HR Practices in Work Relations

This assignment delves into various human resource (HR) practices within a work environment, with a primary focus on recruitment and selection processes. It outlines the steps involved, from designing job advertisements and shortlisting applications to conducting interviews and ultimately selecting the best candidate. The document also touches upon the benefits of recruiting externally versus internally, emphasizing the importance of fresh talent while acknowledging the cost implications.

Human Resource
Management

Table of Contents
INTRODUCTION:.....................................................................................................................3
Lo 1 Purpose and scope of human resource management.....................................................3
Lo 2 Key elements of HRM in organisation..........................................................................5
Lo 3 internal and external factors that affect HR policies.....................................................7
Lo 4 HR pratices in work relation.........................................................................................8
CONCLUSION:.........................................................................................................................9
REFERENCES:........................................................................................................................10

INTRODUCTION:
Human being are the main pillars of every organisation. They are the fundamental resource
for making any product or service. Human resource management is the process of recruiting
ans selecting talented employees to righ place, provides training and development, appraising
the perfromance, etc. This purpose of HRM is to make effecient use of existing workforce in
the organisation. This will help in incresing productivity of employees as well as
organisation. This report is prepared to discuss the various ways in which the emplyees can
be selected. Further it will show the roles and responsibility of HR manager in selection of
employees. What are the strenghts and weakness of types of recruitment. What is the need of
training the employees and the various reward management techniques. At last it will show
the benefits of maintaning the employee relation.
Lo 1 Purpose and scope of human resource management.
Nature and scope of HRM:
The HRM plays crucial role in every organisation. It is the management who is responsible
for bringing people and organisation together so that the objectives can be achieved. It is all
about people at work both as individuals and groups. It involves management functions like
planning, organising, controlling and directing. It helps to achieve individual, organisational
and social objectives. It involves procurement, development, etc. of human resources.
Human resource management is the process of managing people in organisations in a
structured and thorough manner. This covers the field of recrutiment, employee retention,
performance apprasail and change management.
The functions of HRM are clessified into three categories:
managerial functions- It includes the functions such as HR planning, organising, directing
and controlling the work force in the organisation.
Operative functions- It includes job related funnctions such as recruiting and selecting, job
analysis and design, training and development, etc.
Advisory function – It gives advise to top management for evaluating the policies and
programs, procedures, etc.(Armstrong, and Taylor, ., 2014)
the impact of legal and regulatroy frameworks- there are various laws that must be followed
while recriuting. It states that the employees should be protected from discrinimation based
on caste, creed, gender,etc. Employees must recieve protection frm these type of
discrinimation.
Recruitment:-It is a process of selection new employees. It is done in two ways.
Internal- it is a method in which the employees are recruited from within an organisation.
The business looks to fill the vacancy from the internal sources.
External-the business fills the vacancy from external sources. The various sources are
newspaper advertising, labour contractors, educational institutions, etc.
Personal specifications; it is a description of skills, qualifications, experience, etc which a
candidate must possess for performing a specific job.
Competency framework-a competency is set of skills, traits, abilities, etc which plays a
crucial role for an individual to effectively perform the job. it defines the roles and
responsibilities and organisational behaviour.
Methods of selection-

internal sourcing – a process in which the candidates are selected from within an
organisation. It is reliable as little or no training is needed and employee knows how to
perform the job. Also the expenses for recruiting new employees are spared. It fosters loyalty
among team members.
External sourcing- the candidate are selected through external tools. It helps in brining fresh
talent to the organisation.
Third party sourcing- it means using a placement agency for selecting new employees. It is
reliable because it uses various tools to find out the appropriate candidate. In this the
company has to give commission on recriutment of each employee. It adds to the cost of
company(Beardwell. and Thompson, 2014)
.
Issues in successful induction- it is a program in which the employee is introduced to the
company. To make it successful first plan an induction it involves all the details that you
want to give it to candidate. Create a check list that to divide the task according to days. Ask
everyone in the company to get involved in the induction program, this will encourage the
employee confidence.
Reward management- it includes the forming and implemting the strategies that is used to
reward employees fairly and equally.in accordance with their work done.
Extrinsic reward- it is a reward that is given to employees in monetary terms. It includes
bonus, incentive, etc. these are typically financial in nature such as salary hike or cash
reward. It motivates and inspire employees because money is the biggest motivator after all.
Intrinsic- it is an reward that comes from within the employee.in other words it can be
defined as the feeling which motivates the employee.. These rewards are directly related to
work performance. The various forms are achievement, recognition, pride, etc(.Chelladurai,.
and Kerwin,., 2017)
Link between-motivation is process by which the behaviour of person changes.
Job design techniques-
Work simplification- in this the job is simplified into smaller parts. Each part is given to the
worker who do the same task again and again. This increases workers productivity on one
hand and profit on other.
Job rotation- in this the employee moves from one job to another without change in job
profile. The employees perform different job but of same nature.
Job enlargement- it involves adding more tasks to a job. This expands the scope of job and
gives various tasks to employees..
Job enrichment- it involves adding motivational factors to the job. It increase the
responsibilities of the employees.
Numerical flexible-in tis the organisation brings labour in and out according to the demand of
the product. They control it by number of employees they need at time. it can be done by
hiring casuals or part time workers.
Functional- it states that employees do jobs other than the job specified to them. so
employees should be multi skilled to be able to perform different jobs.
Handy model-it suggested that the organisation do not just consist of core and the periphery.
since the periphery can be further divided into three categories:
The first represent the multi skilled professionals managers who are essential for the
continuity of business.
The second represents the contractual fringe as non- central activities like marketing, research
and computing are contracted out
the third represents the flexible work force like part time, seasonal and temporary workers.

Lo 2 Key elements of HRM in organisation.
Basis Training development
Meaning It is a learning process It is a educational process
Objective It is given to improve the
skills in doing current job
To prepare the employee for
future
Term It is generally given for short
term
It is life long.
Orientation It is specifically job
orientated
It is career oriented
Focus It focuses on present
activities
It focuses on future activities.
Job analysis: it is a process in which the various content of doing a job is specified. These
are the attributes and activities that are involved in performing a job are identified. t contains
two elements such as job description and job specification. :
Job description: It contains a list of job duties, responsibilities, working environment,
reporting and responsibility.
A job description contains the following: Job Title: it shows the position where the
candidates will work. Job location: It contains the location of job, working days, etc. Goals
and Objectives: it includes goals and objectives that have to be performed and achieved.
Reporting :It shows the person whom the candidates has to report tools and equipment’s
used: It shows those tools and equioment which will be used by candidates in doing the job
Responsibilities:it gives a clear detail of the main tasks that employee is responsible for.
Skills it contains those skills and experience that candidate will required to do the job..
Working environment: It includes the internal environment in which the candidate have to
work.( Marchington,and et.al., 2016)
Job specification: it contains a list of human requirements for doing a job. It includes the
following like in Quantitative factors (Age, sex, education, professional qualification,
Experience, etc.)Character traits(Stability, industrious, loyalty, self reliance, leadership, etc.)
methods of motivation(Money, status, etc.)
Training: It is a learning process that involves gaining of knowledge, skills, . It helps in
changing of attitudes and behaviors to enhance the performance of employees. It is dependent
on skilled behavior.of employees.
Types of training: . On-the-job training (OJT) it is the training methods which is conducted
on the workplace. OJT is used in increasing employee skills and productivity. It helps in for
developing proficiency skills that are relatively easy to learn An analysis of the major job
requirements (identified in the position description and performance plan) and related
knowledge‟s, skills, and abilities form the basis for setting up an OJT plan (Sparrow,
Brewster, and Chung,, 2016)
2. OFF THE JOB METHODS:
1. Lecturers : they are one of the simplest ways of giving knowledge to trainees. It is used
when there are chnage in theories or policies of organisation. It helps in developing problem
solving skills of candidates. It is organised by training specialist or superior.. The lecture

method can be used for large groups so that they can be trained within short time. It also
reduces the cost of training Lectures are essential for imparting technica knowledgel or
special information
2. Conference : it can be used as problem-solving approach. Whenever there is a conflict
between two groups this method can be used for giving the solutions.due to this there is a lot
of trainee participation. It can also be difficult to control this type of group. Suggestions and
Opinions generated in this method may differ from the manager‟s ideas..
3. Seminar : it is a combination of various methods like: lectures, discussions, conferences,
demonstrations.various group members are involved in the training. The trainer can use many
group methods for this activity. A lot of planning s done to organise seminar so it is time
consuming process. also the trainer must poesses skills in conducting a seminar.
4. Role Playing It is good for customer service and sales training. where the trainees assume
roles and act out situations connected to the learning concepts.
Training Evaluation – to check whether th etraining has that desired affect ot not the
training evaluation program is done. Training evaluation ensures that whether candidates are
able to implement the learning to their workplaces.( Reiche, and et.al., 2016)
Purposes of Training Evaluation The five main purposes of training evaluation are:
Feedback: It helps in giving feedback to the candidates by defining the objectives . Research:
It helps in maintaining the relationship between knowledge that has been acquired. Control: It
helps in controlling the training programso that proper training can be given. Power games:
the top management uses this to evaluative data for their own benefits.
Human Resource Management
Process of Training Evaluation Before Training: The skills and knowledge of learner are
identified before the training program. During the start of training, there is feeling in
candidates that it is just a waste of time and money but they are unaware that this will help in
achivieing the objectives and outcomes of the program. After that they their opinions on the
methods used are taken and whether it helped them to achieve objectives.
During Training: This phase consist of short tests at regular intervals. After Training: It is
the phase when learner‟s skills and knowledge are identified again so that the effeceiency of
training can be measured. It is to determine whether training has desired effect at individual
level and later at department level. There are various evaluation techniques for this phase
such as 1. Observation 2. Questionnaire 3. Interview 4. Self diaries 5. Self recording of
specific incidents
Training needs:
Training needs can be identified through identifying the organizational needs based on:
1. Organizational Analysis:it includes analysis of objectives, resources, internal and external
environment andl climate of organisation. The strengths and weakness of organisation are
different in areas like ,quality and quantity of the output , other production areas, personnel,
finance , etc
2. Department Analysis : it including special problems of the department. also problems of
employees like acquiring skills and knowledge, operating skills, accounting skills, etc. . .
3. Job Role Analysis: in this the study of jobs roles , job enlargement and job enrichment
etc. Are there.( Brewster, and Hegewisch,. eds., 2017..)
4. Manpower Analysis: strengths and weakness like job knowledge, skills of an individual
employee is contained.
Reward Management -it involves the analysis and effective control of employee
remuneration and covers salary and all benefits. It assesses the nature and extent of rewards

and the way they are delivered as well as considering their effect on both the Organization
and staff.
Performance management- it is regarded as a systematic process by which improving the
individual performance of employees the overall performance of organisation can be
increased.it sets the platform for rewarding the individual employee accomplishments.
Methods: there are basically five methods to measure employee performance.
first is to watch employee work . watching an employee work with own eyes helps in
measuring his performance easily. That’s why many organisations encourage the managers to
go along
second is to meet every employee one on one and ask for an account what they have done till
yet.(Beardwell, and Thompson, 2014)
third one is to ask employees to keep track of their actions by using self-monitoring tools
like check lists, activity log, etc.
fourth one is to review the progress of work on regular basis. It means if employee is not
producing tangible product then watch them by reviewing his work.
Fifth one is ask customers, vendors, co-workers and gather information about the work.
Lo 3 internal and external factors that affect HR policies.
Employee relations: it means all the efforts that are done by company to manage relationship
with its employees. Good employee relation makes employees committed to their job and
loyal to the company. the human resource designs strategy to ensure most effective use of
people to accomplish organisation goals..
Maintaining good employee relations: it is important that employees share a good relation
at workplace. A healthy relation will increase the employees productivity. It also sometimes
helps in assisting the employer. Everyone will feel secure and confident and thus will deliver
his best. It reduces conflict and disputes. The problem of absenteeism is reduced at
workplace. Moreover healthy relations spread positivity all around.
Strategies:
Improve communication- share and the important company information and have meeting
with them regularly helps in increasing communication. They start feeling as a crucial part of
business
Career development- it will help in decreasing employee turnover. The managers should
closely work with them on improving skills. setting a development plan by using
performance appraisal will help employees to reach their goals. This will create a smarter
workforce and increase their morale (.Reiche, and et.al., 2016)
Share the vision- have meetings and explain the growth and expansion plan of company with
them. Take ideas from them on ways to improve productivity and reward the best one. It will
keep updated the employees about the plans.
Challenge employees- set production goals for each employee and reward them for brilliant
work done with various reward plans..
Purpose of employee law: they protect employee rights and set employees obligations and
responsibilities. They main purpose is to provide equal opportunity and pay. Apart from this
there are many purpose of employee law such as physical and mental , safety and workplace
diversity. Employers ensure that the operations are in compliance with federal laws.
Trade union- an association of workers which protects the rights of employees and improve
pay and working conditions. There are four types of trade unions. Industrial, general, craft
and white collar unions.

Role of trade union- they carry out a lot of functions. They negotiate on pay scales, working
hours and conditions. These area includes basic pay, safety, job security, etc. they also try to
protect workers rights depending upon circumstances. Unions provide information on
pension schemes. Some of them help with education and training schemes. These unions
pressurize the government to adopt a legislation such as minimum wage.
Collective agreement- it is an agreement made between employer and trade union on the
terms and conditions of employment. It covers working hours, salary and bonus, annual and
sick leaves, etc. it reflects the concerns and expectations of both the parties. The employer
and employee is given certainty on their rights and obligations.
Discipline- it means by which the supervisor corrects the behaviour of employees in
established company rules. It is not designed to punish an employee.
Redundancy- when work force is reduced by the employer because of non requirement of
specific job. In simple terms terminating of employees from the organisation.
Grievances-it is a dissatisfaction that an employee experience in the course of his job. These
grievances must be communicated to the management.
Out of three the best practise used must be discipline in which the employees will feel some
responsibility towards the organisation and work accordingly. Also in this the problems or
issues of the employees are identified and solved(Marchington,and et.al., 2016)
Lo 4 HR pratices in work relation
Recruitment and selection process
Designing and placing job advertisements- this is the first step in which the design of job and
its placing is done. In simple terms it means through which source the job advertisement has
to be given. There are various sources such as newspaper, social media, television, job sites,
etc. available but the most efficient and reliable source must be selected. This is the most
crucial step because it attracts huge number of candidates to apply for job. Also, the source
should be able to reach a vast amount of area and must be cheaper. The job design briefs the
roles and responsibilities, qualification, job profile, company, etc . which are required is
given. The job design also affects the desired candidate attraction in applying for the job
shortlisting and processing applications- in this step all the applications received are
shortlisted and processed. In this the selection committee process and select the applications.
Only the candidate who qualifies the criteria of job are called for the interview. usually the
candidate who are called for the interview are three or five times than the number of posts.
These candidates are either called or interview letter is sent to them through email.
interview preparation and best practise- the candidate who got selected are called for
interview.( Chelladurai,. and Kerwin,., 2017)This is done to get more detailed information of
the candidate and also to check the communication skill. The interview may be direct or
indirect. For conducting interview a panel is prepared. Each panel member discuss and give
grades to candidate.
selecting best practise- at last the best practise of interview process is selected. The
interviews are of different types such as telephonic, face to face, etc. So it is decided that
what type of interview will be done to select the employee. These interview are dependent on
the post as well as employees. After this the employee is selected for the post that he has
applied.

CONCLUSION:
This report gives a brief discussion on the various roles and responsibility of HR. The
outcome of the report is that selecting the employee from external sources is beneficial to
organisation as it brings in fresh talent but on the other hand it is an expensive process to
recruit the employees from outside the organisation. Also it give the result that the intrensic
reward management is the best way to motivate the employees in improving their
performance.

REFERENCES:
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human
Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Franci
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics
Marchington,and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Reiche, and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.