Human Resource Management: Functions, Practices, and Impact

This document provides an in-depth analysis of human resource management (HRM) in the context of workforce planning and resourcing. It discusses the purpose and functions of HRM, the strengths and weaknesses of different recruitment and selection approaches, the benefits of HRM practices for employers and employees, the impact of employment legislations on HRM decision making, and the application of HRM practices in a real-world scenario. The document focuses on the case of Community Integrated Care, a healthcare charity in the UK.

Human Resource Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1 Purpose and functions of HRM that is applicable to workforce planning and resourcing
organization.................................................................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection...................4
P3 Benefits of different HRM practices within an organization for employers and employees. 6
P4 Effectiveness of different HRM practices in terms of raising organizational productivity. . .7
P5 Importance of employees’ relations for influencing HRM decision making.........................8
P6 Key elements of employment legislations and impact upon HRM decision making.............8
P7. Illustrating application of HRM practices.............................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
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INTRODUCTION
Management of decisions and actions that affect employment relationship is known as
human resource management. This study is based on community integrated care that provides
healthcare services to people with mental and learning disabilities. This study is going to discuss
functions and purpose that HRM has towards company and ways in which they help company in
meeting their goals. Further, it will discuss importance of employment relationship along with
implementation of employment legislations within business. It will also discuss benefits and
limitations of different recruitment and selection process. Some HRM practices such as
motivation, health and safety to employees help companies in attracting customers and taking
competitive advantages.
MAIN BODY
P1 Purpose and functions of HRM that is applicable to workforce planning and resourcing
organization
Community integrated care is one of the Britain’s largest social and healthcare charities
that delivers support to all those people who are suffering from learning disabilities, mental
disability problems and others. The main key of its success is skilled or talented workers. Human
resource of this company plays a vital role. Hunan resource management is an approach to
efficient management of people within business. Main purpose and roles of HR of this company
include:
Strategic decision making: One of the main purposes of HR department of this company
is to help in improving strategic decision and helping company in making decision regarding
better strategies selection (Aust, Matthews and Muller-Camen, 2020). There are numbers of
functions that are being followed by Hr department such as recruitment, selection, motivation
and others. There are numbers of strategies related to motivation, training and all functions. So,
HR makes decision regarding selecting better strategies for each function.
Attracting and retaining the best talent: Other main purpose of HR department is to
attract as well as retain the talent workers within business. HR department makes use of effective
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strategies for recruitment and selection of employees as per the requirements of company. After
recruiting employees they make sure that workers are performing their functions in an effective
manner and are happy at workplace. After identifying employees’ needs, they try to satisfy their
needs and increase staff retention rate.
Improving workplace conditions: An improved workplace is one of the main key of staff
retention rate. Employees tend to stay with companies who have improved culture or working
environment. HR is the one who takes care of this needs of employees and by regularization as
well as implementing employment policies such as health and safety, employees relations and
others at workplace, they improve working environment. HR of this company also makes sure
that all employees are following rules as it protects them against lawsuits and improve image of
their company.
Some functions that are being followed by HRM of this company include:
Recruitment: Job design and recruitment of employees as per the requirements of job
role is known as recruitment and this main function is being followed by HR.
Training: After selecting employees, they are being provided training in order to
increase their skills and making them competitive.
Motivation: For retaining employees and motivating them towards accomplishing goals,
HR provides rewards as motivation.
Performance appraisal: For making employees feel valued, HR perform this functions
and as per the qualification, characteristics and others employees are appraised in which they are
being promoted and provided hike in salary (Ahammad, 2017).
So, on the basis of above discussed all purpose of HRM, it can clearly be said that this
department is one of the main key of success and growth of community integrated care.
P2 Strengths and weaknesses of different approaches to recruitment and selection
There are different approaches of recruitment and selection such as: internal recruitment,
external recruitment, interview selection method, panel selection method and others. This
company needs to make use of an effective approach and it can be selected after evaluation and
analysis of all approaches and selection methods such as:
Internal recruitment: It is the type of recruitment where employees are being hired within
organization that is working there already. Some examples or sources of internal recruitment
include:
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Promotions: Promotions and transfer from among present or existing employees is one of
the common and good sources of internal recruitment. It is all about upgrading of employees to
higher position who carries higher status and responsibilities (Pendola and Fuller, 2021).
Transfer: Transfer is all about shifting an employee from one job to another without
making any changes in post or position. Transfer is being done as per the needs of employees
and it is one of the effective ways of performance appraisal and capabilities of employees are
being analysed.
Benefits
 It is cheaper process of recruitment.
 It promotes loyalty.
 It is cost effective and money saving practice of internal recruitment.
Disadvantages
 It limits chances of creativity and new ideas within business.
 It can result in a stagnant culture.
External recruitment: It is a process in which external candidates are prospective employees,
recruited outside from the company. Some examples of this type of recruitment include:
Employment agencies: There are many private employment agencies that help
companies in getting candidates by registering them for employment. They have a list of
candidates, who want employment opportunities so, as per the requirement; companies can get
employees and hire them.
Advertisement: It is traditional way of recruiting employees from outside of the
company. In this type, companies give advertise in newspaper, social media or update
information on official websites. It helps companies in getting numbers of candidates and by
evaluating their resume; the best candidate can be selected (Ahmed and Ahmed, 2019).
Benefits
 It makes working environment innovative as people brings new ideas.
 People have great experience that helps companies in taking competitive advantages.
Disadvantages
 As compared to internal, it is a longer and time consuming process.
 It is expensive than internal recruitment.
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Interviews: It is the most used selection process that consists of some stage. In first stage, job
description is being written, employees’ resume are being checked if employers find that
candidate has all qualities and skills for selection then they are being selected for new written,
aptitude and physical fitness round. As per the selection criteria and specification of job role,
employees are being give test.
Advantages
 It is cost effective.
 Employees’ personal characteristics and personality can be evaluated.
Disadvantages
 It is time consuming as interviewers have to take face to face interview of all candidates.
Panel/online interview: Panel and online interview is new way of selecting employees. It helps
interviewers in screening job seekers by asking some questions related to job role. High level
questions need to be asked by interviewers in order to selecting the best candidate.
Strengths
 It saves time.
 No room for partiality.
Limitations
 Internet access can delay this process.
 It leads stress due to status differences.
Community integrated care mainly focuses on external recruitment in order to bring innovative
ideas and helping out people by providing qualitative services.
P3 Benefits of different HRM practices within an organization for employers and employees
Some best HRM practices that can help both employees and employers of Community integrated
care include:
Safety and security: It is believed that security and safety to employees at workplace is
one of the best HRM practices that retain employees within business for the long run. When
employers follow all rules related to health and safety at workplace then it improves productivity
of employees. Main benefit that employers can take by implementing this practice is improving
image of company. Employees can improve their performance by working at safe environment.
Rewards: Rewards is other main practice that can motivate employees and can
encourage for improving their performance (Shepley and et.al., 2017). When employers give
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both financial and non-financial rewards to employees on the basis of their performance then
other employees also focus on improving their performance. Employers can increase customers’
experience by providing qualitative services to them.
Training: After recruiting employees within business, HR needs to provide training to
them in order to get work done in an effective manner. When employees get training then they
are more likely to improve their performance as it reduces their errors and boost their confidence.
It helps employers in improving quality of products and better delivery of products to customers
(Suryadi, Hufad, Komar and Riswanto, 2019).
So, on the basis of above discussed advantages to both employees and employers, it can be
recommended to Community integrated care that it should implement all these.
P4 Effectiveness of different HRM practices in terms of raising organizational productivity
On the basis of above discussed HRM practices, it can clearly be said that they are beneficial for
both employees and employers. There are numbers of benefits that companies can take by
implementing all these practices such as:
Improving image: Some HRM practices such as safety and security and health insurance
to employees improves image (Fuenzalida and Riccucci, 2019). When employees work at
workplace that is safe and healthy then they improve image of their company by words of mouth
to their friends and others. Companies find easier in attracting talented workers because of this
practice and improved image.
Increasing staff retention rate: Training and rewards to employees increase staff
retention rate. When employees work or perform all activities after getting training then it
reduces mistakes and errors that improve their overall performance. Improved performance boost
their confidence and they are more likely to stay with business for the long run (Lei,
Khamkhoutlavong and Le, 2021).
Competitive advantages: Some other HRM practices such as motivation, performance
appraisal and diversity at workplace help companies in becoming competitive. When employees
are being motivated and employees of all cultures are being employed then they brings
innovation within business. Innovation and creativity is the main key of competitive advantages
and success of company.
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P5 Importance of employees’ relations for influencing HRM decision making
Healthy employees’ relationship plays a vital role as it leads motivated, efficient and productive
employees that help company in improving image. There are numbers of advantages of
maintaining employees’ relationship such as:
Reduces absenteeism: When employers maintain healthy relations with employees then
employees are more likely to come to office daily that reduces absenteeism rate. It improves
quality of products and does not hamper work that is important for success of company (Wang
and et.al., 2017).
Discourage conflicts: When employer communicate with employees in an effective
manner and focus on improving relations then it makes employees feel valued. They understand
each other’s and rather conflict they discuss and with mutual understanding they solve all
problems that makes working environment effective.
Improves quality of products: Companies who maintain relations with employees are more
likely to have improved working environment and by working at such effective environment,
employees perform functions with concentration. It improves quality of products (Boxall, 2021).
P6 Key elements of employment legislations and impact upon HRM decision making
Employment legislation is a body of laws that regulates employment relationship. By following
and implementing all relevant laws, Community integrated care can improve its image and retain
employees within business for the long run. Some legislation includes:
Health and safety: it is the main law according to which, employers need to provide
healthy and safe working environment by implementing all safety tools (Sedani and et.al., 2019).
HR needs to provide training to employees about using tools and ways of working with safety. It
increases staff retention rate and also protect company against lawsuits.
Anti discrimination: It is other main effective law according to which, employers need to
manner sure that all employees treat each others in an effective manner. Manager also needs to
provide fair treatment and opportunities to all employees. It makes them feel valued and bring
creativity and innovative ideas within business (Narayan and Nair, 2021).
P7. Illustrating application of HRM practices
This job role is for the facilities manager, the duty of facilities manager depends on a lot
over the nature of the organization. These individuals are generally responsible for the
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maintenance of building, grounds and other property of the organization. They keep an eye over
the equipments and supplies of the organization and have the responsibility of scheduling their
repairs renovation and also their safety inspection. These managers are given the responsibility to
handle the budget of the organization and also handle the vendors for their supplies, repairing
and also other measures. There are no specific qualification required for this job role but
generally the company’s desire individuals which have experiences in the building services or
engineering. Individuals with great ground known and good skills of office management and
administration are also preferred (Zhang and et.al., 2017).
This company is Whitbread Plc, this organization is a hospitality organization which
provides the customers premier Inn for staying. In this organization the role of the facilities
manager is very important as they look after the most important assets of the organization. The
benefits the individuals will get from doing this job is that it will provide them experiences
regarding the management of the important facilities of the organization. In this company this
important facilities will be hotels and inns which are the main source of income for the company.
Job description :
The purpose of this job is to maintain the assets of the company by their proper
inspection. It will also include monitoring of the use of these assets by the facilities manager.
The individuals which are interested in this job role needs to have experiences in the
management operations or should have experiences regarding management of hotel in any
hospitality industry. This job role is of great responsibility which is needed to be met. For the
organization this job role is very important as it is the management of its assets which are the key
to its business. The performance of the hired individuals will be managed by the seniors in the
same role. The successful applicant will be a responsible individual with a decent management
experience (Sharma and et.al., 2020).
Job specification :
The job specification of the facilities manager will include responsibilities such as
ensuring whether the facility of the organization is totally accessible and operational properly. It
will be the role of the selected individual to schedule and supervise the maintenance repair work
of the facility. Keeping the records of the present stock in the facility is also the responsibility of
the facilities manager. It is also very important to make sure that the operations of the
organization in the facility are according to the federal regulations. Communicating with the
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contractors, clients and teams from other department is also the role of such a manager (St. John
and et.al., 2019).
This job role will be having a salary of around the $41000 to $50000 annually. The salary
paid will depend upon the experiences of the candidate. In the scenario in which the employee
shows great resilience and work the salary may be increased.
CONCLUSION
From the above study it has been summarized that human resource plays a vital role in
accomplishing goals of companies and helping them out in becoming competitive. HR plays
several roles and functions. It has further discussed effectiveness of some HRM practices such as
rewards, motivation, training and others. Employees relations as well as implementation of
employment legislation is also important for protecting against lawsuit and improving working
environment.
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REFERENCES
Books and journals
Ahmed, K.U. and Ahmed, B.F., 2019. External Recruitment Practices of an Organization.
Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift in
Sustainable HRM?. Human Resource Management Review. 30(3). p.100705.
Boxall, P., 2021. Studying mutuality and perversity in the impacts of human resource
management on societal well‐being: Advancing a pluralist agenda. Human Resource
Management Journal.
Fuenzalida, J. and Riccucci, N.M., 2019. The effects of politicization on performance: The
mediating role of HRM practices. Review of Public Personnel Administration. 39(4).
pp.544-569.
Lei, H., Khamkhoutlavong, M. and Le, P.B., 2021. Fostering exploitative and exploratory
innovation through HRM practices and knowledge management capability: the
moderating effect of knowledge-centered culture. Journal of Knowledge Management.
Narayan, R. and Nair, V.K., 2021. The Roles of Communicative Language Mechanisms in
Occupational Health and Safety Milieu in Reducing Workplace Hazards.Journal of
Language Teaching and Research. 12(2). pp.264-274.
Pendola, A. and Fuller, E., 2021. Strength from Within? Internal Recruitment and Principal
Turnover. Journal of Education Human Resources. 39(1). pp.18-53.
Sedani, A. and et.al., 2019. Assessing workplace health and safety strategies, trends, and barriers
through a statewide worksite survey. International journal of environmental research and
public health. 16(14). p.2475.
Sharma, H., and et.al., 2020. Medicaid and nursing home choice: Why do duals end up in low-
quality facilities?. Journal of Applied Gerontology. 39(9). pp.981-990.
Shepley, M.M. and et.al., 2017. Mental and behavioral health settings: Importance &
effectiveness of environmental qualities & features as perceived by staff. Journal of
Environmental Psychology, 50, pp.37-50.
St. John, V.J., and et.al., 2019. Architecture and correctional services: A facilities approach to
treatment. The Prison Journal. 99(6). pp.748-770.
Suryadi, A., Hufad, A., Komar, O. and Riswanto, A., 2019. Entrepreneurial skills at retirement
age: Analysis of the importance of training for retiring employees in Bandung
city.International Journal of Entrepreneurship. 23(2).
Wang, T.K. and et.al., 2017. Fulfilling the promises: the impacts of employment relationship on
turnover intention. International Review of Public Administration. 22(4). pp.364-379.
Zhang, M., and et.al., 2017. Coping and compromise: a qualitative study of how primary health
care providers respond to health reform in China. Human resources for health. 15(1).
pp.1-12.
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