Functions of Human Resource Management in Liverpool Victoria

This report discusses the functions of Human Resource Management in Liverpool Victoria, including maintaining employee relations, training and development, recruitment and selection, reward system, workforce planning, and performance management. It also evaluates the approaches to recruitment and selection used by the company and the importance and effectiveness of person specification in recruitment. Additionally, it explores the importance of employee relations and its influence on HRM decision-making.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
Purpose and Functions of Human Resource Management.........................................................4
Evaluation of approaches to Recruitment & Selection used by company along with their
strength & weaknesses................................................................................................................7
TASK 2............................................................................................................................................8
Person Specification....................................................................................................................8
Shortlisted candidate...................................................................................................................9
Interview questions:....................................................................................................................9
Rationale of above given answers ..............................................................................................9
Evaluation of person specification, sort listing applications, interview that assist company in
hiring effective person for the role of personal assistant ...........................................................9
TASK3...........................................................................................................................................10
Benefits of various HRM practices for both employer & employee........................................10
Effectiveness of HRM practices on organisational productivity & profit................................11
TASK 4..........................................................................................................................................12
Importance of employee relations and its influence of HRM decision-making.......................12
Key element of employee legislation and impact on decision making by human resource
departments...............................................................................................................................13
CONCLUSION..............................................................................................................................14

INTRODUCTION
Human Resource management refers to administering, developing & designing of
programs with an aim to increase the effectiveness of an association. One of the most important
role of HR is recruitment as well as selection (Armstrong and Taylor, 2020). Along with this, the
other function of Human Resource is to maintain effective relationship with employees and to
overseeing the activities of a company. An organisation effectiveness and productivity is rely on
the abilities & skills of Human Resource manager of an organisation. In the present report,
Liverpool Victoria is chosen as a base company. It is one of the largest insurance companies in
UK which was established in year 1843. The product that is offered by company are equity
releases, savings, insurance and many more. The company have more than 5,800 employees
which is the main reason behind its success and growth within the market. The present report
covers he role and functions of Human Resorts management. After this, there is a discussion
about various approaches of recruitment & selection along with its strength as well as
weaknesses. In addition to this, the report describes various Human Resource Management
practices with heir affect on profitability & productivity of organisation. Moreover, it discuss
laws that is adopted by company in order to carry out business activities in a smooth and
effective manner.
TASK 1
Purpose and Functions of Human Resource Management
Overview of the Organisation:
Liverpool Victoria is largest insurance company in United Kingdom that was established
in the year 1843. The company offers equity release, investment products, pension, savings and
many more products in market. The company exist in more than 15 countries & have around
5,800 employees. The reason behind the success of company is it provide quality and
outstanding service to their customers in a proper manner.
Purpose of HRM: The major purpose of Human Resource Management of an
organisation is to maintain an effective and healthy relationship between employees and
managers of company (Beer, Boselie and Brewster, 2015). The another purpose is to attain the
organisational objectives with stipulated time frame. In context to LV=, the purpose of HRM
includes staffing, compensation, law compliance, performance appraisal and many more.

Moreover, setting payroll structure and evaluating performance of staff members is also the
purpose of HRM of company. All this activities assist company to smoothly carry out their
operations as well as functions.
Scope of HRM: The scope of HRM is broad in nature that involves training &
development, transfer, manpower planning, recruitment & selection, incentives, remuneration,
lay-offs, retrenchment and many more. In addition to this, it also involves extra benefits provided
to employees that is Medical assistance, recreation service, rest rooms, education, health &
safety etc. All these activities assist company to raise the productivity of staff members which in
turn help in achieving desired goals of an organisation (Berman, 2019).
Functions of HRM
Human Resource department of a company plays vital role in increasing the effectiveness
as well as productivity of an organisation. HRM performs different functions which is mentioned
below on context to Liverpool Victoria:
Maintaining relation with Employees: It is determined as one of the most essential
function which is performed by Human Resource department of an organisation. Human
Resource department focusses on developing good relationship between employees as it reduce
the level of issues which is occurred in coming future. With reference to LV=, its HR manager
give preference to employees problems and ensure that it is solved on time. This leads to
employee stratification that affect positively on the effectiveness of Liverpool Victoria.
Training and Development: The process of enhancing the knowledge, competencies
and skills of employees is termed as Training. This assist companies to implement out their
activities in proper manner and to achieve their desired goals on time period. Moreover, it make
employee update regarding new software and technologies which is used by company. In relation
to Liverpool Victoria, its HR manager conduct training for all the staff members so that they can
gain more knowledge and enhance their capabilities (Bratton and Gold, 2017). By the assistance
of this session, positive results is developed that leads to increase in efficiency level &
profitability level of Liverpool Victoria.
Recruitment & Selection: The other function that is performed by Human Resource
management is recruitment and selection. Recruitment is basically finding the candidate from the
overall population & then attract them to apply for vacant job position. Selection is the process
of choosing and hiring the right candidate for the organisation by using various approaches of

selection in a proper manner. In context to LV=, its HR manger adopt different ways to recruit &
select effective candidate for the company. In addition to this, the company uses research,social
media applications, telephonic interview, aptitude test, face to face interview and many more
methods to recruit as well as select best employee for Liverpool Victoria.
Reward System: This function is performed by HRM with an aim to motivate
subordinates and increase their productivity level. Reward system encourage employees to wok
with full potential and contribute their best level towards the attainment of organisational goals
and objectives. With reference to Liverpool Victoria, it gives rewards to employees as per their
performance and efficiency level (Chelladurai and Kerwin, 2018). The reward that is given by
company are pension scheme, holiday packages, insurance, retirement benefits, bonus, car
insurance and so on. This rewards and recognitions influence staff members to put their efforts in
attaining goal of the company. In addition to this, if the target is met by the employees the
company provides insurance of family members without taking money from them. This affect
positively on workforce of employees as they take interest in activities of company that further
assist in achievement of gaols within stipulated time frame.
Workforce planning: It is a continuous procedure that is adopted by HR managers of an
organisation so that they can satisfy requirements of company. By the assistance of this, an
organisation is able to maintain a balance between demand and supply of manpower of an
association. In relation to VL=, its Human Resource management used this process in order to
place candidates on right position.
Performance Management: This function is also performed by the Human Resource
department of an association. In this, HR team check and evaluate the performance of staff
members with their expectations and set standards. The reason to evaluate ad monitor
performance is to make improvements and build confidence of staff members of a company.
With reference to Liverpool Victoria, its Human Resource manager evaluate performance of
employees on continuous basis in order to give reviews and improve efficiency of staff members
(Liu, 2017). It help organisation to build effective relations with subordinates which in turn help
company to retain their employees for longer time period.
Evaluation of approaches to Recruitment & Selection used by company along with their strength
& weaknesses
RECRUITMENT

The procedure of making people applying for the vacant job position of an organisation is
termed as recruitment. Along with this, it is a method that helps an organisation to attract, find
and short-listing fresh idea as well as new blood for a company. Moreover, a method to choose
suitable candidate from the pool of people as per the needs of organisation. There are various
approaches of recruitment that is adopted by Liverpool Victoria is mentioned below:
Approaches of Recruitment
Internal Approach:Herein, companies place their own employees in order to fill vacant
job [position is termed as intrinsic recruitment. It is also define as when companies recruit their
employees for different position within the organisation. The strength and weaknesses of internal
recruitment are as follows:
Strength: The strength of internal approach is it save time and money of company as
employees are familiar with the culture, policies and norms of organisation.
Weaknesses: Lack of unique and creative idea is weakness of internal approach as
recruitment of same employees did not bring fresh idea to organisation which is essential for a
company to generate profits and revenue.
External Approach: The procedure of attracting and finding people outside the company
is refer as external approach. Moreover, it is when outside applicants were applying for vacant
position of the organisation. The strength as well as weaknesses of external approach is defined
below:
Strength: The strength of external approach is it brings fresh talent , creative and unique
idea in the organisation which assist company to gain higher growth and development (Luthans,
Youssef and Avolio, 2015). Along with this, adoption of dynamic environment develops
feasibility in organisation due to which company increases their productivity as well as
profitability.
Weaknesses: External approach is a lengthy and cost effective process that affect
negatively on the profits of company.
SELECTION
The method of choosing effective candidate from the number of applications of vacant
position is termed as selection. Herein, employer select those candidate who met the criteria and
performed activities of company in an effective manner.
Approaches of Selection

Telephonic Interview: It is an essential form of selection process that is conducted by the
assistance of telephone. Herein, Employer selecting candidates by asking questions to them on
telephone. The strength and weaknesses are mentioned below:
Strength: Telephonic interview is a cost effective process and covers a wide range of
area. For instance, a call of 10 min incurs small amount to company as compare to other
approaches of selection.
Weaknesses: Telephonic interview sometimes dis not results out accurate information of
a candidate. Along with this, it is not easy to judge the behaviour and attitude of candidate by
telephonic interview.
Face to Face Interview: It is the process when employer face to face interact with the
candidate or the applicant regarding their experience and knowledge. They analyse tone, gesture
and so on of candidate and then take decision for further process (Morgeson, Brannick and
Levine, 2019).
Strength: The strength of face to face interview is it is easy for employer to know the
behaviour, language, gesture ad tone of a candidate which help them to select effective employee
for the organisation.
Weaknesses: It takes more time as compare to another methods of selection which is not
beneficial for the company.
TASK 2
Person Specification
Importance and the effectiveness of personal specification in case of recruitment and hiring
by organisations:
Person specification is a description that is related with the overall qualifications knowledge
experience this and other attributes that are related with the candidate for a particular job
vacancy in an organisation:
1) Person specification helps in answering the overall recruitment woes. It is helpful in
description of the overall serials and knowledge that are possessed by a candidate and in a more
detail assessment by the recruiter (Stewart and Brown, 2019).

2) Person specification is most derived from the job description and is the laid foundation of any
recruitment process.
3) Person specification is relevant as it helps to start the overall hiring process and selection of
the best candidate.
4) soft skills is a criteria that is used by a interviewer for the different applied candidates the
skills can be evaluated only with the help of a person specification and help the interviewer to
identify whether individual is suitable for a particular position or not (Guest, 2017).
5) candidate can be assessed based on the suitability for the criteria that have been provided so it
help in saving a lot of time and there is effectiveness laid down in the overall recruitment process
it also leads to steam line the operation that if only candidates who possess some skills related to
person specification are only applying does the overall process of scrutinizing becomes more
simpler and easier (Morgeson, Brannick. and Levine, 2019).
From the above discussed points can be said that person specification is very important as it
helps in comment of the overall skills possessed by a candidate and then helps recruiter in
understanding the overall personality traits. There are certain tips that are used by a recruiter for
the purpose of preparation person specification such as a clear job title making the salary more
competitive benefits related to the employee and providing a brief overview of the organisation.
PERSON SPECIFICATION
Required Skills:
 Good writing skills/Email management
 Knowledge of new software and technologies
 Effective communication and interaction skills
 Understanding of Data Entry Time management
Desired Skills:

 Workload management & relationship builder
 Team management
 Understanding of Account preparation
Shortlisted candidate
From the given three job applications, the candidate who fulfil the required criteria is Job
application 3. The applicant 3 have capabilities & experience that is needed for the job position
of personal assistant in Liverpool Victoria.
Interview questions:
Q1. Tell me about Yourself?
Q2. Tell me your three strength & weaknesses?
Q3. What you learnt from your last job experience?
Q4. According to you, what is the responsibility of a personal assistant?
Q5. what are the methods of data entry?
Q6. what makes you fit on the job role of Personal Assistant?
Rationale of above given answers
There are three tools tat is used for recruiting & selecting effective employee for the
organisation. Personal Specification help higher authorities to gain an understandings regarding
roles & responsibilities that is needed to be perform by an individual (Pareek and Rao, 2015).
The Human Resource manager will shortlisted CV of those candidates who fulfils the criteria of
vacant position. After this, Interview is conducted for the selected candidates in a proper manner.
This three practices which is person specification, CV & interview as well is consider by
management team in order to recruit & select talented candidate for the company.
Evaluation of person specification, sort listing applications, interview that assist company in
hiring effective person for the role of personal assistant
At the initial stage, person specification is used in order to identify skills and capabilities
of a candidate which is needed in order to perform the roles as well as responsibility of personal
assistant. All the required skills and desired skills is determined by the help of given job
description that highlights the task and activities essential to be perform by personal assistant of
company. After this, the CV of three candidates is thoroughly evaluated from which job
application 3 is selected for further rounds of selection. By the assistance of this process,

managers save their time but it decline the chance of potential and talented candidate to be enter
in the organisation. Moreover, Face to Face interview is scheduled in order to select a feasible
person for company. For this, a set of 6 questions is develop which will be ask by Human
Resource manager to the selected candidate. These set of questions is not relevant or enough in
order to judge the behaviour, skills, abilities of a candidate. All these Human Resource
Management practices are conducted by Liverpool Victoria so that they can recruit and select
right as well as potential candidate for the company.
TASK3
Benefits of various HRM practices for both employer & employee
Human Resource Management practices is defined as a system that develops, encourage,
attract, retain employees of a company. Along wit this, it focuses on effective implementation of
activities as well as survival of an organisation in the market. Moreover, HRM practices makes
employees effective that ensures personal growth and development of staff members which in
turn affect positively on the productivity and profitability of an organisation (Plaskoff, 2017)
Human Resource Management practices that is considered by Liverpool Victoria is mentioned
below with its benefits to employee & employer.
Training & Development: It is one of the most essential HRM practices that comes
under the role of Human Resource manager of company. The main reason behind this sessions is
to enhance the knowledge and competencies of employees prevailing in the company. Along
with this, training and development sessions develops an understanding in employees regarding
the policies, technologies and software used in the company for implementing out their activities.
In context to Liverpool Victoria, the company conduct two types of training programs one is for
new employees in order to make them familiar with all policies of company. The other training is
for existing employees in order to enhance their knowledge level and practices of company.
Benefits to Employer: Enhancement of skills and knowledge level of employees affect positively
on the efficiency and profitability of company. It will raise the market reputation and market
share of Liverpool Victoria in market due to which managers can easily earn higher revenue in
an effective manner.

Benefits to Employees: The skills, knowledge and competency level of staff members is
enhanced that affect positively on their growth and development. It will also help them to
interact and express themselves to others in more effective manner.
Reward & Benefits: It is important for every organisation to make them feel valued at
workplace, to motivate and encourage them so that they can work with full zeal towards the
organisational objectives. In context to Liverpool Victoria, its HR manager gives rewards and
benefits such as incentives, bonus, car insurance, holiday packages and many more as per the
performance or inputs of subordinates (Reiche, 2016). This motivate employees as they take
interest in activities of company that leads to attainment of organisational goals within stipulated
time frame.
Benefits to Employer: Motivating and encouraging of employees leads to increase in
performance, as employees is easily accept challenges that foster the productivity of Liverpool
Victoria.
Benefits to Employees: Rewards and benefits help employees to fulfil their own and family
needs. Along with this, they get appraisals which raise their living standard and status in society.
Effectiveness of HRM practices on organisational productivity & profit
The main motive of companies is to sustain at marketplace and to gain higher profits. The
profits and growth of company is totally depend on its efficiency & productivity of carrying out
activities and operations. HRM affect on Liverpool Victoria profits and productivity as its
employees perform activities timely and effectively.
Training & Development: The motive of conducting training & development session is to
increase knowledge and competencies of employees. In context to LV=, its managers is decided
to adopt advanced technologies and for this new candidates is hired that brings creativity and
new idea in the organisation. Improvement in operations cut down the cost of company that
affect positively on the profits of Liverpool Victoria.
Rewards and benefits: An organisation need to encourage and influence its employees on
continuous basis so that hey can perform business activities in proper manner. In context to LV=,
the company gives rewards, incentives, monetary benefits to employees as per their performance
in order to motivate them towards their job responsibilities. In addition to this, it directly affect
on the productivity and profitability of company as they work with full potential towards
attainment of organisational goals within time frame(Shields, 2015).

TASK 4
Importance of employee relations and its influence of HRM decision-making.
Employee relation is very helpful in every organisation for top management &
subordinates to make communication more effective. It is a way which helps in interaction to
take place in a more appropriate manner. human resource manager in LV is using various
mediums such as informal meetings and formal meetings for ensuring good relationships of top
management with lower levels in the organisation. This type of relation is also very effective in
building up of effective culture at workplace.
Significance of employee relations in organisation
Helps in successful functioning of human resource functions: Good employee
relations are very effective for top management in execution of activities. Functions of human
resource department included recruitment, selection, promotion, compensation, providing
training to employees. Human resource management of LV is assigned activities according to
interest of employees.
Satisfaction of employees: Employee can be satisfied in a organisation if they posses
positive relations with their colleagues. Employee engagement can be attained in a organisation
of human resource manager is using effective capabilities and skills in a effective manner. In LV
human resource department is taking regular feedbacks so that there is presence of a positive
environment in the organisation (Stewart and Brown, 2019). There is also adequate focus on
increasing satisfaction level of employees by satisfying their basic needs & expectations.
Helps in solving employees issues: if there is effective relationship between employee &
employer then it helps in dealing with employee grievances and complaints. It also is very
helpful in reducing employee problems with top management and other colleagues. Manager in
LV is making all decision related to employee management after adequate consideration given to
views of staff members. It is very helpful in handling of problems without posing any impact on
employee relations. All this has a very positive impact on increasing present level of employee
satisfaction and employee loyalty.
 It is assisting organisation in
development of understanding among
 It may lead to shift in overall focus of
the management in organisation

employees for positive outcomes.
 For reduction of level of conflicts that
arise in organisation and helps in
increasing the profitability and
productivity in LV.
towards maintaining effective
relationship of employees instead of
overall organisation's objectives.
 Ineffective relationship may lead to
unhealthy environment at workplace
and it may have a effect on overall
working culture of LV.
Adoption of flexible working practise:
If there will be flexible working practises in Liverpool then it will help in increasing
overall performance of organisation as it will lead to attracting more competent, talented and
skilled employees. It is also a great tool helping in reduction of employee turnover as employees
can be retained for a more longer period of time. Addition to this it is going to have a positive
impact on amount of employee satisfaction and will be shown in increasing productivity of the
organisation as a whole (Wehrmeyer, 2017).
Key element of employee legislation and impact on decision making by human resource
departments
There are certain laws that have been formulated by state & federal government to
increase overall standard of employer and employee. Human resource management on LV must
focus on attainment of employees trust so that there is building up of a positive environment.
Below mentioned are some of important roles in every organisation.
Labour laws: It is related to conditions of industrial relations, discriminatory policies,
maternity leaves etc. it is also related to employer rights in a organisation. In LV this laws are
very helpful in overall process of decision making related to factors such as training, providing
opportunities etc.
Health & safety laws: This law is very helpful in maintaining healthy relationship at
workplace. This law has been formed by government so that safety of labours is ensured by
companies. In LV company is providing training to their working staff regarding how to make
sue of various equipments so that they can make effective sue of various machines they have to
work on.

Discrimination act: This law has been formulated by UK government for handling of
various issues related to discriminatory practises of values, age, gender, culture, disabilities,
sexual harassment and others. In case of LV, this law is very helpful for the organisation in
implementation of such activities on execution of various parts of a project. Discrimination act is
also very helpful in maintain overall positive environment at the workplace. All this has a
positive impact on increasing performance level of employees (Wilton, 2016).
Equality Law: This law states that employees should be fairly and equally treated in the
premises of an organisation. The wages and salary is given to employees as equal to the inputs
they contribute towards the attainment of organisational objectives. Moreover, it also includes
equality in culture, sex and racism should be at the workplace. In context to Liverpool Victoria,
the company follow this law as they believe that every employee is important and valued part of
the organisation.
CONCLUSION
From the above study, it has been analysed that Human Resource Management plays vital
role in every organisation as it helps in selecting and hiring talented as well as effective
employee for the organisation. There are also other functions that is performed by HR
department is training & development, maintaining relationship with employees, manpower
planning, performance management and many more. Employee relations affect positively on the
productivity as well as efficiency of an association. Moreover, laws such as equity, health &
safety, discrimination affect on the decisions taken by Human Resource Management.

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