Human Resource Management Practices and Employment Legislation

The provided study report covers various aspects of human resource management, including its importance, functions, and benefits. It also discusses the effectiveness of HRM practices in Harlow College, as well as the impact of employment legislation on HRM decision-making. The report provides a comprehensive overview of HRM and its role in increasing organizational productivity.

HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION ..................................................................................................................................3
LO1..........................................................................................................................................................3
P1-Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...................................................................................................................3
P2-Explain the strengths and weaknesses of different approaches to recruitment and selection........5
LO2 .........................................................................................................................................................8
P3-Explain the benefits of different HRM practices within an organisation for both the employer
and employee ......................................................................................................................................8
LO3........................................................................................................................................................11
P5-Analyse the importance of employee relations in respect to influencing HRM decision-making.
............................................................................................................................................................11
P6-Identify the key elements of employment legislation and the impact it has upon HRM decision-
making................................................................................................................................................12
CONCLUSION .....................................................................................................................................13
REFERENCES.......................................................................................................................................14

INTRODUCTION
Human resource management is the process of hiring and developing the employees
so that they can become more valuable to the organization. Human resource management
consisted of planning personal needs recruiting right people for the job orientations and
training etc. to the employees. Harlow College is the further education college in Harlow,
Essex, England. The college was formed in 1964. Present assignment is about the human
resource management in which as a newly appointed human resource manager the human
resource manager have to restruct the deparment. Report will provide the deeper insight of
the purpose and the function of the human resource management applicable to work force
planning. Assignment will also provide the strength and weakness of the various approaches
to recruitments and selection. It will also cover the various benefits of HRM practices in
Harlow college for employer and employee both along with the effectiveness of various
HRM practices with respect to raise the profit and productivity. Later, report will cover the
various employment legislation and their impact on HRM decision-making.
LO1
P1-Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human resource management is a management in an organization which manages the
manpower supply. It mainly put emphasis on recruitment of, management of and also provide

the guidelines to the manpower of the Harlow College (Armstrong and Taylor, 2014). The
main function of the human resource management which deals with concerns that related to
the staff, wellness, benefits, motivation and training.
Purpose and the functions of human resource management, applicable to the work force
planning and resourcing are mentioned under.
Functions of human resource management
The function of human resource management is of three types operative functions,
managerial function and advisory function.
Operative function
Recruitment
One of the important function of the human resource manager is to recruit people. It
requires sound understanding and experience by an HR to recruit manpower in an
organization. The recruitment involves various functions like developing a job description,
publishing the job posting, making the job offer etc.
Training and Development
Another important function of the human resource management is to provide training and
development to the people who are on the job.
Compensation and benefits
The Human resource manager of the Harlow College provides various compensation and
benefits to the employees which includes working hour flexibility, extend vacation, various
allowance etc.
Therefore, there are some more operative function which includes performance
appraisal, ensuring legal appliance etc.
Managerial function
Planning
This is first and foremost important function which HR manager performs is planning.
Hr manager set the policies and procedures to achieve goals. Planning is something which is

to be done in advance (Wilton, 2016). When the thing is planning come Hr manager must
foresee the vacancies to be filled in Harlow College, they set the job requirements etc.
Organizing
The second important managerial function which Hr manager performs is the
organizing. The organizing function includes the grouping of employees according to the
activities they are going to performed. Delegating the authority as per their tasks.
Directing
In this function Hr manager directs the employees to achieve the goals as per the
planning.
Controlling
This is concerned with the apprehension of activities as per plans, which was
formulated on the basis of goals of the company.
Advisory function
Advisory function performed by the human resource manager is advice to the top
management which includes that the HR manager can advise the top management of Harlow
College regarding the policies and procedure. Another function is department to the
departmental heads.
Purpose of human resource managements
 Supporting manpower resources and professional goals
 Re-engineering organization processes
 Overhearing and replying to employees to maintain high job-satisfaction levels
 Handling transformation and change
 Staffing (i.e., hiring and firing) and training
 Understanding and integrating labour laws and ethics
P2-Explain the strengths and weaknesses of different approaches to recruitment and selection
The fundamental procedure of organization’s overall human resource management
and planning process in recruitment. There are some HRM process which are closely related
with recruitment like performance process, career planning, promotion and transfer etc.

various approaches of recruitment and selection involves online job boards and websites,
recruitment agencies, search consultants, press advertising, personal referral schemes,
universal job match etc.
Workforce planning is an outcome of the strong bonding between human resource
management and the financial organization. The importance of process is to generate the
business intelligence to provide the information about the current, transition, and future
impact of the external and internal organization. There are various factors which can
influence the workforce planning. These are discussed under-
Turnover, stability and retention
Turnover, stability and retention affect the workforce planning of the Harlow College
as human resource manager have their disposal the tools required to fully engage employees.
Doing so can reduce turnover, stability and retention of the employees.
Types of labour market and trend
Another important factor which provide the impact on to the work force planning is
types of labour market and trend. As it includes the outsoursing, unemployment ,
casualisation of market etc. Can provide the impact on to the work force planning.
Internal market trends
Internal market trends includes the employees working in Harlow college which cn
provide the huge impact on the workforce planning.
PESTLE
PESTLE includes political economic, social, technological, legal and environmental
factors which can provide the impact to the work force planning. As HR manager of Harlow
College makes some strategies and policies for work forece planning which can be affected
by the these factors.
Following are the strength and weakness of different approaches of recruitment
and selection.
Different
approaches
Strengths weaknesses
Online job boards  Cost effective.  If there is not care

and websites  Recruitment cycle and
streamline administration
can be speed up quickly.
 makes interior posts known
across a wide range of sites
and divisions.
 handles high-volumes of
applications in a consistent
way and records volume of
response easily to feedback
which phrases and job
advertisements work best.
taken while drafting
the job description
and person
specification the it
potentials the large
number of
inappropriate
applications.
 If the website is badly
designed or having
any technical
difficulties it can turn
off the potential
applicants and can
damage the brand of
Harlow college.
Recruitment
agencies
 Speed of valid response
from the dedicated staff.
 only pre-screened and pre-
referenced candidates,
therefore of a higher quality.
 database of people who have
expressed a desire to move,
so able to react quickly
 single organization
can mean only one
database, though
agencies will also
advertise your
positions externally
on your behalf.
 candidates may prefer
to deal directly with
the potential
employer
Search consultants They have the specialist knowledge
of recruitment market (Paillé and
et.al., 2014)
 Discretion
 Search the people who can
do the job
 It is costly
 It has limited pool of
candidates
 In availability of
shortlisted

Press advertising  positively communicates
your recruitment messages
and brand.
 sends a positive message
about the company’s
fortunes to the marketplace.
 trade publications target
candidates with specific
skills or experience
 high upfront costs and
no guarantee of
success and return on
investment
 often a slow process,
especially if using
trade/specialist press.
 limited to those who
read that particular
newspaper or journal
Internal sources of recruitment
The different approaches of internal recruitment and selection includes the transfer,
promotion and present employees . Following are the strength and weaknesses of the internal
sources of recruitment and selection.
Strengths
 It improves the morale of the employee
 No error in selection
 It promotes the loyalty of the employees towards the organization.
Weaknesses
 It discourages capable persons from outside to join the concern.
 It creates conflict among employees along with dissatisfaction.
LO2
P3-Explain the benefits of different HRM practices within an organisation for both the
employer and employee
Following are the benefit of the different Hr practices in Harlow college.
Recruitments and selection
The advantage of recruitment and selection includes are as follows -

Strong pool of candidates- to connect the qualified applicants a planned recruitment process
includes the best identifying methods. Recruitment and selection provide the strong
manpower with actual qualification required for the vacancies to the employer. As college
will get the well trained quallified staf which will enhance he goodwill of the college.
College will further provide perks and additional benefit that motivate the empoyees.
Accurate screening - The selection process involve in HR practices helps in identifying
appropriate teachers with the help of screening method. It makes accurate screening and
provide qualified appropriate teachers to the organization . And teachers will get appropriate
pay as per their skill and intelligency.
Performance management- The benefits of the performance management for an employer
includes each and every teachers understands that how their work and contribute to the
success of the Harlow College. It increases the productivity of the Harlow college and
provide high morale to the Teachers
Therefore, it also provides various benefits to the teachers by encouraging them for
their quality performance. It also gives the feedback to the teachers regarding their
performance so that they can enhance their performances efficiently (Cascio, 2015).
Training and career development – following are the benefits of the training and
development to the employees and employers of Harlow Colleges.
Employer benefit Employee benefit
 Training and development increases
the human capital of organization.
 Training and development helps in
increasing the efficiency and
profitability of efficiency of the
organization.
 Employees became more
accountable as they gain knowledge
and skills
 Training and development improves
the performances of the employee.
 It enhances the motivation and
morale.
 Opportunity for upward mobility in
the college .
Employee engagements

Following are the benefits of the employee managements to an employee or
employer
Employers
 The engaged employee will stay with the organization.
 Adversarial mentality is being replaced with the trust and cooperation.
 It fosters the creativity and innovation and the commitment to the employers.
 It increases the productivity of an organization.
Employees
 Employees will get the long term assurance for their services
 The employer provides the appraisal, rewards, perks and benefits.
P4-Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
Human resource management proved to be effect for Harlow college in terms of
increasing organizational profit and fruitfulness (Armstrong, Landers and Collmus, 2016). By
implement the human resource management in the Harlow college has obtained huge
productivity.
Innovating and high performing employees
The human resource management of the Harlow College promotes the innovating
environment and also motivates their employees for the better facilities. By providing this
sort of atmosphere employees become dedicated which helps in increasing the productivity of
the employees.
Execution and effective direction setting.
Manager and leaders of the Harlow plays an essential role in setting the direction, purposes
and goals and priorities of the college . Human resource management practices helps in
recruiting appropriate managers for the right task which increases the productivity of the
Harlow college (Kramar, 2014).
Setting of team and effective goals with effective communication

The human resource management of Harlow college helps in setting and attainment of
goals of an individual and team and also helps in the achievement of these goals. This helps
in to increase their productivity (Functions & Practices of Human Resource Management,
2014).
Sharing and collaboration
The productivity and profitability of the Harlow college will be increase when the
member of the institute inside or outside will freely collaborate and willingly share their
ideas.
Non-monetary factors to improve the employees
Employees for their good work were awarded by the managers or leaders of the
Harlow college which automatically increases the morale, excitement and loyalty of the
employees towards the institute and the motivated employees are the keys of productivity of
the Harlow (Purce, 2014).
To maintain the productivity updating employee’s skills
The world is full of competition. The Human resource department of the Harlow
helps in updating their employee’s skills by providing various training and development
program. The employees with new skills contribute their workings which increases the
productivity and profitability of the institute.
M3. D2. Critically evaluating HRM practices and application with organisational context.
HRM practices plays essential role in order to maintain the productivity and
profitability of the company. It also helps in analysing the factors that are affecting the
college. With help of these practices will lead in achieving high talented and skilled
employees that will help in achieving long term goals.
Thus the negative aspect is that implementation of this practices is time consuming.
This creates delay in making any type of decisions related to college.
LO3
P5-Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Every individual of the Harlow college shares the information with their fellow
workers. They required to talk and discuss with others in the perspective of decision making.

Decision making is very important work to be done in every institution . There are lots of
decision which managers and leaders of Harlow college have to take in their daily operation.
Therefore, the employee relation plays an important role in the decision making. The
importance of employee relation in a decision making is discussed under.
Work become easy if it is shared among all members
If there are healthy relation in between the employees of the Harlow college the
effective decision making can take place (Jackson, Schuler and Jiang, 2014). As work share
among employees eases the work load on any particular individual. This increases the
productivity and facilitate good decision making. HR manager of Harlow college need to
make such policies which help them in the effectivedecesion making.
Discouraging the conflict among workers
A healthy relation among employees reduces the chances of conflict in the Harlow
college. To fulfil the goals and objective they trust each other in assisting the performances.
Employee in the coaching consider their fellow as a colleague not as a competitor. Resulted,
it increases the productivity of an institution increases which helps human resource
management to take better decision for the company. HRM decision-making will be affected
if there will be a conflict between the workers because they are liable to make all the
strategic policies for the Harlow college.
Loyalty of the employees
Loyalty of the teachers is being created with the pleasant and interactive environment
in the Harlow college. They willingly performed their task given to them by the organization.
They feel motivated and put extra efforts in the completion of task which enhances the
productivity and ease the HR decision making.
Ensuring equality by communicating effectively
The good communication between the worker in Harlow colleges aids to ensure the
employees that there is no discrimination in the organization. Resulted, employees feel
motivated and put their efforts in the completion of task (Bratton and Gold, 2017). Proper
communication facilitates the Human resource management to take proper decision.

P6-Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Various organization maintains the employment legislation while the time of
recruitment of the new employees as well as for the existing employees that provide some
critical impact on the HRM decision making. The emploment legislation includes the health
and safety, working hours and wages.
Health and safety (2005)
Health and safety law is formed under the safelty and health act, 2000. It was formd
for the health and safety of employees. This legislation include that employers will do each
and every possible thing which reasonably do to protect the health and safety of their
employees in the workplace.
Working hours (1948)
According to the Section 51 of the Act, the employees working hours should not
exceed more than 10-1/2 hour.
Wages rates (1948)
The mininmum wages act 1948 involves that every employee should get equal wages
as their working.
The employement laws influences the the human resource decesion making. As if the
insittions wants to open its branch in various countries this decision may be effected bythe
employment legislation because each country has their own employemt laws. Consequenty,
the HR manager must be well versed in the dynamic arena in order to overcome the
organization's liability in every aspects of its operations.
M4. D3. Critically evaluating key aspects of employee relations management and
employment legislation that affect HRM decision making.
Employee relationship management system is a system of information that mainly
supports the relationship between individuals of Harlow college. The main components of
this system is to achieve goals of assisting employees in the whole life cycle of activity and
company. Thus, employment legislation that includes the acts that has to be adopted by the
college so that the employees involved in that may feel equal and are motivated to perform
well in organisation that helps in achieving long term success and high profitability.

CONCLUSION
From the above study on human resource managements it can be concluded that
human resource management plays an important role in an organization. It supplies the
manpower to the organization which helps in increasing the productivity of the organization.
Report has provided the deeper insight of the purpose and the function of the human resource
management applicable to work force planning. Assignment has also provided the strength
and weakness of the various approaches to recruitments and selection. Study has covered the
various benefits of HRM practices in Harlow college for employer and employee both along
with the effectiveness of various HRM practices with respect to raise the profit and
productivity. Later, report has sum-up by providing various employment legislation and their
impact on HRM decision-making.

REFERENCES
Books and Journals
Albrecht, S.L., and et.al., 2015. Employee engagement, human resource management
practices and competitive advantage: An integrated approach. Journal of
Organizational Effectiveness: People and Performance. 2(1). pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M.B., Landers, R.N. and Collmus, A.B., 2016. Gamifying recruitment, selection,
training, and performance management: Game-thinking in human resource
management. In Emerging research and trends in gamification(pp. 140-165). IGI
Global.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Strategic HRM: Too important for an insular approach. Human Resource
Management .54(3). pp.423-426.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A
critical approach. In Human Resource Management (pp. 1-23). Routledge.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. The Academy of Management Annals. 8(1). pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human
Resource Management. 25(8). pp.1069-1089.
Paillé, P.,and et.al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics, 121(3), pp.451-
466.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online

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