Benefits of HRM Practices for Employer and Employee

This article analyzes the benefits of different HRM practices for both employers and employees in terms of increasing organizational profit and productivity. It discusses the effectiveness of hiring processes, the importance of job security, and the impact of training and development programs.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Task 1...............................................................................................................................................1
Explain the purpose and functions of Human resource management implies in workforce and
organisation............................................................................................................................1
The Strength and Weakness of recruitment and selection approaches...................................3
Task 2...............................................................................................................................................5
Analyse the benefits of different HRM practises which implies in organisation for both
employer and employee..........................................................................................................5
Evaluate the effectiveness of different HRM practises in terms of raising organisational
profit. .....................................................................................................................................6
Task 3...............................................................................................................................................8
Interpret the importance of employee relations in favour to influencing the HRM decision
making. ..................................................................................................................................8
Demonstrate the key elements of employment legislation as it create a impact on decision
making....................................................................................................................................9
Task 4.............................................................................................................................................11
Illustrate the application of HRM practises in work related context through using examples.
..............................................................................................................................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
.......................................................................................................................................................16

INTRODUCTION
A Human Resources Management is defines about the managerial approach which makes
an effective management for managing the people in a specific organisation. They basically
support to their business for attaining high competitive advantages (Aswathappa and Dash.,
2020). It designed the structure to maximise the employee performance in service of an
employee strategic objectives. The responsibility of Human Resource is to provide manpower,
resources and proper instruction about work which is assigned to the individual candidate. As
they HR is very helpful in terms of providing the training and development, induction,
performance appraisal etc. In this report the organisation is consider the Debenhams Company, it
is a British multinational retailer operating department stores in the United Kingdom and their
franchise in other country like Denmark stores. It was founded at the year of 1778, as single store
in London has now raise in 178 different location in across the countries (Audenaert and et. al .,
2019). The topic are covering in this report, to exploring the purpose of human resource
management, evaluating the key effectiveness through its key elements to examine the internal
and external factor. By adding, the application of Human Resources Management practises for
work relation in perspective that made as part of this project.
MAIN BODY.
Task 1.
Explain the purpose and functions of Human resource management implies in workforce and
organisation.
Objective/purpose of Human Resources Management: The main purpose of Human
resource Management is to ensure that the organisation to capable for measuring the relation
with employees in terms of problem creating in the organisation. The optimum method which
have assort through Human resources department where they can resolve overall issues. As in
Debenhams Company, their human resource manager have specific motive which decides the
working pattern where they follows to accomplish it.
Functions of Human Resource management: : The essential function of HRM are as
follows:
Recruitment and Selection: In this recruitment process is to making practise for
searching effective or potential candidates for their capable jobs. The factor of selection is refers
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about to considered potential ones to be hired through various parameters in the particular
organisation. In Debenhams Company, the process of both recruitment and selection is best
practises to approach different roles.
The purpose of recruitment is to invites the people in many number and selection is to
hire the potential or right candidate for the job.
Induction/Orientation : In any organisation the procedure of Orientation is conducted by
the human resource department where they provide necessity information related with
organisation to the new employees (Barrena-Martínez., López-Fernández and Romero-
Fernández, 2019). Similarly, in Debenhams the orientation program is conducts to enhance
overall information about organisation along with job roles and responsibilities to the new
joiners employees to making them aware for it.
The purpose of Orientation is to enhance the essential information related with firm and
roles and responsibilities to individual candidate in terms of organisation culture, structure,
policies etc.
Training and Development: For providing effective training and development program
for improving the organisation effectiveness to increase the performance capabilities through
optimum learning (Ferraris, Erhardt. and Bresciani, 2019). As in Debenhams, this activities is
conducts and manage by the Human resource department where they ensures that employees
should get learn and improve their skills and knowledge which will provide the betterment to the
company.
The purpose of training and development to employees where it helps to improve the
attributes and individual competency level that support to enhance benefit to their performances.
Managing Employee relation: To making better and healthy relation with employees as
well as to manage (Jabbour and et. al., 2019). In the context of Debenhams venture, it is most
important in HR department is able to perform to build and handle the relation with employees
with other subordinates where they could approach the work in effective coordination and
cooperation.
The purpose of Employee relation through Human resource department is to making
interact and maintain the positive working environment where employees can presumes work
satisfactory as individual and team.
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The role of talent management is to select the effective performer workforce from within the
organisation and promote to the new hierarchy in Debenhams organisation. In different situation
of critical where productive employees resign from the company to making them retain talent
management plays an important role.
 By providing the potential workforce new platform to perform where it can increase the
job hierarchy.
 Increase the hikes in the salaries and other incentives to facilitates that could attract the
particular employee.
 Tries to resolve the grievances which is facing by the current employees.
These are the major responsibility that can commence by the Talent management department
which comes under human resource manager.
The Strength and Weakness of recruitment and selection approaches.
Recruitment: This is a systematic process in which to seeking for right prospectives
employees and influence to the people to applying for the particular job (Lee and et. al, 2019). It
helps to explore the different sources of manpower to meet the requirements which is set to
employee effectiveness that attract to the particular candidates towards the job requirement. The
aim of recruitment factor is to making aware and allowing as much as candidates for required
job.
Recruitment approach:
In this Recruitment approach, the human resource of Debenhams venture is to identified
the highly competitive employees within the organisation where to make them promote in higher
position of company (Morley and Heraty 2019). Therefore, the HR manager of Debenhams
venture can assort these approach to reduces the cost of recruitment: Promotion and Transfer: The promotion and transfer are come under recruitment
approach where, promotion is defined as the movement of an employees from one
position to another as per their better performances in terms of higher salary increment
(Pham, Tučková and Jabbour,., 2019). In another side, transfer is comprises as in shifting
of an employee from one position to another at the similar grade or designation.
Strength:
 It helps to make close and better relationship between employees and managers.
 By enhance to increase the self esteem through increment in wages.
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 By giving the vibe of inspiration to compete with other competitors and get succeed
effectively. It encourages to employees for being loyal and committed with work with organisation.
Weakness
 There is chances of involvement of discrimination, biasses and pressure from third party
to promoting their own people.
 To influence for grievances with one employee to other or insecurity factor could raise at
the time of junior employee get promoted but the senior employee is in belong from
organisation and did not get the chance to being promoted it create conflict.
Selection: It is a function which presumes through human resource or administrative
manager to hire or select the right person for the right place as well as for the right job to
identifying the sources of human resources (Riccucci, Naff and Hamidullah., 2019). The motive
of selection is to considered the individual whose credentials match with the job role as well as
the person meets the expectation successfully.
Selection approaches:
Psychometric testing: It is standard and a scientific method that uses to measure
candidate suitability and capability for the specific job role which based to the personality
requirement and on the basis of aptitude along with cognitive abilities.
Strength:
 This is very flexible oriented test which implies through accurate and systematic
manner.
 By having less cost required.
 There is not having any discrimination and biasses aspect.
 Less time taken during the examination.
 It helps to shows the real personality of the person.
Weakness
 It could makes wrong method where it shows unfavourable outcomes.
 By allowing the negative thoughts between religion and individual personality mind set.
 It can increase the scarcity and nervous of candidates.
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Task 2.
Analyse the benefits of different HRM practises which implies in organisation for both employer
and employee.
The effective Human resource management practises is defines about the activities which
involves and enhance in the specific organisation to prevails for action that works for increasing
the performances efficiently (Rosco, and et. al., 2019). There are some Human resource
management practises driven in context of employee and employer within the Debenhams
Company.
Training and Development: According to this process it emphasis that it is a constant
process in a specific organisation where it helps to accomplish the goals and other factors is
improvising the skills and knowledges of the employees for their further betterment. As in
Debenhams, their Human Resource manger is enhance the training and development program for
making their existing and new employees basic skills and knowledges for better improvement.
For employee: Through better and effective training and development get provide benefit
to employees as in terms of increasing the job satisfaction where Human resource manger
provides valuable training skills to employees that directly enhance supportive aspect and helpsn
to guide in work where employee can perform in better way (Saeed and et. al., 2019). The
training deliver by the experienced leader that not increase the productivity but also gives the
motivation factor which enhance the individual's confidence increase and the important
suggestion related with managerial skills that helps to overall activity of employee work
approaching. The Human resource department of Debenhams Company, they have appointed
high positive influencer leader where they tries to make them motivate along with different
situation based exercises helps to increase employee competency.
For employer: The impact of Training and development generates the employee
productivity in positive manner where the outcomes is optimised through their employee
performance. This benefit fulfil the expectation of employers as well as it increase the hierarchy
level. As in Debenhams venture, superiors or employer have expected their criteria of objective
which is presumes to accomplish by the training and development provide to the employees as it
they develop their skills and other capabilities.
Reward management: According to this reward management that is comprising to
scrutinizing, controlling, formulating the strategies and further policies that derives the reward
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distribution equally (Song, Fisher and Kwoh., 2019). The structure of reward is having
compliance oriented format in Debenhams, where generally it comprises of paying policies and
practises in terms of incentives, bonus, transfers, executive pay and team reward.
For employee: By having the reward system it will provide the positive impact on
employees as productivity recognition of individual performance by generating valuable
outcomes, to getting job satisfaction when the productivity get appreciated (Turner and et. al.,
2019). In Debenhams Company, the reward system is handle by the Human Resource Manager
where they focus to the better and effective performances which would provide expectancy
outcomes and in return employee can get bonus, promotion, increment in salaries, increase the
designation hierarchy.
For employer: In Debenhams company, the reward system is formulated through
employer or HR manager, the positive impact of reward would get by employer that they can
retain their potential employees, it helps to minimise the cost of hiring and new training of
employees. They also can encourage and motivate to the employees to increase their job
satisfaction as well as it also increase the employees self esteem through reward system.
Evaluate the effectiveness of different HRM practises in terms of raising organisational profit.
As Human resources is includes certain effectiveness. The effectiveness are highlight in
following practises in perspective of increasing the organisational profit as well as employee
productivity that explains as follows:
Effective Hiring process: This is one of most important and essential practises of human
resource management, where an HR manager is reliable to control and mange the recruitment
and selection procedure where they seeking for high potential employees who enhance their
skills effectively (Guest., 2017). Similarly, the Debenhams Company having effective selection
process where the Human resource manager seeking for right candidate to the right right place.
Through which Debenhams is having strategy of recruitment where they posted in online
platform to allowing for screening interview after analysing candidates the manager nest step to
shortlist from it. After that select the person while focusing towards the capability in employee
credentials.
Advantages:
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 For having systematic hiring process can increase the chances to exploring and scrutinize
different traits of people.
 To mapping the candidates in different test to measure the behaviour generates the
creative ideas.
Disadvantages:
 There is less chances to understand the work environment of company by candidate after
selection.
 This process can be huge time consuming as well as costly to assess the expected and
potential candidate .
Providing Job Security: The Human resource department in the organisation can implies
a motive to facilitates the job related security to employees for assuring their safety is highly
considered by the company (Kaufman, 2019). This practise is exists in Debenhams company,
where their human resource manager are highly focus to their employees health and safety as
well as they ensures to provide some extra allowances like sick leaves, maternity leaves for
women workforce, travelling expenses, dear allowances and employee insurance are actively
engaged in Debenhams organisation premises.
Advantages:
 Due to job security effective employees can settle down for the long term and have gain
better chances of accomplish career objectives. Job Security creates the relaxation in the work environment where employees pursue
their job role and duties.
Disadvantages:
 By entitled to provide job security employee can take it lightly in terms of poor
performances, not attain the business targets.
 Employees who received the job security facility they could not approach their work
passionately. In fact, they loosing their curiosity from their job
Equal and performance based compensation: As in organisation, the role of Human
resource department they conducts the fair and compensation practise to the employees, it only
pursues when the payment is allocate to the right employee. As in Debenhams, the compensation
ong, M. and is formulated in fair manner through managers where they allows the pay structure
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in correct format where employees can get satisfied. If the paying the people against the norms it
would create disadvantages as well as it prevails the grievances aspect that could destruct the
relation between employee and manager. The pay structure of Debenhams is formed through the
performances and designation basis, if the person is entitled for high position the pay structure
would be increase and if the person is construct the low structure it would prevails the low
income generates.
Advantages:
 By having equal pay structure in organisation generates the large amount of opportunity. Better contribution in team can increase the performance of individual that enhance the
productivity.
Disadvantages:
 High performer employees can demand of their increment in salaries.
 Level of satisfaction could be decreases at the time of same work assigning to the
employees.
From above two are more important for Debenhams company is Hiring process and Job security
where the HR manager can retain the productive staffs and assess the different traits of
candidates who can be suit to the company on the basis of long term purpose.
Task 3.
Interpret the importance of employee relations in favour to influencing the HRM decision
making.
The concept of employee relation is derives about the healthy relationship between
employers and employees. It is necessary for the organisation for having better employee relation
commence through Human resource department, because it helps to increase the healthy
relationship between employee and subordinates and to making ensure about as they approaching
their work in systematic manner. It work on different aspect to helps for making decisions. Some
of the importance of employee relation is elaborates below : Employee Engagement: In this practises it design by the human resource manager,
where it involves many managerial activities that helps to motivate the employees. It is
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most engaging aspect that increase the employee relation in the organisation (Wang and
et. al., 2019). Similarly, in Debenhams, their HR manager usually form an employee
engagement activities to brings some positive change and to enhance some motivation
factor to the workforce in the organisation. Employee productivity : Through employee satisfaction and better work engagement
enhance the productivity for the employees. Some of the organisation with well
structured among with employee relation get better on the basis when employee performs
effectively and generates high positive outcomes (Morgeson and et. al., 2019).
Debenhams Company's mangers has created a positive working environment where they
weekly organised employee engagement activities to provide employees proper
satisfaction along with motivation. Reduces the conflicts: As if there is good relationship between employees and managers
then the conflicts can be reduced by Human resource department. As in Debenhams
venture their HR department is having effective decision making which is influenced
positively as there is less chances of conflicts arises. If the there is more conflicts raises ,
then there is less influence of human resource decision making.
 Enhance better morale: It is must to increase the motivation factor of employees that
support to build the good relations and quite supportive to development of worker (Noe
and et. al., 2018). Therefore to enhancing for forming effective morale where the
employees can contributes better their optimum skills and other capabilities where other
works as per the expectation by human resource department. Similarly, in Debenhams the
manager appreciate and increase the individual employee morale where they can reach to
their objective and accomplish it successfully.
Demonstrate the key elements of employment legislation as it create a impact on decision
making.
There is essential elements of United kingdom Legislation which comprises on the basis
of employment perspective are as follows:
The National minimum Wages Act, 1998: According to this format of employment
act in United kingdom. As this amendment to the act for attempted on the performa to implement
in obligatory “National Living Wage” for worker those are over age of 25 as it implies at the
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significant level wage rate of 7.20 pounds. Although, there were variety system of wages that
control to determines on particular industries through under the Trade Boards Act, 1909.
This law applies on workers who has in under contract to do work personally or other
then for a customer or clients (Whysall, Owtram and Brittain, 2019). It is only depend upon
when the worker and their age is not above apprentice. The calculation of National minimum
wages is minimum pay hours to applicable for all workers who are come under The National
Living Wage is higher than National minimum wage act as the condition applies on workers if
their age is above 25. in Debenhams Company, the Human resource department has implies The
National minimum Wages Act, 1998 by abiding overall guidance of United kingdom
government, where they enhance this act on those employees those ages are above 25 and their
amount is been calculated through on their basic salary amount.
Employment legislation Act, 1996: According to this act, it was passed through the
parliament in United Kingdom at the year of 1996. As it is the most important acts which
determines various form of rights of the employees in the organisation currently where they are
working. It consists different elements in this act and influence they put on decision making of
Human resource department of Debenhams Company. Employee Contract is the act where every
organisation should provide to their manpower a authentic contract (Yon ,and et. al ., 2019). The
Debenhams, HR manager undertakes all the decisions on the basis of workforce contract in terms
of wages, increment etc. Unfair Dismissal is a strict provisional act that comprises the
punishment factor by not abiding the order in workplace through employees Similarly, the
Debenhams, he human resources department is determined the decision on the basis of employee
unfair behaviour against work at the premises. Leave policy it provides the law information
related to the employees leaves related where it construct the limited applicability of leave.
Employment relation Act, 1999: Through this act it consists various form of provision
that need to be considered by Human Resource department of any form of organisation while the
time of making decisions. Some of acts are constructed as elaborated below: Trade Union Recognition: On this act is focuses to the recognition for the trade union
parties (Yusoff and et. al., 2020). The human resource department of Debenhams venture,
they need to analyse and considered the provision before they applies to take any decision
that relates to the company.
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 Industries Action: It is the act that propounded for industrial related act to implies action
on disputes matters. For Debenhams Company, their mangers of human resource
department need to determined the action which industry is opting on the basis of law.
Task 4.
Illustrate the application of HRM practises in work related context through using examples.
Job Advertisement
Assistant Finance Manager Required
A Debenhams Company, it is a leading British multinational company that requires
Assistant Finance Manager for Yorkshire Branch Office in London, United Kingdom. The
applications are invited through Jobseeker.com where individuals looking to prove the worth is
high competitive in Business. The details of the job role is highlighted in below:
Designation: Assistant Finance Manager.
Desired Experience: Candidate must have at least 4-5 years of experience in core finance field
in retail business.
Monthly Remuneration: 75,000 pounds per month with allowances initial.
Location: Yorkshire, London, United Kingdom.
Education Credentials: Candidate must Post Graduate from Finance stream with having basic
knowledge should about financial activities.
(Eligible candidates are required to appear in the interview with proper Resume and other
documents supporting their candidature for the position.)
Dress Code: In formal with proper grooming.
Date and Time: 18 September, 2020. (1600 hours).
Regional Head of Human Resource Department,
Debenhams Group Company
Job Description
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Assistant Finance Manager
Office Report to: Candidate must report to General Manager.
Job Overview: The job role of Assistant Finance Manager to make handling all day to day
activities of overall financial reports, as well as maintain the expenses.
Job Responsibility:
 Collecting and analysing the financial information.
 Predicting the future needs.
 Preparing and check the financial budget report related to account payables, receivables
and further expenses.
 Forming better long term business plan.
 Analyse the financial market to trend competitors.
Qualifications:
 Must clarity the basics in Accountability, Financial Marketing, Business management
and Economics.
 Should having an Analytical mind.
 Effective Negotiation skills and ability to maintain the relationship with vendors and
other working relationships.
 Good Communication skills- Written and Oral.
 Should be aware about the stock and financial market.
Regional Head of Human Resource Department,
Debenhams Group Company
Offer letter:
Offer Letter
Dear XYZ,
We, Debenhams company are happy to inform you of your selection for the post of Assistant
Financial Manager in Debenhams Office Store Branch at 235, Harvard Street, Yorkshire,
London, United kingdom. We hope that you will put a strong impression on our business
wellness as well as on interviewer minds who were there your interview round with effective
12

talent and skills which you have reflected to us.
You will be taking charge in a position which allows you to display your Financial and
Operational skills in a better manner. We are confident that you will be able to display your
talent in this position and justify yourself.
Some of the details regarding the job role are as follows-
Position- Assistant Financial Manager
Location- 235, Harvard Street, Yorkshire, London, United kingdom.
Work Hours- 8 hours per day.
Monthly Compensation- 75,000 pounds per month + Added allowances.
We hope that other terms and conditions have been communicated to you by the HR
team during your interview process. If you choose to accept this letter, kindly sign it and
provide it to the HR department.
Regional Head of Human Resource Department,
Debenhams Group Company
Rationalise the reason of Human resource practises
Job Advertisement:
By positing the advertisement of hiring by Debenhams company perspective the motive
is to creating the awareness of job availability and on the basis of all information which is
highlight in job description where candidate can easily go through and approach as per their
credentials for job.
Job Description:
In this overall information related with job is mentioned such as position required, job
location, type of job, roles and responsibility where candidate can rectify and mapped with their
credentials and experiences and then they approached as per their requirement. The important
aspect in job description is duties which need to perform in the premises that candidate need to
have knowledge and experience enough before applied.
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CONCLUSION
From above report of Recruitment process has come to conclude that explain about the
actual purpose of Human resources management is to manage the employees of a particular
organisation are manage in a appropriate manner. By assorting for essential towards the
organisation, so that they are able to accomplish different set of goals and objectives as well as to
enhance motivating the employees to perform better. The practises of Human resource
management having its own benefits for employees and employer, according to these practises
are quite effective in terms of integrating the organisation profit as well as productivity. The
relation are important that influence HRM activities, decision making through managers,
employment laws. At last, to forming a Job advertisement, Job description and Offer letter are
highly determined with the perspective of Human resources management.
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REFERENCES
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of consistency and LMX. The International Journal of Human Resource
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Yon ,and et. al ., 2019. Nexus between green intellectual capital and green human resource
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