HUMAN RESOURCE MANAGEMENT

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
A) Examining the main functions and purpose of HRM and its application in workforce
planning..................................................................................................................................3
B) Assessing functions of HRM in context of company........................................................4
C) Analysing the strengths and weaknesses of approaches to recruitment and selection......5
ACTIVITY 2....................................................................................................................................7
A) Application of HRM practices..........................................................................................7
B) Shortlisted candidate and CV............................................................................................8
C) Interview questions............................................................................................................8
D) Reasons behind using specific HRM practice in work related context.............................9
E) Critical evaluation of employee relations and application of HRM practices in
organisational context for influencing decision-making........................................................9
ACTIVITY 3....................................................................................................................................9
A) Explaining the benefits of HRM practices in relation to both the employer and employees
................................................................................................................................................9
B) Evaluating effectiveness of HRM practices in relation with productivity and profits....11
ACTIVITY 4..................................................................................................................................12
A) Examining the importance of employee relation and their impacts on HRM decision-
making..................................................................................................................................12
B) Determining key elements of employee legislation........................................................13
CONCLUSION..............................................................................................................................14
REFERENCES................................................................................................................................1

INTRODUCTION
Human Resource Management (HRM), is term describing the formal systems which an
organisation has for managing people in an organisation. There are several roles and
responsibilities of a human resource manager and one of the most important is recruiting and
selection. HRM is the practice of hiring, appointing and bringing the best talents in company,
also managing an organisation's employees. This report is based on LV=, the company was
founded in 1843 and a friendly society (Armstrong and Taylor, 2020). LV= deals in insurance,
savings and equity, and is one of the largest insurance company of UK, with around five million
customers. LV= is situated in Westbourne, UK. In this assignment, the function and purpose of
HRM is discussed and its relation with workforce planning and resourcing. Moreover, the
benefits of HRM practices for both employer and employees is seen along with its effectiveness
in context of increasing company's profits and enhancing productivity. Employee relation is an
essential practice, every entity needs to develop and maintain healthy relations with staff. At the
end, a person specification is made for the job role of Personal Assistant and interview questions
are formed for selecting an appropriate candidate for the job.
ACTIVITY 1
A) Examining the main functions and purpose of HRM and its application in workforce planning
Workforce is defined as the mixture of skilled and unskilled persons in an organisation
performing all given tasks or duties on behalf of company for executing all strategies and earning
profits. Workforces planning (WFP) is a crucial role, performed by HR managers of company.
Workforce planning is basically an activity of predicting and analysing company's current or
future needs of human resource, both skilled and unskilled. The managers plans the workforce of
organisation in order to place the right person, at the right time, in right place. HRM has different
functions which assist managers in WFP and resourcing, these functions are as follows:
Managerial functions of HRM: Planning- One of the primary function of HRM, where number and type of employees
needs of LV= is determined by HR manager. Planning is done in relation with
organisational goals and also, help in identifying future needs of company.
 Organising- This is related to organising tasks or duties. Basically it is allocation of
duties according to their skills and expertise. This stage assist managers in identifying the

workforce expertise and allocating them jobs accordingly for attaining maximum
benefits.
Operative functions of HRM: Recruiting/ Hiring- This is a process of creating a pool of prospective candidates who
are suitable for the company and helps it in achieving all goals. This HRM functions
enables managers to bring the best workforce and resourcing LV= with efficient
employees (Bratton and Gold, 2017).
 Performance appraisal- It is necessary that staff is performing their tasks well and it is
the function of HRM to analyse and check the performances of employees. Performance
appraisal function assist managers to seek knowledge about effectiveness of individuals
and accordingly training them for enhancing their skill set and ultimately benefiting
company.
Purpose of of HRM Training and Development- HRM has various functions which provides information
about employees or workforce and this data help managers to analyse the need of training
staff and updating their knowledge. Trainings are given to new comes for introducing
them to company and ongoing training is provided to existing staff for their development,
the main purpose of providing trainings to employees is to increase their skills set and
update their knowledge according to the current changing tends.
 Employee relations- Another purpose of HRM is to maintain employee and labour
relations. This helps managers to resolve any disputes or conflicts arising in company
between personnels or in between workforce and top management.
B) Assessing functions of HRM in context of company
HRM is an effective process which is undertaken by managers to manage staff and
effectively run the company. HRM procedure has several functions which are discussed in above
section and assist in workforce planning and resourcing (Marler and Boudreau, 2017). Different
functions of HRM such as planning and organising, enables managers of LV= to known their
strengths and the areas in which the company lacks. Accordingly, search and recruit a pool of
potential candidates, which best fits with the company and contribute towards ultimate goals.
These functions of HRM allows LV= manager to know current personnels and their skills set,
according to which an entity can provide trainings to staff for enhancing their knowledge and