail]
[phone]
CONCLUSION
By analysing above mentioned topics it can be summarised that for every firm it is
essential to conduct human resource management practices in effective manner because through
that they are able to attain their desire goal successfully. Moreover there are several purpose and
function of HRM in a company which leads to accomplishment of work properly as well as on
time. One of the main practice of HRM is recruitment and selection for which HR manager may
adopt numbers of methods but while selecting it is essential to understand strengths and
weaknesses of those strategies. HRM practices are essential for both employer as well as
employees as that will help them in attaining their personal and common goal successfully. In
addition to this there are several key elements of employees legislation which directly or
indirectly impact on the HRM decision making in both negative as well as positive manner.
Furthermore there are several HRM practices which are conducted by HR manager in order to
attain desire goal successfully.
13

REFERENCES
Books and Journals
Adam, A.K., 2020. Modern Challenges of Human Resource Management Practice in Job
Placement and Recruitment Within Organisations in the African Continent. Journal of
Human Resource Management. 8(2). pp.69-75.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bradley, A. and et.al., 2020. Falling at the first hurdle: undergraduate students’ readiness to
navigate the graduate recruitment process. Studies in Higher Education, pp.1-12.
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.
dos Santos, J. R. and Pedro, L., 2020. Reinventing human resource management to increase
organizational efficacy. In Entrepreneurship and Organizational Innovation (pp. 23-
36). Springer, Cham.
Kundu, S. C., Mor, A. and Gahlawat, N., 2020. Strategic human resource management and
employees' intention to leave: testing the moderated mediation. International Journal of
Productivity and Performance Management.
Lee, D. and Ahn, C., 2020. Industrial Human Resource Management Optimization based on
Skills and Characteristics. Computers & Industrial Engineering, p.106463.
Nasar, N. and et.al., 2020. Design and data analytics of electronic human resource management
activities through Internet of Things in an organization. Software: Practice and
Experience.
Ogbeibu, S. and et.al., 2020. Technological turbulence and greening of team creativity, product
innovation, and human resource management: Implications for sustainability. Journal of
Cleaner Production. 244. p.118703.
Pattanayak, B., 2020. Human resource management. PHI Learning Pvt. Ltd..
Rahman, M. and et.al., 2020. The role of social media in e-recruitment process: empirical
evidence from developing countries in social network theory. Journal of Enterprise
Information Management.
Silic, M. and et.al., 2020. The effects of a gamified human resource management system on job
satisfaction and engagement. Human Resource Management Journal. 30(2). pp.260-
277.
Vardarlier, P. and Zafer, C., 2020. Use of artificial intelligence as business strategy in
recruitment process and social perspective. In Digital Business Strategies in Blockchain
Ecosystems (pp. 355-373). Springer, Cham.
VARDARLIER, P., 2020. Digital transformation of human resource management: digital
applications and strategic tools in HRM. In Digital Business Strategies in Blockchain
Ecosystems (pp. 239-264). Springer, Cham.
Yong, J. Y. and et.al., 2020. Pathways towards sustainability in manufacturing organizations:
Empirical evidence on the role of green human resource management. Business Strategy
and the Environment. 29(1). pp.212-228.
14