Role of Human Resource Management in Organisations

The provided study emphasizes that human resource management is a strategic function of an organisation, playing a vital role in achieving overall goals. Its primary purpose is matching needs with employee development, managing employees through training and appraisal, and motivating them through rewards and benefits.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................2
1. Purpose of HR function are - .............................................................................................2
2. Approaches to workforce planning, recruitment, selection, training and development,
performance management and reward system ......................................................................2
3. HR practices ......................................................................................................................4
4. Approaches and effectiveness of employee relationship and engagement........................5
5. Employment legislation that work with in organisation ....................................................6
6. Employment legislation and employment relations helps to meet business objectives.....7
TASK 2 ...........................................................................................................................................7
7. Human resource assistant...................................................................................................7
8. Use of technology, online resources, digital platforms, social networking improving
recruitment and selection process.........................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is a department. Its play a vital role in Toyota. Its mainly
work is recruiting, selecting, inducting of candidates. It is a formal system devised for the
management of people within an organisation. After that HRM give training, appraisal and
promote for motivate candidates for work efficiently and effectively. Its main purpose is achieve
organisational goals and increase profitability in organisation. TOYOTA company is a Japanese
company. It is famous for its cars. They are still in the textile business as well. This report will
cover purpose, roles and responsibilities and significance of HR functions. It will also cover
approaches of HR like planing, recruit and training etc. it cover also about legislations of
employment and case study of HRM different practices(Wright, 2018).
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Illustration 1: human resource management
(source: human resource management,
2017)

TASK 1
P1. Purpose of HR function are -
Purpose of Recruitment – Recruitment is the main function of HR. The main purpose of
recruitment is to attract wide range of candidates to fill the vacant post.
Purpose of selection – Selection means to choose. The main purpose is to select the best
candidate who have full fill the requirement of the Toyota. To select the best suitable employees
from many .
Purpose of training and Development – The purpose of training and development is to
improve the quality of the employees and also polish them in the better way so that Toyota has a
better employees and training enhance the growth of the employees .
Purpose of Reward Management -The main purpose of reward management is that employees
show more interest in the organisation and also have positive effects on the workplace and also
morale of the workplace increases(Banfield, Kay and Royles, 2018).
ROLES AND RESPONSIBILITY OF HR FUNCTIONS
The role and responsibility of recruitment is to attract the employees and also helps in
screening the resume of the employees and also responsibility of HR function is to select best or
deserving candidate through telephonic or personal interview. The role of training and
development is to train the employee and develop them in the best suitable way and teach them
work and give them the knowledge about Toyota. Role of HR is to enhance retention of workers.
Motivation to workers and creating positive workplace environment is another responsibility of
human resource management.
Importance of HR function in order to acquire talented people
As Toyota is the big company and also it hires the employee who have the best set of
knowledge for the long-term bases and also it gives reward to the employees so that the
employees' morale boast upon and also it helps the Toyota to grow and work in the effective
manner and also employees show more interest to work with the organisation for the longer
period . And also it helps the organisation to work in the most effective way(Garaus, 2016).
P2. Approaches to workforce planning, recruitment, selection, training and development,
performance management and reward system
Approaches to workforce planning – There are mainly three approaches such as workforce
approach in which it examines current workforce and occupation. And the second approach is
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workload approach in which it focuses on amount and the type of the work. The organisation
anticipates in handling at a specific point of time in future. And the last one is competency
approach in which it identifies the sets of competencies aligned with the organisation mission
and vision. Out of the three Toyota uses workload approach in which company focuses on the
amount and the type of work and also there is effective use of resources and uses people and
their skill in the effective manner
Approaches to recruitment – There two type of approaches first one is internal and the second
one is external. Internal include promotion, transfers etc. that is people are recruited from
organization so it save cost and time. Employees also not feel guilty because they already
familiar with members of organization and all information knows about organization by them.
external recruitment means people are recruited from outside of organization and this process is
very best because different employees has different ideas so they create new ideas and
innovations. . Toyota uses external approach in which it gives the chance to fresh talent and
hence fresh energy comes and people are motivated in which it includes campus placement,
internship, through advertisement etc.
Approaches to selection – there are several approaches of selection such as interviews,
psychometric testing and aptitude test, etc. Toyota uses interview and aptitude test the most. In
interview employer take the interview of the candidate and ask suitable question and judge it on
different aspect. But it strength is that interviewer meet to candidates face to face and know
many thing about them. Weakness of selection through interviews that consume more cost and
time. second one is ability and aptitude test in which candidate are asked to give the aptitude test
in which several questions are being ask and then candidate are being judge. If selection is done
through aptitude test so organization knows about their knowledge level and IQ level but
experience and external knowledge can not know through this test (Lussier and Hendon 2017).
Approaches to training and development – There are two approaches of training and
development the first one is on the job and second one is off the job. On the job take less time
and it is less expensive but off the job is very effective for the big company and also it is
expensive. Toyota uses “off the job training” in which trainee are being trained in the actual
work environment. It includes classroom training, simulation, vestibule training .
Approaches to performance management – There are different approaches of performance
management . Such as traditional method , ranking method , paired comparison method . Toyota
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uses feedback method in which all employees that is existing or new are given feedback
according to their work and activities perform by them so that they get motivated and can
improve their performance and corrective measures are taken.
Approaches to reward- There are two approaches of reward . The first one is monetary method
in which incentives and bonus are given to motivate employees. The second one is non-
monetary in which it includes promotion , transfer . Toyota uses monetary method to appraise
the employees in which different type of incentive are given to motivate the employees(Leroy,
2018) .
strength of internal recruitment
11 it is very easy methods11 it is very effective way.11 As in this the method the employees performance are known.
Weakness of internal recruitment
11 it restrict the fresh blood in the organisation .11 It make the employees more lethargic
strength of external recruitment
1. it helps to bring fresh blood
2. it helps to improve the decision making process.
weakness of external recruitment
1. It is very expensive process
2. it is time consuming process
P3 . HR practices
Recruitment – The first HR practice is recruitment as stated earlier Toyota uses external
approach for recruitment in which fresh people are being hire and recruitment are done from
outside. It includes various method such as campus placement , internship, advertisement . It
uses this approach because new people often work in the positive way . And fresh blood work in
more effective way . On the other hand Audi uses internal method as it include promotion ,
transfer as company can retain the employees for the longer period.
Training – The second practice is training . Toyota uses “off the job” method that is very
effective and employees are being trained in the actual work environment. It includes vestibule
training, lectures, classroom training, simulation etc.. But these is very costly method. On the
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other hand Audi uses “on the job “ method in which it is less costly teaches the skills,
knowledge, needed for employees to perform specific jobs with the workplace .
Performance management – There are many methods or approaches use in performance
management . Toyota uses feedback method ranking method . In feedback method at the end of
the period employers give feedback to the employers on the basis of their performances and
hence suitable measures are to be taken. The second method is ranking method in which ranks
are allotted to the employees on the bases of the performances . On the other hand Audi uses pair
comparison method in which one employee are being pair and compare with the another.
For employee
it helps to maintain good relationship with the employers and also it help to develop the
employees by providing them effective training which help to enhance their personality.
For employer
it help to create flexible work environment by which it help to make effective decision and help
to make positive relation with other and increases productivity.
Human resource practices are very effective as it help the organisation to a large extent. Effective
direction setting and execution Leaders and managers plays an important role in the organisation.
As they plays a wide variety of function such as setting direction , purpose , goals , roles and
responsibility. They help the organisation to make clear structure with less conflict and
coordination. As HRM help TOYATO in recruiting the right manager for the right role. As it
help to make the right mode of communication in the organisation which help to achieve the
goals and profitability of the Tesco.
P4. Effectiveness of different HRM practices in term of raising organizational profit and
productivity.
Recruitment :- This practice of human resource management increase profit and
productivity of organization because skilled and efficient employees hire by organization so it
helps in create new ideas for improve profit and business. It mainly focus on high skilled and
experienced candidate hire for vacant post so these practice of it raise organization profit.
Training :- This practice of HRM helps in improve profit and productivity because
organization provide training for develop skills and knowledge and also provide all information
to employees time to time. So this thing improve performance and it provide training to new and
existing both employees time to time with changes occur in organization. So through this
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practice it provide training and share all information about new products. Employees of
organization increase sale in an effective manner and increase profit and productivity.
Reward and incentives :- human resource management of Toyota research and evaluate
performance of employees time to time. This practice helps in motivate to them and they do
work with their full effort and effectively. So profit and productivity of employees increase
through this practice and organization easily achieve goal and meet objective.
P5. Approaches and effectiveness of employee relationship and engagement.
Employees relation – it is interrelate with their engagement. Because engage is a
condition where employees of Toyota is busy in their work and not get time for gossip. It is
direct effect relationship because engage always avoid fighting of employees and make good
relationship with each other. And Toyota also use different approaches like psychological,
human relationship and socialogical for make good relation between employer and employee.
human resource approach they manage their relations and Toyota evaluate behaviour
of individuals and groups of workplace. Because employers of organisation always want
maximum output from their employees so its create conflicts. Through this they maintain
discipline in organisation(Barlow, 2019).
Aon Hewitt's model of employees engagement- this model is very useful for motivate
and retain of employees in Toyota. Employers of organisation always make happy environment
through use of this model. They motivate to employees for team work and workers feel
belongingness with organisation. And it is helpful in make healthy environment and employees
do work in effective and efficient manner for achieve organisation goals.
Flexible firm model of Atkinson – this model is use for make very effective to human
resources according to changing in market and competition. It is divide Toyota's workers in two
parts like core and peripheral group. The core group is full time, skilled, knowledge and
experience workers that replace difficult. Peripheral group is secondary workers who is less
skilled and less experienced and easily available in markets. So they has easy to replace.
Flexibility is present in three types like functional, it means that provide training to core workers
for develop match between skill and work. Numerical flexibility means employers of Toyota
match demand of workers in company. It includes peripheral workers. Financial flexibility
means adjust price fix according to supply and demand of workers.
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P6. Employment legislation that work with in organisation
Health and safety law(1974) – it is very important law for employees of TOYOTA. It
follow this act for safety and welfare of employees. Through this act company protect workers
from health and safety hazards on the job. It reduce risk and injury from workplace. Through this
that achieve organisational predetermined goals(Gilbert, Jimmy and Jacques, 2017).
Equality law(2010) – this act provides a legal framework to protect the rights of
individuals and advance equality to employees of TOYOTA. It means that discrimination or
unfair treatment include on the basis of certain personal characteristics, age, gender, and religion
etc. Employees of above chosen company feel well in organisation and work efficiently so its
helps in meet objective.
Unfair dismissal act (1977) – this act protect employees of TOYOTA from unfair
dismiss like family reasons, pregnancy etc. it means that employer give terminate letter to
employee for any unfair reasons so this act provide protection against this discriminations. legal
dismissal include capabilities, qualification and redundancy etc. this act help in stability of
employees, increase productivity and achieve organisation goals.
Minimum wages act (1988) – this act provide fair wages pay to every employees based
on their capabilities, qualification and designation. TOYOTA follow this act for detect
discrimination of unfair wages. So it follows current rate as per 1 April 2018 was £7.83 per hour
for workers aged over 25, £7.38 per hour for workers aged 21 to 24 and £5.90 per hour for
workers aged 18 to 20. this act helps in attract and motivate employees. So employees work in
effective manner and increase profitability of organisation.
Employment legislation and employment relations helps to meet business objectives
Relation and legislation of employment always helps in meet objective of TOYOTA.
Legislation plays an important role in organisation and helpful in risk management process. This
laws is enacted by government. Laws follow in organisations for make stability in employees
and motivate through give different types of facility. It overall give benefit to organisation and
achieve predetermined goals(Trullen, 2016).
Toyota follow health and safety act and give facility to employees because it reduce
their risk from workplace and make healthy and safe environment for employees. It also helps in
reduce injury from workplace and make satisfied to their employees. So its main purpose of
Toyota is motivate and attract employees and meet objective. Equality law is enacted by
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government and it is protects people from discrimination in the workplace. It prevent unfair
treatment bases on age, gender, race and religion so through this act Toyota give equality to
every employees so that employees feel belongingness and create good relationship between
employer and employees (Employment Legislation, 2017). And through this increase
productivity and profit so it helpful in achieve organisational goals. Unfair dismissal act is
made for employer and also employee because it is helpful in prevent unfair dismiss and
termination of employees. It means under this act employer can't terminate and give notice for
any unlawful reasons like family problem and pregnancy. This act is work as security for
employees because presence of this act no one can harm job of employee. It is only valid for fair
reasons like capabilities, qualification. So it only reasons that employer of Toyota terminate to
employees. Through this act employees feel secure and do work in effective manner. And one of
the important law is minimum wages law. Through this Toyota have to give fair wages to all
employees according to their capabilities and qualification. It is motivate to all employees and
make stability with company for long term. And if employees get fair wages so that they work
with company for long time and create productivity and profitability(ROSE and Raja, 2016).
TASK 2
P7. Human resource assistant
job description :
Job designation Human resource assistant
Report to Head of HR
Roles and responsibilities Recruitment and selection of candidates
maintain and manage payroll
manage complaints in organisation
management after recruitment process
Qualifications Full time MBA in HR and MHRM
Bachelors in any stream
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Skills Communication skills (English, Hindi)
Person specification:
Title of job : Human resource assistant
Date : 27/02/2019
Required Qualification Essential Desirable Met
Qualification of high school
Graduation degree in any stream
Master's in HR
Effective and fluent communication
skills in English
knowledge about microsoft excel,
power point and words
Yes
yes
yes
Experience required
Minimum 2 years of experience in
HR department with any
organisation.
yes
Responsibilities
Solve and prevent conflicts and
dispute
Interview, recruit and selection of
Yes
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candidates
Mailing and calling
yes
yes
Personality
Flexible and positive attitude as well
as motivator
Multitasking and Risk taker
Team player and detail oriented
yes
yes
yes
Job related interview questions:
Q1. what do you know about this organisation?
Q2. How to you give training and what strategies use for increase skill and motivate to
employees?
Q3. why do you want to work with our organisation?
Q4. how you can make plan for achieve organisational goal?
Q5. what is the main function of HR of Toyota?
Job offer letter:
Mr. John Millar,
16, Sapporo road
Japan
Dear John Millar
Toyota is pleased to offer the job in human resource management department as position of
human resource assistant. your skills and efficiency is very valuable and precious assets for our
company. So you can join from 4th march 2019 and your salary offered by company is 25000
pound per year. You will also get medical benefits and other benefits. And all benefits and your
salary will be enclosed in the attached document. The working hour will be from 9:00 am to
6:00 pm. If you accept this offer letter so please fill necessary details in this documents.
Regards,
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Aimi
Director of human resource
Toyota
Use of technology, online resources, digital platforms, social networking improving recruitment
and selection process
Technology – technology improve recruitments and selection process day by day. And make
easy to this process. HR of Toyota give information about vacancies through technology and
build their brand. It also focus on attract skilled and efficient candidates for job. But they
improve through put all conditions like eligibility criteria, age and additional skills. So limited
number of qualified candidates can apply for job. So this advantage save time and money of HR
and through this they reduce their burden of mass candidate interviews. So they search candidate
that who give full efforts and new ideas for achieve organisational goals(Bakker, 2017).
Online resources – it make very easy to recruitment and selection process through web pages
and documents on internet that Toyota provide on internet. This all things increase and improve
organisation recruitment and selection. Hr advertise for needed post through all resources and
search efficient and skilled candidates for achieve organisational goals. And it prevent mass
candidate for walk in interview.
Social networking – now a days social networking spread everywhere. So its make very
important recruitment channels for recruiters. Like facebook, twitter, linkedin and instagram etc
are play vital role in this process. Through this advertisement about vacancies only hire potential
candidates for achieve Toyota overall goals.
Digital platforms – Its also improve recruitment and selection process and also save time and
cost of Toyota. And also save travel expenses because HR of company take shortlisted
candidate's interview through video and voice calls. So this things give flexibility to candidates.
And this thing helpful in achieve goal of Toyota(Farndale, Nikandrou and Panayotopoulou,
2018).
CONCLUSION
From above study it has been summarized that human resource management is a strategic
function of an organisation. And that play vital role in organisation. Its main purpose is matching
needs and development of employees. They also manage employees and develop their skills
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through training and development and then conduct appraisal for motivate to employees of
Toyota. Organisation also give rewards and benefits to employees for motivate and increase
profitability and put their efforts in meet objective. So this department is helpful in achieve
overall goal of organisation.
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REFERENCES
Books and journals
Bakker, A.B. 2017. Strategic and proactive approaches to work engagement. Organizational
Dynamics. 46(2). pp.67-75.
Banfield, P., Kay, R. and Royles, D. 2018. Introduction to human resource management. Oxford
University Press.
Barlow, P.,et.,al. 2019. Employment relations and dismissal regulations: Does employment
legislation protect the health of workers?. Social Policy & Administration.
Farndale, E., Nikandrou, I. and Panayotopoulou, L. 2018. Recruitment and selection in context.
In Handbook of Research on Comparative Human Resource Management. Edward
Elgar Publishing.
Garaus, C., et., al. 2016. Bridging knowledge in ambidextrous HRM systems: Empirical
evidence from hidden champions. The International Journal of Human Resource
Management. 27(3). pp.355-381.
Gilbert, C., Jimmy, L. and Jacques, M. 2017. Employment protection legislation impacts on
capital and skill composition(No. 2017-57).
Leroy, H., et.,al. 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Lussier, R.N. and Hendon, J.R. 2017. Human resource management: Functions, applications,
and skill development. Sage publications.
ROSE, S. and Raja, K.G. 2016. ROLE OF HR PRACTICES, JOB SATISFACTION, AND
ORGANIZATION COMMITMENT IN EMPLOYEE RETENTION. CLEAR
International Journal of Research in Commerce & Management. 7(10).
Trullen, J., et., al. 2016. The HR department's contribution to line managers' effective
implementation of HR practices. Human Resource Management Journal. 26(4), pp.449-
470.
Wright, P. 2018. Fundamentals of human resource management. Management. 5 p.27.
Online:
Employment Legislation. 2017. [ONLINE] available
through :
<https://www.hrinz.org.nz/Site/Resources/Knowledge.../Employment_Legislation.aspx>
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human resource management. 2017. [ONLINE] available through :<
https://searchhrsoftware.techtarget.com/definition/human-resource-management-HRM>
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