Human Resource Management Assignment : Deloitte

Deloitte organization is chosen in this report, which is one of the biggest accounting organizations as well as largest professional services network in the world founded in 1845 by William Welch Deloitte. The present report is going to be discussed on purpose and function of HRM practices for workforce planning. The importance of employee relations in Human resource management practice will be elaborated. Along with this, the strength and weaknesses of different approaches to recruitment and selection are also going to be discussed (Banfield, 2018). Benefits of HRM practices for the employer as well as an employee are going to be undertaken in this report. The project further illustrates the impact of employment legislation on HRM practices.

Human
Resource Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1.Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................3
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection
................................................................................................................................................5
P3. Different HRM practices in an organisation which can help employees as well as
employers...............................................................................................................................7
P4. Different HRM practices that help an organisation to increase in profit and productivity.. .8
P5. Analyze the importance of employee relations in respect to influencing HRM decision
making..................................................................................................................................10
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision making....................................................................................................................11
TASK 2 .........................................................................................................................................12
P7.Illustrate the application of HRM practices in a work-related context, using specific
examples...............................................................................................................................12
CONCLUSION..............................................................................................................................14
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INTRODUCTION
Human Resource Management plays crucial part in an organisation whose basic function
is to provide manpower and to manage the work of organisation in systematic manner. This is the
term which is used in management of the resources in context to human who are working in the
organization. The main aim of HRM is to enhance the productivity by optimizing effectiveness
of individuals in organization. Deloitte is the chosen organisation in this report, which is one of
the biggest accounting organisation as well as largest professional services network in the world
founded in 1845 by William Welch Deloitte. The present report is going to be discussed on
purpose and function of HRM practices for workforce planning. Importance of employee
relation in Human resource management practice will be elaborated. Along with this, the
strength and weakness of different approaches of recruitment and selection are also going to be
discussed (Banfield, 2018). Benefits of HRM practices for employer as well as employee are
going to be undertake in this report. The project further illustrates about the impact of
employment legislation on HRM practices. And at last, the report will specify how HRM
practices actually apply in work related context.
TASK 1
P1.Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation
HRM (human resource management) is a practice which is very essential for each and
every organisation. This involves practice of management man power in organisation, hiring new
employees, providing training and development sessions for employees, grooming the skills of
employees. This all will help them in making their working force stronger that work in order to
achieve different goals and achievements for organisation. Human resource manger of Deloitte
have to analyse the needs of their organisation, so that they can perform essential activity like,
hiring new employees or providing training session to employees. This all will help them in
making their force stronger in order to achieve their objectives.
Functions of HRM :-
1. Training and development : This is an important function of HRM, as if employees need
any type of training and development session for improving their skills. Then it is duty of
HR manager of Deloitte to arrange sessions that can help them in enhancing their skills.
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2. Recruitment and selection : It is also very important for Deloitte, as this is a process
where HR manager use to hire new employees for company (Bratton, 2017). This will
help them in adding new characteristics to their man power, which can help them in
attaining their goals and objectives.
Purpose of HRM functions along with their roles and responsibilities
 Maintaining effective employee relations : Human resource management of Deloitte has
main function as maintaining the relation between employees. This help them in reducing
the conflicts among employees and making better relations between them. This leads to
effective working and improved outcomes for organisation. This also help in increasing
the performance of their employees as well which lead to achieving the organisational
goals.
 Training and development : The HR manager of Deloitte has to take care about the skills
of their employees, that it is according to needs or not (Brewster, 2017). If they think that
no their skills need some improvement, then they have to provide training and
development sessions for employees. This leads to improve in their working skills of
their employees, so that they can develop and grow.
 Operative function of Manager : These are the main functions which are associated with
HRM department of Deloitte, fore example, employees, development, work force,
compensation, integration, and maintenance of man power. Managerial functions of HRM : Manager of Deloitte have to play some basic managerial
functions for their organisation, such as planning, organising, directing, and controlling.
Approaches of HRM
The main aim of HR manager is to maintain positive environment and relation between
employees. This will help HR manager of Deloitte to increase the efficiency of the employees, so
that they can achieve their goals and objectives easily. For this, HR manager can adopt different
types of approaches that are described below :-
1. Soft approach : In this approach of HRM, manager and organisation treat their employees
as very important resources. In this, manager of Deloitte, make plans and strategies that
can their employees in many ways like, improving their skills, policies that help in future.
In this, the main focus is on designing long term strategies. In this the communication
take place in two ways i.e. manager to employees and visa versa.
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2. Hard approach : This is just opposite to soft approach. In this employees are considered
as non living resources for company, and they are treated very hard for achieving the
goals and objectives of organisation. Deloitte do not use this approach in this
organisation, as this lead to lack of humanity in employees.
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection
Approaches to work force planning
Situational workforce planning- This approach is similar to traditional work force
planning which analysis the variances between the actual and needed headcount ( Brewster,
2015). This is only once a time to address a specific business challenge in Deloitte.
Approaches to training and developments
Off the job training – This training is provided to the employees when they are off the
job, and they are trained in such a way that they can effectively perform their task.
Approaches to reward system
Total reward approach – This provide the employee to perform their task effectively to
attain more rewards. As the reward are provided for the better performance in the form of
pension, as well as flexible working environment.
Approach to Performance management
Total quality approach – This is based on the quality of work within the employees by
properly managing and monitoring the employees performance which ensure them to do high
quality work and attain the business goals and objectives.
Hiring the applicants from different sources is an difficult task for the HR of an
organisation ( Friedman, 2017). They have to analyse strengths and weaknesses of each method,
so the error can be reduced. HR manager has selected the candidates who are having the ability
to enhance the growth of company through recruitment and selection method. In this regard,
analysing benefits and drawbacks of each source assists employers in preferring best suitable
approach. In context to Deloitte, the company uses both internal and external recruitment method
has they have huge amount of option among the candidates. So the candidates who clear the
recruitment process, then they are shortlisted for the selection process as in order to get the best
candidates among them. Deloitte uses the following recruitment and selection methods - Internal recruitment process : It is a process of recruitment, where HR manager of
Deloitte use fill the requirements of skills by making changes and promotions in their
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existing employees. This will help them in motivating employees and this also svae
money and time of organisation. For example, Deloitte have to increase the number of
team leaders in their organisation, then it is not possible to hire employees and make
them team leaders directly. Therefore, it is required for their manager to make promotions
of capable employees.
Strengths Weaknesses
It increase the motivation level of employees in
Deloitte, and also help them in improving their
skills.
Increase problem for HR manager in Deloitte,
as it is not possible to promote every one.
It use to save time, energy and money of
Deloitte.
Promotion of one can demotivate other and
also affect their morals and skill level.
It use to rotate and change the roles and
responsibilities of employees in Deloitte, so
that they can work with more interest.
It is not much easy for any one to work with
changing roles, as it decreases the stability in
organisation.
 External recruitment process : It is a process of recruitment where, HR manager use to
hire new candidates for company ( Harrison, 2017). This can help Deloitte in many ways,
as this help them in finds new talent and new mind, which can lead them in making new
and innovative ideas. For example, for increasing the number of employees in
organisation, it also required for manager of Deloitte, to hire new employees along with
promotions of older one, so that working of their function become easier.
Strengths Weaknesses
It is a cost effective methods and also help
manager to by saving their time.
It is can be possible for HR managers that they
can face some fake applications, that may
waste their time.
This method use to provide a large number of
variety in candidates, which allow them in
selecting best and most suitable candidates.
This method can show discrimination between
candidates with different skills.
Mangers of Deloitte have opportunities to It is not easy for manager of Deloitte, to handle
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make make work force which have variety of
employees.
employees with different mind set and abilities.
Methods of selection in Deloitte :
Interview : Interview is one of the selection method used by Deloitte while conducting internal
and external recruitment approaches (Lu, 2015). In this, manager of HR department use to
conduct a face to face conversation with candidates, so that they can easily select som specific
persons, which are capable for them. This helps managers in analysing candidates by face to face
analytical methods.
Strengths Weaknesses
Easy to solve the misunderstandings and
mistakes, as interviewee and interviewer are
physically presented.
Alone it is an incomplete process, written test
is also required to complete this.
It saves the time of manager, as in very short
duration manager identify the skills of
candidates.
It is a systematic process, it's efficiency
depends on skills of interviewer.
Application form : They also can use application method of selecting candidates that are
short listed from internal and external recruitment methods. In this, manager of Deloitte have
application forms of several candidates where complete detail are mentioned about them, which
make it easy for manager to select which candidate is capable for them and which is not.
Strengths Weaknesses
It is a standardized format of selection, which
help in easy comparison.
It is time consuming and also can provide
unfare information about candidates.
It provide complete details of candidates. Some personal information may can handle
into wrong hands.
P3. Different HRM practices in an organisation which can help employees as well as employers.
HRM practices are those, which help in enhancing performances of employees by
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managing them in appropriate manner. In modern business, it is said to be as most important
practice for an organisation. It help to make better relationship between employees and employer.
Some different HRM practices that can be used by HR manager of Deloitte are as follow :- Training and development – This HRM practice can help Deloitte by improving the
skills of their employees. For this they have to provide appropriate training and
development sessions to employees according to needs. For example, leader in Deloitte
decided to make some changes in their working style related to technology, then it is very
important for manager of them to make plans and strategies so that their employees get
familiar and can understand the change and it's use, along with working. Recruitment and selection – This is a practice of HRM, where organisation use to hire
new candidates which are best suitable for company according to their skills
(Mosakowski, 2017). Deloitte use to follow their work place culture for finding best
candidates for job.
Benefits for employees Benefits for employers
Training and development will help employees
by enhancing their skills level and
opportunities of growth.
For employer, it increase the skills of
employees which increases the productivity
and profitability.
It help employees as this lead to decrease in
discrimination from organisational
environment.
Help in selecting right candidates, which lead
to achievements for organisation.
Need theory : This is a theory of HRM, where manager of Deloitte have to motivate their
employees, so that they can explain the needs of achievements, power and affiliations which can
affect the performance of people. For example, it is required to the manager of Deloitte to
understand the needs of their employees like, money, job satisfaction and other, so that
completing them can help them in motivating their employees.
P4. Different HRM practices that help an organisation to increase in profit and productivity.
HRM plays a very important role in management of an organisation, this help in
managing the employees and provide training to them. This all will help them in improving their
skills and help in working in most effective manner so that they can achieve goals and objectives.
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It also help in making positive work environment, where employees can give their best. Few
HRM practices that can help Deloitte in improving their profitability are as follow :- Sharing information : Sharing information is very much important form a company. As
making a good route for communication of information in organisation, will help
employees by providing them knowledge about their roles. Deloitte can adopt this, as it
help in decreasing the status difference between employees. This also help their
employees in adopting the skills and knowledge required by them.
 Performance management system : It is a process, where managers use to review the
performance of their employees ( Moutinho, 2018). This will help them in knowing the
current position of their employee's skills, so that hey can make development plans for
them according to their goals.
 Training and development : This is a process which help the manager to improve the
skills of their employees so that they can perform better. But this process is time
consuming and also a cost saving. This also can affect the current performance of
employees and also can reduce productivity of Deloitte.
 Flexibility : Flexibility is very important for an organisation like Deloitte, as this help
them and their employees to work better in different situations. But flexibility of one
employee can also cause to insecurity to another employees, which increases the conflicts
and disputes in organisation.
 Reward management : This is a method which is very much common in organisations
like Deloitte, as this help manager of them to provide proper rewards to their employees
according to the performance. This increase the motivation level of employees who got
rewards, but some time, it also can decrease the motivation level other employees as
reward of one can depress other.
Deloitte is a huge organisation and it is very much important for them to keep their
employees happy, therefore, they can use reward management along with training and
development, so that their employees can get motivated.
The effectiveness of above HR practices can be measured in terms of productivity and
energy level of workers, where through sharing information, training and development they can
help staffs in performing better for business. This can assist workers to create team among each
other which can help them to achieve goal and objectives of organization. With aid of training
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and development, they can enhance their skills and capabilities for high level performance which
can leads to rise in profits and productivity of firm. On other hand, these approaches creates
ineffectiveness in organization as employees can share important data and information to third
parties who is competitors of firm. Also with gaining of training and development from business,
they can easily switch job to another which is loss for company.
The effectiveness of performance and reward management practices can help respective
organization to achieve goal and objectives of business. In order to improve themselves they
focus on performance and earn reward which creates motivation and encouragement for better
outcome. On other hand, the ineffectiveness of above HR practice are in terms of declining
productivity and profits. The performance management system and reward management
practices leads employees to focus on earning incentives on one side and similarly on other side
they focus on maximizing productivity. This leads to increase in quantity but decline in quality of
products. Due to such practices of HRM lead Deloitte to decline their profits on side side and
increase productivity on other side. Therefore such HRM practices can decline goodwill and
value of organization in competitive market.
After analyzing different HRM practices, it can be concluded that Deloitte should adopt
training and development for their business. As both effectiveness and ineffectiveness are
discussed in proper manner. While providing training and development to employee, agreement
should be made with them which contain that they cannot leave organization for period of three
years after getting training. This can provide benefits to business and leads to increase profits and
productivity. In case of violation, penalty and fine should be imposed for employees.
P5. Analyze the importance of employee relations in respect to influencing HRM decision
making
Employee relations and engagement : a collaborative approach
According to this approach, relationship and engagement between employees are very
important for organisation. This will help employees of Deloitte by lesser conflicts and in
achieving the target ( Marchington, 2016). Good relationship between employees help employees
to get engage in a type of collaborative working, this also leads to innovative approaches which
can help organisation and employees in gaining extra profits.
Effective of this approach :
1. This help in making the moral of employee's higher, and help in making better relation
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with employees which reduces the conflicts between them.
2. This approach also helps the company in collaborative working which leads to
generation of new ideas and helps to attain goals of the organization.
Employees are known as crucial part of an organisation, as they are the resources which
help them in achieving their goals and objectives (Alfes, 2013). An organisation which have
positive relation between employees are more possible to gain success. Deloitte have employees
which use to give their best for attaining goals and objectives. Therefore, it is the duty of
manager to provide rewards for their performance. Also, with the help of proper relationship with
employees, organisation has a benefit that, they can introduce any change in their working
without any conflict. Some benefits of employee relation influencing decision making are :-
1. Deloitte can make policies where, HR manager can involve their employees in decision
making.
2. Needs of employees can be understand by HR manager only when they have good
relation with employees and understanding their needs can help manger of Deloitte to
make plans that can fulfill the needs of them ( Ehrnrooth, 2012.).
3. Chance of disputes and conflicts between employees and manager can be reduced.
Strategies which manager of Deloitte can use for managing relation between employees
and employer :
1. Promote open communication : It is very much important for a manager to make a proper
flow of information in their organisation, so that each and every employee can get avail
about their roles and responsibilities. This help employees to give their best, which result
in achieving organisational goals and objective. This all increase the efficiency of system
and also help organisation in attaining huge profits, and this directly help manager of
Deloitte to do some thing effective in the favor of employees, by which their happiness
and job satisfaction get increased. This all also lead to fulfilling of requirements
employees have.
Importance of employee relations in respect to influencing HRM decision making
Effective employee relation acts as an key essential element that lead towards initiating
employee as well as organization overall productivity. In order to facilitate effective employee
relations in Deloitte employee participation is required as this factor influence decision making
related to framing policies and roles for workforce. Employee relations acts as an most important
factor that increase morale and further improve workplace relationship that increase
organizational productivity and profitability. Mentioned below there are some importance of
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employee relations in HRM decision making:
 Framing of policies and roles in best effective way and segmentation of activities to team
in a stipulated time period.
 Creation of better workplace environment that increase productivity of all workforce.
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Employee legislation are the set of laws, rules and regulations that help organisation in
order to make equality among employees. These rules and regulations are needed to study while
making any decision, as they can impact on decision making of HR manager of Deloitte. Some
of legislation are as follow :-
1. Equity Act, 2010 : This is one of the most important rule in law books of UK, this came
into action in the year of 2010 (Discrimination, 2019). According to this, employees
either they are male or female have to treated equally, the salary for both have to be paid
according to their roles and post of job.
2. The Employment Right Act, 1999 and 2003 : This act was firstly proposed in 1999 and
after then re proposed with some changes in 2003. According to it, employees must have
term and policies in written, along with their roles, which can help them in any dispute.
Employees also get entitle with salary slip and National Minimum wages.
3. Health and safety act, 1974 : Under this act, it is required for organisation like Deloitte to
make changes in their strategies, which help them in providing proper health and safety
measures to their employees (Health and safety act, 2018). This help employees to get
proper health insurance and if organisation do not have this in their policies then they
have to add this along with safety measures.
Impact of employment legislation on HRM decision making
Employment legislation effectively protect employment rights and save them from any
vulnerable threat. It impacts on HRM decision making as, HRM have responsibilities to frame
minimum wages standards, health laws, workplace safety and workers compensation. Thus, it
become essential for Deloitte HRM department to effectively understand and consider those laws
and legislation which affect organization performance.
Strength and Weaknesses of key aspects of employee relations management and employment
legislation that affect HRM decision making
Employee relations management effectively aid an organization to increase its overall
efficiency and production margin. Along with this it also helps HRM department to frame
strategies and policies by considering employee perception it will effectively lead towards better
workplace environment. In addition with this, it is essential for Deloitte to consider employee
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legislation while implementing any policies and decisions. As it aid them to ensure smooth
accomplishment of work. Weaknesses of these aspects lead towards ineffective growth.
TASK 2
P7.Illustrate the application of HRM practices in a work-related context, using specific
examples.
HR manager of Deloitte can use following documents for finding out some best suitable
for a specific job position :-
Application of HRM practices in Deloitte is mentioned beneath -
Performance management system (PMS) can be used along with HRM practices by
Deloitte, so that they can manage their employees in effective manner and their performance do
not get disturbed ( Budhwar, 2013). The affect of HRM practice on decision making of Deloitte
can be clearly seen by above use of PMS which was earlier followed by the company.
This change was made for the basic reason and i.e. improvement of performance level of staff.
Job Description
Job Details
Post : HR Consultant
Company : Deloitte
Job Purpose
Applicants who are dynamic and energetic are invited for the profile of HR consultant, who are
well trained in all sector of handling and supervising of all products of Deloitte. Along with this,
candidates are also required to be skilled in selling branded products of Deloitte.
Roles & Responsibilities
 Have to provide advises to management on the administration of human resource
policies.
 Has to work as internal consultant by identifying the current HR programs and prove
solutions.
 The applicants must be able to develop, revise, and implement HR policies and
procedures.
 Reports have to prepared and maintained over specific HR project.
 Serving as internal consultants by examine the recent HR programs of the organisation
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and suggesting solutions for that.
Person Specification
Post : HR Consultant
Department : HR Department
Key : This show that what is required as information:
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
Qualification & Experience Must have completed diploma
or post-graduation in
management. Along with this,
should have experience of
minimum 4 year as HR
manager.
Must have experience of
working in HR department .
Skills or knowledge Good communication skills in
both verbal and written.
Ability to learn changes, and
apply them in product line.
Also have innovative approach
and treat employees at best.
Creation of structured interview : For hiring candidates according to above job description, HR
manager of Deloitte need to take interview (Chelladurai, 2017). Questions of interview can be :-
1. Can you describe yourself in 3-4 lines ?
2. What are the roles and responsibilities of HR Consultant which can help in attaining the
desired goals?
3. How you can build a positive relationship between you and existing employees?
4. What are the skills that makes you a better and deserving candidate for our company?
Job Offer Letter
Mr./Ms.LastName
Address
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City, State Zip Code
Dear Mr./Ms. Last Name,
The post of HR consultant has been offered you in Deloitte. Your skills and experience are very
much suitable for in our HR department.
According to discussion, your the joining date will be March 15, 2019, with the starting salary
of $40,000 per year, and this will be paid on monthly basis.
Company also provides you a health insurance policy for full family and this will be enforced
on your joining date. Deloitte also offers leaves policy which consider vacation, personal leave
like maternity or paternity, and sick leaves in urgency. The appraisal period will be take place in
the month of April very year.
If you accept this job offer, then please sign and submit us the second copy of this letter.
As soon as we receive your acknowledgement, then after that we will discuss about other
formalities in the company. Our Deloitte team is looking forward to welcomes you.
If you have any query, then please let us know about it.
Sincerely,
Name
Director,Human-Resources Department
Deloitte Ltd. company
____________
I hereby accept the HR Consultant, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
CONCLUSION
From the above report on human resource management, it has been concluded that, HRM
is very important for management of an organisation. It is used for managing human power of an
organisation, this help in increasing the productivity and optimizing resources. There are
different types of approaches that a manager can use, these approaches has strengths along with
some weaknesses. By using recruitment and selection methods HRM practice of a company can
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effectively find appropriate talent for their jobs, this shows the benefits of HRM for both
employee and employer. These all directly help an organisation by increasing the productivity of
their operations. Along with this, legislation related to employees have to come in study while
manager will make policies related to employees.
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