Impact of HR Practices on Organizational Efficiency

This assignment examines the importance of Human Resource (HR) practices in organizations. It highlights how HRM practices contribute to employer-employee relationships, increase productivity and profit, maintain discipline and decorum, and utilize online resources for effective recruitment and selection processes. The study also emphasizes the significance of employment legislation, such as employee rights acts, safety and health acts, and anti-discrimination acts, in shaping HR practices and decision-making.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Purpose and functions of HRM, Hard and soft HRM approaches for planning and resourcing
in global organization..................................................................................................................1
Strengths and weaknesses of different approaches to recruitment and selection........................2
TASK 2............................................................................................................................................4
Benefits of different HRM practices for employer and employees............................................4
Evaluation of effectiveness of the different HRM practices.......................................................5
TASK 3............................................................................................................................................6
Importance of employee relationship which influence HRM decision-making.........................6
Employment legislation and its impact on decision-making......................................................7
TASK 4............................................................................................................................................8
Job description and person specification.....................................................................................8
CONCLUSION..............................................................................................................................10

INTRODUCTION
Human resource management refers the process which manages and motivates employees
in an organization. The main important function of HRM in a company is hiring, training and
motivating employees for achieving the organizational goals. JP Morgan is an investment
banking institution which is founded by J.P. Morgan in 1871. Headquarter of this firm is in New
York city. Study shows the purpose and roles of HR functions. Report will discuss on the
effectiveness of employee relationship, employee’s engagement and employee flexibility
(Adjibolosoo, 2018). It shows different HRM approaches of planning, recruitment and selection
in organization which increase morale of employees and focus on labor satisfaction. With the use
of HRM practices, manager motivates employees which lead higher productivity and
maximizing profits.
TASK 1
Purpose and functions of HRM, Hard and soft HRM approaches for planning and resourcing in
global organization
Human Resource management refers the process of recruiting, hiring, and selecting of
employees Of organization. The main purpose of human resource management is to maximize
profits of firm by motivating employees for effective work. To provide the best facilities like:
healthy and safe working environment, training and motivation for making them valuable to the
organization (naloui, 2018).
There are some purpose and objectives of HR assistant of JP Morgan
 To help the firm to reach its goals.
 To achieve and increase morale amongst employees.
 To make effective utilization of human resources within the organisation.
 To increase and enhance employees work efficiency to perform the better job.
 To provide the best and experiences employees to organisation by hiring the right
people.
Functions of human resource management
The success of any organisation mainly depends on HR functions. HR assistant plays
many roles and function in JP Morgan firm that include planning, organizing, controlling,
compensation and benefits, employee and labour relationship etc.
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Planning: The main function of human resource assistant is to make the plan. It is the
systematic activity of staffing function of HR department. In planning HR assistant make the
plan of number of workers with the required skills and make them available when they are
required or needed.
Human resource development: The another function of HRM is training and
development of the employees by the career planning. After recruiting employees, HR assistant
of JP Morgan firm identifies the need of training of the specified employees. The main purpose
of training and development is to improve the skills and knowledge of employees. It gives the
career planning to employees which help them in determining the career goals and then try to
achieve them (Berman and et.al., 2019).
Safety and health: In this function, HR assistant provides the best working environment
by making the organisation free from conflicts. It leads to better performance, increase
productivity and effectiveness of the organisation in the long run.
Hard and soft HRM approach for planning and resourcing
Hard HRM approach treat and focus on employees as resources that is why it is called
hard HRM. In this type of approach employees work for minimum pay. It does not allow their
employees in their decision-making process, it just want effective work from them. The
importance of hard HRM approach is quicker process as it does not involve their employees in
decision-making process. Disadvantage of this approach is it dissatisfy employees and decrease
employees morale (Boon and et.al., 2018).
Soft HRM approach, treats their employees as individuals in an organization. Firm give
more priority in this type of approach. This approach concentrate on the needs and requirements
of employees. The advantage of soft HRM is it reduces work-place stress, increases employee
morale and maintain skilled employees within organisation. The disadvantage of this approach is
it is time consuming process in consultation and discussion.
JP Morgan firm uses soft HRM approach for their employees. They give more preference
to their employees by focusing on their roles, rewards. They try to fulfil their all needs and adopt
the ways of motivating them for better performance and higher productivity.
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Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is the process of searching and selection is process of hiring the best
candidate according to the requirement of organisation. There are two type of approaches of
recruitment that are internal and external (Kanki, 2019).
Internal recruitment: Internal recruitment is the process of promoting and hiring the
existing and previous employees within the organisation. Internal recruitment can be done by
promotion, transfer, employee referrals etc.
Advantages
 It is cheaper and quicker process of recruitment.
 It provides promotion opportunities to existing employees within the business.
 It increases morale of existing employees.
Disadvantages
 This method stops the opportunities and new ideas from outside.
 It becomes the reason of conflicts among colleagues.
 It creates new vacancy in an organisation.
External recruitment: It is the process of hiring and selecting the employees from
outside of the organisation. There are some sources of external recruitment such as: educational
institutions, advertisement in newspaper etc.
Advantages
 New ideas can bring in the organisation.
 Company has greater choice of selection.
 Company can create a wide range of experience.
Disadvantage
 It is longer and time consuming process.
 It de motivates existing staff.
 It requires training and development programs for new employees for suitable job.
Selection: It is the process of selecting the best candidates. Selection process include face
to face interview, written interview, selection IQ test, open method, close method etc.
Face to face interview: It is the process of communicating directly with candidates. It
shows interviewer about attitude, consumer evaluation and other information of candidates.
Advantages
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 It results in a higher response rate.
Disadvantage
 Facial expression and statement of candidates can influence interviewer.
Written interview: Written interview is the another process of selecting candidates on
the basis of aptitude and writing skills.
Advantages
 It provides sufficient information to interviewer.
Disadvantage
 This method is also time consuming.
 Interviewer can not be influenced by facial expression.
TASK 2
Benefits of different HRM practices for employer and employees
HRM practices are those practices which helps in improving employees skills and
knowledge through leadership. There are some best practices of HRM which is flexible working
option, learning, development and training practices, payment and reward management,
employment security, information sharing etc.
Flexible working option: JP Morgan firm provides flexible working option to their
employees for motivating them. It gives the freedom to employees to choose the appropriate time
of working. There are many types of working option which company provides like: part-time
working, home working, online working etc. It is beneficial for employees as-well as employer
as it improves work-life balance of employees (Nieves and Quintana, 2018). Employees who get
freedom of working accordingly they can live their social life with business life Hence, they can
concentrate more on their work. By working concentrate leads more productivity and maximize
profits which helps employer in achieving determined goals of the organisation.
Payment and reward management: Reward and payment play a huge part in attracting,
retaining and motivating employees. HR assistant of JP Morgan firms uses this method for
motivating employees. The main aim of reward and payment system is to keep employees happy
and loyal to the company. It is also beneficial for employees and employer. Good and effective
payment shows employee their values and motivated employees work harder. It builds loyalty
and honesty within the organisation that is important for the organisation and employer. There
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are two types of rewards which organisation use such as: monetary reward and non-monetary
reward.
Monetary rewards- Monetary rewards are the incentives which is given to the
employees in the form of money by the organisation. It is given on the basis of performance. For
example, company give the work target to all the employees and those employees who achieve
the target beyond the time and do extra work then company give the incentive of extra work.
Non-monetary rewards- Non-monetary rewards are the benefits which company
provides to their employees for increasing the job performance and loyalty of employees. Non-
monetary rewards are given in the form of promotion, food coupons, health care benefits, life
insurance policy.
Evaluation of effectiveness of the different HRM practices
There are some benefits and importance of HRM practices like flexible working hour,
learning, development and training practices, payment and reward system etc. It helps
organisation in increasing profit and productivity.
Flexible working option: By providing the flexible working, HR assistant of JP Morgan
increases and boost employee morale (Shen, Messersmith and Jiang, 2018). By boosting morale
of employees it can decrease labour turnover which will directly help firm in decreasing cost of
recruitment and selection process. It reduces tardiness and absenteeism of employees within the
organisation which help organisation in increasing productivity and maximizing profits. It
enhances company image and build loyalty of employee within the organisation.
Payment and reward system: Reward and management is the best HR practice which
JP Morgan firm uses for increasing productivity and profitability. It is given by the employer to
the employees for their achievement and success. The company sets some goals and makes some
rules for following that rules in achieving those goals. Reward is one of them. JP Morgan uses
monetary reward system which are given in the form of money. Rewards help in motivating
employees to work hard which avoids the cost of hiring and training new employee. Employees
do their work with concentration in order to gain incentive and rewards on the basis of
performance. It leads high productivity and profit of employees as well as employer.
Learning, development and training practice: Training and development programs
allows employees to increase the skills and knowledge which they need to improve. There are
generally two types of training which organisations provide to their employees that are: on the
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job training and off the job training. JP Morgan firm uses and provide on the job training. The
importance of training is it leads better processes and more efficient work. It is the way of
educating work-place by strengthening skills of employees. It helps organisation and employees
as it decreases the chances of errors and mistakes Hence, it increases productivity (Silva, 2018).
Employee performance management and monitoring: Performance management and
monitoring helps manager and firm in measuring the day to day activities of employees. It
provides clarifying accountability to managers. By monitoring, manager can evaluate the
planning and defined performance to actual performance. Monitoring of performance
management. In creates transparency in achievement of goals.
TASK 3
Importance of employee relationship which influence HRM decision-making
The strong relationship plays an important role in business because it generates positive
work culture. It improves the overall productivity of organisation. Positive employee relation
helps manager in resolving the complaint quickly. It leads good communication among
employees, it builds trust within the organisation. There are some importance which influence
decision-making process:
Retain loyal employees: JP Morgan firm focuses on retaining loyal employees by
improving the employee relationship. It provides healthy and safe workplace to the employee for
making them comfortable in workplace. Comfortable employees are far more likely to remain
loyal and remain in company for long term (Wright, 2018). Productive and pleasant work
environment has drastic effect on creating employees loyalty within organisation.
Fewer workplace conflicts: Conflicts happens everywhere which affect workplace area
and decision-making process. It reduces productivity. Strong employee relationship leads a peace
workplace which is very important for increasing productivity. Conflict free workplace helps
employee in concentrating on task which lead more revenue which company can generate.
Increase morale: Employees feel secure and confident when employer manage good
relationship with them. Good employees' relationship help in increasing morale of employee. For
example, if manager involves all the employees in decision-making process then employee feel
respected.
Strategies uses by organisation to improve employee engagement
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For improving employee engagement JP Morgan firm uses flexibility approach and
employee relationship approach.
Atkinson's flexibility model: Flexibility model is a technique which many organisation
use for motivating and improving employee relationship. Atkinson identified three forms of
flexibility which are functional, numerical and financial (Zinovyeva and Shabalina, 2018).
Functional flexibility refers the ability of switching and adopting variety of tasks. It
increases motivation of employees. The main aim of this flexibility is to make able employees'
multitasking. Numerical flexibility is the process and way of organisation to adjust the number of
employee with the demand of project. It is used to fill the short-term projects and short-term
absence. Financial flexibility is the process and ability of firm to adjust the price of labour with
the demand of labour in the market.
It has two dimension also like:
Flexibility in employment: It is the concept regarding the labor market. This help to
manager of Arcadia make flexibility in employment. It allows employer to make arrangement
which can help employees in creating flexibility and maintain work/life balance.
Flexibility in work: It refers to flexibility within the organization and work done by
employees. JP Morgan uses team work and flexible working hours. It allows new technologies
for better and effective working which help in reducing time.
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Employment engagement model: Employment engagement is the extent by which
employees feel motivated and secured for their job. Six Sirota three factor model of employment
engagement focus on achievement, camaraderie and equity/fairness. Achievement is another
important need of employees at workplace. The achievement of goal is the best motivation
technique foe employees which lead productivity and employee engagement. Camaraderie refers
to make good and friendly working environment at workplace (Kanki, 2019). It is helpful for JP
Morgan firm because it focuses on making interesting and cooperative relationship. Equity and
fairness in work is another better way of motivating employee towards achieving team goals.
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Illustration 1: Flexibility model
Sources: (Atkinson flexibility model, 2014.)

Respected employees work hard and more concentrate on their task which lead in increasing
cost.
Employment legislation and its impact on decision-making
Employment legislation is known as law which affects both employer and employee in an
organization. There are many laws at workplace which affect decision-making process of
organization that include: safety and health act, anti-discrimination act, employee rights act etc.
Safety and health act: Workplace safety and health of employee play a vital role in
decision-making process. Healthy employees work hard and effectively and try to accomplish
the task on given time. This act emphasizes on providing a better and safe work-place to
employees. JP Morgan firm tries to give healthy work environment to its employees specially
female employee which lead more productive work that directly effect decision-making
(Berman, and et.al., 2019).
Anti-discrimination act: Discrimination may arises in every organization. This act is
made for avoiding discrimination from work-place against employees. The main aim of this act
is to prevent unfair discrimination based on age, gender, marital status of employees. This act is
also affect decision-making by treating same to all employees. Employees feel respected and
equal at workplace.
Employees rights act: This act focus on the rights which every employees posses in an
organization. There are many rights which employee have like leave right, compensation right,
equity right, health and safety right etc. JP Morgan firm provides all the rights and fulfill rights
of organization for increasing their morale. By getting the fair labor, employees feel motivated
which lead company to generate more revenue.
Compensation act: Compensation act provides payment for compensation to employees.
It may be related to injury, accident at workplace. JP Morgan firm has adopted this legislation for
increasing morale and decreasing labor turnover within the company. There are some elements
which are covered under this act: death, Permanent disablement like partial handicapped etc. The
main aim of this act is to give and provide some relief at the time of injury, accident to the
employees by giving some compensation in form of money (Silva, 2018).
Impact of employee legislation
Employee legislation affect to the HR practices of the JP Morgan firm. It is necessary for
the company to apply legislation in their rules and regulation. Employee legislation includes the
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Employee Rights Act, safety and health act, Workers Compensation Act, Anti-Discrimination
Act etc. These all acts affect JP Morgan Firm's decision-making process. For example, if
employee got injured at workplace at the time of working. In this case company have to
compensate against their injuries according to workers compensation act. Through that company
get affected by legislation in decision-making process and also rules and regulation. It affects in
positive manner if company fulfill and follow all the regulations and legislation.
TASK 4
Job description and person specification
Job Title Human resource assistant
Reports to Human resource manager of JP Morgan
Roles (main purpose)
Managing human resource
Check over Attendance records
Compliance with employment legislation
Responsibilities Managing job application
Scheduling interview
providing payroll information
making hiring documents
Qualification Bachelor's/master's in human resource management (Certified from
CIPD)
Person specification
Qualifications required
Graduation in Human resource management
Skills/competencies
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Communication
Leadership
relationship
Previous experience
3 years experience as HR assistant at
Experience
Required
2 years experience in same field (Silva, 2018).
Experience in administration an HR software
Special attributes
Effective communication skill, General knowledge of employment legislation
Personal qualities
Time-managing skills, multitasking and cooperative.
CONCLUSION
From the above study it has been concluded that HR practices plays important role in the
organization. HRM practices has beneficial for employer and employee’s relationship and helped
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to increase productivity and profit of firm. Effective employee's relation played important role
for effective HRM decision-making process. Employment legislation which include employee
rights act, safety and health act, anti-discrimination act also affected to HR practices and its
function of decision-making. It has been also concluded that HR practices helped to in
maintaining discipline and decorum in an organization. It is also covered by the online resources,
digital platform and technologies help to make effective recruitment and selection process of
company.
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REFERENCES
Books and journals
Adjibolosoo, S., 2018. A Human Factor Approach to Human Resource Management and
Organizational Development. In The Human Factor Approach to Managerial and
Organizational Efficiency and Effectiveness (pp. 75-96). Palgrave Macmillan, Cham.
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Berman, E.M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-
67.
Kanki, B.G., 2019. Communication and crew resource management. In Crew resource
management (pp. 103-137). Academic Press.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel
industry: The mediating role of human capital. Tourism and Hospitality Research,
18(1). pp.72-83.
Shen, J., Messersmith, J.G. and Jiang, K., 2018. Advancing human resource management
scholarship through multilevel modeling.
Silva, T.C., 2018. Transnational Management and Globalised Workers: Nurses Beyond Human
Resources. Routledge.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
Zinovyeva, A. and Shabalina, S., 2018. Human resources in management of smoothing of
geographical space polarization of the region. Amazonia Investiga. 7(15). pp.81-87.
Online
Atkinson flexibility model. 2014. [Online]. Available Through:
<https://www.google.com/searchq=atkinson+flexible+firm+model&source=lnms&tbm=isch&sa
=X&ved=0ahUKEwib89LLobvgAhXVfSsKHRl4C6sQ_AUIDigB&biw=738&bih=625#imgrc=
TEitj-Y695DxbM:>.
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