Importance of HR Practices for Employee's and Employer

This article discusses the importance of HR practices for both employee's and employers. It explores the benefits of training and development, flexible work timing, and work-life balance. These practices improve productivity and profits for the organization.

Human Resource Management/
Recruitment process

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM and it implement among workforce planning and resourcing
of business...................................................................................................................................1
P2 Strength and weaknesses of different approach related with selection and recruitment.......2
TASK 2............................................................................................................................................4
P3 Benefit of HR practices for employee's and employer..........................................................4
P4 Different HR practice in terms of organisation profits and productivity...............................5
TASK 3............................................................................................................................................5
P5 Importance of workforce relations for influencing the decision-making of HRM................5
P6 Key elements of employee's legislation and their impact on HRM decision-making...........6
TASK 4............................................................................................................................................8
P7 Application of HRM practices for a work-related context....................................................8
Recommendations for the business to fulfil receptionist seat.....................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The term human resource management explicit as a process which define the work
process and efficiency of a firm. Employee's or workforce are most important asset of an
organisation which helps management to accomplish company goals and objectives in an
appropriate manner through completing all activities in minimum time period. With the
globalisation it is essential for organisation to generate a competitive-edge in market. This report
is written from perspective of Bentley motors which is a large organisation that is operating their
business in the automotive sector (Armstrong and Taylor, 2020). Moreover, this report focused
on the purpose and function of HRM as well as weakness and strength of recruitment and
selection. Benefits of HRM practices for both employee's and employer are also highlight in the
upcoming report. In the last, HRM practices and employment legislation will be monitor for
effective decision-making.
TASK 1
P1 Purpose and function of HRM and it implement among workforce planning and resourcing of
business
HRM process is implemented by the management with motive of implementing and
managing all employee's roles with engaging strategic approach. So all task and operations are
performed and completed by engaged workforce in an organised manner. Some management and
operative functions of workforce planning and resourcing is mention as follow: Human-resource planning- According to the function of human-resource provision or
plan Bentley management undertake aspects which is used to analyse the number of
employee's and their types for performing management operations according to company
goals and objectives (Chukwuka, 2015). This is a managerial function for organisation
and in context of workforce planning Bentley motors identify current as well as future
needs of human.
 Directing- Activate employee's perform their work at various level so Bentley
management arrange all essential resources for managing task with proper direction and
motivation. Directing is also used by the management for contributing maximum efforts
of workforce towards organisational goals.
Purpose of organisation
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 Advise to management- Personnel manager advise top management for performing and
completing their work by evaluating and formulating new programmes, strategy and
policy for completing their work according to the company goals. Further, it is the
purpose of Bentley motors to involve all employee's for engaging better advise from
individuals. It is also beneficial because low level workers perform its functions in an
accurate manner to complete all task in minimum time period (Cooke, Saini and Wang,
2014).
 Training and development- With analysing the main motive of organisation it is identifie
by management that training and development perform an important role for improving
or enhancing company performance by providing right training to workforce. This is also
used for improving the employee productivity and performance by managing right
training methods for organisation. Moreover, from the perspective of workforce planning
training and development leads organisation to improve work performance in minimum
time period.
P2 Strength and weaknesses of different approach related with selection and recruitment
Staff and engaged workforce generate more emphasis on recruitment and selection for
managing human resources of Bentley motors. Along with this recruitment and selection is
defined as a fundamental aspect of organisation which improves overall employee's system. On
the other side, recruitment is defined as a process that leads organisation for recruiting and
selecting capable candidates. Moreover, recruitment of employee's is also administer by
workforce through two major sources. Internal and external method of recruitment along with
their strength and weakness is mention as follow:
Internal sources
Internal recruitment refers to the process of providing a chance to all individuals who are
engaged in company workforce. This is also used by management of respective organisation for
completing work according to internal aspects of business (Hornstein, 2015). Moreover,
organisation utilise the approach of internal source for motivating skilled employee's in order to
sustain them for longer period in organisation.
Strength
 Loyalty of existing employee's and workforce relates with the probability of managing
and completing task with the same policy.
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 The programmes cost such as induction of employee's is reduced for managing
organisational work in an organised manner.
Weakness
 The scope for identifying skilled and capable workforce is small for Bentley motors and
it also reduce presence of organisation among external environment.
 Employee's who are capable to complete work in an effective manner if they are not
promoted than the morale of employee's is reduced.
External source
All organisation such as Bentley motors utilise and implement external source of methods
for performing the recruitment operations in an accurate manner. Along with this existing
workforce is more suitable because external recruitment support personnel manager to perform
and complete their work with the help of fresh candidates and they are also aware about current
market conditions (Kramar, 2014).
Strength
 Fresh candidates generate new ideas for the organisation that leads management to
complete their work with more as per current situation of market. This also leads
management to gain competitive-edge in market. On the other side, more number of candidates applied for a similar position so there large
number of options for selecting capable employee's for organisation.
Weakness
 This involve high risk as well as cost for the personnel manager of Bentley motors as
external source of recruitment require more time to select right number of candidates.
 It is complex for external employee's to align with existing employee's.
Selection
The term selection is defined as a process for selecting the right candidates for right job at
right time. Along with this selection method are also implemented by Bentley motors to select
and hire right candidates. Some methods which are involved is mention as follow:
Assessment test- Bentley motor perform recruitment test by managing and completing there
work with engaging test method and it is also used to measure abilities of candidates that leads to
perform work with more accuracy (Kushnirovich and et. al., 2019).
Strength
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 Written test help to recruit candidates without any biassed perspective. Potential and capable employee's are hired with engaging process of assessment test in
recruitment.
Weaknesses
 Skilled and capable candidates not judge by test.
 Sometimes the process and time for managing work is more.
TASK 2
P3 Benefit of HR practices for employee's and employer
HR practice perform the role of managing and monitoring work performance of
employee's and it is also beneficial for improving the motivation of employee's. This refers by
monitoring performance and roles of workforce it is easy to reward capable and potential
candidates. So HR practice is beneficial for both employee's and employers. Some practices
which is utilised by Bentley motors are mention as follow:
 Training and Internship- Bentley motor focus on the training and formal instruction of
employee's which aids to provide right guidance to all employee's (Lawong and et. al.,
2019). The main role of training and internship practice is to provide learning at right
time to employee's. It helps in completing improving overall performance of employee's.
Training benefit to employee's for managing and performing their task in an appropriate
manner. Moreover, employer also get benefit to complete all project with minimum
turnover.
 Flexible work timing- Almost each organisation is focused to generate and build as
culture of trust in which company perform their work with the motive of managing and
organising company task according to flexible time. This also refers management
implement and follow it work through analysing the convenience for completing and
managing all activities as per rigid timing. Employee's are more benefited with flexible
work approach because it help to complete all task as per individual timing (Lepistö and
Ihantola, 2018). On other side, employer are benefit because flexible work timing
increase job commitment among workforce.
 Work life balance- With generating the balance between personal and professional level
it is easy for management to manage all employee's in an appropriate manner. With
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involving the practice of work life balance this is easy for management to manage work
according to company goals. Further, work-life balance practice helps to improve the
morale of employee's. Employer are also benefit as respective practice improve company
productivity and performance of workers.
P4 Different HR practice in terms of organisation profits and productivity
Productivity means to enhance employee's performance at top level and it is also used in
minimising the expenditure of resources. Along with this productivity refers to the total output as
well as input that demonstrate relationship among employee's. Success of the organisation is also
improved by engaging skilled and capable workforce. It also improve organisational productivity
by recruiting employee's from internal and external sources. Training also depend on the
foundation as high level of productivity is gained. Moreover, there are different HR practices
relates with organisation employee's (Longoni, Luzzini and Guerci, 2018). Training and
internship is first practice and it improve company effectiveness with positive approach as it
improve company productivity in easy manner. Another practice is flexible work timing which is
also beneficial for organisation but the impact of flexible practice on organisation effectiveness
define the changes among employee's and employer behaviour. Example- Operational
department employee's are not able to perform their work with flexible work timing. So it is
complex for Bentley motors to implement flexible work practices among all departments. The
last practice which is used by the organisation is to define and manage the work life balance
among professional and personal level of individuals. The impact on Bentley motors implement
positive aspects on organisation as it is important for business to generate more commitment
among workforce for improving company profits as per organisation.
TASK 3
P5 Importance of workforce relations for influencing the decision-making of HRM
The term employee engagement refers to workforce commitment that is implemented by
management for engaging better workforce among organisation. Along with this engaged
workers are more commit towards implementing right strategy because it aids organisation to
complete all work with more efficiency (Loskutova And et. al., 2018). Moreover, employee
relationship refers to the relation which is shared among employee's and employers to manage
and generate healthy relationship for actioning in a right manner as it help to accomplish
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company profits in minimum time period. This is also essential for workers to improve results as
all employee's guide and support persons to engage productive workers for minimising dispute
and conflicts among employee's. Some approaches are implemented by management to influence
employee's for engage in decision-making which are mention as follow:
 Open communication- Within the context of Bentley motors employee's it is identified
by management that open communication perform an important role because this leads
employee's to satisfy customer needs and wants in an organised manner. On the other
side, open communication also align persons to engage effective employee's among
company operations to discuss and share essential information in minimum time period
and it work as positive aspect for organisation (Schalk, Timmerman and Van den Heuvel,
2013). Example- At time of wrong decision-making employee's engage right information
in company to engage right and similar culture among all departments of respective
organisation.
 Involvement of workforce in company events- There are various operations is
performed by the employee's of Bentley motors. This refers company is managing all
events with support of workforce. Conference and meetings are an important part for
organisation which helps in managing and completing all work in minimum period of
time. It is also beneficial as this helps in generating more revenues by improving
productivity of workforce. Along with this engaged employee's are also motivated to
perform their job with innovation among workplace to obtain competitive-edge in
market.
 Decision-making at senior management- The term decision-making works as an
important role at all levels. From the perspective of employee's engagement it is analysed
that organisation perform an important role because it is useful for originating specific
and better outcomes from company operations and functions (Spychała and et. al., 2019).
Along with this Bentley motors leads also engage workforce to manage and support
different task that is used for making effective decisions as they are more engaged in
organisation operations.
P6 Key elements of employee's legislation and their impact on HRM decision-making
Employment legislation undertake the right of employee's and worker which is used to
regulate the relationship among employee's and personnel manager for performing all task and
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operations of respective organisation in a ethical and appropriate manner. It is the responsibility
of employer to provide right and equal opportunities to all persons who are engaged in company
workforce. Moreover, all legislation are placed among organisation for protecting the employee's
from misconduct and unethical approaches of authorities. Some legislation which are placed
among Bentley motors are mention as follow:
 Equality act, 2010- The term equality act undertakes different aspects which are
beneficial for organisation to perform work with a moral approach. Moreover, equality
act undertakes various legislation under a same act. Moreover, equality act provide a
legal framework to protect rights of all individuals (Van Esch, Black and Ferolie,
2019). In the context of Bentley motors equality act is more important because there are
different task various regulations implement by government in automotive sector to
protect individuals from discrimination and unfair acts.
 Health and safety act, 1974- This refers to an act of the parliament that exists among
all over Europe for performing company operations with ensuring the safety of
individuals. It also define that all essential duties and roles which are assigned to
employer and employee's aids to ensure safety and health of all individuals. From
perspective of health and safety of workers management ensure that all employee's
perform work among safe and secure environment. Further, Bentley motors manage
employee turnover among organisation.
 Data protection act, 1998- In the act of parliament it is analysed by UK that all
individuals set better guidelines for managing employee's information and data. Data
protection act, define the method to ensure safety of workers personal data with legal
manner. Along with this according to data protection act Bentley Motors record
information among manual system.
Legislation and its impact on HRM decision-making
The legislation of the employee's are focused towards protecting the right of employee's
through implementing essential rules which is used to motivate workers for performing their
operations in an effective manner. HR department adopt and implement health and safety of
workers and it generate positive impact at workplace to manage company operations in an
organised manner. Data protection act is also impact among organisation with positive approach
because it helps to protect personal information of workers such as bank details. In the last,
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equality act generate challenges for Bentley motors because local and existing employee's are not
in favour to implement equality act.
TASK 4
P7 Application of HRM practices for a work-related context
Person specification refers to a outline based institution which is based on educational
qualifications and training. Along with this personal specification also posses the skills which
match with the position offered by organisation.
Personal specification in context of receptionist at Bentley Motors
Attribute Essential Desirable
Experience and qualification Diploma in business
management.
Good English speaking and
communication skills.
Selling and marketing
experience.
Knowledge for customer
support.
Knowledge and skill Effective written and
communication skill.
To manage and complete work
with right supervision.
Good knowledge about
automotive sector.
To work with multitasking
skills.
Merits and De-merits related with advertising among organisation
From the perspective of Bentley motors internal and external both sources are utilised by
management for right recruitment process (Zaid And et. al., 2018). Along with this according to
the administration department and as per guidance of assistant personnel manager the post of
receptionist undertake both advantage as well as disadvantages.
Internal source of recruitment
In the context of company employee's and their referrals present as well as former
employee's both apply for receptionist.
Advantages
 Employee's referral reduce or minimise recruitment cost of company.
 This is also useful for increasing workforce engagement among selection of company.
Disadvantages
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 There is low diversity among organisational environment that also minimise involvement
of new ideas.
 Rejection of referral also demotivate the existing morale of employee's.
External source of recruitment
With the external source of recruitment it is identified by human-resource department of
Bentley Motors to include new ideas among company operations.
Advantage
 To reach and approach large number of applicants and candidates for recruitment on a
vacant seat.
 Broad choice for selecting right candidates.
Disadvantage
 To evaluate large number of applicants require more time.
 Cost to select and introduce candidates with induction process is high.
Recommendations for the business to fulfil receptionist seat
With analysis of respective organisation it is identified that advertising perform an
important role for the human-resource manager to select an effective candidate for the job of
receptionist. In the context of Bentley motors it is identified that social media perform an
important role for selecting right candidate. Example- by posting individual requirements on the
website of Bentley motors large of potential candidates are attracted for the job of receptionist.
So by analysing overall perspective it is recommend to respective organisation for recruit
employee's with external recruitment process as it helps for selecting candidates who perform
work according to current level of knowledge.
CONCLUSION
With the analysis of above information it is concluded that human-resource or employee's
are the main asset for an organisation because all operations and functions performed by
workforce in an organised manner. HR department also generate better cooperation and
commitment among workforce that helps for providing right rewards and compensation to the
environment. The government of UK also bound organisation with different legal aspects so it is
essential to analyse all laws within business to promote ethical practices among workplace for
completing organisational operations in an organised manner.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Chukwuka, E., 2015. Communication as a Veritable Tool for Effective Human Resource
Management in Organization. Review of Public Administration and
Management. 400(3617). pp.1-13.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of World
Business. 49(2). pp.225-235.
Hornstein, H. A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management. 33(2).
pp.291-298.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Kushnirovich, N. and et. al., 2019. The impact of government regulation on recruitment process,
rights, wages and working conditions of labor migrants in the Israeli construction
sector. European Management Review. 16(4). pp.909-922.
Lawong, D. and et. al., 2019. Recruiter political skill and organization reputation effects on job
applicant attraction in the recruitment process. Career Development International.
Lepistö, L. and Ihantola, E.M., 2018. Understanding the recruitment and selection processes of
management accountants. Qualitative Research in Accounting & Management.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green
supply chain management. Journal of Business Ethics. 151(4). pp.1081-1095.
Loskutova, N.Y. And et. al., 2018. Recruiting primary care practices for practice-based research:
a case study of a group-randomized study (TRANSLATE CKD) recruitment process.
Family practice. 35(1). pp.111-116.
Schalk, R., Timmerman, V. and Van den Heuvel, S., 2013. How strategic considerations
influence decision making on e-HRM applications. Human Resource Management
Review. 23(1). pp.84-92.
Spychała, M. and et. al., 2019, May. Competency Models as Modern Tools in the Recruitment
Process of Employees. In European Conference on Intangibles and Intellectual Capital
(pp. 282-XIV). Academic Conferences International Limited.
Van Esch, P., Black, J.S. and Ferolie, J., 2019. Marketing AI recruitment: The next phase in job
application and selection. Computers in Human Behavior. 90. pp.215-222.
Zaid, A.A. And et. al., 2018. The impact of green human resource management and green supply
chain management practices on sustainable performance: An empirical study. Journal of
Cleaner Production. 204. pp.965-979.
Online
Effective HR Practices drive profit. 2012. [Online] Available Through<https://www.shrm.org/hr-
today/news/hr-magazine/pages/1112focus.aspx>.
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