Purpose and Functions of HRM in College - A Comprehensive Study

This document provides an in-depth analysis of the purpose and functions of HRM in a college setting. It explores various recruitment and selection approaches, including their strengths and weaknesses. The document also discusses different HRM practices for employees and employers, such as training and development programs. Additionally, it evaluates the efficiency of HRM practices in enhancing employee productivity and the impact of HRM decisions on employee relations.

Human Resources
Management

INTRODUCTION.................................................................................................................................3
TASK1....................................................................................................................................................3
P1 Purpose and functions of HRM.....................................................................................................3
P2 Approaches of recruitment and selection with their strengths and weakness.............................4
M1 Function of HRM.........................................................................................................................5
M2 strength and weakness of recruitment process..........................................................................5
D1 Evaluation of strength and weakness of recruitment...................................................................6
TASK2....................................................................................................................................................6
P3 Define different HRM practise for employees and employers......................................................6
P4 Evaluate efficiency of HRM practises............................................................................................7
M 3 Method of developing employees that use by TESCO................................................................7
D2 Evaluation of TESCO HRM practices.............................................................................................8
TASK3....................................................................................................................................................8
P5 HRM decisions are effected by employee’s relation.....................................................................8
P6 Employment legislation and their impact on HRM.......................................................................9
D3 Evaluation of employee relation and HRM practices of ITV.........................................................9
P7Application of HRM practise..........................................................................................................9
M5 Technology have create impact on selection process...............................................................10
CONCLUSION.......................................................................................................................................11
REFERENCE..........................................................................................................................................12

INTRODUCTION
Human resource management mean sourcing potential applicants form population and
selecting right candidate at right place at right time. Human resource manager make strategies
for provide training to employees for enhance their knowledge and skills. Human resource
management word is introduced in 1900s and this concept is come into force from 1960s
(Hendry, 2012). HRM are focus on employee satisfaction, employees are assets for company
that generate capital for them and create profitability for the firm with a effective manner.
Employer invests time and money into employees and receives outcome of their investments
in form of profitability, achieving goals and objectives. College are wanted to understand
recruitment process strengths and weakness and make proper recruitment plan for their
employees. HRM have making planning of selection, training, development, appraisal,
retention, controlling, solving internal conflicts etc.
TASK1
P1 Purpose and functions of HRM
Human power management are giving high rate of success and regular growth to firm by
using employee’s power effectively. For better utilisation of manpower resource HR manager
make strategies and planning, they will developing training program time to time for increase
employees skills and make future ready work forces. WoodhilCollege are recruiting potential
candidate for their college to full vacant sets. College want to select those applicant those full
fill firms qualification criteria so that they will meet objective of the company and increase
profitability. HR manager follow many step of recruitment process for selecting right
candidate. Some important function and purpose of human resource management is as
follows:
Planning: In this function human resource manager have preparing recruiting plan for full fill
company manpower needs. In this plan HR manager prepare job design, job specification,
select search committee, review and short list, selection process, interview and finally finalize
of right candidate. This planning report isproviding help to employer to take guide how
recruitment process are done and what is the company actual needs. HR manager make
strategies for preparing effective plan (Armstrong and Taylor, 2014). College are using
systematic method for full filling their vacant sets.
Training and development: The HR manager has conduct training program for enhance
their employee’s knowledge and learning skills. In this function they will help out to
employees for giving opportunity for trait their self as same as future are required. Every
employeeis different from other in their personality, learning style, motivation mode, attitude
toward any situation, needs and wants. According to that HR manager have prepared their
training program to focus on individual employee behaviour.
Employee relation: That is the HR responsibility to establish healthy relationship between
employees and make ethicalsocial & culture environment within an organisation. With good

and healthy environment employees are motivated. HR take responsibility of solving
employees conflict that have beenarise in day to day activities, for this they will make
policies to avoid conflicts and save firms time and resources.
Staffing and organizing: HR manager have to identify company manpower need. For this
they will use staffing and organizing method for analysis company requirements. Company
may properly organize effective teams for achieving their combined goals.
Employees benefits and compensation plan: Employees have done their work very
effectively, company have to appreciate their employee work by giving some benefits in
monitory terms like bonus, incentives, company share, hike in salary etc. Company have to
prepare compensation plan for giving security to their employees by uncertainty of future.
P2 Approaches of recruitment and selection with their strengths and weakness.
In today environment many type of recruitment method are available to use by the company
and these all methods have their own strength and weaknesses. In a company HR manager
have a responsibility to appropriate method of recruiting people from population (Boxall and
Purcell, 2011). College want to expend their work and for this they have higher new potential
employees those create profitability for firm. Many types of methodology of recruitment and
selection are available at market and HR manager have to responsible for choosing a best
mythology for the firm. HR manager have a two option for the Sourcing employee one is
internal resource and second is external resources.
Internal resources: internal resources HR manager have uses their connection to the other
employees, they give opportunity today employee for fulfilling higher positions. They will
promote low level employee to high level positions, that create motivation in employee inter
result motivated employees are give better profitability and productivity to the company. Not
only through promotion, firm have give opportunity to employee to give better option at other
place within an organisation. Using of this method has saving time and money of the
company.
Advantage: saving time and money of the company, this is generating loyalty among
employee and provides job satisfaction. This method is help to motivated employees, an
increase higher result. This method opportunity to employee to show their professional ability
and capabilities in result they will more responsible towards their work.
Disadvantage: happy face problem regarding of new thinking and new innovative idea in
their company. Company have decreased diversification India company environment. Create
conflict between employees. For promoting one people and not promoting to others that is
demotivated to other employees (Bratton and Gold 2012).
External resources: external resources mean company have find out employee from
population. for finding new employee have you different Sourcing strategies like giving
advertisement in the newspaper, using job portal, give advertisement in employment paper,
personal calling to potential employees etc.

Advantage:This matter provides varies type of selection techniques for find out potential
employees. New employee means new idea innovation, new blood in company environment.
Many type of new information come into the company from hiring a new employee, this new
information are help out the company.
Disadvantage: Costly and time taking method of hiring people. There is no certainty of the
return on investment (Chelladurai and Kerwin, 2017). High investment is required for
recruiting new people. Induction training and program are given to new employee that
increase the total cost of hiring new employee.
M1 Function of HRM.
Every company wants talented and dedicated employee to carry out business in
effective manner that increase productivity and profitability of the firm. Human resource
management of Wooghill Company understand what is company vision, mission, goals and
objectives, for recruiting right candidate. For recruiting candidate HR manager make
recruitment strategies. In this they have cover:
Planning- HR manager have made planning for recruiting people they analyse
requirement requirement of company and set candidate qualification like education, age,
gender, experience etc. and fix employees role in a company.
Staffing - staffing mean distribute Job responsibility according to candidate
capabilities and eligibility, they will promote efficiency of work. HR department of college
focus on placing right candidate at right place,if candidate cannot receive right set they
cannot satisfied with their work, and overall performance of the employee a decrease and
resort loss of profit and face high turnover problem.
Training and development - this is a major function that followed by the company
for achieving expected goal in future. College conduct training program for developing
employee skills and knowledge, with this program employee have new abilities to do their
work in a critical situation (Guest, 2011).
M2 strength and weakness of recruitment process.
Company HR manager have focus on strength and weaknesses of recruiting process
and method. Two type of recruiting source have used by company internal sources and
external sources. Both sources have advantage and disadvantage this provides the guidelines
which one source is better to adopt. Some important criteria for selecting mode of sources are
as follows:
Advantage of internal and external recruitment:
Internal recruitment- internal recruitment company motivate employees and give
opportunity to show their talent. Internal recruitment time and money of the company. This
method help to create trust between employees and employer lead to smoothing functioning
of firms activates.

External recruitment -through external recruitment company appreciate new talent
in a company, which create innovative environment and culture. New employees come with
new thoughts and creative idea in firm. Lots of alternative are available for HR manager to
choose potential candidate.
Disadvantage of internal and external recruitment:
Internal recruitment - this method are demotivated other employees who can not be
transfer and promoted by the company. Loss of new blood in environment.
External recruitment - new employee are unaware about company culture and
environment and they take time to learn them (Wright and McMahan, 2011). Lots of time
required to hire new worker and hug amount of money are invested, outcome of this time and
money are uncertain.
D1 Evaluation of strength and weakness of recruitment.
Company HR manager have focus to improve work force planning by using
appropriate recruitment strategies. Company have chosen source mode according to their
needs and wants. Both sourcing method have negative and positive points, HR manager have
need to analyse best sourcing method for hiring right people. Firm have conduct event to
attract pool of potential applicants. Best HR practices show efficiency of HR manager. It’s
very important that HR manager have well trained and knowledgeable about recruitment and
selection methods. They will give new innovative idea to firms for recruiting employees.
TASK2
P3 Define different HRM practise for employees and employers.
Difference between training and development:
1. Through development company have improve employee skills and knowledge. For
developing skills and knowledge Tesco HR manager want to trained their employee by
identify individual needs and wants.
2. Development hasprovided long term profit but the training program is focus on current
situation.
3. Developing initiative are provide long term profitability to an organisation, the Tesco HR
manager have trained their employee to achieve firms goals and objective.
Training is very important part for developing employee efficiency and productivity.
Training increase employee efficiency to do work effect and smarter than before, every
individual personality are different from others so that HR manager have find out their needs
and wants for satisfying them. Some of the important training method is on the job training,

off the job training, monitoring and supervisory training, classroom training and behavioural
training (Huselid and Becker,2011).
Training and development program are important for both employer and employee.
By this program productivity of the work has been increased, that provide high return to the
company. Tesco Company provide training and development program to their employees in a
very effective manner, so that they can retain their competitive advantage at market place.
Benefits to employer:
1. Tesco company having increase profitability by conducting training and development
program.
2. Well trained employee increase Goodwill of the company at Market place.
3. Employee has competitive behaviour Tesco Companyuses this to increase profit.
Benefits to employees:
1. Training and development program increase confidence an employee to take decision in
any given situation.
2. Perfect training or decrease conflict between employees within an organisation.
3. Training and development programme motivate to employee.
P4 Evaluate efficiency of HRM practises.
In an organisation many type of HRM practices has been done to create profitability
and productivity. Through HRM practices employee enhance their knowledge and
personality achieving set goals after company in a effective manner. HR manager have watch
every employee performance to make report on appraisal, through appraisal HR manager find
out the key points of training (Renwick, Redman and Maguire, 2013). According to appraisal
report HR manager prepare plan and policy of bonuses, compensation, benefits etc. that
appreciation method increase productivity after work. High productivity of work give high
written to the company.
Recruitment and selection: HR manager have find out potential employees to fulfil
their needs and wants, for this they have select appropriate employee according to job
description and qualification. Recruitment and selection are the primary work of the HR
manager. HR manager are responsible hiring employees and retain them within an
organisation.
Training and development: Tesco HR manager always give effective training to
their employee for increasing productivity. Through training and development program HR
manager are continuously improving skill and knowledge of employee. Taco conduct
research for analysing future requirementof work force and for fulfilling this requirement
they trained their employee, that provide competitive advantage in future.
Conflict management: through HRM practices HR manager has resolve conflict
problem not only within employees but also employer and employee, that create productivity
and profit for company.

M 3 Method of developing employees that use by TESCO.
Tescco Company has use different type of tools and method for trained their
employees. Company HR manager are responsible for developing skills, knowledge, ability,
capability, moral etc. of employee for create profits and effective operations (Foss, 2011). HR
department have conducting training program like class room training, behaviour training,
monitoring and controlling, on the job training, supervisory training etc. they have use these
training method according to employee requirement. Manager arrange meeting of all
employees so that all supervisor and subordinates are meet with each other and share their
work experience. On the other hand HR manager make plan for making working
environment healthy. Company manager have want receive feedback of training and
developing program for change that give profit in future (López-Nicolás and Meroño-Cerdán,
2011).
D2 Evaluation of TESCO HRM practices.
Tesco Company use effective HRM practices. Tecso HR manager are evaluate
employees strength and weakness and according to that they will conduct training and
development program. Firm provide compensation, bounces, incentives etc. to their
employees for encourage them toward work. Company use program and seminars to develop
inner quality of employees that helps out to earn higher profit.
TASK3
P5 HRM decisions are effected by employee’s relation.
HR manager are indirectly responsible for employees work performance, ITV have
see their employee as an asset of company, they will do their work effectively and create
profitability for firm that should be helped out to company sustain in long time. In an
organisation work are given in team, and this work are distributed among the all team
members. This show that firm goals are cannot achieve by individual its achieve by all
members of the team. It’s very important to establish good relationship within a team
member because team achieve company goals not a individual person. Most of the time HR
manager have face conflict problem within team. HR manager cannot avoid conflicts; make
plan and policy to find out solution. In ITV Company HR manager provide competitive
environment for increasing competition between employees that create motivation to achieve
set target.
ITV company HR manager know employee relations are very important for
management for taking decision. Better employee relation help to increase productivity and
manufacturing life cycle. Company has set targets for employee, good interpersonal

relationship between employer and employee provide motivation to achieve this target
expand their business (Unger, and et. al., 2011). If company employer have game satisfactory
and healthy environment to employee decrease employee turnover in a firm, low employed
turnover save company resources like time and money. achieving long term goals HR
manager make effective and strategies for establish relationship, not only the plan but also
implementation and execution of the plant is very important for motivate ITV employees.
P6 Employment legislation and their impact on HRM.
ITV firm HR managers have to consider Government employees law for making
employees policies. Government taking decisions on labour rule and regulation for save
employees rights, ITV firm HR managers have understanding and consider these rule and
regulation on time to time for recruiting, organisation and making policy for the company.
Company have an obligation to follow Government Law if they cannot do that they face
critical problem (Watson, 2011). If employees face any type of harassment at workplace they
have execute their right that given by law. There are some laws made by government that
follow ITV HR manager are as follows:
National minimum wages Act 1999: ITV Company HR manager follow this role
very effectively, they provide fixed minimum wages to their employees, they provide equal
rights of wages to worker without age, gender etc. of the organisation.
Safety and health act 1974: in this employee have right to do case on the employer
and Company if they cannot provide healthy and safety environment at work place at work.
ITV HR manager listen employee problem carefully to solve problem.
M4 Evaluation of employee relation and employee legislation.
Company arewant full utilisation of their resources in a effective manner, for this they
will make strategies to save resources. Company cannot afford wastage of time, for this they
have use best communication tools and make policies to solve conflict issue with
management employees. every level of management have some conflict within so that for
avoiding this conflict company establish smooth communication channel at lower level
management to middle level management to top level management, ITV company resolve
this problem in very shorter period of time (Armstrong and Taylor, 2014).
D3 Evaluation of employee relation and HRM practices of ITV.
In ITV company human resources management have are work every effectively. They
are increase firm profit by reducing employee turnover, training & development program,
conflict policy, labour law, appraisal and best recruitment resources network. Human
resources manager are establish healthy employee relation in company environment.

P7Application of HRM practise
Job advertisement related to management and markets both.
Job Vacancy
Position: Teaching 3
Subject: administration and marketing.
Woodhill College are inviting potential people for full fill three vacant set. In UK one of the
best college rank up in top. Department of marketing and administration are invite
application.
Need attainment:
 Master in marketing management.
 Two to three year of experience.
 Best interpersonal skill
 Candidate has knowledge about pupils.
Salary: 300000 to 42oooo LPA.
Every person are apply for this position. Interested candidate have mail there CV on college
E-mail [e-mail] by 21 February 2018. Company make call to
shortlisted candidate for further test and interview process.
Company may several option to speculate this advertisement like newspaper, job
portal like jobs.ac.uk, social media sited like LinkedIn page, facebook page etc.
Employee Job Description: Marketings
Applicant must have knowledge of manage student and taking lectures.
Company expected to:
 Education are related to management.
 More then two year of experience.
Requirements:
 management degree.
 Effective communication.
 High interpersonal capabilities.
M5 Technology have create impact on selection process.
In today environment company have to hire eligible applicants for accomplishment of
activities. Main object of the HR manager are attaining within given certain time or short
duration of time. Selecting eligible applicants for full fill vacant seat (Boxall and Purcell,
2011). Several tools and method are available to identify potential employee, HR manager

have to use effective method for souring workers. Woodhill College have use internet for
sourcing employee, mostly social media networking sites and advertisement are very
effective tool to identify lecturers in pool more faster.
CONCLUSION
In above report it is conclude that human resource management are impotent for
company they will play major role for increasing profits and productivity. Company have
support to human resource manager for implementation of strategies and policies in
environment. In this assignment concluded that how imported employee relationship is,
company want to establish healthy relationship with in employee for saving time and money.
HR department have do many work like recruiting & selecting applicants, appraisal existing
employees, promotion & demotion of worker, incentives policies, compensation plan, bonus,
conflict management etc. HR manager use online and offline technique to hire right
applicants.

REFERENCE
Books and Journals.
Hendry, C., 2012. Human resource management.Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice.Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave
Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and
recreation.Human Kinetics.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1).pp.3-13.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).pp.93-
104.
Huselid, M.A. and Becker, B.E., 2011.Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
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.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Rousseau, D.M. and Barends, E.G., 2011.Becoming an evidence‐based HR
practitioner. Human Resource Management Journal. 21(3).pp.221-235.
Foss, N.J., 2011.Invited editorial: Why micro-foundations for resource-based theory are
needed and what they may look like. Journal of Management. 37(5).pp.1413-1428.
López-Nicolás, C. and Meroño-Cerdán, Á.L., 2011.Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).pp.502-
509.
Unger, J. M. and et. al., 2011. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp.341-358.

Watson, T.J., 2011. Ethnography, reality, and truth: the vital need for studies of ‘how things
work’in organizations and management. Journal of Management studies. 48(1). pp.202-217.