Functions of HRM in LV

This report focuses on the purpose and functions of Human Resource Management in LV, analyzing the importance of workforce planning and the strengths and weaknesses of recruitment and selection approaches.

HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
ACTIVITY 1...................................................................................................................................3
A) Purpose and functions of HRM..............................................................................................3
B) Functions relating to work force planning..............................................................................4
C)Strength and Weakness of Recruitment and Selection............................................................5
ACTIVITY 2...................................................................................................................................7
Person Specification for personal assistant job...........................................................................7
ACTIVITY 3.................................................................................................................................10
a. Learning and development opportunities...............................................................................10
b. Reward and benefits provided by enterprise from both organisation and staff perspective..12
ACTIVITY 4.................................................................................................................................13
Define the term employee relations and analyse the significance of effective employee
relations......................................................................................................................................13
Identification on key elements of UK employment legislation and how they influence HR
decision making.........................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management can be defined as the process of recruiting, selecting,
inducting and training employees in order to achieve organizational goals. This function assists
company in gaining competitive advantage. Present report will lay emphasis on LV which is
United Kingdom’s largest friendly society owned by its members. It was established in year
1843. Company is engaged in providing insurance services. Report will focus on purpose and
functions of Human resource management. It will also analyse the importance of functions
related to workforce planning. Study emphasises on strength and weakness of recruitment and
selection approaches. Assignment analyses benefits of different HRM practices within
organization. It will also evaluate effectiveness of these HR practices. It will also analyse
importance of HRM relation in decision making process. Report will also analyse key elements
of employee legislation and their impact on organization.
ACTIVITY 1
A) Purpose and functions of HRM
The purpose of HRM in LV is to maximise productivity by making effective utilization of
human resources. Various functions of human resource management include the following:
Planning: It includes activities such as determining personnel programmes like evaluating
the hiring needs, planning requirements of job and make resources available to staff members
(Renwick and et.al., 2016). Purpose of planning in LV is to make best utilization of most
valuable assets which is human resource and also making sure that there is no shortage
workforce while achieving business activities.
Resourcing: It means that LV is engaged in attracting efficient people which are best fitted
in organization and retain them so that goals are achieved effectively. Purpose of resourcing is to
hire most talented work force in order to enhance productivity of organization.
Training and development: It is being given to increase skills and ability of employees in
LV. Purpose of training and development in company is to increase productivity related to job
and performance of employees in firm. For example, coaching and mentoring can be given to
develop teams.
Reward: In this monetary or non-monetary rewards can be given to employees on basis of
their performance, ability and skills. The main purpose of LV to provide reward is to increase
motivation level of employees. It also creates worker’s loyalty towards firm.

Performance management: It ensures that activities carried on by employees meet up
organizational goals and objectives. Purpose of performance management is to provide workers
with significant data which can assist them in making appropriate decisions. It will assist LV in
enhancing employees work performance.
Employee relations: It is basically company’s effort towards building up a strong
relationship with workers. In order to enhance bond, open communication can be used by LV.
Purpose of maintain employee relation is to increase employee engagement in company.
Recruitment and Selection: This means attracting a pool of talented employees towards
company and hiring the best among them to increase productivity of LV. Purpose of recruitment
and selection is to fill up vacant positions in company.
B) Functions relating to work force planning
Workforce planning includes analysing, forecasting and planning related to supply and
demand of human resources. Various function related to workforce planning includes the
following:
Recruitment and Selection: It is the most important part of workforce planning. In this
LV needs to engaged in hiring and selecting effective talent in organization so that their
operational efficiency increases and also they are able to maximise profitability effectively
(Huemann, Keegan and Turner, 2018). It includes plan related to attracting employees and also
identifies goals for particular position.
Reward management: Main objective of reward management is to provide rewards and
incentives to employees fairly and equally. It is important for LV to provide employees with
monetary and non-monetary benefits so that workers can stay motivated. It helps organization in
increasing job performance and this also enhances belongingness of workers towards firm. This
aspect can support LV in reducing employee turnover. They can recognise talent and provide
them with enrichment opportunities.
Training and development: Workforce planning and development can help LV in
ensuring that they have right people with right skills placed on right job. This can support firm in
maximising profit and also help them in growing. In this they can utilise human resource
effectively in order to achieve organizational strategic goals and objectives. Various type of
training can be provided by LV such as on the job and off the job. Training is very essential so
that skills of employees can be improved.

Employee relations: Maintaining employee relation is of significant importance in LV.
This can be maintained by providing various opportunities of growth to employees. Builds
competitive advantage through planned versus reactive talent management. Also open
communication can be used by employers so that they are able to identify needs and demands of
workers (Farouk and et.al., 2016). This can also assist them in analysing problems faced by
workers. It can improve employee relationship which ultimately enhances employee engagement
towards firm.
Performance management: It is of most important for workforce related planning. This
process not only helps manager to communicate the important information but also helps in
analysing that effective talent is aligned with organizational goals and objectives. It assists LV in
evaluating gaps in performance of employees. Without this analysis HR manager will not be able
to take proactive actions related to process like recruitment, training and development.
C)Strength and Weakness of Recruitment and Selection
It has been analysed that external recruitment method has been used by LV. Also for selecting
employees interview process has been used. It has various strength and weakness.
Recruitment process strength and Weakness
Recruitment method Strength Weakness
Online recruitment means
positing vacant positions on
internet sources. Applying
online through Facebook,
Instagram, Linked-In, Twitter.
In order to Hire talented
employees LV is making use
of online recruitment process.
When vacant positions are
posted on Facebook or
Twitter, company can reach
out large number of
applicants. It is also a cost
effective method of
recruitment (Paauwe and
Boon, 2018). Positing job
online can also assist company
in being more creative about
their job advertisements.
If LV is receiving large
number of job applicants, then
it can reduce their labour
hours. Also from Facebook,
Twitter and Linked-In
company can receive many
fraudulent applications.

Internal recruitment: In this
company can engaged in
hiring employees for other job
role within the organization
This can assist LV in
strengthen employee
engagement. It also saves
firms time to hire employee
from outside.
This limits pool of applicants
and also implements inflexible
culture.
Selection process strength and Weakness
LV is selecting applicants through interview process. It is a structured conversation in which
employer asks questions related to qualification and skills. Employee tend to answer them
Selection method Strength Weakness
Telephonic Interview: In this
interview is been taken on
Phone calls.
It is a cost and time effective
method. Company can have
wide geographic access.
In this type interviewer can-
not ask more complex
questions. It is also intrusive
for applicants.
Face to face interview: Accurate screening of
applicants can be done during
face to face interview.
It can be a time consuming
process and also setting up of
face to face interview is costly.
Psychometric Test: It
consists of series of verbal and
nonverbal questions which are
essential for job applicants to
answer
By this process LV can have
an idea about employee’s
aptitude learning. They can
know about emotional and
intellectual skills (Singhal and
Arora, 2018).
This process can make job
applicant nervous during
interview.
Employer of the choice: LV can become employer of choice by being accountable and
transparent. Also they can have engaged in providing support to employees, so that collaborative
working can be implemented. Effective training can be provided for maximising talent and skills
of employees. They can also have engaged in motivating employees by recognising worker’s
efforts. Employee engagement can be made through providing workers with rewards.

ACTIVITY 2
Person Specification for personal assistant job
Post Title Personal Assistant
Skills and knowledge  Communication skills: This skill
support for interacting with large
number of people at the time of
meeting, conference and seminar.
 Interpersonal skills: the skill help to
interact with the behaviour and nature
of people. in corporate world, it is
helping for improve an ability to work
within team.
 Leadership skills: this skill help for
maintaining positioning of executives
to make decision about business goals
and objectives. It is valuable to
implement ability into communication
or interaction.
 Management skills: it supports for
enhancing overall business
management operations. it has been
completed the task on specific deadline.
 Team working skill: The skill helps for
building a strong relation with
colleagues for putting innovative idea
in business expansion. It useful for
maintaining good environment or
culture.
Experience Having 3 year of experience in the commercial
finance department for maintaining overall
administrative roles and responsibilities.

Education and training Completed training from Hammersmith college
in business field. In order to achieve the
various type of awards and rewards.
Relationships Ability to build a good relationship with their
colleagues and client. It helps for improving
own team working skill and knowledge.
Diversity and Equalities Commitment towards the council equal
opportunities procedures and policies. Its
acceptance the responsibility for practical
application.
Desirable criteria  Ability to maintain and control the
professional manner without under
tough pressure.
 Ability to quickly catch new skills and
knowledge that applied within
professional roles or responsibilities at
workplace.
 Learning a new thing as per experience
and also adjust within professional
working environment.
Table:1
b) Review the CV provide three job applicants for specific role of personal assistant.
As per review, it has examined three different CV that can be applied for particular post
of personal assistant. Sometimes, it is very tough for deciding that which one is suitable for job
roles. As per screening three different CV and find that First Curriculum vite-1 selected for
personal assistant job role. After screening, it has found that all criteria meet with the job role
specification. In this way, it has been shortlisted for interview. For choosing suitable candidates,
it is important to identify their skills and knowledge where it can handle entire task effectively.

So as important for match all knowledge that help for increasing the organizational profitability
as well as productivity in marketplace.
On the other hand, it accomplished their candidate personal assistant and identify that how
they can interact or coordinate with client. The most important things are finding in CV of their
roles and responsibilities. It directly reflects on their specification in front of interviewers.
Because most of interviewers are trying to find special thing about candidates for managing and
controlling business activities. Apart from that it also identified their experience level because it
is first priority of interviewer for finding experience person. A good working experience always
inspire or motivate the interviewers to select the best candidates which directly profitable for
business expansion. Therefore, it is an essential for mention all extra circular activities which
always attracting at the time of candidate screening process.
C) Tell me about your strength and weakness?
What skills do you possess?
Are you good at communicating with consumers?
Why do you want to work in our company?
What experience do you possess for the role of Person assistant?
Why did you leave your last job?
D) Personal assistant
Personal assistant are required to have the communication of dealing with
customers and the phone calls. It has the roles and responsibilities of managing &
organising the appointments and meetings. This is a great role and responsibility of
personal assistant. They should have good analysis power and should have the ability to
respond quickly in required situations. They should have the knowledge of operating
computers so that all the information can be stored within the systems. He should have
the decision making powers when required at certain specific situations. It is essential to

be a problem solver instead of seeking the help of others. He should have the ability to
coordinate the work with other individuals (Park, Jeong and Ju, 2018).
E) The persons with the job application 2 Within the job application 1 the person have the skills
such as Quick learner as skills to learn new systems. Proficiency within more productive as well
as paced working environment. Also have the excellent communication skills. Having the
experience about the operation of the office ,arranged meeting on time as well as communicated
with the clients. Within the job application 2 the person have to maintain the office system as
well as efficiently deal with paper flow. I will consider as the second job application as person
have the experience regarding travel and accommodation for conferences and visits. Have
experience about the prepare papers as well as creating the spreadsheets on the excel to produce
graphs and track performance. Education qualification is RSA typing level 1,2 and 3 as well as
short course regarding the Microsoft office products. Also, have the experience regarding the
personal secretary. Specialist within the administrative support ,also have the excellent
communication skills,soft-spoken. Person have the strong excellent IT knowledge skills such as
Word,PowerPoint and Excel. The person is having a PA to the commercial director. Also, able
to maintain the dairy of the Director as well as prepares the paper as needed. Person of the Job
application 3 is expert within the dairy management also uses the Microsoft office but finds that
Job application 2 is more appropriate (Vanhala and Ritala 2016).
ACTIVITY 3
a. Learning and development opportunities.
The opportunities as learning and development gives both the organization and staff the
chance to improvise their performance and this also aids to ensure the profitability (Park, Jeong
and Ju, 2018). Therefore, learning is termed out as continue process in which an individual can
able to learn from experience and apply their new ideas for improvement. It has to be applied
within the enterprise effective as this aid to develop the skills of the individuals. Henceforth, this
has outlined in below contexted manner as-:
For employees-
 Improved performance of employees- Learning and development creates the
opportunity for employees that aids to undertaking the analyse of current performance of
the individuals. With help of it, the employees to the entity can perform well in efficient

manner. Developing proficiency of employees leader to carry out better and improved
performance.
 Addressing weakness- It aids to identify the weakness in which they lack with help of
undertaking the evaluation of own performance and current situation. Thus, self analysis
can be done with help of members of staff during the programme as training and
development (Presbitero, 2017).
 Consistency- If the employees to the enterprise work in the continual manner than this
leads to maintain the quality of the enterprise. Thus, regular use or training and
development opportunities leads to evaluate the barriers that can hamper the working of
enterprise on behalf of employees.
 Enhanced employee motivation- To learn the new things and to undertake the
development measures aids to build the high competitive advancement (Raharja, 2018
Swartout and et.al., 2016). This is term that aids in undertaking the identification and
helps to enhance the experience that aids to inspire them. With help of developing the
employee relations the organisation may results in supportive, cooperative and
coordinated teams.
For organisation-
 Enhancement in productivity- The process as learning and development assist the
company to undertake each enterprise working in the right direction. Thus, employees to
the enterprise becomes the proficient and this leads to enhance the productivity of the
company.
 Improvement in sales- Sale of the organisation can be improved if the employees to the
enterprise find out the measures that aids to meet out the needs of target consumers.
Thus, the better commodities leads to enhance the sale of working enterprise (van Staden,
2019).
 Reduction in employee turnover- If the enterprise offers the training and learning
platform to employees then they feel more valued as they starts to contribute maximum
within the enterprise. Due to this, the rate of employee retention get enhanced and leads
to develop positive image of the enterprise.
 Enactment in brand recognition- If the employees to the enterprise perform well then
working of the enterprise affects positively (Vanhala and Ritala 2016). Thus, better and

improved performance leads to enhance the brand image within market and in the eyes of
customers.
b. Reward and benefits provided by enterprise from both organisation and staff perspective.
Employers to the enterprise always looks to enhance employee retention rate by
motivating and encouraging them. Therefore, employees are termed put as the crucial assets to
the enterprise (Employee Training and Development: The Benefits and Why it's Important,
2019). Thus, workers to the enterprise starts to recognised if the performance and productivity
level of entity get enhanced. Thus, effectiveness of reward and benefits to both staff and
organisation are defined as-:
 Employee performance management and monitoring- The HRM of the enterprise
takes the initiative to promote the promotion the innovation by creating better and
effective facilities to employees. It is term that can leads to enhance the productivity of
the enterprise. By undertaking the evaluation the entity can able to perform the business
functions effectively and efficiently.
 Flexible working conditions- If the employees offers the flexible working conditions
then the rate of absenteeism can be reduced as they can able to perform the work in
comfortable manner. By promoting flexible working condition the entity can able to
enhance the brand image to the enterprise.
 Sharing and collaboration- The reward and benefits aids to enhance the employee
performance to the enterprise (Veth and et.al., 2019). Therefore, the employees starts to
perform in collaborate manner by sharing the ideas. This leas to create the innovative
advancement.
 Peer to peer recognition- At the time of conducting the review of annual performance
within the enterprise the managers needs to conduct the peer to peer reward. Henceforth,
the peer to peer recognition with co-worker along with managers helps to empowered to
recognise and reward contribution to their colleague. For example- The enterprise as
Vodafone uses the peer to peer mechanism to recognize and reward an outstanding
performance. This aids to conduct the manager to employee programmes.

ACTIVITY 4
Define the term employee relations and analyse the significance of effective employee relations.
Employee relations termed out as firm efforts that aids to manage the relationship
between employers and employees. An enterprise with effective employee relationship
programme offers the fair and consistent treatment to all workers and this bring the loyalty to the
enterprise (Park, Jeong and Ju, 2018). Thus, leaders plays the crucial role in terms to maintaining
the effective and efficient employers and employees relationship. In addition to this, the one of
the most effective ways to entity to ensure the good relationship is to adopt the human resource
strategy that places the high value on employees as stakeholders. Therefore, the significance to
effective employees relationships are defined in the following manner as are-:
Supportive working conditions- The performance level of the each employees tends to enhance
if they allows to work within supportive working conditions (Presbitero, 2017). Therefore, the
healthy environment is ideal as this aids to bring out the improved level of productivity and
profitability. Thus, leader to the LV needs to take the initiative that aids to promote the measures
that helps to manage employer and employee relationship.
Effective communication- The better relations within the employer and employees tends to
have the effective communication and this is the essence of management to carry out better
organisational practices. Good employee relation helps to have better flow of communication
and this results in enhancing profitability and productivity to the enterprise.
Competitive pay and benefits- The leader to the LV needs to pay the employees by looking
over their capabilities and role of performance within enterprise. Thus, authorities to the entity
needs not to make any discrimination on behalf of pay and benefits. This leads to build the better
employee and employer relationship.
Employee recognition- The better and effective relationship within the enterprise tends to carry
out the organisation performance in the better and effective manner (Raharja, 2018). In addition
to this, if the firm perform well then efforts of the employees tends to be recognised and this
helps to have the effective employee recognition.
Henceforth, this can be stated that leadership plays the crucial role in maintaining the
effective relationship within employers and employees. In addition to this, good leadership
ranged as one of the crucial components that aids to attract the new candidate's and also keep the
existing employees motivated.

Identification on key elements of UK employment legislation and how they influence HR
decision making.
Employment legislation within the enterprise leads to cover the right of the workers and
also regulates relationship with employers (Swartout and et.al., 2016). It aids to establish
working conditions that allows to prevent from harassment. In addition to this, the key elements
to UK employment legislation are outlined in below contexted manner as are-:
Equal pay act 2010- It is act that highlight to ensure fair working condition to employees to
promote the equal welfare opportunities (van Staden, 2019). This act states that if men and
women employs for the same job role then they must be paid equality. No discrimination should
be made on behalf of salary and wages to men and women for equal work.
Sex discrimination act 1975- This is act that defined that any discrimination that is made on
behalf of sex or marital status than this is considered as illegal. It is the act that is put their major
focus on the components as training, education, provision of good and services etc.
The disability discrimination act 1995- It is the act that gives right to people to undergo with
good and services, employment, education and accommodation (Vanhala and Ritala 2016). This
is the act that defines the duty that allows to make the employers responsible and also assist them
to perform better performance.
The employment rights act 1996- It is act that highlights the legislation as essence and this aids
to create the effective framework for modern labour within the UK. This has to be framed out in
terms to protect the employees from dismissal, parental leave and redundancy etc. thus, each
enterprise needs to be compliance with the right of employment to promote the better working
conditions.
CONCLUSION
From the above study it has been summarised that human resource management has assisted
company in increasing their productivity by maximising the use of most valuable asset which is
human resource. Firm has been engaged in doing proper training of employees through coaching
and mentoring. It has increased skills and efficiency of workers which has assisted enterprise in
achieving their strategic goals and objectives. By making use of effective planning company has
been able to recruit and staff right people on right job. Also they have been engaged in providing
skills employees with rewards so that they can stay motivated. It has also supported organization
in creating employee loyalty. It has reduced employee turnover. Organization has recruited

employees through online recruitment. They have posted job applicants on Facebook, Twitter,
Instagram and Linked-In. Company has tried to be accountable and transparent. They have been
engaged in making sure that all employees area aware of their rights. Other method of
recruitment and selection which has been used by firm is psychometric test and internal
recruitment. This has helped them in analysing emotional intelligence of employee

REFERENCES
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management (pp. 49-73). Routledge.
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Singhal, A. and Arora, A., 2018. Dynamics of Relationship between HRM and CSR: A study in
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Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology.
Veth, K. N., and et.al., 2019. Which HRM practices enhance employee outcomes at work across
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Online
Employee Training and Development: The Benefits and Why it's Important. 2019. [Online]
Available Through: <https://www.getsmarter.com/blog/employee-development/employee-
training-and-development-the-benefits-and-why-its-important/>.

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