Analysis of HRM Practices and Management

The given assignment is a collection of research papers and articles related to Human Resource Management (HRM). It explores the concepts, strategies, and practices of HRM in different contexts, including employee wellbeing, knowledge sharing, commitment, intention to quit, and high-performance work systems. The papers examine the relationships between HRM practices, organizational commitment, and knowledge management processes. The assignment also touches upon international HRM, public and private sector organizations, and societal clusters. It provides a comprehensive overview of HRM research and its applications in various fields.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM relating to workforce planning.........................................1
M1 Role of HRM in fulfilling business objectives ...............................................................2
P2 Strengths and weaknesses of different approach of recruitment.......................................3
M2 strengths and weaknesses of the different approaches.....................................................4
D1 Examples of merit and demerit of various approaches for selection of employees.........5
TASK 2............................................................................................................................................5
P7 Implementation of HRM activities in the context of organization....................................5
M5 Role of technology in selection sector.............................................................................7
TASK 3............................................................................................................................................8
P3 Benefits of HRM to employer and employee....................................................................8
D2 Tesco HRM practice relating to training & development and reward system ................8
P4 Evaluation of effectiveness of HRM in relation to profit and productivity of organisation10
TASK 4..........................................................................................................................................10
P5 Significance of employee relation and its impact on HRM decision making.................10
M4 Main aspect of employee relation management.............................................................12
D3 Critical analysation of employee relation and application of HRM practice in organisation
..............................................................................................................................................12
P6 Key employment legislation and their impact on HRM decision making......................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
In an organisation human resource management is one of the important concept which
directly contributes in its success. This is a process where selecting, enlisting staff workers,
proper level of orientation and training can be given to the employees (Ashleigh, Higgs and
Dulewicz, 2012). This management is properly designed to meet the individual goals and of
organisations goals as well. It also refers as HR department of the company which increases or
maximize profitability by recruiting correct people for right job. Basically this department
involves recruitment, selections, training and development of workers. In this HR manager plays
a main role where they keep on building relations between employees and supervisors and also
tries to maintains health and safety of the workers. Present report is based on various cases where
human resource management contributes in different manner. This assignment will give us an
overview about functions of HRM which helps in improving employees performance at work
place. Along with this various benefits of HRM practices is also mentioned in this project which
aid in maintaining the relationship between employer and employee of the organisation.
TASK 1
P1 Purpose and function of HRM relating to workforce planning
Human resource management is related to managing all the work related to selection and
development of workers (Human Resource Management (HRM) - Definition and Concept,
2016). Workforce planning is crucial for an organisation because it assist them in smoothly
running their operations and attaining goals of enterprise in an effective way. Below is the
purpose of planning workforce:
Minimise surprises – Stability in working is significant for Woodhill college. Making
plans regarding recruitment and human resources work reduces various kind of expected troubles
which an organisation and prepare enterprise for coping up with new challenges.
No delay – Keeping right number of employees in organisation is important for growth
and good performance. It is the purpose of workforce planning to make sure that all the
significant post in the college is filled with appropriate staff members(Bondarouk and Olivas-
Lujan, 2014).
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Development of employee – Workers are backbone of an organisation. One of the prime
reason behind existence of HR team is to find and remove flaws in personnel. They are
responsible for their career growth and job satisfaction.
Manager of human resource department has various kind of responsibilities, they play key role in
selection of right people at right place. Some of their other roles are mentioned below:
Reduce employee turnover ratio – Although everyone single person in HR team try to
increase quality workforce but mainly, it is the responsibility of HR manager to communicate
with workers on regular basis so their issues can be resolve and they can be kept in organisation
for long time. HR head of Woodhill college is accountable for understanding and solving queries
of teachers.
Policies and procedures – In UK, there are various rules relating to running business
and employees. It is the duty of HR manager to make sure that all the policies made by
government are being followed in college. This institute has own policies and procedure, these
rules are made for making discipline in Woodhill college and removing confusions in the mind
of teacher and student. HR manager is responsible for modifying these policies and
communicating them to everyone.
M1 Role of HRM in fulfilling business objectives
Every organisation has some goals which they want to achieve in specific period of time.
Woodhill college want to select well qualified teachers so they can provide better education to
the student and teach more courses to them. If right professor and support staff is recruited in
college then students would not face any problems regarding poor quality of education and they
will refer their friends and relatives to take education from this institution(Bondarouk and Ruël,
2013). This will result in more enrolments in Woodhill college and they can become first choice
of many aspiring students.
 Manager will provide training and development sessions to their staff members because it
aids to improve their working quality and performance.
 There are many kinds of benefits will provide by employer to employees according to
their working abilities.
 Some motivational programs will be provided by superior to their subordinates as this
will assist to motivate them effectively.
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P2 Strengths and weaknesses of different approach of recruitment
Recruitment is considers as significant work which is done by HR team. Every
organisation basically has two source of selection i.e. internal and external. Woodhill college
currently using external source where they ask for potential candidates to send their C.V along
with a cover letter. If human resource division think that applicant is suitable for job then he/she
is called for interview(Bučiūnienė and Kazlauskaitė, 2012). Both of these sources has their own
merits and demerits which are as follows:
External source
Most of the organisation use this method for filling vacant posts. Under this source,
candidates are selected from outside of the enterprise. This work can be done by using different
options like advising job vacancy in newspaper, internet and magazines. If candidates will know
about empty post then they can go and give interview for a position. Wake-in, campus
recruitment, hiring recruitment agency are another options which an organisation can opt.
Strengths – If Woodhill college will go with this choice then they can easily hire fresh
talent in their organisation. External source provide wide pool of talent to HR team and assist
them in recruiting right person for a post. Another advantage of this option is that human
resource manager can identify right set of skills which is required for a post(Davidson, McPhail
and Barry, 2011). Partiality is a big issue in many educational institutions, people often argue
that colleges only select only known people and charge them for biasness, external source
minimises the probability of partiality in recruitment and increase credibility of selection
procedure.
Weaknesses – Current employee may get demotivated if a higher post is filled by
recruiting new person. They think that they are not good for a post and this may make a negative
impact on their performance. External source of selection is a expensive and lengthy, it is not
suggestible when an organisation only has to recruit 3 to 5 people(Camelo-Ordaz and et. al.,
2011). Options like Campus recruitment is not available for all the time because colleges do not
allows companies to organise session of campus placement in middle of the course.
Internal source
When HR department fill an empty seat by promoting existing employee or hiring
someone who is referred by current worker then it is known as internal source of recruitment.
Woodhill college should think about adopting this option but after checking its suitability:
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Strengths – Internal source of selection does not involve much cost. It do not take more
time compared to other option and promoting current worker motivate other to perform better
and expand their limits. Referred and promoted employees have basic idea about the job so they
not need much attention from the side of superior and they stays in organisation for more time
because they know what company expect from them and working environment is not very new
to them(Campbell and Burton, 2012).
Weaknesses – If HR manager choice this option for recruitment then they may not find
proper candidates with desired skills. Lack of new talent can negatively affect performance of
organisation and they may fail to come up with innovate and creative idea for coping up with
upcoming challenges.
M2 strengths and weaknesses of the different approaches
There are some strengths and weaknesses of different approaches stated below
Basis Internal approach External approach
Strengths This kind of process is said to
be cost saving approach. It do
not cost much to organisation,
as there is no recruitment has
been done from outside world
but transferring or promotion
of an employee who are
already working in the firm.
New candidates who have
joined organisation may bring
innovative ideas and this may
help in enhancing productivity
and profitability of firm.
Weaknesses Lack of innovative ideas as
employee who are already
working in the corporation will
get promoted or transferred.
This staff member will keep on
working with the same state of
mind.
This approach can be stated as
cost consuming process.
Management have to conduct
different interviews for
applicants and this process also
takes time as HR manager
have to give proper review of
the organisation.
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D1 Examples of merit and demerit of various approaches for selection of employees
Example of external source of selection
 Merit – If Woodhill college will advertisement and then interview potential candidates
then they can get a professor with desired experience and well qualification. They will do
their task in an innovative way which aid to attract attention of numerous people towards
them. Demerit – Existing teachers may feel bad if they are not promoted for head of a
department. This may result in high employee turnover percentage. This will contain high
cost as well as time and it is not always necessary that organisation will find out best
candidate for the vacant position.
Example of Internal source of recruitment
 Merit – Promoting existing teacher for higher post will motivate other professors to
provide better education to student and result to management. Hence, workers will
improve their working skills and abilities so that they will get promotions. As a result,
entire work will accomplished within limited period of time.
 Demerit – Referred teacher may leave Woodhill college with the person who referred
him. This will reduce retention ratio. Internal recruitments will reduce morale of those
workers who did not get promoted to another level. This will provide adverse impact to
production and profits of company.
TASK 2
P7 Implementation of HRM activities in the context of organization
Advertisement of job under management and market are expressed below:
JOB VACANCY
Position: English lecturer
Woodhill college is inviting you and giving a precious chance to become a part of managements
team as their is an open job vacancy for a lecturer where you can show your esteem skills and
educate people at your best. Woodhill college is already well known in UK for its education
which can also be helpful in your own growth.
Qualifications Requirements and experience for Job-
 Both Bachelor's and masters degree in management and marketing
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 Candidate should have working experience of 3 years in educational sector
 Catchy personal and communicating skills
 Skilled in managing people
Salary – 16000 to 19000 pounds / month depending on experience of candidate.
Candidates who are willing to join can submit their curriculum vitae through online at
university's website www,woodhill.com The last date will be January 31, 2018 and the chosen
nominee will be called for interview.
University will be posting this onto the newspaper as well as on college's website. Job
description and person specifications are given below:
Personal Specification:
PERSONAL SPECIFICATION
Experience Necessary Demanding
Experience as an educator 3 to 7 years Minimum of 3 Years
Skills/knowledge/cognition Necessary Demanding
Skills and certification in
computer technology
Certified diploma in
computers.
B Grade
Qualifications needed in
educational sector
Necessary Demanding
 Master and bachelor's
degree in English
literature and in human
resources.
 Diploma is HRM.
 Doctor of philosophy
in any sector.
Minimum working should be
in English literature and in
PHD as well.
A Grade
Personal skills Necessary Demanding
Managing skills,
Communication skills,
Candidate should have know
different communicating
English(UK),(US) and (AUS),
Spanish and French.
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expressing and understanding
skills
languages so that they can
communicate with the
students from different
countries.
Time of reporting: 10:00 am to 07:00 pm
Specification of Job:
JOB DESCRIPTION IN ENGLISH LITERATURE FACULTY
Job description: Selected candidate will be educating the students in the best way they can and
will be handling or managing the lectures that are going to be conducted every day. He or she
needs to see on every single students capabilities and weaknesses and make them strong enough
for the future. Person should be giving reports on daily basis as what they have done and what
not.
Requirements:
 Certified diploma in English literature.
 Good knowledge and should be updated of technologies at current time Catchy Communicating skills.
Needs in selected member:
 Person should be expert in teaching as they need to handle students of the university on
daily basis.
 It needs to be extremely experienced and minimum it could be of 3 years.
 Staff member needs to have diploma certificates in English literature.
M5 Role of technology in selection sector
Technology is becoming an essential part in management of organisations. It is necessary
for companies to recruit the correct people at right time and for right job(Cardona and Morley,
2013). And here technology does helps in enlisting candidates in a short period of time as firms
gives advertisement on there own sites and other enterprises also helps in selection process
where they choose the best candidate from a bunch of people. Technology makes recruiting
process easy for both the employer and employee. Example: A candidate is not in the city for
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some reason so manager can take interview through video calls, calls and etcetera as well with
mutual understating. University of Manchester also uses the technology in the same way if they
wants to recruit people then they put advertisement on their own website or onto social sites
which most of the people uses (Facebook, Instagram, twitter and etcetera) which needy
candidates can apply directly that makes process faster. This adaption procedure of technology
helps in reducing cost of recruiting process and also an efficient way for an organisation(Clarke
and Hill, 2012).
TASK 3
P3 Benefits of HRM to employer and employee
Tesco is leading company of retail sector. They understand that if they want to increase
their revenue then organisation has to provide necessary training to their employees. This will
result in better service to the customer. This company want flexible and committed employees in
the enterprise so they can increase the list of their permanent customer and add more people to
their consumer database (Dickmann, Brewster and Sparrow, 2016). Their is a huge difference
between training and development, it is mentioned below:
Training Development
This process is short compared to
development.
It takes much time compared to training.
Training is provided for removing flaws in
employees and teaching them new things.
Development in proactive approach and it is
connected to career growth of worker.
This process is used for developing technical
skills.
This process focuses on improving complete
personality of personnel, it is related to pouring
conceptual and human ideas in mind of
employees.
Its scope is narrow. It has wide scope.
D2 Tesco HRM practice relating to training & development and reward system
Identification of training needs and methods of training
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Tesco is known for quality workforce because they spend huge sum on training and
development of their employees. One of the best way for finding training needs is by doing
organisational analysis. If manager will have exact idea about what company want to achieve
then they can find what kind of training and to whom, should be provided (Dixon, Day and
Brewster, 2014). Personal analysis of every worker can be done for finding the areas where they
are making mistakes or where they need improvement. Tesco is expanding their business and
they have to develop new skills in their employees by teaching them various things. Task
analysis is another method of checking need of training, manager can identify all the skills and
knowledge which is required for accomplishing a work (Fong and et. al., 2011).
Training method used by Tesco
This company is using both on the job and off the method of training. Senior manager of
this company attend significant meeting with top people who are sitting in top level management
so they can they can learn various skills relating to negotiation and communication. Some
workers who are working at ground level i.e. in stores of Tesco get training by classroom studies
and attending press conference.
Reward system at Tesco
Benefits of training to employers
If employee get essential training then their skills and knowledge enhances. It improves
their performance and they get ready for new positions(Frimousse and et. al., 2012). They assist
organisation in moving forward towards their mission in an effective way and company attain
their targets by assuring optimum utilisation of available resources. Revenue of company
increases because of better performance from the side of worker and it assist Tesco in expanding
their business by increasing current number of permanent customers. Training reduces conflicts
between different teams and employees. This result in quality workforce which provide
competitive advantage to employers.
Benefits of training to employees
Training improves knowledge, skills, and behaviour of employees. It teaches them new
things which is required in doing their way in better way. It increases their productivity and
assist them in getting fast promotions. Training is necessary for career growth of employees and
it motivates them to expand their limits. Salary of trained employees is always more then
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untrained workers and they get more respect then any other personnel (Gilbert, De Winne and
Sels, 2011).
P4 Evaluation of effectiveness of HRM in relation to profit and productivity of organisation
Significance of HR management is continuously increasing because most multinational
companies like Tesco understand that all other resources like finance, technology would not
work until a right person is appointed to manage them. Human resource division of this company
is make sure that they identify training requirement of their employees and provide them
necessary training so corporation can develop quality workforce. Below is the evaluation of
training & development and other HRM practice:
Employee relation – Every person want to improve their skills and knowledge so they can
attain rapid growth in their career. Tesco is providing regular training in systematic way to their
workers and motivating them to hold higher post by attaining more knowledge about their job.
Effective training to worker result in better performance employees, their productivity enhances
and they support Tesco is registering more profit. Number of conflicts between management of
this company and their workers decreased in last few years. This shows fine performance of HR
team(Machado, 2015).
Motivation – When employees know the company is spending huge sum on them then
they try to deliver better then the expectation of management. Human resource department is
responsible for growth of workers. In Tesco, this division is doing fine job by systematically
organising training and development session. Mentioned firm is entering in new markets and
their profits has also not gone down even in hard time because productivity of their workers has
enhanced and they are focusing in increasing number of their permanent customers.
Employee retention – Tesco is not facing issues relating to high turnover because of
effective HRM practice. Their employees understand that this company care about growth, this is
the main reason that they do not want to leave Tesco. Stability in organisation is directly
proportional to profit of enterprise.
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TASK 4
P5 Significance of employee relation and its impact on HRM decision making
Workers are main asset of any company and they are crucial part of organisation and
keeping fine relationship with them can provide various kind of benefits to the an enterprise.
Below is importance of maintaining good employee relation:
Productive working environment – If tuning between employer and employee is fine then
worker do not feel any kind of pressure at their workplace. Dispute between these two sides
reduces and they support each other in attaining individual and organisation goals(Miller and
Gordon, 2014).
Employee loyalty – Resolving issues of workers and gaining their trust by focusing on
their welfare another advantage of employee relation. ITV is serious about maintaining fine
connection with their worker and gaining their loyalty will result in low employee turnover ratio.
Productivity – ITV continuous take feedbacks from every single employee of company
and they also listen to the argument made by representatives of these worker(Obeidat and
Abdallah, 2014). When personnel do not have any problem with management and they get
regular training then it make a positive impact on their performance and increases their
productivity.
Influence of employee relation on HR decision making
Less expenses relating to recruitment – When employee and employer are happy with
each other then worker do not leave their organisation. ITV always consult various significant
issues with personnel. If they have any problems then they can tell it at the time of giving
feedback to senior managers. This reduces the expenditure which HR department has to incur for
hiring more employees. It minimises their overall work and save them from making decision
regarding which kind of talented should be hired in the organisation(Sanders, Cogin and
Bainbridge, 2013).
Promotion of innovation and creative thoughts – One of the primary job of HR team is
recruitment and selection. Employees relation concentrate on listening and implementing good
suggestions which are given by workers. ITV also like to involve their personnel and ask for
their option about various issues. This motivate employees to perform better and positively affect
their moral.
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Increment and promotion – Employee relation make sure that worker and employer are
on same page. HR division play crucial role in making decisions regarding what increment
should workers get and who will get promotion. ITV do not hide any significant details from
their employees, this reduces work of HR department and they do not have to put more efforts in
deciding increments and promotions.
M4 Main aspect of employee relation management
Most of the multinational firms are now concentrating on employee relations because
they know that it can provide them extra edge on their competitors. Consultation with employees
is main aspect employee relation management(Vanhala and Stavrou, 2013). This work can be
done by organising regular meeting with the representatives of employees. Although ITV take
feedback from every worker but they cannot do it in short period of time. Selected representative
communicate all the needs and issues of personnel to management so they can understand and
fulfil demand of workers. Sometime both parties fail to reach to a satisfied solution, this result in
starting of negotiation process. This is another crucial aspect of employee relation where worker
get chance to get something from the side of management which they do not want to provide to
the employees.
D3 Critical analysation of employee relation and application of HRM practice in organisation
ITV try to engage their workers in the process of decision making. They take suggestion
form worker and value their option. If personnel feel that they need training or want to learn new
skill then they can communicate this message to their representative who can then deliver this
issue to the management. Role of HR department is important in success on this company. They
work as bridge between management and employees and organise meetings between both sides
so they can understand each other problems and remove it by support each other.
P6 Key employment legislation and their impact on HRM decision making
It does not matter whether a company is small or big, they have to follow the legislation
which is made by government and their authorities. Following are some legislations which they
comply and their impact on HRM decision making:
Equal pay act, 1970 – This act states that ITV cannot discriminate on the basis on gender.
HR division of this company may want to pay more money to a male employee but they cannot
do it as it will be considered as wrongdoing under this act. They have to make sure that they
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offer same salary to female and male employees who are holding same position and have same
set of skills. ITV also have to check that whether they do not discriminate in the process of
selection because of culture and colour. HR team has to change their policies if they have
something like select candidates from a particular region or of particular colour etc.
Health and safety act, 1974 – According to this law, every firm has to do necessary
arrangements for assuring safety of worker. They are responsible for providing healthy working
environment to employees. This may not be the most significant work of HR team but they
should invest their time is checking whether safety instruction are hanged on the wall so
everyone can see them. If company will not follow these regulations then they may have to pay
fine for committing serious mistakes.(Zhang and et. al., 2013)
RIDDOR 2013 - Reporting of injuries, diseases and dangerous occurrences regulations is
the elongation of this legislation. HR division may not want to report an accident which has
happened in the premises of ITV but because of this rule they have to make change their
decision. Normally companies do not reveal this information because potential candidates may
feel that working in this company is risky because they do not provide proper safety equipment
and care about health of workers
Disability rights – HR division has to check that whether they are providing necessary
facilities which is needed by disable people. It is the responsibility of HR division to recruit
disable people so they can also get equal opportunity and employment. This may result in hiring
some less talent worker and make huge impact on decision taken by HR department.
Data protection act, 1998 – ITV is accountable for securing personal data of employees.
HR division manage personal information of workers, in any case they cannot make a decision of
compromising privacy of employees. If organisation want to share any personal detail of
employee then they have take prior permission from them so them.
CONCLUSION
From the above mentioned report, it shows that HRM is important for a company where
managers put there all effort in managing the performance of employees. They also performs
various roles like recruiting and selecting of capable candidates to execute their jobs in order to
achieve goals and objectives of the organisation. It also summarised that company use difference
employee legislations or laws that helps in building employee relationships and with the help of
this company reduces the chances of arising complex situations and create healthy as well as
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positive work environment. Along with this applications of HRM practices also helps in
decision-making process for an enterprise which leads in capturing larger market share from its
competitors.
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REFERENCES
Books and Journals
Ashleigh, M. J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale and its
relationship with individual well‐being: implications for HRM policies and practices.
Human Resource Management Journal. 22(4). pp.360-376.
Bondarouk, T. and Olivas-Lujan, M. R. eds., 2014. Human Resource Management, Social
Innovation and Technology. Emerald Group Publishing.
Bondarouk, T. and Ruël, H., 2013. The strategic value of e-HRM: results from an exploratory
study in a governmental organization. The International Journal of Human Resource
Management. 24(2). pp.391-414.
Bučiūnienė, I. and Kazlauskaitė, R., 2012. The linkage between HRM, CSR and performance
outcomes. Baltic Journal of Management. 7(1). pp.5-24.
C G Davidson, M., McPhail, R. and Barry, S., 2011. Hospitality HRM: past, present and the
future. International Journal of Contemporary Hospitality Management. 23(4). pp.498-
516.
Camelo-Ordaz, and et. al., 2011. The influence of human resource management on knowledge
sharing and innovation in Spain: the mediating role of affective commitment. The
International Journal of Human Resource Management. 22(07). pp.1442-1463.
Campbell, N. and Burton, F. eds., 2012. Japanese multinationals: Strategies and management in
the global kaisha. (Vol. 7). Routledge.
Cardona, P. and Morley, M. eds., 2013. Manager-subordinate trust: A global perspective.
Routledge.
Clarke, M. A. and Hill, S. R., 2012. Promoting employee wellbeing and quality service
outcomes: The role of HRM practices. Journal of Management & Organization. 18(5).
pp.702-713.
Dickmann, M., Brewster, C. and Sparrow, P. eds., 2016. International Human Resource
Management: Contemporary HR Issues in Europe. Routledge.
Dixon, S. E., Day, M. and Brewster, C., 2014. Changing HRM systems in two Russian oil
companies: Western hegemony or Russian spetsifika? The International Journal of
Human Resource Management. 25(22). pp.3134-3156.
Fong, C. Y. and et. al., 2011. HRM practices and knowledge sharing: an empirical study.
International Journal of Manpower. 32(5/6). pp.704-723.
Frimousse, S. and et. al., 2012. The hybridization and internationalization of HRM in the
Maghreb: Examining the case of commitment and intention to quit amongst employees
of multinational companies. Cross cultural management: An international journal.
19(2). pp.257-270.
Gilbert, C. De Winne, S. and Sels, L., 2011. The influence of line managers and HR department
on employees' affective commitment. The International Journal of Human Resource
Management. 22(8). pp.1618-1637.
Machado, C. ed., 2015. International Human Resources Management: Challenges and Changes.
Springer.
Miller, V. D. and Gordon, M. E. eds., 2014. Meeting the challenge of human resource
management: A communication perspective. Routledge.
Obeidat, B. Y. and Abdallah, A. B., 2014. The relationships among human resource management
practices, organizational commitment, and knowledge management processes: A
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