Human Resource Management: Purpose, Functions, and Practices

This document provides an overview of human resource management (HRM) in organizations, focusing on the purpose and functions of HRM. It discusses the benefits of HRM practices, such as recruitment and selection, employee relations, and the criticality of HRM in improving organizational performance. The document also explores the various methods adopted in HRM and the employment legislation followed by Morgan Hunt.

HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
PURPOSE OF HRM (MORGAN HUNT)......................................................................................3
FUNCTIONS OF HRM (MORGAN HUNT).................................................................................3
WORKFORCE PLANNING & RESOURCES AT (MORGAN HUNT).......................................4
Skills Required-...............................................................................................................................4
NATURE & DEGREE OF HUMAN RESOURCE MANAGEMENT:.........................................5
RECRUITMENT:........................................................................................................................5
SELECTION:..............................................................................................................................5
STRENGTHS & WEAKNESSES RELATED TO RECRUITMENT............................................5
BENEFITS OF HUMAN RESOURCE PRACTICES....................................................................7
VARIOUS METHODS ADOPTED IN HRM................................................................................7
Criticality of HRM practices & its applications..............................................................................8
Employment Legislation follows by Morgan Hunt.........................................................................8
Employee relation and engagement.................................................................................................9
HR practices that raising organisational profit..............................................................................10
Recruitment and selection documentation for employing a marketing manager..........................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................15
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INTRODUCTION
Human resource management is the organization's role that deals with the whole range of issues
identified in an association. This does not include pay, enrolment and recruitment, managerial
performance, company enhancement, safety, health, benefits, employee inspiration and strategy.
HRM has developed over the years and now includes adding to the main course of an
organisation and using measures to measure efforts and to demonstrate value. HRM employers
and businesses should help protect themselves from claims and problems with the workplace.
Under this report we’ll study about the following:
 Purpose and functions of HRM, how it enhances talent and skills of the employees and
what are the approaches towards recruitment and selection.
 Advantages, methods and effectiveness of human resource management.
 How employee relations affect the decision making and employee legislation & its
impacts.
 Lastly, the actual implementation of HRM practices in an organisation will be discussed.
MAIN BODY
PURPOSE OF HRM (MORGAN HUNT)
The management of human resources is a strategic and integrated way of interacting with
customers, culture and the environment in the working environment. It allows employees to
make feasible compensation in order to organise and achieve company objectives. The key
objective of managing human resources is to increase company performance by increasing
productivity of employees (Kinnie and Swart, 2020). The department members provided the
information, basic tools, preparations, the management of regulations, the training, expertise and
legal and execution capabilities required to successfully operate the company.
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FUNCTIONS OF HRM (MORGAN HUNT)
In Morgan Hunt, the HRM elements are as follows:
1. Association employees shall receive benefits and bonuses. Human resources are used for
membership reconstruction exercises.
2. Higher job satisfaction can be ensured after listening and responding to employees.
3. Restructuring and changing of management representatives is the work of human resources
(Stewart & Brown, 2019).
4. Employees shall be selected from a human resources point of view.
5. Appreciation and mixing of employment law is an important function.
6. The physical, social, psychological and behavioural data of employees must be managed by
personnel resources.
WORKFORCE PLANNING & RESOURCES AT (MORGAN HUNT)
The human resources plan can be used to improve the sense of responsibility and the level of
retention of the employee. This is used to support the principal needs and concerns of the
organisation, and the employees provided to ensure management, administrative assets and
authorisation requirements (Zoller, 2018). The work force can be categorised in different terms
i.e., short term and long term.
Trends in short run:
 Maximum task count
 Hard-to-complete skills
 Immediate conditions for the following factors
Trends in Long run:
 Corporate development
 Difficult to complete business
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Skills Required-
Some competencies suitable for achieving business goals:
 Relations with the employee
 Boarding
 Board execution
 Participation and joint exercises
 Arranging
 Customer organisation
 Heads undertaking.
The primary function of human resources is to design, inscribe and recruit workers by choice
(Mcdonnell and Sikander, 2017). The human resource must connect the worker to the worker.
Each strength has its own specific personal needs over the overall capacity building and scope.
NATURE & DEGREE OF HUMAN RESOURCE MANAGEMENT:
The department of human resources uses best practises in the process. Functions will have a
positive impact on the company's culture and brand in order to achieve a successful design and
resources. Conduct indoor postings and monitor turnover, capacity and employee retention
(Mira, Choong & Thim, 2019). Once human-resource testing skills were cultivated, the body and
the legal system, and the result of the promotion of innovation.
RECRUITMENT:
Recruitment sources are subdivided into two types: internal and external. Evaluate the company,
proposition, unique nature and know-how.
SELECTION:
Many major insurance methods exist, as well as the features and weaknesses of different reasons
for recruiting and choosing workers. The basic model are robustness and authenticity.
Implementation and acknowledgement are different strategies. Issues affecting registration of
production and agents' social behaviour.
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STRENGTHS & WEAKNESSES RELATED TO RECRUITMENT
Recruitment is an ongoing process in which an organisation and a planning operation manages
adequate human resources. This is the way to try and identify and encourage likely applicants to
open up jobs today or predictably. Recruitment for any organisation may be a very important part
of the organization's progress. Recruiters develop new methods such as the source, screen, and
shortlist and select the resources to the organization's needs. Through recruitment, we will select
the right candidate for complicated extensive training and also advance skilled resources (Abbasi
and et. al., 2020). The domestic source path and therefore the external source path for
recruitment and selection of candidates for its organisation are utilised by Morgan Hunt.
Approach of internal source
The workers are chosen from within in this approach. It shows Morgan Hunt's unique enrolment
system. For instance, Morgan Hunt's move helps to effectively accomplish the empty job.
Morgan hunt also supports the staff to fill vacant alternate positions.
Internal source strengths approach
HRM can effectively enrol within a limited time. You don't need an intellectual employee
meeting (Stewart and Brown, 2019).As Morgan Hunt chooses from the dominant employees, it
does not take much time. This basic means that the candidates employed are more successful.
Weakness of the internal source approach
The workers who don't seem to progress would be degraded by the philosophy. The prospect of
new and innovative candidates is presented.
External source approach
The staff from source is selected by this key. This process attracts workers through a display
panel on different media from other processes. The procedure for registering is nevertheless
disturbing and complicated, and the company will benefit from this method.
External source strengths approach
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It allows Morgan Hunt to use and choose fresh and inventive applicants, young and imaginative.
The huge pool of candidates can be obtained. It helps to confirm Morgan Hunt's high
profitability.
Weakness of approach from external sources
To keep up this process, the HRM at Morgan Hunt required a strong turn. This can be a
spectacular failure if the wrong applicants are selected.
BENEFITS OF HUMAN RESOURCE PRACTICES
The employees near the company will be fulfilled by effective human resources management
practises. The main purpose of human resource management in an organisation is therefore to
protect the practises of human resources. The action means enhancing the profitability and
efficiency of the workforce, then placing qualified human resources in the workplace. Morgan
Hunt adapted the leader because of this interpretation. The employee is interested in this training.
The employee's performance is improved upon completion of the job. After job performance, the
presentation of employees is improved. The innovative programme gives workers the
opportunity to prepare for their specialists, to develop expertise programmes and to develop their
qualities (Kianto, Sáenz and Aramburu, 2017). With this management arrangement, the
flexibility of employees at work was further suggested. The cost of advancing human resources
also maximises with this worker turnover. Nevertheless, Morgan Hunt works to make the
candidates' external sources of registration available. If the organisation does not enrol in this
procedure, it is able to appoint or enlist imaginative and creative employees. The Morgan Hunt
will thus contribute to the effective development of the brand.
VARIOUS METHODS ADOPTED IN HRM
Morgan Hunt is an enterprise that expands employee trust, structure and engagement. In order
for the company to reduce sales, effective exercises in human resource management must be
carried out. (Pries and Mann, Chowhan, 2017). These programmes have increased their
reliability and inspiration to increase staff performance. Several of the different methods taken
into account in HRM are:
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1. Occupation and personal details.
2. The planning of the work and details relevant to the registration of associations, the
adoption of legislation and the approaches of their friends.
3. Structure and promotion of work.
4. Applications to shortlist and prepare.
5. Planning and best practises meetings.
6. The best convention to determine.
Criticality of HRM practices & its applications
Overall the managers accepted self-assertions (one part of culture) in their relationships in
private territory indisputably, comparing all the HRM practise with them for all purposes. This
includes the organisation, choice, decision making, evaluation of implementation, planning and
enhancement, management, and rewards. While memberships are tested, many people pass on
the performance, use limits, progress, style, personal growth and consistency of the mind with far
more people. Affirmation or assumption of the features has improved performance (Fenech,
Baguant and Ivanov, 2019. If this resource administration is not conducted in the association, the
company will not be able to keep great opportunities with its workers. HR practises were
essentially connected with private financial support. Candidates with more deeply embedded
help organisations report less hostile mental results related to their work performance through the
organisation, selection and assurance exercise than candidates with fewer assistance.
Employment Legislation follows by Morgan Hunt
The employment legislation of UK that govern trade union and govern relationship of employee
and employer and this law helps the Morgan hunt human resources manager in decision making.
The importance of this law that protecting the employee from the unfair treatment at the
workplace and this law are remedying for this unfavourable treatment.
1. Employment right Act
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The employment legislation of UK that govern trade union and govern relationship of employee
and employer and this law helps the Morgan hunt human resources manager in decision making.
The importance of this law that protecting the employee from the unfair treatment at the
workplace and this law are remedying for this unfavourable treatment.
2. Employment relation Act
The employment relation act proposed in the year 1999 and this act established a various
rights for the employee like industrial action, recognition and derecognition.
3. National Minimum Wage Act
The national minimum wage act was enacted in the year 1998 the purpose of this act is to
provide minimum amount or wages to worker for per hour and the wages is decide on the basis
of worker age and also particular rate of apprentices. This act make easy work for Morgan hunt
Human resources manager and according to legal requirement of this act they pay wages to their
employee and not unfair treatment occur with the employee and if the HR manager or owner of
the Morgan hunt limited not pay proper wages so the government can take action.
4. The parental and maternity leave regulation
The parental and maternity leave regulation was proposed in 1999 the employee is
entitled for this if she notify the employer before15 week. The employer has to provide the leave
to their employee and paid salary to them and left from the job and if the employer not follows
this law so the government take strict action towards HR manager and also towards the Morgan
hunt limited and this affects the company image.
Employee relation and engagement
The employee relation and engagement with the flexible organization and also flexible
working practise the flexible workplace provide benefit to both the employer and employee. The
HR manager believes that flexible organization and work practise provide job satisfaction and
employee retention also influences the employee engagement (El-Kassar, and Singh, 2019).
Through that flexible organization employee generate new and innovative ideas and provide
benefit to their organization, the employee like to work in this environment so the employee
engagement is increases.
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1. To increase the productivity and employee working efficiency so for that all the
organization using flexible practice.
2. For the employee engagement organization retain talented and high-performing employee
also attract them and change their organization practice
3. The flexible working organization maintain good relation between the employer and
employee also maintain coordination between them because due to the flexible
environment in the organization the employee without any hesitation talk with the
employer and also discuss their issue so by that in the organization always maintain
friendly relation.
4. The employee gives value to their job if the organization is flexible and always engaged
with the job because of flexible practices. In the UK the employer gives permission and
provides flexibility to their employee to adjust their time anytime stop or start their work.
5. Organization flexibility reduce employee outcome, improve health and reduce their
stress.
6. The employee engagement and flexible practices retain employee so through that
organization recruitment cost is decrease because the no requirement to hire new
employee.
7. To maintain and create better working environment so the employee engagement is
increase and also reduce employee absenteeism, healthcare cost and not arise condition
like strike. The organization with the strict business practices where the employee works
under the pressure and always wants to switch the job.
HR practices that raising organisational profit
The human resource department play a vital role for every organization it recruit a
provide training to their employee and provide salary also motivate them. It develops and
enhances employee skill so their performance is increase (Ybema, van Vuuren, and van Dam,
2020). HR practices are not only hire the employee but also contribute towards the raising
organisational profit are as follow:
1. Employee Engagement
The employee engagement is not the HR goal but also organizational goal it hire the right
employee for the right position and according to their specialization allot their work. The
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companies those have a high employee engagement rate their shareholder value is increased,
revenue growth is increased and show company culture strong image in the market so that more
of the employee show their interest towards organization and other business wants to deal with
them.
2. Employee Retention
The human resource manager retain the employee of the organization by motivating them
and using various tools and technique it provide flexibility to their employee so they stay in the
organization for the longer period of time. If the employee retain in the organization so the
company recruitment cost is decrease and this fund invest in the development of organization
and when the employee is retain so they provide creative and innovative ideas to the business
and through that they generate profit along with that compete with the competitors and generate
profit.
3. Compensation Packages
The HR manager provide attractive compensation packages so that employee more focus
on their work through that productivity and performance increase and ultimately provide benefit
to the company because when the productivity increase so sale is increase and by that company
profitability is increases.
4. Training and development
The HR department responsibility is to provide better training to their employee so by
that their skills is develop and also enhance and it provide creative and new ideas and by using
the new ideas the organization build their strong image in the market and every customer wants
to by their new products so the training and development play a significant role in the company
success and helps in generating profit.
5. Team Building
The HR manager hire the talented employee and also make effective team of the
employee according to their speciation and try to enhance team performance by motivating them
the motivated team work with the full of dignity and helps in achieving the organization
objective and when the objective are achieve so generate profit for the company so behind this
big role of HR manager because if it not prepare the better team so can’t achieve success.
6. Hiring plan
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The HR manager plan that this particular employee is suitable for the organization or not
so by knowing employee weakness and strength also identify their skills after that they decide. It
is not the easy task for the HR manager if the hire the employee which is not match with the
particular job role so it indirectly or directly affect the company performance and profitability. If
the HR the most talented employee and that give good performance and through that company
achieve their objective so it generate profit for the organization it directly affect the profitability.
Recruitment and selection documentation for employing a marketing
manager
To recruit and selection of employee for the role of marketing manager the Morgan hunt
limited conduct an interview to select best candidate in the document portfolio includes
1. Job Description
2. Job specification
3. Interview question
4. Offer letter
5. Evaluate the whole process
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Job Description
Marketing Manager
Job Title : Sales and digital marketing manager
Job Location : East London
Department : Marketing
Working Hour : Flexible working hour 19 hours per week
Reporting to : Managing Director
Working Environment : Healthy and friendly working environment
Working with : Employee and marketing managing director
Responsible for : Marketing and sales assistant
Job Purpose
 To supervise the handling, receipt and direct all sales and marketing enquiries
 Manage regular work of marketing and sales assistant
 To manage the quotes preparation
 To generate new and innovative ideas for increase the sales
 To coordinate and manage whole marketing team
Job Specification
Marketing Manager
Qualification : MBA ( Marketing) , graduate in marketing filed should be eligible
Experience : Minimum of 5-7 years of experience in the marketing
Salary : Up to £14.95 per hour
Employment Type : Full time
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Functional Area : Marketing, MR, Media planning, Advertising
Role : Creative, Brand management, Brand Promotion, Marketing management, Digital
Marketing, Email Campaign, online marketing, Advertising agency
Skills : Good communication skill
Customer convincing skills
Technical skills is required
Responsibility
 Identify and target audience
 Strategizing and developing marketing
 Managing campaign on social media
 Campaign for brand awareness and lead generation
 Managing Email marketing campaign
Question
1. Tell me something about yourself and our company?
2. What do you think sets our bran apart from our competitors?
3. Imagine we’re about to release a new product in three months. How would you help
orchestrate a successful launch with a budget of 500K including media spend?
4. What’s your understanding of our target audience and how we help them?
Offer letter
Congratulation for your selection
A short synopsis of our conversation is underneath ; this will also be entitled in the offer letter
1. Date of joining : 11 May 2021
2. Designation : Marketing manager
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3. Work location : London
4. Reporting time : 9:30pm
5. Salary : Up to £14.95 per hour
The Particular process of employee recruitment is the most appropriate the proper job
specification, job description and preparing the appropriate question through that more employee
apply for marketing manager job position
CONCLUSION
It can also be concluded that HR manager perform various role in the organization and
the most important is hiring employee. By preparing better job description and job specification
the Morgan Hunt hire the various employees and the HR uses practices that contribute towards
the employee and also for the company profitability
REFERENCES
Books and journal
Abbasi, S. G., and et. al., 2020. Examining the relationship between recruitment & selection
practices and business growth: An exploratory study. Journal of Public Affairs. pp. 2438.
Chowhan, J., Pries, F. and Mann, S., 2017. Persistent innovation and the role of human resource
management practices, work organization, and strategy. Journal of Management and
Organization, 23(3). pp. 456.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management
in an era of digital transformation. Journal of Management Information and Decision
Sciences, 22(2). pp. 1-10.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal, 27(1). pp. 22-38.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research, 81. pp. 11-20.
Kinnie, N. and Swart, J., 2020. Cross‐boundary working: Implications for HRM theory, methods,
and practice. Human Resource Management Journal, 30(1). pp. 86-99.
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Mcdonnell, L. and Sikander, A., 2017. Skills and competencies for the contemporary human
resource practitioner: a synthesis of the academic, industry and employers'
perspectives. The Journal of Developing Areas, 51(1). pp. 83-101.
Mira, M., Choong, Y. and Thim, C., 2019. The effect of HRM practices and employees’ job
satisfaction on employee performance. Management Science Letters, 9(6). pp. 771-786.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Zoller, B., 2018. Workforce planning: One of the most challenging HR compliance issues for
2018. Strategic HR Review.
Ybema, J.F., van Vuuren, T. and van Dam, K., 2020. HR practices for enhancing sustainable
employability: implementation, use, and outcomes. The International Journal of Human
Resource Management, 31(7). pp.886-907
El-Kassar, A.N. and Singh, S.K., 2019. Green innovation and organizational performance: the
influence of big data and the moderating role of management commitment and HR
practices. Technological Forecasting and Social Change, 144. pp.483-498.
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