Human Resource Management

No more than 4000

Human Resource
Management

Table of Contents
INTRODUCTION...............................................................................................................3
ACTIVITY 1........................................................................................................................3
a) Define HRM and its functions ..............................................................................3
b) Evaluate how these functions relate to workforce planning and resourcing .......4
c) Strength and weaknesses of various methods of recruitment and selection.......5
ACTIVITY 2........................................................................................................................6
a) Person specification for role of Personal Assistant..............................................6
b) Review the CVs provided from the three job applicants for the role of Personal
Assistant....................................................................................................................7
c) Produce at least six competency-based questions to be asked at the selection
interview....................................................................................................................9
ACTIVITY 3......................................................................................................................10
Advantages of Human resource practices for both employer and employee's......10
a) Learning, development and training practices....................................................10
b) Payment and reward management: ...................................................................11
ACTIVITY 4 .....................................................................................................................12
a) Analyse value of employee relations in respect to influencing HRM decision
making.....................................................................................................................12
b) Critically evaluates the role of leadership in making effective relationship........13
c) Key elements of employment legislation and its impact on HRM decision-making.
.................................................................................................................................14
CONCLUSION.................................................................................................................16
REFERENCES................................................................................................................17

INTRODUCTION
Human Resource Management is a process of recruiting, selecting, deploying,
training and managing the people within the organisation. The main purpose all these
action of the HR department is to increase the productivity of the business by optimising
the effectiveness of the employees. Other than that, HR department plays an essential
role in managing the healthy relationship with the employees so that the overall
performance of the business can be increased. This report is based on LV which is
situated in central London and operating its business in providing investment
management services. This file will cover about the various purpose and functions of
the HRM along with its hard and soft approaches. Along with this, the several HRM
practices in context of both employer and employee also will be discuss. Moreover, the
key elements of employment legislation and its effect on the HRM decision-making also
will be considered.
ACTIVITY 1
a) Define HRM and its functions
Human resource management is an effective management function which is
related to hiring, motivating and managing the people within the business association.
The HR department plays an important role in the business organisation like LV as it
ensures to provide satisfaction to the employees and attaining higher contribution of the
employees in achieving the organisational goals and objectives(Daley, 2012). All the
activities which are accomplish by HR department contains a purpose within which are
described below:
Purpose of HRM:
Satisfying needs: The HR department within the organisation is mainly concern
for ascertaining the demand and requirements of the employees as because employees
have a huge role in the succession of the business. Other, in the context of the LV
managers are effectively fulfilling the needs of candidates by announcing the vacant
position and determining the skills and talents which they are needed to fill the vacant
position. Also, for their existing employees they are rendering the facility of transferring
and promoting so that employee can be retain in the firm for a longer period of time.

Performance appraisal: This factors have a huge impact on the employees
mind as well as business performance as the skilled and talented employee will get
reward for their strategic performance. The main purpose of of this HRM activity is to
motivate the employees towards achieving the organisational goals and objectives(Noe
and et. al., 2015).
Functions:
Recruiting and selecting: This is most important function of the HR department
in which recruiting comes before the selecting as recruitment is related to the bringing a
range of prospective candidates for the business organisation so that a most
appropriate candidate can select from this pool. It is essential for the HR manager of LV
to accomplish this activity significantly so that the best candidates can be selected for
accomplishing the business targets and aims.
Training and development: In order to attain higher success in the
marketplace it is necessary for the LV to provide training sessions to its employees so
that they will be able to accomplish their job effectively. The manager must consider the
both new and existing employees in the training programs so that the overall
performance of the business can be increased.
b) Evaluate how these functions relate to workforce planning and resourcing
Workforce planning refers to the process where the organisational strategies are
using by the manager of the business in order to ascertain the needs of employees and
recruit best employees within the firm. The requirement of this is more in LV
organisation as they are leading in their business in insurance services and many
others. All the above discussed functions will help them in achieving their goals and
objectives as it will help in keeping aware the employees towards their roles and
responsibilities. As the recruitment and selection method will help them in appointing
best employees within their organisation. Other, training and development related
activities will enables them in raising skills and knowledge of employees so that they
can give their higher contribution in achieving the organisational goals(Schiuma,
Andreeva and Kianto, 2012).

c) Strength and weaknesses of various methods of recruitment and selection.
Recruitment and selection process is the main function of an organisation as the
success of the business depends on it. As recruitment refers to the process of attracting
several applicants towards the job, searching the potential employees and screening
and selecting applicants. Other, selection is the procedure of picking the best candidate
out of the pool of candidates. By selecting most potential candidates within the
organisation the achievement of the business goals and objectives can be determined.
Different associations adopt different methods of recruitment and selection so as to LV
organisation has also adopted some method for recruiting and selecting best
employees. For attracting the employees they are using the social sites like Facebook,
Instagram, twitter and LinkedIn so that the applicants can easily know detail of the
company(Noe and et. al., 2015). Along with this they are providing the facility of
applying online so that interested candidates can apply the job and fix interview with the
manager of the organisation. After this, the selection process is followed by the
company for which LV is using different methods which are given below:
Telephone interview: This is the most common way to conduct an interview as
in this the initial level of discussion has been conducted by the interviewer in which they
are asking questions related to experience of candidates, qualifications and their
expected salary. Interviewer of LV organisation here select the candidates on the basis
of their experience and qualifications. This methods contains some advantages and
disadvantages which are as follow:
Strengths
 Through this method an organisation can save their time as well as candidates
time.
 This is the easiest method to ascertain the communication skills and confident
level of a candidate.
Weaknesses
 Interviewer is not able to analysis the other skills of a candidate except
communication which is not a good point to judge an applicant.
 Honesty of a person can not be determined on telephonic interview(Mello, 2014).

Face to Face interview: In this method interviewer make face to face interaction
with interviewee and ask from them various questions as per the personality. It is very
useful method as in this asker can change the questions as per the candidates. In
context of LV, it is very beneficial for them as it will enables them to determine about the
complete detail of candidates. This method have some advantages and disadvantages
which are as follow:
Strengths
 Each and every skill about the candidate can be easily determined within this
method of interview.
 This method helps the organisation to know about the deep details of a
candidate.
 It also help them in identifying body language and facial expressions of
applicants towards the job title(Kehoe and Wright, 2013).
Weaknesses
 It takes more time and efforts of an organisation as it is a most lengthy method.
 Quality might be disquieted if interviewer does not have sufficient skills and
knowledge.
ACTIVITY 2
a) Person specification for role of Personal Assistant
As per the above discussion it can be stated that HRM practices are very useful
for the business organisation as it helps the business to gain higher success and growth
in the marketplace. By applying all the above mentioned HRM practices in their
business LV can influence the behaviour of the employees in an effective manner. For
example, if they will focus on highlighting the performers then it will motivate every
employee to do hard efforts so that they can attain higher position in the
business(Vaiman, Scullion and Collings, 2012).
Person specification: It is formal document which comprises details about
skills, knowledge, qualification and experience and other attributes which must required
in a person in order to fulfil a vacant position.
Person Specification

Position: Person Assistant
Department: Commercial Finance
Key: This represent that what is need as a verification:
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Master's degree in
interaction.
 Maximum 3 years
experience as a PA
in well-known
organisation.
 Skills of accessing to
the computer
 Capabilities of
accepting the
innovative
technologies
 A certified course of
Microsoft office.
 Skills or knowledge  Higher logical power
and attention to
detail
 Multitasking,
representable and
effective
communicator
 Impressive
communication skills
either oral or written.
 Ability to deal
conflicts related to
customers.
b) Review the CVs provided from the three job applicants for the role of Personal
Assistant
According to the brief, the three job applicants has been selected by HR
manager of LV from which a most potential and deserved candidate needs to be chosen
in order to operate all the activities of personal assistant role effectively and get the
desired outcomes in a short duration of time. Detailed information of all the three
applicants has been given below which includes their experience and skills of each
candidate which will help the organisation in selecting most appropriate candidate within
their firm.
Applicants Experience Skills

Job applicant 1  One year experience in
Edsign which is web
design and application
development company
on the role of personal
assistant of general
manager.
 Experience of 3 years at
Pink Flamingo fitness
club as a personal trainer
and instructor. This
company is situated in
South East London.
 Impressive
communicatio
n skills
 Information
technology
skills
 Abilities to
tackle
workload
 Productive
nature
Job applicant 2  Currently working in IPA
Brewing as assistant of
commercial director
since 2011
 Working experience of 3
years at Ucansell
marketing on the job role
of personal secretary.
 Consequence
fate.
 Administrative
assist
specialise.
 Straight
forward
 Screen calls
effectively
 Business
authorship
Job applicant 3  At present working as a
PA and receptionist
since October 2017.
Responsibilities are
here is undergoing
 Good
assistant and
PA skills
 organisational
management

several managing short
terms contracts.
 High
confidence
 IT skills
 Interaction
skills
According to the above discussion related to skills and experience of each
candidate it can be stated that Job applicant number 2 is most perfect for the LV
organization. As that applicant all those skills and experience which required to perform
this job role in an effective manner. Along with this, that candidate have high experience
is same field in a high recognized organization which makes him different from the other
candidates (Al Ariss, Cascio and Paauwe, 2014).
c) Produce at least six competency-based questions to be asked at the selection
interview
As after choosing most perfect applicant from all of the give applicants the
business organisation of LV will conduct a interview in which interviewer will ask several
questions from the interviewee so that they can ascertain the abilities and confidence
level of candidate. Questions which will ask by the interviewer of LV is given below:
Interview questions Justification for choosing this interview
questions.
Q1) What is the reason behind applying in
LV on the job profile of personal assistant?
This will enables the interviewer in
determining interest of candidate towards
attaining the job.
Q2) Why should I hire you? It will help the interviewer in analysing the
belief of candidate on their own skills and
talent.

Q3) In your opinion, what all the basic
things which you will consider in terms of
attracting new customer towards the
brand?
It will give the brief exposure of their skills
and knowledge related to deal with the
customers effectively.
Q4) How easily you can handle various
given task at a time?
This will give knowledge to the questioner
about the candidate positive power and
capabilities to hand the critical situations of
business.
Q5) How much you believe to stay
socialise with your customers?
It represent the friendly nature of candidate
that how effectively they will tackle their
clients either it is positive or negative
situation.
Q6) Why do you want to be a personal
assistant?
It enables the interviewer to find out their
interest towards attaining this position so
that they can make decision regarding to
take them in higher position.
ACTIVITY 3
Advantages of Human resource practices for both employer and employee's
HRM practices can be defined as a set of processes and actions which works for
managing all the operations of the business. All the HRM practices help the business to
impact on the employees behaviours, create healthy environment and enhance the
overall performance of the business(Berman and et. al., 2019). In order to getting
success in the marketplace HR manager of LV needs to consider HRM practices in their
organisations like highlight performers, fair evaluation system, employee relations and
others. These practices provide benefit to the both employer and employees. Here are
explained various practices which can adopt by the LV:

a) Learning, development and training practices
This HRM practice describe that the manager of LV must give their major focus
on providing impressive training and development programs to their employees so that
the skills, knowledge, and learning skills of them can be increased and can take
advantage of it in the production activities of the organisation(Morgeson, Brannick and
Levine, 2019).
HRM Practices Employer's Employees
Learning and
development
opportunities
The employers can take
benefit of the enhanced
skills and endowment of the
employees in their
production activities so that
the overall productivity and
profitability of the firm can
be increased.
This will enlarge the
promotion opportunities for
the employees as by
performing their targets with
great efficiency they can
attain higher recognition in
the organisation.
b) Payment and reward management:
This HRM practice will help the business manger of LV to motivate their
employees by formulating effective plans or strategies related to provide fair
remuneration and reward to deserving employees. This will provide benefit to the both
employer and employee which are mentioned below:
HRM Practices Employer's Employees
Payment and reward
management
This will help the employer
to gain the loyalty and
retention of the employees
in the organisation which
result higher profitability and
brand value of the
Employees can take the
advantage of the excess
monetary facilities for their
extra efforts and also get
the chances to get
promoted in the firm for their

organisation. extra efforts.
In terms to enhance the motivation and interest of employees towards achieving
organisation goals and objectives management of LV can use different motivational
theories like Maslow's need hierarchy, Alderfer's ERG theory, Adam's equity theory and
many others. Among all of them Maslow's theory is best for LV which is describing
below:
Maslow's hierarchy needs: It is developed by Abraham Maslow in 1943 in
which he has defined different level of needs which requires to be completed in a serial
manner. In this theory, the five level of human needs has been described in which the
first level depicts the basic needs of a human like food, cloth and shelter. After this, the
need of safety for a human described which stated that it is essential for LV to provide
proper safety to their employees so that they can operate their activities without any
fear(Jackson, Schuler and Jiang, 2014). At the third stage, he has focussed on
love/belongings needs which pertains the relationship of employees with their high level
authorities. The esteem needs occurs after this which is related to feel respected and
important within the organisation. At last, self actualisation needs comes which says
about the human needs to get promoted in the organisation.
ACTIVITY 4
a) Analyse value of employee relations in respect to influencing HRM decision making
Employee relation can be defined as the process of maintaining a healthy and
balanced relationship with the employees. In order to attaining their desired outcomes it
is essential for the manager of LV to focus on maintaining a positive relationship with
their employees so that they will be able to motivate their employees to do hard efforts
to fulfil all the organisational objectives. A healthy relationship among the top
management and employees also have great impact on the decision-making of HRM as
it will enables the manager to analyse about the needs ad expectations of the
employees from the company so that the decision can be made up accordingly(Al Ariss,
Cascio and Paauwe, 2014). Other, it is essential for the manager to involve the
employees in the decision making process and consider their ideas, thoughts and

perceptions in the final decision. By sharing a healthy bond with the employees,
manager can get their full support in accomplishing the organisational goals and
objectives. The benefit of the healthy relationship and the impact on HRM decision
making is describe in following points:
 Reduce the employees absenteeism: An affirmative relationship with the
employees will enables the manager of LV to reduce the absenteeism of the
employees as because it will increase the morale and interest of the employees
in the organisation which results higher retention of the employees and
sustainability of the business. It will also impact on the decision-making as the
HR manager does not need to give their focus on recruiting new
employees(Gatewood and et. al., 2015).
 Work become easy if it shared among all: It is essential for the HR manager to
take decisions regarding to split the work among all the employees so that the
burden from an individual can be reduced and work can be done in a specific
period of time.
 Determination of employees needs: By establishing positive relationship with
their employees the management of LV can analyse the needs and demand of
them which enables them to make all their policies and decisions accordingly.
This will help the in gaining higher support and attention of their subordinates in
implementing all the new ways of working effectively which results higher
success and growth of the business.
Impact of employee relation on HRM decision-making:
Maintaining positive relationship with employees is essential for an organisation
in order to get higher success and growth in the marketplace. In this aspect, HR
manager plays a huge role as they are responsible for creating a healthy environment
and formulating all the policies and procedures related to employees. In terms to
maintain strong relationship with their employees, HR manager of LV needs to give their
emphasis on developing all the strategies and plans after considering employees needs
and perceptions so that they can feel positive towards their job. In addition to this, they
must render effective training and development programs to their employees so that the
skills and knowledge of them can be increased and the achievement of the new working

ways can be assured. Along with this, the HR manager must take decision related to
appropriately delegating the roles and responsibilities to their employees so that their
motivation and satisfaction from the job will not get hampered(Daley, 2012).
b) Critically evaluates the role of leadership in making effective relationship
Leadership is considered as a process of influencing, guiding and directing the
behaviour of others in order to motivate them towards attaining organisational goals and
objectives. A person who is responsible for operating all these activities is known as
leader which plays an important role in making effective relationship with the
subordinates. As leader within the organisation like LV plays several roles such as
innovator, trainer, delegator etc. the motive behind all these roles is to influence and
guide employees so that they can give their higher contribution in achieving the
organisational aims and targets. Other side, if the leaders of LV will not conduct their
activities on the basis of their employees then they will not able to maintain healthy
relationship with them which results lower productivity, profitability and sustainability of
the organisation.
c) Key elements of employment legislation and its impact on HRM decision-making.
The employment legislation are useful within the organisation as it protects the
rights of both employer and employees. In order to run all the business operations
smoothly it is necessary for the LV to consider all the employment laws in their decision
making. Like each organisation this company also has to go through from various legal
rules and regulations which make it essential for the LV to make their decisions
according to legal laws. The description about the legal laws are here:
 Employment law: This law defines about the relationship between the employer
and employee and obligations and the rights of both of them. The main aim
behind formulating this law is to recruit suitable employees for the job and protect
the employees from any kind of unfair treatment. By following this law at their
workplace LV can give assurance to its employees that they will get fair
remuneration for their work and can run each of the business activity smoothly so
that no issues or conflicts will be raised.
 Equality act (2010): The main motive of this law is to protect the employees
from the discrimination at their workplace. Employers of the LV are obligated to

treat equally all the employees so that the discrimination on the basis of religious,
colour, race and other aspects will not take place. By considering this law in their
decision-making HR manager will be able to retain its employees for a longer
period of time(Ployhart And et. al., 2014).
 Health and safety at workplace, 1974: This law contains various rules and
regulation which is must for employer to follow. These rules are related to provide
safe equipments, safe passageways, healthy environment and others. It is
essential for the manager of LV to consider all these laws if they will not then a
lawsuit will be apply on them. By properly following all the rules in their working
procedures they can prevent their organisation from any kind of miss-happening,
accidents and other negative effects.
Impact of employment legislation on HRM decision-making:
All the rules and regulation of the government has been made in the context of
managing the human resource operations like recruitment, development, compensation
and placement. The employment legislation force HR manager to operate all the fair
practices within their organisation related to hiring, training, providing benefits etc. Due
to this, it becomes necessary for the HR manager of LV to consider all the laws and
legislations in their decision-making so that they operate all their activities legally and
can create positive brand image of their organisation in the marketplace. This also helps
them in developing a positive relationship with their employees as this will force them to
make their decision related to providing training, rewards and other activities as per the
laws and regulations so that they can not make any kind of differences among the
employees on the basis of their gender colour, race etc. This will help them in attaining
the higher employees attention and interest towards accomplishing organisational goals
and objectives in a limited period of time(Snell, Bohlander and Morris, 2015).

CONCLUSION
From the above file, it can be concluded that human resource management is a
vital part of the organisation as the overall success of the business depends on it. In the
organisation HRM plays various functions for accomplishing some specific purpose. The
different methods of selection and recruitment with its strengths and weaknesses are
described in this file. Along with this, the several HRM practices which have huge role in
attaining higher productivity and profitability also have been considered. Moreover, the
importance of employee relationship and employment legislation in the organisation
have been covered in this study.

REFERENCES
Books and Journals
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Berman, E. M. and et. al., 2019. Human resource management in public service:
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Bloom, N. and et. al., 2012. Management practices across firms and countries.
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Daley, D. M., 2012. Strategic human resources management. Public Personnel
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Gatewood, R. and et. al., 2015. Human resource selection. Nelson Education.
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Methods, research, and applications for human resource management. Sage
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Noe, R. A. and et. al., 2015. Human resources management. Instructor, 2015.
Ployhart, R. E. And et. al., 2014. Human capital is dead; long live human capital
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Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource
management: A review and research agenda. International Journal of
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Schiuma, G., Andreeva, T. and Kianto, A., 2012. Does knowledge management really
matter? Linking knowledge management practices, competitiveness and
economic performance. Journal of knowledge management.
Snell, S., Bohlander, G. W. and Morris, S., 2015. Managing human resources. Nelson
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Teil, S., 2013. Human resources management. E-Business-Management. 8. p.338.
Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.
Management Decision. 50(5). pp.925-941.

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