Importance of Human Resource Management

This assignment highlights the importance of Human Resource Management (HRM) in a business setting. It emphasizes the need for HRM to recruit and select talented employees, motivate and encourage workers through effective human resource management practices, and provide job specifications, CVs, interviews, offer letters, and evaluation processes. The document references various books and journals on HRM, including 'Human Resource Management at Work' by Marchington et al., 'Developing a Capacity for Organizational Resilience' by Lengnick-Hall et al., and 'Green Human Resource Management' by Renwick et al. It also includes online resources such as 'Human Resource Management Good Practices' and 'Human Resource Management'.

HUMAN RESOURCE
MANAGEMENT
(Part 2)

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 4............................................................................................................................................1
P7 Application of Human resource management practices in a work-related context...........1
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human Resource Management (HRM) is a management function, concerned with
recruiting, selecting, motivating and retaining people in an enterprise (Human resource
management, 2016). HRM is the directing, planning, organising and monitoring of the
development, procurement, integration, separation, maintenance of HR to the end that social,
individual and organisational objectives are attained (Lengnick-Hall, Beck and Lengnick-Hall,
2011). It includes hiring the valuable people for the right job, planning personal requirement,
analysing job, training and orienting and training, managing salaries and wages, evaluating
performance, providing incentives plus benefits as well as communicating with entire workers at
all levels. Selected organisation is McDonald's; it is a fast food chain all over the globe. This
project is based on application of HRM practices in a work-related context.
TASK 4
P7 Application of Human resource management practices in a work-related context
HRM practices are significant to manage the human capital which is essential for each
and every enterprise in order to achieve long term goals and objectives in allotted time period
(Human Resource Management Good Practices, 2018). In McDonald's, there are various HRM
practices which are applied by the business manager with an aim of motivating and encouraging
employees. Some HRM practices are determined as follows:
Articulation of values, mission and vision: Good HRM practices assist the business
manager in order to accomplish long term vision, mission and values by providing good and
effective quality of products (Marchington and et.al., 2016). So, it is essential for McDonald's to
attract large number of customers and improve employee performance in limited time period.
Human resource management plan: It is also an important part of practices which
support the manager to design a proper plan. Accurate policy and strategies help the
administrator to organise training and development programs for the entire workforce in planned
manner.
Manpower planning: HRM practices support the company to analyse skills and
knowledge of employees as per their work and performance. In this, manager divides all roles
and responsibilities to all workers according to their ability. So, it is also beneficial for the
business to attain high productivity and profitability.
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Performance management: It is one of the main part of HRM practices which ARE
applied by McDonald's. Further, in order to identify performance of employees, an enterprise
provides compensation, reward and many other benefits (Messersmith and et.al., 2011).
Training and development: HRM practices assist the manager to provide accurate
training and development to their all workforce. Further, they are highly trained as well as able to
attain predetermined objectives of enterprise.
Service quality Enhancement: In order to increase their sales and revenues, McDonald's
improve their product and service quality. So, it can attract maximum number of clients which
turn in the achievement of long term growth and success in competitive marketplace.
Therefore, all these practices are important to McDonald's in order to select
knowledgeable and right candidate for empty position. These are determined as follows:
Job specification: It is the main document which describes the abilities, skills and knowledge of
workers in order to perform all responsibilities and duties in an accurate manner (Renwick,
Redman and Maguire, 2013). In this, role of HR manager is to create the job statement to appoint
and attract effective candidates for the organisation.
Job Title: Team Leader
Job Purpose: Their main motive is to lead a group in McDonald effectively. Communicate
policies, goals, strategies and objective systematically. Motivating and encouraging the group
and its all members by rendering proper training session to workforce which leads to enhance
performance and productivity.
Duties:
 Communicate effectively and properly with other group members.
 Maintain entire record of entire management tasks accurately.
 Act as motivator to encourage employee and employer performance.
 Aid in hiring new worker.
 Solve the misunderstanding of group members.
Responsibilities:
 Create the performance document and exchange it with department. Give accurate
direction and guidelines to staff members about specific project.
 Empowerment of task according to the skills and knowledge of members.
Skills and Qualification:
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 Effective team leadership skills.
 Strong motivation capability
 Analytical skills
 Excellent communication knowledge
 Attractive Personality
 Self-Motivating
Curriculum Vitae: It is personal document and details of the candidate's which identify the
interest of person for the given job position. This document includes entire information related to
person qualification, personal and professional background, past experience and many other
(Salvendy, 2012). All these data assist business manager to recruit and select the best person for
the vacant position.
Curriculum Vitae
General information
Name: XYZ
Address: London
Phone Number: 456656325
E-mail Address: [e-mail]
Career Objectives:
I want to apply my all knowledge and ability in an organisation where I can describe my talent
as well as gain more skills or acquire something new.
Academic Qualification:
 BBA in Marketing and Human Resource.
 MBA in Marketing and Human Resource. Diploma in Human Resource
Career Experience:
 3 year working experience 2 year experience in hiring candidate's
Personal Skills:
 Excellent communication ability
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 Strong management and leadership quality
Achievement and Awards:
 Performance appraisal Employee of the month
Declaration: Here, I declare that above entire information are accurate which are provided by
me.
Date: 24 March, 2018
(NAME)
Place:
Interview: It is an effective process which is allied by each and every organisation with an aim
of identifying confidence level of candidates. During the interview process, manager asked
different questions to the applicants regarding personal and professional background, past
experience, qualification and many other essential details (Sarkis, Gonzalez-Torre and Adenso-
Diaz, 2010). All these information are important for McDonald to recruit talented and
knowledgeable person from large number of people. In this process, manager of the restaurant
asked different questions which are determined as follows:
Interview questions:
1. Tell me about yourself?
2. What is your weak and strong point?
3. Why should we recruit and select you?
4. What are your expectations about salary?
5. Why do you need and want this job?
6. What are your objectives and goals for the future time period?
7. Do you have any questions?
All these questions are important part of the company to identify confidence level and
skills of candidate for the vacant position (Shuck and Wollard, 2010). On the basis of entire
questions, manager of the company take the last decision in order to select people from pool of
applicants for empty position in an organisation.
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Offer letter: It is a written document which is provided to the candidate who is selected for the
vacant position. In this letter different rules, regulations and policies of the company are included
which alert chosen employees regarding business norms and legislation (Surroca, Tribó and
Waddock, 2010). In this document, some details are covered such as job description, leave
details, joining data and many others. Job offer content mainly includes salary ranges, job title,
vacation allotment, bonus potentials etc.
Your Name: XYZ
Your Title: Team leader
Company Name: McDonald’s
Address: London, United Kingdom
City, Zip Code: Cambridge
Date: 24 March 2018
Name: XYZ
Address: London, United Kingdom
City, State, Zip Code: Cambridge
Dear XYZ
I am glad to inform that you have been chosen for the vacant post of Team Leader at
McDonald’s. Your experience and enthusiasm will be proofed which is important to our
business.
Please consider the above mentioned information that describe your compensation, salary
advantages and many other benefits where indicated.
After windup of probation time period, you will desirable to proceed entire benefits as a
employees. Your joining date will be on 30 March, salary is US$ 140.
Please find entire attachment and fill appropriately. After completing all details, please send the
form again to me. Good luck!
Regarding any problems, you can contact on business personal mail-id.
Regards,
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PQR
Human-Resource Director
McDonald's
Evaluation process: It is an effective process which is beneficial for McDonald’s to collect as
well as evaluate the entire data of employees. With the assistance of entire information, business
manager easily evaluates the behaviour and attitude of employees. In the hiring process,
evaluation in one of the important phase (Song and et.al., 2010). In this, HR managers of
McDonald’s take effective and accurate judgement in favour of their enterprise. There are some
stages of selection which are determined as follows:
 Determine the competencies, knowledge and skills of the applicants.
 An individual have analytical and problem solving skills.
 Good experience in the HR field.
 Clear and effective communication ability.
At the period of selection and recruitment of Team Leader, Human Resource Manager of
McDonald’s should follow the mentioned points effectively and systematically (Storey, 2014).
CONCLUSION
From the above mentioned assignment, it can be summarised that HRM is important and
beneficial department of each and every enterprise. Without this, business manager cannot
recruit and select talented employee. There are different human resource management practices
which are applied by the company in order to motivate and encourage workers about their work
and performance. It is essential for the business entity to provide full description regarding Job
specification, C.V., Interview, Offer letter and Evaluation process. So, it is beneficial and
significant for the firm to accomplish their predetermined goals and objectives in limited time
period.
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REFERENCES
Books and Journals:
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Marchington, M., and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Messersmith, J. G., and et.al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
p.1105.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.
Sarkis, J., Gonzalez-Torre, P. and Adenso-Diaz, B., 2010. Stakeholder pressure and the adoption
of environmental practices: The mediating effect of training. Journal of Operations
Management. 28(2). pp.163-176.
Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of the
foundations. Human Resource Development Review. 9(1). pp.89-110.
Song and et.al., 2010. Limits of predictability in human mobility. Science. 327(5968). pp.1018-
1021.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Surroca, J., Tribó, J. A. and Waddock, S., 2010. Corporate responsibility and financial
performance: The role of intangible resources. Strategic management journal. 31(5).
pp.463-490.
Online:
Human Resource Management Good Practices. 2018. [Online]. Available through:
<http://www.csb.gov.hk/hkgcsb/hrm/e-good-practices/e-gp.htm>.
Human resource management. 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>.
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