Human Resource Management - JP Morgan

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the Function of HRM applicable to planning and resourcing JP Morgan . .1
P2-Strength and weakness of the different approaches to recruitment and selection............3
TASK 3............................................................................................................................................6
P3. Benefits of HRM for employee and employer in JP Morgan.........................................6
P4-The effectiveness of the different human resources management practices.....................8
TASK 3............................................................................................................................................9
P5. Importance of employee relations in respect to influence HRM decision-making in JP
Morgan...................................................................................................................................9
P6: Identify the key elements of employee legislation and the impact it has upon HRM
decision-making in JP Morgan...............................................................................................1
TASK 4............................................................................................................................................2
P7 Application of HRM practices..........................................................................................2
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is practice to make management effective and to manage
employees of organization. It helps organization to make competitive profit, engage and
encourage employees to work more efficiently towards achieving goals. Here is a JP Morgan
firm, which is a commercial and investment banking institute. It was founded by J.P. Morgan in
1871 and it is headquartered New York, United States. This case study will explain purpose and
functions of HRM, that is applicable to workforce planning and resourcing. Explain strengths
and weaknesses of different approaches to recruitment and selection. Evaluate the effectiveness
of the key element of HRM. Elaborate benefits of different HRM practices with different
methods. Analyse internal and external factor that affect HRM decision making, including
employment legislation like anti-discrimination, diversity, data protection, equality, health and
safety etc. Also explain HRM practices.
TASK 1
P1 Purpose and the Function of HRM applicable to planning and resourcing JP Morgan
Human resource management is a system which manage employees in JP Morgan firm. It
manages company, recruits and hires employees. It has major areas like benefits and
compensation of employees, define work to employees, manages staff etc.
Purpose and the Function of HR Director
1
Illustration 1: Human resource
management
Source: (Purpose of human resource
management, 2014)

Purpose of HR
Achieve specific business objectives : HR makes plan to achieve specific business
objective in JP Morgan. Like, what number and types of workers are needed in company.
Conducts training and development, controls projects management increases productivity of
employees to get business objects.
Fulfil staffing needs: HR has responsibility to recruit a person who justify the post and
well-aware with duties and responsibilities in JP Morgan and other needs are like administrating
tests, reference check etc. HRM also involves in process of transfer and promotion of employees.
Maintain employee satisfaction: HR maintains employee satisfaction by providing them
positive environment for work place, encouraging their work ability, creating career pathway and
being honest and transparent with them.
Functions of HR
HR has these functions to execute.
Planning of Recruitment and Selection: Recruitment and selection is a process in
which JP Morgan HR selects qualified and potential candidate for a particular post. Procedure of
recruitment is conducted to approach and encourage qualifying candidate. In JP Morgan, before
implementing recruitment process HR makes staff plan such as what number of employees
needed in company.
Directing Employees: In JP Morgan HR directs employees to make them active to gain
JP Morgan goals. It includes some activities like training and development, motivation. These
activities engage employee towards company which make them efficient and responsible.
Training and Development: This includes some tasks that make employees self
confident, motivated, skilful, innovative which help them to work with more effectively. These
activities make workers knees strong to achieve their objects in JP Morgan.
HRM Definition and Scope of Strategic HRM
HRM is a formal system that recruits candidates, manage staff, employees
in JP Morgan and has some responsibilities such as defining work, staffing, benefits and
compensate of employees etc.
Scope of Strategic HRM
Employee Welfare: HRM has to deal with some sources and conditions in JP Morgan.
HRM has services and duties for company employees that is social security, safety services,
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medical services and health services. It also includes medical care, making positive working
positive, lighting and proper ventilation in office, reducing work load, sickness benefits, family
benefits etc.
Personnel Management: In JP Morgan personnel management includes manpower like
recruitment and selection process, compensation, transfer, promotion, incentive, increasing
employee productivity, development and training, travelling policy etc. All these are directly
linked with JP Morgan output.
Industrial Relations: To make healthy relation or interaction with workers HRM effort
to maintain peace in JP Morgan. By settling disputes between workers, disciplinary procedures,
understanding employees problems and solving them effectively, providing activities to engage
employees with each other. It is all about for maintaining and increasing productivity of JP
Morgan.
Hard and Soft HRM Approaches for Planning and Resourcing
Hard HRM: In JP Morgan hard HRM manage and measure HR procedure and policies.
It treats employees like business sources and machines. Having strong business planning that
what resources would be needed, how much it would cost, how to get it etc. Hard HRM focus on
workplace needs like managing and recruiting candidates etc.
Soft HRM: Soft HRM treats employee as human capital or essential resource for JP
Morgan. It concentrates about employees needs, rewards, motivation and JP Morgan execute
plans according to it. It efforts to make employees courageous and responsible. Conducts
training developing and enhance employees ability and productivity.
M1 The functions of HRM can provide talent and skills appropriate to fulfil business
objectives
Training and Development: JP Morgan HRM facilitate training and development to
boost its employees knees, knowledge, productivity which is necessary to fulfil company
objectives. It helps employees to upgrade their performance and make them focused to work
effectively.
Positive Work Culture: HRM of JP Morgan creates a positive work environment for its
workers. It brings positive energy in employees that help them to collaborate with their work and
co-workers as well. Due to this, everyone works together in team and become more able to solve
problems easily.
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P2-Strength and weakness of the different approaches to recruitment and selection
The recruitment and selection process plays an important role in the success of any
organisation. When it is done in a right manner than it allows to improve productivity and
financial status of organisation. There are generally two types of approaches of recruitment
which are Internal and External recruitment
Internal Recruitment-Internal recruitment defines to hiring employees within the
organisation internally. As a HR assistant at JP Morgan Firm will give preference to internal
source of recruitment because it takes less time than external source. Internal recruitment include
promotions, transfers and recruiting former employees. There are some advantages and
disadvantages of this type of recruitment.
Strength-This recruitment method is cost-effective and it will boost employee morale. At the
same time it helps to achieve top talent and reduces employee turnover. (Sattar and et.al., 2015).
It provides job satisfaction to existing employees.
Weakness-The downside that is hiring from within the organisation it may limit the number of
potential candidates. We will miss the new and fresh ideas that can be achieved by external
candidates. By recruiting within the organisation it will result workplace conflicts too. It creates
new vacancies which need to be filled.
Benefits and shortcoming of internal recruitment
The benefit of internal recruitment is It decreases the chances of errors because existing
employees are used to with work and they better know their responsibility towards works.
The shortcoming of internal recruitment is it limits talent pool and choices.
External recruitment- External recruitment refers to hiring employees from outside the
organisation or other than existing staff. By advertising in newspaper, contact from educational
institutions and telecasting will recruit employees in the firm JP Morgan firm.
Strength-It creates new opportunities for the external employees. Firm can hire suitable
employees and by hiring appropriate employees firm can gain and use new ideas and creativity
which will be helpful in achieving organisation's goal. It minimizes the chances of partiality and
can use wider range of experience.
Weakness-External recruitment is more expensive and time consuming method because HR
director will need to train new employees, pay for background checks and for advertisement in
local newspaper. By recruiting external employees it increases the chances of errors.
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Benefits and shortcoming of external recruitment-
Benefit of external recruitment is It minimizes the chances of partiality and can use wider range
of experience. It promotes better condition. On the other hand it creates dissatisfaction amongst
existing employees, they feel dissatisfied with their job and leave the organisation. While
recruiting employees from outside HR has to face adaptability problem.
Selection- Selection is the process of differentiating between employees and applicants in
order to hire those who is suitable to job and can help in success of job as-well as organisation.
There are some steps in selection process which every organisation use after recruiting people
Preliminary interview- In this interview HR eliminates those candidates who do not meet the
minimum eligibility criteria as required by the organisation. In preliminary interview individuals
are checked for their academic qualification, skill sets, family background and their interest in
working with the firm.
Written test- HR conducts various written tests like aptitude test, intelligence test, reasoning test
and personality test. These tests help in selection of potential candidates.
Strength- Selection method clearly defines criteria, it gives training for selectors and panel
discussion. It reduces operational costs by selecting the right candidate for the job, it can
measure presentation and verbal skills, test taker can positively correlate the test within the
actual position.
Weakness- It is time consuming and very costly, individual can easily manipulate the results by
choosing favoured answers. It requires rapid display rate. It eliminates most of the person and
then select restricted number of persons so it takes too much time of the HR.
Benefits and shortcoming of selection method-
The benefits of selection method is it assesses the ability of employees to perform the job
functions which reduces the operational costs by selecting the right candidates for the job.
The shortcoming of selection method is it is very larger process and sometimes many applicants
come who are not seriously looking for the job they come only for passing the time so it takes
too much time of HR.
M2-Strength and weakness of different approaches to recruitment and selection
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By measuring the knowledge of External employees HR evaluates the strength and weakness of
employees it minimizes the chances of partiality and can use wider range of experience.
Selection process take too much time and cosltly process which decreases profit of organisation.
M3 Strength and weakness of different approaches to recruitment and selection by
examples
It provides opportunities for promotion to existing employees within the business for that staff
feels more motivated to strive hard and will give their best. It becomes the reason of conflicts
amongst employees for example there are 10 employees who are effective and talented but there
are only 6 seats vacant for promotion, If HR promotes only 6 employees then the remaining 4
employees will be depressed and it will become the reason of conflicts.
TASK 3
P3. Benefits of HRM for employee and employer in JP Morgan
Human resource management has various benefits which includes the following
Benefits for Employee
Improve employee turnover Human resource managers generally see there employees
only when they are facing issues but to reduce their
employee's turnover they will constantly spend time with
their staff to check whether they are happy or not, this
practice helps JP Morgan for enhancing their employee
turnover.
Improve employee skills and
performance
Human resource managers are the backbone of an
organization without them anyone can get a job in the firm
either they are eligible for the position or not, because of
which HR is must for every organization. HRM helps the
candidate to develop proper skills and performance which
he actually requires for working with efficiency.
Employee satisfaction Employee's of JP Morgan get constant motivation by the
human resource professionals to remain in the organization
and focus on their work without facing any issues. Also,
the HR will be seeing motivating there staff with more
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creative solutions. All the employee needs will be fulfilled
and they will surely try to look for more ideas to help
them.
Learning, training and
development practices
By conducting the learning, training and development
sessions the human resource department of JP Morgan
helps there employees in understanding the requirements
of the organization. Also, by these sessions the employees
develop more skills and it will also prepare them for facing
challenges which may occur in the future.
Benefits of HRM for an employer in JP Morgan
Disputes management Workplace disputes are somewhat which is unavoidable as
both the employees and employers are having different
characteristics, lifestyle and work ethics. The HRM helps
to tackle these situations and cut off the differences
between both parties, by considering both with same
equality and not choosing anyone's side.
Training and development All the policies and procedure of JP Morgan is necessary to
be conveyed to the employees securely as an official way
of organizational socialization. By this procedure, all the
employees will feel secure that they are on same
wavelength. This regular process will enhance the skills of
employees and keep them up-to-date which is generally the
main requirement of an organization.
Job satisfaction By a good human resource management JP Morgan creates
perception of job satisfaction within their employees. And
because of this the employees would never think to leave
the organization which will save the time and costs of the
organization invested on them.
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Retention and recruitment Meanwhile, recruitment and retention is a function of
human resource management, it will remain as the main
central part of all the policies and systems of an HR
department. JP Morgan always tries to acquire more
qualified employees, encourage them, provide them the
right training and retain them which will take them towards
success.
Flexible working options
JP Morgan is using this practice for employees
comfort and satisfaction by which they will become more
dedicated towards the organization, because they are being
provided flexible working facilities for meeting their
personal obligations, which becomes easy for the
organization to ask there employees for working overtime
when needed.
P4-The effectiveness of the different human resources management practices
Human resource management practices are the planned approaches to managing people
effectively for performance. Good HRM practices help in achieving organisational objectives
and enhance productivity. The best HRM practices involved safe, healthy and happy workplace,
knowledge sharing and fair evaluation system
Learning, training and development practices- Learning, training and development are
very essential in any company and organisation. By analysing employees satisfaction and morale
we can evaluate the training and development practices, satisfaction in work can lead to
company in becoming more profitable. It is important in order to reflect and improve employees
effectiveness and efficiency. The effectiveness of this process can be evaluate by visual
confirmation, social ownership and skill assessment which can improve training effectiveness
and productivity.In JP Morgan firm HR assistant emphasises on training and development
practices because it Improves employee performance. The employees who receives the necessary
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training are more able to perform in their job. By performing good at workplace it will help in
productivity.
Payment and reward management practices- A reward is a pay which is provided by
employer to employees. It can be in any form like it can be a price, a gift, voucher etc. It is given
in recognition of service, efforts and achievement (Shields and et.al., 2015.). This system
motivates employees which helps in achieving determined goals of organisation. Reward
management is a tool which company uses to keep employees happy, loyal, hard working and
engaged. It can be evaluate by motivational practice which organisation uses to reward
employees for their achievement and success which also help in increasing productivity.
Flexible work option- Flexible working means giving the flexibility to employees on
how long, where and when they will work. JP Morgan organisation allows employees to work
accordingly (Gardner and et.al., 2015). It increases their self-esteem. It includes part-time and
full-time.By giving flexible work option it can be more profitable and productive.By giving
alternative work arrangement to employees HR can evaluate the flexible work option it will
increase employee morale, engagement and commitment to the organisation which reduces
tardiness and they will fork for longer hours with fresh mind which will increase profits of
organisation.
Employee Performance management and monitoring- Performance management is
the process of creating a better work environment where people can perform to the best of their
abilities. It defines the interaction of manager with an employee at every stage. HR of JP Morgan
will evaluate the employee performance management by measuring the quality of work it will
improve their performance which will boost the productivity (Peregrino de Brito and et.al.,
2016). By measuring the ability of employees to take responsibility which will increase the
efficiency and effectiveness of the employees, evaluation can help employees in increasing their
commitment to the firm and productivity. It will be helpful to company to make it more
profitable.
TASK 3
P5. Importance of employee relations in respect to influence HRM decision-making in JP
Morgan
Involving team members
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Employees must feel important and necessary for the organization. An individual must be
allocated responsibilities depending on their interests and abilities (Albrecht and et.at., 2015). JP
Morgan never force work on their employees rather leave them willingly accept challenges. It is
their responsibility to let the employees enjoy their work or else they would end up fighting with
their co-workers and superiors.
Needs guidance and advice
There occurs many situations in which individuals are not able to make decisions alone,
he needs someone guidance and advice to make correct decisions. Before putting an effect to any
plan, its advantages and disadvantages must be assessed, also there must be good employee
relations with the employees where they can express views freely without any hesitations.
Fights and conflicts are also discouraged by good employee relations
In JP Morgan people are encouraged more to tend in adjusting and to stop finding
unsatisfactory feature in each other. Employees do not waste their time in arguments and
disputes, rather focus on their work and work hard. By treating each other well, employees try
their best to understand the situations and make others happy.
Reduces the situations of absenteeism at workplace
Employees would become more enthusiast towards their work and will be desiring to
come office daily. They start enjoying their work and will not take often leaves.
Having good employee relations is a wise decision
JP Morgan always tries to build good employee relations, because you may need them at
any moment. Employees will come to help only when you are nice with them. Everyone may
have personal issues and will need leaves, for which they need trustworthy colleague to work on
their behalf.
Strategies used by JP Morgan to improve employee relations
Stimulate effective communication
The communication must be precise and relevant for a proper employee interaction with
each other, as we all know that poor communication causes confusions and misunderstandings.
Everyone must voice their opinion and do express there disapproval if they are not happy by
their colleague’s proposal. It will surely prevent conflicts among them and improve their
relations in the future.
Promote decision-making
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JP Morgan gives their employees freedom to make decisions on their own which surely
boost there confidence, because if they will feel valued and reliable then they will put extra
efforts to make sure that things are done in the right way.
D3: Employee relations and the application of HRM practices that inform and influence
decision-making
Involving team members while making decisions is necessary to let the employee feel
important, but at the same time managers might be facing hard time to monitor activities and
decisions with employee's involvement to preserve in opposition to negative results. JP Morgan
never forces work on their employees but as a result sometimes the employees takes wrong
advantage of this practice and becomes careless towards there work.
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P6: Identify the key elements of employee legislation and the impact it has upon HRM decision-
making in JP Morgan
Employee legislation have an impact upon HRM decision-making under the following acts
Anti-discrimination Act 1964
According to the Title VII of Civil Rights Act of 1964, employee discrimination on the
basis of colour, sex, religion, national origin and race is strictly prohibited. These regulations
only apply to those companies who are having 15 or more workers on the payroll. JP Morgan do
follow this regulation very strictly and also look upon the HR practices frequently to check that
they do not disrespect this Act. HRM consider there female candidates equally and provide them
equal salaries according to other male candidates.
Equality and Diversity Act 2010
Diversity helps in discrimination and prevention which at the same time improves the
equality level in workplace. JP Morgan is being able to identity and receive diverse people, also
allow them to feel considered and motivate them to work hard. HR professionals conduct classes
to reduce language, cultural barriers and different thoughts that leads to an ineffective
communication which produces deficiency in team work which builds confusions and decreases
the morale.
Occupational Health and Safety Act 1970
This act is been put into practice in 1970. The occupational health and safety requires
company concern that would protect employees from dangerous work environments. With
concern to this law JP Morgan's HR provides safeguards who acts as an informant when any
dangerous conditions takes place in the workplace.
Data Protection Act 1998
Data protection act 1998 has an effect on HR activities, from handling process of
recruitment and references of employer to record keeping of employee and monitoring their
performance. In reference to this, HR has to make necessary decisions to keep the employee's
data secure and must be process the data fairly and in a transparent manner.

Leave Provisions Act 1993
The FMLA (federal family and medical leave act of 1993) provides employees the
facility to take unpaid leaves upto 12 weeks in a year for certain situations such as health issues,
his or any family member's marriage and maternity leaves. Also, upto 26 weeks of leaves are
acceptable for an eligible employee. In JP Morgan HR managers provide there employees the
privileged of job protection during their absence.
Medical and Disability Act 1995
The medical and disability act 1995 defines that how the employee's with medical and
disability conditions must be treated by there employers. HR provides modified and part-time
working schedules, interpreters for their employees who are disabled and also modify their
premises to let consumers to access the amenity.
Fair Labor Standards Act 1938
The Fair Labor Standards act 1938 (FLSA) set up the minimum wages amount, which is
reconsidered on a periodic basis. HR professionals of JP Morgan repeatedly verify the amount
which is paid to their employees, so that they can get fair remuneration. FLSA do not precise a
minimum number of employees to not cover this act.
M4: Key aspects of employee relations management and employment legislation that affect
HRM decision-making
In anti-discrimination law employee takes more interests in his work and will focus more.
With this the employees are complied with rules without debates and disagreement. Employee
retention also becomes easy which saves the employer costs and time spent on the employee's.
TASK 4
P7 Application of HRM practices
Job Specification
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Job Title: HR Assistant
Reports to: CEO of JP Morgan
Job overview: HR Assistant provides secretary support to the HR managers to successfully
complete the HR-related tasks such as printing information, formatting, entering, answering
phone calls, pass on messages and organize work.
Responsibilities and duties: Besides administrative responsibilities, HR assistants are also
involved in recruiting, selection, training, development, placement and orientation of new
employees.
Qualification: 12th, Graduate, MBA in HR
Interview questions for HR Assistant:
11 Do you have any experience in which you have performed, justified and maintained
personnel documentation?11 What do you do to organize, plan strategies and determine the order of your work?11 How will you manage disputes among your employees?11 Will you be able to complete multiple tasks under pressure?11 What techniques will you using to maintain good employee relations?

Person Specification
Attributes Item Relevant Criteria Essential/
Desirable
1 Skills &
Abilities
1.1  Effective communication skills.
 Knowledge of employment practices and laws.
 Maintaining employee relations.
 Teamwork and Scheduling.
 Time and Project management.
Essential
2
General &
Specialist
Knowledge
2.1  Technical and software handling knowledge.
 Management knowledge.
 Leadership and problem solving.
 Expertise in handling resources.
Essential
3
Education &
Training
3.1  12th + Graduated
 MBA in Human Resource.
 6 month training.
Desirable
4
Relevant
Experience
4.1  Worked in any company related to HR as an
assistant.
Desirable
5
Special
Requirements
5.1
5.2
 Excellent Knowledge of English in both oral
and written form.
 Basic office skills and talent to work with
confidential data.
 Excellent computer skills including MS Word
and MS Excel.
Essential
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M5: Rationale for the application of specific HRM practices
Rationale for Job Specification
Job Specification is a written document that provides description of tasks, duties and
responsibilities for a position. Purpose of job specification are-
Job specification helps people to examine whether they are suitable for the particular
vacancy or not.
It is helpful for the HR team to specify and understand what skills, abilities, knowledge
and characteristics are required in a person to hire them.
Rationale for Person Specification
Person Specification explains about the personal qualities and features desired in an employee.
Purpose of person specification are-
It makes the recruitment procedure more improved and efficient, which also ensures that
you are evaluating a person on their capabilities.
It also allows candidates to match themselves with required suitability criteria.
D3 Employee relations and the application of HRM practices that inform and influence
decision-making
JP Morgan provides guidance and advice to its employees at the time of need but rather
some employees do not even try to solve the situations on their end and starts depending on the
HR which is not every-time possible for them.
CONCLUSION
From the above study, it has been concluded that Human resources management focuses
on matching the needs of the business with the needs of the employees. Human resources
management has some function for an organisation for positively engaging its employees with
firm. It follows the recruitment and selection process in order to attract the right kind of
employees for the business needs. HRM follows the best recruitment and selection method after
knowing the all factors like strength and weakness in order to attract an effective workforce. The
effectiveness of HRM practices such as learning, development and training practices and
payment and reward management practices help in increasing productivity and profitability. It
shows the importance of employees relations and employee legislation such as diversity, data
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protection and equity that influence HRM decision making and how HRM manages to keep it
beneficial.
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Purpose of human resource management. 2014. [ONLINE] Available
though:<https://www.keka.com/5-major-functions-human-resource-management/>
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