Human Resource Management: Roles, Functions, and Practices in Future PLC

This assignment discusses the roles and functions of HRM in Future PLC, a British public limited company. It explores the purpose of HRM, strengths and weaknesses of different recruitment approaches, and the role of HRM in fulfilling organizational goals. It also examines the benefits of HRM practices and evaluates their effectiveness in improving organizational profit and productivity. The assignment further discusses the internal and external factors that affect HRM decision-making in Future PLC.

University
Human Resource Management
By
Date
Name
Lecturer’s course and number

Human Resource Management
Contents
Introduction:...............................................................................................................................................3
LO1:.............................................................................................................................................................4
P1: Purpose and function of HRM:..........................................................................................................4
P2 & M2: Strengths and weaknesses of different approaches to recruitment:.......................................5
M1: HRM's role to fulfil organisational goals and objectives:..................................................................6
The Human Resource Management of Future PLC plays an important role to fulfil the goals and targets
of the organisation. These are:.................................................................................................................6
D1: Critical evaluation:............................................................................................................................7
LO2:.............................................................................................................................................................8
P3: Benefits of different HRM practices:.................................................................................................8
P4 & M3: Evaluation of the effectiveness of different Human Resource Management practices
regarding rising organisational profit and productivity...........................................................................9
D2: Critical evaluation of Human Resource Management practices and application within an
organisational context, suing a range of specific examples...................................................................11
LO3:.......................................................................................................................................................11
P5, P6 & M4: Internal and external factors that affect HRM decision-making:.....................................11
D3: Critical evaluation:..........................................................................................................................14
LO 4...........................................................................................................................................................15
P7: Illustration of Human Resource Management practices in a work related context.........................15
M5: Rationalisation of the application of specific Human Resource Management practices in a work
related context......................................................................................................................................16
Conclusion:................................................................................................................................................19
References:................................................................................................................................................20
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Introduction:
This assignment is all about HRM and its roles and functions in an organisation. The chosen
company for this assignment is Future PLC. It is a British public limited company, and it was
founded in 1985. Future PLC also has a branch named the Future US in the US. The role and
function of HRM are demonstrated within this company.
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LO1:
P1: Purpose and function of HRM:
HRM of an organisation has many functions and purposes. These functions are:
Recruitment: The accomplishment of recruiters and service experts is calculated by the figure
of places they fill up and the time it acquires to fill up those places. They promote career
postings, source applicants, screen candidates, perform preliminary interrogations and organise
hiring labours with directors accountable for making the last selection of applicants (Gilbert, De
Winne and Sels, 2015).
Safety: Workplace Security is a significant cause. In the ‘Occupational Safety and Health
Act’(1970), managers have a duty to offer a safe functioning atmosphere for workers. One of the
primary purposes of HRM is to sustain workplace security preparation and preserve federally
directive logs for office injury and casualty reporting (Paauwe, Guest and Wright, 2013).
Employee relationships: In a work milieu, the worker and labour associations purposes of HRM
may be united and held by one expert or be completely detach functions supervised by two HRM
professionals with specific skill in each region. Employee relationships are the HRM regulation
concerned with the intensification of the employer-worker connection through computing job
fulfilment, employee meeting and determining workplace divergence (Innes and Wiesner, 2012).
Training and expansion: Employers should provide workers with the apparatus essential for
their achievement which, in numerous cases, means providing new workers extensive direction
guidance to assist them to change into a new managerial background. Many HRM sections also
offer leadership education and professional progress. Leadership direction may be requisite of
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newly active and advanced managers and administrators on subjects such as work administration
and how to hold employee associations topics at the subdivision level (Thakore, 2013).
P2 & M2: Strengths and weaknesses of different approaches to recruitment:
Various recruitment processes have some strengths and weaknesses. These are:
Strengths: Reduced selection expenses: Different approaches to staff selection and recruitment
process reduces the high costs of recruitment and selection (Bateman and Snell, 2013). Scalable selection capacity: One of the major strengths of recruitment is that different
methods can easily measure the capacity of the selection process. Consistent and knowable hiring process: It also helps the candidates to know where they
stand in the selection process. This way the reputation of the organisation stays intact and
the candidates also feel satisfied (Idrees and Ahmad Faize, 2014). Increased candidate quality: Different recruitment approaches evaluates the qualities and
experiences of the candidates thoroughly. This way it helps the organisation to select a
perfect candidate for their company. Increased HR manager contentment: Satisfaction of HR manager is critical for a team.
Different approaches increase the comfort level of HR manager. Enhanced service brand: Different methods of recruitment and selection process enhance
the name and quality of the brand (Högberg, 2011).
Weaknesses:
 Inefficiencies: A major weakness of employment procedures is that some employers
waste time utilising search and employing devices that do not guide to better feature
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applicants. Instead, they route to common strategies such as work fairs, operating tables
in open spaces, etc (Jackson, 2016).
 Narrow thoughts: Companies that exercise private employment confine potentially
superior applicants from outside the organisation. This might mollify the need from
current workers that endorsements are domestic. Also, prohibiting external contenders
bounds the whole faculty pool, which might avert the company from eventually getting
the finest human being to fit the work.
 Time and cost: External staffing processes naturally obtain more time to finish and
engage more expenditure. Internal employing often acquires place through emails and
work panel postings at the corporation (Ahmad Dalalah, 2014).
M1: HRM's role to fulfil organisational goals and objectives:
The Human Resource Management of Future PLC plays an important role to fulfil the goals and
targets of the organisation. These are:
1. Staffing objectives: HR managers of Future PLC are worried about guaranteeing that the
company is appropriately staffed, and therefore capable of drawing in the human assets it
requires. This engages designing managerial structures and recognising in what kind of
agreement different worker groups will employ.
2. Performance goals: Once the necessary personnel is in position, HR managers of Future
PLC should ensure that workers are well aggravated and devoted so as to exploit their
performance. By the exercise of different motivational methods such as endorsement,
augmented pay and profits HR directors can boost the performance of an employee (Parry
and Tyson, 2010).
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3. Administration goals: Human Resource managers have a duty to ease the smooth
process of the association. They must uphold accurate and comprehensive information on
individual workers.
D1: Critical evaluation:
These strengths and weaknesses are very much applicable in Future PLC. The HRM of Future
PLC can assess the strengths of different selection methods. By assessing the methods, they can
reduce the recruitment costs. They can also expand the qualities of their candidates. Apart from
the strengths, they should also work on their weaknesses. They must modernise their external
and internal recruitment procedures. They should widen their thoughts about the internal
selection process. They can also work on how to reduce their expenses and time duration about
staff selection. The function of the Future PLC makes the changes in the matter of handling the
company's developmental paths. The appropriate usage of the selection process of the HRM will
help the Future PLC to print more magazines than the previous time. The proper fulfilment of the
objectives and goals boosts the company to achieve the target quickly. This may become the key
factor for the development of the magazine company.
Critical review:
The essential requirements of the Future PLC get fulfilled by the understanding of the
methodologies of HRM of the company. The lack in the proper application may harm the
organisation in the production house and also in the managerial activities. The proper selection
of the deserved candidates will bring the positive change in the organisation. On the other hand,
the nepotism and personal factors may harm the company's ethics and developmental process.
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LO2:
P3: Benefits of different HRM practices:
Different HRM practices have some benefits. These benefits are:
 HRM helps in the staffing and training of the workers. After appointing they also make
preparation for the employee’s initiation with a fine laid out guidance and expansion
campaign for them (Rothwell et al., 2012).
 HRM takes great care of the performance administration system. HRM is liable for
keeping workers feel aggravated for their job. First, approaches the duty of elaborating an
individual’s function. Thereby an effective feedback apparatus from time to time assists
the recruits in developing their talents. This helps in the arrangement of the managerial
objectives with their individual personal aims.
 HRM helps in constructing ethnicity and principles in the organisation. A secure and
fresh work customs aids in bringing the finest of a worker and generates a higher work
contentment.
 Conflict supervision is also an important job of HRM. The HR obtains timely decision so
that things stays within control.
 HRM is also accountable for increasing good associations. Establishing friendly
relationships lies with the HRM to a vast amount. They are dependable for holding
conferences, tutorials and all executive meetings on behalf of the organisation. Apart
from inside HRM job, if necessary, the sector also provides a helping hand in sketching
business and advertising plans for the corporation (Noe, 2013).
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P4 & M3: Evaluation of the effectiveness of different Human Resource
Management practices regarding rising organisational profit and productivity
The planned significance of human resources and their involvement to the usefulness of
industrial organisations are getting rising gratitude universally. The effect of the human resource
management can bring a drastic change in an organisation. The human resource management
brings about some significant changes in a company like Future PLC in a way which are
elaborated in the below (Obeidat, 2016). The effectiveness and methods of Human Resource
Management practices are developed through the use of a flowchart in the below.
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Environment and Firm
Characteristics
 Sectors/
Industry
 Main market
 Corporation
 Family owned
 Competitive
advantage Organizational Performance
 Gross profits
 Productivity
 Quality
Type of HRM Department
 Managerial profit of
HRM department
 Qualification of HRM
managers
 Involvement of HRM
managers in policy
design and decision
making
 HRM outscored
Union and Labor Relations:
Variables-institutional context
 Affiliation rate within
firm
 Firm/ sector-level
collective agreement
 Union influence
 Changes in union
influence
Complementarities
Between HRM and firm strategy
Complementarities
Between HRM and union influence
Complementarities
Between practices by HRM
dimension (calculative and
collaborative)
HRM Calculative Practices
 Recruitment
 Selection
 Training
 Evaluation
 Contingent pay
HRM Collaborative Practices
 Selection
 Training
 Evaluation
 Contingent premia
 Formalisation/organisational
culture
 Communication flows and
channels

Human Resource Management
D2: Critical evaluation of Human Resource Management practices and
application within an organisational context, suing a range of specific
examples
The evaluation of Human Resource Management practices can provide valuable benefits for
Future PLC if those practices can be used properly. In the above, the two different Human
Resource Management practices are discussed. The evaluation of those practices are described
through specific examples in the below –
i. The accuracy of the supply chain is one of the key elements of expanding an
organisation like Future PLC. In this company, the supply chain covers all the
organisational relation between the company and the coordinators and partners of the
association (Wickramasinghe and Samaratunga, 2016). As a result, the unity in the
matter of business expansion remains strong enough because the demand-supply can
be available according to the necessity.
ii. On the other hand, the strong perspective of Human Resource can bring about the
quality of togetherness in Future PLC. The use of different ideas and methodologies
from individual members of the organisation can put forward the company to achieve
the ultimate success (Atkinson, 2011).
LO3:
P5, P6 & M4: Internal and external factors that affect HRM decision-making:
The issues control HRM actions aren't motionless. To exploit recruitment and maintenance, and
to reduce employee matters, public limited company managers should continually observe inner
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and outer factors and regulate HRM tactics consequently. To do that, it is significant to know
what the inner and outer factors contain.
 Competition: The amount of rivalry in the business affects the company's aptitude to
employ qualified employees. Industry gigantic discovers that applicants request them out.
There is no requirement to use money marketing each employment in such a situation
because applicants will visit the Corporation website of their personal concurrence. PLC
businesses usually don't have the similar branding authority or company status, though,
and want to seek competent candidates for important positions vigorously. In such a
situation, an HR section will have to focus on mounting recruitment resources and
attending work fairs to endorse the corporation and attract candidates. Similarly, HRM
ought to widen programs and inducements to keep key recruits (Alexeev, 2014).
 Compensation: Employment supply obliges the quantity of reimbursement a business
should offer to draw workers. In an oversaturated marketplace when redundancy is
soaring, and many more experienced candidates subsist than job openings, the sum of
reimbursement a company must give less than when a famine of applicants exists, and the
company is contending against numerous other corporations to hire employees. HRM
must repeatedly assess the compensation configuration by performing business and place
accurate income surveys to make sure that earnings remain viable enough to draw and
keep key team associates but small enough that the industry remains fiscally competitive.
HRM should also guarantee that the internal compensation arrangement is reasonable for
instance, experienced recruits with appropriate credentials should receive more salary
than fresh graduates doing the same jobs.
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 Legislation: Legislation contacts all HRM actions. National and federal legislation
usually utter how long a company must keep staff proceedings and other worker
information, what can be accumulated, and how. For instance, the “Health Insurance
Portability and Accountability Act” and the “Genetic Information
Nondiscrimination Act” all put commitments on managers to defend the privacy of
employee health information and to ensure business managers work within the limits of
regulation. HRM experts should stay side by side of legislation and teach supervisors on
their tasks (Bellak and Leibrecht, 2011).
 Employee Relationships: Internal rules and actions impact HRM behaviour. For
instance, if the corporation is dedicated to endorsing from inside, HRM must guarantee
that employees get appropriate guidance and growth to be prepared for endorsement
when the time arrives. HRM should check the number of workers entitled to departure
and ensure possible substitutes or other team members are skilled in evading a sudden
exit of business information. If the business is unionised, HRM must connect in
communal negotiation with the union on topics of depiction. External pressures, political
issues and organisational ethnicity all manipulate some complaints and criticisms HRM
must react to. Employee relations has some importance in the process of HRM decision-
making (Gennard and Judge, 2010). These importances are:
 A healthy employee relationship in the workplace can ease the workload. It would help
everybody to share the work pressure, and work becomes more trouble-free than the
preceding days.
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 There are numerous issues on which a person cannot obtain verdict alone. Sometimes he
needs other employee's help. A good relation makes the communication better among the
workers, and they can help each other freely.
 The business becomes a comfortable location to work if the recruits work jointly as a
family unit.
 A person feels aggravated in the companionship of others whom he can believe and
depend on whenever desired.
 Healthy worker relations also reject clashes and conflicts among the workers.
 A dynamic employee relationship decreases the trouble of non-attendance at the office.
D3: Critical evaluation:
The human resource management of Future PLC very much relies on its employee relations and
employment legislation. They take their decisions based on these issues. The HRM should
maintain their employee relationships. To preserve a vigorous workflow in the office, HRM
should focus on a healthy relationship among the workers. They should also follow the
employment legislation thoroughly. Maintenance of the rules and regulations is very essential for
a business organisation. HRM of Future PLC must see that they do not break any laws related to
the business. The competition in the business market may be decreased if companies like Future
PLC can maintain the work performance of the employees. Also, the proper compensation and
abidance of the legislation may help the business association to cast effect on its following
behaviour. The relation among the diverse working staffs can help the production house to
publish a large number of magazines in a short time.
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LO 4
P7: Illustration of Human Resource Management practices in a work related
context
The elastic replica of Human Resource Management, as acknowledged in the previous, puts
forward a connection be present between the use of proper Human Resource Management
practices and helpful approach of the working staffs, and at the same time as tentatively these
dealings hang about inadequately exhibited. The numeral of approaches is nevertheless
extensively well thought-out to be a result of flexible Human Resource Management (Aisbett and
Hoye, 2015). As an instance, intensities of profession approval in Future PLC of the United
Kingdom, which is the most useful insight which brings the outcome from the attainment of
preferred result, are established to be associated with plans of Human Resource Management
practice. Superior assurance of the working staffs have also been established to be associated
with the make use of suitable Human Resource Management contemplation and brings out the
consequences of spending in Human Resource Management observation which provides
advantages to recruits. For instance, the stipulation of chances for guidance and proficiency
improvement settlement of the Future PLC to the workers by offering particular features to them
with the required information, skillfulness and manners to do tasks separately and
conscientiously. Also, it brings out progress maintenance and allows them to manage with
modification in the occupational surroundings (Brookes et al., 2011).
Justice in a company is the expression which helps to explain the function of equality as it
openly communicates with the place of work and is apprehensive with the traditions staff decide
if they have been given proper importance in their occupation and the customs in which those
willpowers manipulate additional work-related changes. The Human Resource Management co-
ordinations, guiding principles, and measures that manage in an association have been
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acknowledged as forcing on an independent person’s awareness of partiality and equality.
Learning demonstrates where recruits consider they are taken care of properly and given equal
importance in the place of work. Then they clutch positive thoughts towards the Future PLC,
whereas Human Resource Management actions that are supposed to be inequitable have been set
up to effect in the workers use to get confused attachments and deceived and thus less devoted.
As far as the connection between Human Resource Management action and the behaviour of the
member of staffs are concerned, the Human Resource Management practice element has been
calculated by assembling information. That information is gathered from managers in various
methods by utilising the usage of preservative actions of Human Resource Management
performance or do the testimonies individually about the point to which specific Human
Resource Management activities have been operated. A promising additional advantage would
be to bring together thoughts of the workers of the company about the Human Resource
Management practices are being controlled and then relay the responses to their stances (Zhang,
2012).
M5: Rationalisation of the application of specific Human Resource
Management practices in a work related context
Supply functioning is made of a group:
A contribution sequence is a deposit of associations that effort jointly in the good and bad stream
of products and workforce to make available completed foodstuffs to clients. The group of
companies can be as easy as a particular organisation within which equipment are transported,
and manufactured goods are formed, or it can be a composite system of underdone substance
dealers, coordinators, distributor and trading means. The reason of stock series supervision is to
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get better the long-standing presentation of the separate businesses and the provider sequence as
an entire (Deadrick and Stone, 2014).
Even though a large amount companies recognise the significance of purposefully running they
provide courses, they are a lesser amount of probable to take advantage of on the actuality that
victorious delivery cycle administration takes it easy on the presentation of the inhabitants in the
supply chain. At the exact moment, human resource mongers of Future PLC have recognised
activities and progressions that develop employee and association presentation – but not often do
they believe the inferences of those carry out for the delivery cycle of the organisation (Björkman
et al., 2014).
Higher level Human Resource Management perspective:
Conventionally, the planning of human resource involves rising flexible structure of Human
Resource top put into practice that encourages the marketing policies of an association or a firm.
The application of the actions which are discussed in the below brings the profits at an alarming
rate for a company like Future PLC. Those actions are -
i. At the time of development, the company needs to apply the top class planning of the
human resource management by involving the supply cycle of the produced goods
and the other necessary steps of the co-coordinators (Crossing Borders with HRM: An
Inquiry of the Influence of Contextual Differences in the Adoption and Effectiveness of HRM,
2014).
ii. In the matter of a secure attachment with the associated business administrations, the
Future PLC need to strategize the activities as a top class act of the management of
the company, the inducement and many more things related to this.
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iii. Working together with the contribution and supply sequence associates to expand and
synchronise Human Resource methods for the supply chain as a whole matter.
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Conclusion:
HRM is an important section of an organisation. Therefore the success of a company typically
depends upon the functions and performances of the company's HRM team.
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