Functions of HRM within LV and Recruitment and Selection

This report discusses the purpose and functions of HRM within an organization, the relationship between these functions and resourcing workforce planning, and the strengths and weaknesses of different recruitment and selection approaches. It also covers learning and development opportunities for employees, rewards and benefits provided by LV, and the significance of employee relations on decision making.

Human Resource

Table of Contents
INTRODUCTION ..........................................................................................................................3
LO 1 ................................................................................................................................................3
a) Explains the purpose and functions of HRM within LV.........................................................3
b) Analysis how these functions relate to resourcing workforce planning within LV and
therefore its..................................................................................................................................4
importance to the firm as a whole..............................................................................................4
C) Strength and weaknesses of various approaches to recruitment as well selection ................5
LO 4.................................................................................................................................................6
a) Person specification ................................................................................................................6
b) Review of CV..........................................................................................................................7
c) Six interview questions............................................................................................................7
d) Rationale .................................................................................................................................7
e) Evaluate process......................................................................................................................8
LO3 .................................................................................................................................................8
a) Learning and development opportunities of employees for both employees and
organization..................................................................................................................................8
b) Rewards and benefits provided by LV....................................................................................9
LO 2...............................................................................................................................................11
a) Description on employee relations and critically evaluate significance of employee relation
on decision making...................................................................................................................11
b) Identification on elements of UK employment legislation and how this influence HR
decision making.........................................................................................................................12
CONCLUSION .........................................................................................................................13
REFERENCES .............................................................................................................................15

INTRODUCTION
The Human resource management is accountable for organization and managing
employees of an organization. As they recruit the candidates by identified their needs regarding
firms. They are also responsible for performing various operational and management functions
of a firm such as providing payroll to the employees, performance appraisal and Training and
development to the employees who are existing and who are new in the firm. They also deals
with staff members regarding conflict management and managing the employee relationship and
also makes them loyal towards the firm (Chuang, Liu. and Chen, 2015). Present Report focuses
on the purpose and functions of HRM within an organization and functions relate to resourcing
workforce planning within firm and therefore its
importance to the firm and Strength and weaknesses of various approaches to recruitment as
well selection. Learning and development opportunities of employees for both employees and
organization as well as Rewards and benefits offered to the employees of the firm.
LO 1
a) Explains the purpose and functions of HRM within LV
Functions of the Human Resource management
Recruitment and selection
It is considered as the most crucial task as there is a need of lot of attention while performing this
task. Select the right candidate for right job through interviewing, developing job description,
salary negotiation, make aware about the firm's polices and procedure and many more (Karaman.
and Kurt, 2015).
Training and development
Once the candidate is selected for the Post now it's time to train the employees as some
organization provides the fresh training to the current employees and new employees to make up
to date them within their respective areas of the LV. During this process the managers

scrutinized the employees and find out they require any new skills regarding their job (Beer,
Boselie. and Brewster, 2015).
Performance appraisal
Human resource mangers are responsible for the appraisal of performance of the employees and
also accountable that each and every department the firm are aware regarding the laws and
policies of LV firm. Such as tax allowances, minim wages ,overtime and many more.
PURPOSE
The purpose of the human manager is to maintain the good relations with the employees as it it's
the responsibility of the manager to provide the good working conditions at the workplaces.
They need to listen the employees problems and provides the best possible solution to them. The
main fundamental duties of their HRM department is to motivate the staff members of LV. They
are also accountable for promote the healthy working conditions for the staff members and
employers. HR manager provides the financial as well as non financial benefits to the employees
as also provides the employee welfare that provides the employees of LV a job satisfaction.
Managing employee Relations-It is a very broad concept as it provides the rural functions as
assist the employees to maintain the foster relations of the employees (Mone. and London, M.,
2018).
b) Analysis how these functions relate to resourcing workforce planning within LV and
therefore its
importance to the firm as a whole.
Human resources performs various functions such as performance appraisal, Training and
development and Recruitment and selection and many more. Workforce planning is considered
as the LV to analyses its workforces as well as determines the steps that must needs to prepare
within such a way to gets the best out of them as well as managing the workforce.
It provides the flexible working so that most of the staff members able to work as per their
requirements and accessibility. It can also identify the skills gaps within the current force of the
employees as well as offering training to the existing staff members of the LV. It assures the
satisfaction of the staff members through providing training and development, flexible working.
It is vital as it makes everybody to look into the future (Barry. and Wilkinson, 2016). It assists
the employees to push themselves as well as reorganize individuals as well as integrated the
talent management that assist the LV'S businesses to grow as well as look for the future. As per

the workforce planning it assures the appropriate people with appropriate time. It focuses on the
right time as consumers nowadays needed instant service and hence the firm make available the
resources within the movement. LV must also prepares for the right skilled individuals for future
as well as present needs and also the employment status of the staff members must fit with the
overall talent strategy as well as resourcing. To achieve the above the Human resource managers
must develop the resource strategy as well as allocation regarding resources that assures that the
need of the goals are achieved (Chuang, Liu. and Chen, 2015).
C) Strength and weaknesses of various approaches to recruitment as well selection
Recruitment as well as selection plays a crucial role within the success of the LV as it
these process can be done in the appropriates or right manner than Firms can attract the top talent
as well as build the desired outcomes but as everything is not perfect within works this process
also have some advantages and disadvantages.
Internal recruitment can be done by transfers or promotions as the firms decided to enable
current employees to switch from part-time positions to the permanent positions it is known as
the cost effective methods as well as boosts the morale of the staff members of LV firm.
Additionally, employees of the LV firm feels motivated and give their best but it has
disadvantages also as it can limit the potential workers as LV firm can miss out the fresh as well
innovative ideas from the outside people (Inkinen,2015).
External recruitment- It is able to eliminate these problems that is more time-consuming and at
the same time more expensive. Here there are a requirements to train the employees ,check their
backgrounds as well as post online ads or in local newspaper and resumes data base also
sometimes this may not help to find the right people for right job (Vance. and Paik, 2015).
Selection
It is a process that can varies form one firm to another as it can be done by face to face interview
as they enables HR managers to access the employees skills as well as fits within their firm if
compare to the others it is more reliable and objective (Jensen, 2017).
Employment exchange – Individuals are recruited though the consultancy firm as it is clearly
described by the company to the firm and also here the job seekers as well as givers are within
the contact of the firm.
Pros- It leads to higher the new employees and leads to new ideas
there is no requirement to search for candidate

Cons
a fixed price can be paid to consultancy firm and sometimes they demand for more.
LO 4
a) Person specification
Person specification
The individual must be able to work in professional way and coordinate properly. Also, he or she
should have desire to attain goals and objective that helps in both personal and professional
growth and development.
Educational qualification
Must have done Bachelor degree in any stream from reputed university
Must have done Master’s in management field from abc college.
Either have done diploma or PHd in relevant subject or topic.
Experience required
Having an experience of 6 months to 2 years as executive assistant.
Key skills required
Time management and strong and effective communication skills
Decision making and problem solving skills
Organising skills to manage and complete work on time.
Effective listening and hearing skills to work actively with manager and co workers.
Easily able to interact with others.
High inter personal skills along with critical thinking.
Physical attributes
Assist in carrying out activities and keeping record of meetings
Developing reports and presenting it in proper way
To handle and manage calls, e mails, etc.
To revert e mails and calls in specified time

To work in flexible way with others
Providing support and assistance in managing services.
Special attributes
Must be fluent in English and should also know to speak various language such as Dutch, French,
etc.
To work in disciplined and well manner.
To have a great understanding of written and formal communication
To write formal and informal letters to others.
b) Review of CV
From the below CV it can be said that CV 1 is suitable and appropriate for job role. this is
because the person possesses relevant skills and is also having experience of 3 years that meets
the criteria. Also, candidate has already worked on post of personal assistant. Thus, CV 1 is
suitable for this job.
Selection
criteria
Candidate 1 Candidate 2 Candidate 3 Candidate 4
Criterion a 1 2 1 1
Criterion b 2 2 2 3
Criterion c 4 1 2 1
Criterion d 5 2 3 4
Criterion e 4 3 4 3
General
comments
High
capability
and abilities
Not enough
skills
suitable for
job role
Average
candidate
Lack of
knowledge
and skills

1= bad
2= Good
3 = Average
4= Very good
5= Excellent
c) Six interview questions
 Why you want to work as a person assistant role in our company?
 Why you think that you are best suitable for this role? Justify it.
 How will you deal with complex situation? Give examples of previous experience that
you managed that situation.
 What are your strength and weakness as personal assistant?
 Give an example where you communicated both in formal and informal way?
 Describe a situation where you have worked with someone who was strict and did not
understand you?

d) Rationale
The main reason analysed that the person specification developed above gives insight
about what specific requirements is needed for the job role of personal assistant. Also, it includes
academic and educational qualification required. Besides that, physical and special attributes are
defined. So, on basis of this the CV’s was reviewed and then specific person was selected. It
enabled in making it easy to review CV and shortlist it. Moreover, by matching the person
specification with CV, short listing is done. Now, after that competence based interview question
are asked so that candidate ability and skills is identified and analysed. This also helps in finding
out strength and weakness of candidate and what skills he or she possess. Therefore, on basis of
it, selection is done. Alongside, HRM practice is been followed to select right candidate.
e) Evaluate process
It can be evaluated that the entire process enable organisation follow a systematic process
to select candidate for job role. Moreover, by shortlisting applicants it becomes easy to finalise
those who is suitable.
LO3
a) Learning and development opportunities of employees for both employees and organization.
Soft skills are considered as the personality skills, communication abilities, people skills
as these focuses on the making the environment productive as well as peaceful. Communications
leads to the prosperity to the LV as if the staff members are more comfortable in communicating
as well as with their clients. This can express their feeling and their ideas which is beneficial for
the productivity of the firm and oneself as well. With the help of communication employees able
to tackle the most difficult conversations (Nolan. and Garavan, 2016). Strong leadership is also
crucial as staff members are better to handle feedback ,delegated task, take responsibility as well
as motivating themselves .they are also good in the problem solving skills as these skills assists
them to solve any kind of the problems regarding their personal and professional problems. Soft
skills are also empowers the staff members to work within collectively and meet the goals as
well as objectives of the Firm.
Digital learning- It assist the employees to speed up quickly as well as efficiently as per the
today's working environment. By providing the engaging, dynamic as well as memorable
training to the staff members makes them feeling confident about their oneself as also prepared
within their roles. Digital training saves time as because of the power of the internet training time

For examples earlier there are long lectures, lengthy manuals but now firms creates online
training programs that provides all the benefits such as cost efficiency, convenience. Online
training not only consider as the cost effective but also reduces the time that the people are
spending during the hiring time. Online training program is not same as the traditional program
so it will saves time for both employee and increases the productivity and employees have lots of
time so that they can perform other activities that are more crucial for the organization (Beer,
Boselie. and Brewster, 2015).
Promotion- It boosts the morale of the employees as well as aids to maintain the productivity of
the organization that promotes have identified the qualification, characteristics, skills as because
of the promotion it able to force the staff members to develop competencies regarding particular
groups as these benefits allows the firms to become a clear understanding as well as measure the
performances of the staff members. Promotion provides supervisors and managers a change to
analysis employees carefully before making recommendation. Employee development is
considered as continuous process as training the employees last year might the working for this
year so training is the continuous process and it needs to consider the future path of the firm.
Employee development is considered as away that can keep employees engaged to that they can
remove the boredom during the work as because of the interesting training programs as well as
development plans of the future. The development related to the future are fun as well as
challenges oriented makes the staff members to think out of the box. Employee development
makes the employees to feel more important as well as makes them loyal towards the LV.
Employee development trains both the existing employees regarding for the future promotion for
daily worker. It is better to learn about the strength as well as weakness within training instead of
training sales floor with the real customers (Kanki, Anca. and Chidester, Eds., 2019).
b) Rewards and benefits provided by LV
Core benefits
LV provides medical insurance such as E gives the full family cover while B and C provides the
single cover. They also provides the life assurance that depends on the circumstances
between the one as well as eight times of an individual salary. They provides the annual
bonus to their employees that can be based on departmental as well as personal performance.
Depending on the job banding the Managers of LV provides the holidays around 24-30 days

and also gives employees car allowance that depends on their job role and their performance
(Omotayo, 2015).
Flexible benefits provided by LV To their employees
Employees of the LV can purchase by their salary sacrifice scheme as that can buy or sell
their holidays up to Five days. LV also provides them Dental insurance as well as health
cash plan tat able to covers the broad range of services as optical, dental and many every
day health services. Provides the gym membership from a broad range of the various gyms,
health clubs at a discount rates. The LV Employees gets a 1 year discounted card regarding
the dining club of the United Kingdom
Additional benefits
The family members of LV employees gets the insurance are discounts for much insurance
products. They also assist the employees to the provides he cost of their travelling as it
comes under the season ticket loan. They get he 24 hours confidential financial, legal as
well as advice services to the workers. Employees gets also benefits regarding the online
shopping sites by offering various discounts that involves retail vouchers. About 4 to 10 %
discounts can provided by the LV to the retailers of the high street.
Firms also design the reward program for their staff members and develops the trust of the
employees towards the Firms as keeping the staff members happy consider as key
motivation as increases the trust of the employees and also makes them loyal towards the
Firm.
Employees of the LV gets benefit as per according the Maslow's motivation theory.
First they full their psychological needs such as Food ,clothing ,air as well as water that are
considered as basic needs.
Safety needs- LV provides the safety and security needs of their employees by providing them
various insurance and discounted health check-up, accidental insurance for their own and their
family members.
Social needs – By maintaining the good relationship among each other employees can satisfying
their social needs .
Esteem needs – These needs are focuses on the self-esteem and self-respect. These needs
focuses on the self-confidence, strength regarding be useful within firm.
Herzberg 's two factor theory

It focuses on two factors such as Hygiene and motivational factors
Hygiene factors – These are the factors related to the conditions where the job has performed
such as job security ,maintaining relationship with employers ,co-workers and also personal life
Motivational factors- these are the factors that motivates the staff Members of the LV such as
achievement, possibility for growth ,work itself, advancement as well as recognition as if there is
increase within these factors than the employees satisfies while if there is a decrease than the
employees are feel demotivated (Nolan. and Garavan, 2016).
LO 2
a) Description on employee relations and critically evaluate significance of employee relation on
decision making.
Employee relations defined as firm efforts to manage relationship between employers and
employees (Farouk and et.al., 2016). Therefore, effective relations of employees and employers
leads to facilities Healthy working environment. In order to manage employee relations, LV
needs to perform variety of duties that aids to promote welfare to employees, to resolve human
relation issues and this also aids to promote employee health and Well being. Organisation can
only perform effectively if they strive to maintain better relationship among employers and
employees. Therefore, critical evaluation will be conduced to determine significance of
employee relationship on decision making within enterprise as-:
Supportive working conditions- The performance level of each employer and employee tend to
enhance and improve if they support each others to perform effectively. Healthy environment is
crucial to carry put systematic working within the enterprise (Huemann, Keegan and Turner,
2018). In addition to this, leader needs to undertake the measures to cope with barricades that can
negative affect the working enterprise due to ineffective relation among employers and
employees. Thus, they must take initiative to resolve the dispute, provide timely assistance,
allows to have better communication medium etc.
Reduce workplace conflicts- Healthy employee relations leads to individual tends to adjust
more and also stop finding loopholes in one another. This supports to facilities effective working
conditions as individuals do not waste their time in meaningless conflicts and disputes. Leads
must have better involvement in workplace so that they can identify the lacking areas that can
impact the working of enterprise (Paauwe and Boon, 2018). Effective relations leads to
concentrate on work and this strive hard to perform better.

Competitive pay and benefits-The leader of LV needs to take the initiatives that offer the
effective pay to employees by looking over the role and responsibilities of each working
individual. Henceforth, senior authorities of quoted enterprise do not make any discrimination on
behalf of pay and benefits (Renwick and et.al., 2016). It leads to build the better relationship
among employees and employer. By not making discrimination on basis of pay and benefits
leads to conduct the organisation working smooth and efficiently. Thus, leader must involve
participation of employer and employee within decision making of the enterprise. It aids to
enhance their morale and then tends to perform more effectively and actively.
Effective communication- Better and effective relationship within the employee tends to
process effective communication among them. This can aids to improve the work place
environment and also develops positive relationships. Healthy relations with fellow workers aids
to ease the workload and this also enhance the workplace productivity (Singhal and Arora,
2018). Thus, leaders must act as to establish trust by asking the effective questions and actually
listening the issues of employees. This can aids to maintain the cordial relations among them.
This spreads the positivity around and they can also participates in decision-making of
organisation.
Reduce absenteeism- The better and improved relationship between employer and employees
leads to decrease the rate of absenteeism within workplace. Positive working environment leads
to enhance the morale of employees and motivates them to perform their best. Therefore, this can
be true to stated that working environment plays the vital role in order to bring effective
management. This also leads to employers and employees to take effective participation in
decision making of the enterprise.
b) Identification on elements of UK employment legislation and how this influence HR decision
making.
Employment legislations covers the all rights that aids to facilitate right of workers and
regulation better and effective relationship with their employers (Farouk and et.al., 2016). These
laws and regulation provides all kind of employee protection measures that aids to carry out
business performance effectively. Thus, key elements of employee legislation are outlined as-:
Equity pay act 2010- It is act that provides right to equal pay between men and women. If the
individual is under the same employment and has same roles and responsibilities towards the

organisation, then they must paid equality. No discrimination needs to be made on the basis of
age, sex, gender etc.
Disability Discrimination act 1995- This is the act that protect people from certain disabilities
from discrimination. It is crucial for all people to understand the rights and responsibilities at
work. Thus, this leads to protect the people from varied backgrounds and areas that is inclusive
of employment, education and access to service and facilities and public areas. In addition to
this, it is very important for people to understand right of disabled employee and promote them
equal opportunity (Klingner, Llorens. and Nalbandian, 2015).
Health and safety act 1974- This is act that has wide ranging duties on employers. Thus,
employers must protect employees on behalf of health, safety and welfare at work. Thus,
employer is held responsible for requirement for safe operation, including maintenance, effective
maintenance of machinery etc. Henceforth, LV need to meet with the all compliance of
workplace health and safety measures that has been made for employers. If workplace fails to
meet with the requirements of health and safety they has to face the issues such as loss of staff,
increment in cost and reduction in profitability (Huemann, Keegan and Turner, 2018).
Redundancy payment act 1965- This is act that is made for welfare of employer. If an
employer who is working for more than 2 years or more then they will serve the at-least one
week notice. As per this law, employer needs to understand their obligation that is inclusive of
rights of employees.
Sex discrimination act 1975- This is defined as legislation that primarily introduced to stop
discrimination against men and women on the basis of gender. It is act that is made up in terms
to promote gender equality and to offer equal opportunity to men and women. In addition to
this, this act majorly focus over components as training, education, provision of good and
services etc.
CONCLUSION
From the above study it had been summarized that Functions of the HRM are
Recruitment and selection as well as Training and development , Performance appraisal. The
purpose of HRM is to maintain the good relations with the employees and to listen the
employees problems. It promote the healthy working conditions. It also performs various
functions, Workforce planning and provides the flexible working to the employees. To identify
the skills gaps and offering training to the staff members as well finds the right skilled

individuals for future with the overall talent strategy. Furthermore, it focused on Internal
recruitment that is cost effective as well as boosts the morale of employees, also External
recruitment miss out the fresh ideas and more expensive. Selection can vary form one firm to
another as Soft skills focuses on the making the environment productive such Communications
helps to express employee's feeling and ideas. Strong leadership also required in the problem
solving skills, Digital learning assists to provide the engaging of employees , saves time and
cost effective. LV provides medical insurance, Dental insurance, gym membership and gets a 1
year discounted card About 4 to 10 % discounts to the retailers of the high street.

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