Recruitment Process and HRM Practices

The report provides a comprehensive overview of the recruitment process and Human Resource Management (HRM) practices. It highlights the importance of employee relations in decision-making and the provisions of employee legislation in HRM decisions. The report also summarizes the benefits of effective HRM practices for employers and employees, including enhanced profits and profitability.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose & Functions of HRM, applicable to workforce planning & resourcing an
organisation.................................................................................................................................1
P2 Strength & weakness of different approaches to recruitment & selection.............................2
P3 Benefits of different HRM practices with in an organisation for both employers &
employees....................................................................................................................................6
P4 Effectiveness of different HRM practices in terms of raising organisational profit &
productivity.................................................................................................................................6
P5 Importance of employee relation in respect to influencing HRM decision making..............7
P6 Key elements of employment legislation and its impact on HRM decision making.............9
TASK 2..........................................................................................................................................10
P7 Application of HRM practices in work related context with specific example.
...................................................................................................................................................10
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management refers to managing & controlling people of organisation
with the motive of improving performance. This report includes an overview of Lloyd bank and
it further describes purpose behind all the functions of HRM. Moreover, this report will outline
includes nature & scope of HRM in Lloyd Bank. Lloyd Bank Plc is the biggest commercial bank
which is the subsidiary of Lloyd banking group. It is the British retail bank which has branches
across England and Wales. It is a financial institution which offers all banking & financial
services such as International current & saving account, foreign exchange and Internal Trade
with the help of its 1300 branches.
Furthermore, this report will evaluate approaches to workforce planning, recruitment &
selection, training & development, performance management and reward. Moreover, this report
describes benefits of HRM practices for both employers & employees and also describe
effectiveness of HR practices which enhances profits & profitability of firm. After this the
assignment will outline importance of employee relation and also describe provisions made by
UK government for employee & employers of firm. Thus, the study will explain overall of
process of recruitment implied by Lloyd Bank.
TASK 1
P1 Purpose & Functions of HRM, applicable to workforce planning & resourcing an
organisation.
Human resource management in a company manages firm’s workforce effectively &
efficiently so that they can individually contribute to the company’s success and it reduces the
gap between management & company’s workforce. HRM department of Lloyd Bank strengthen
its individual's performance by providing them development opportunities, rewards, perks and
right working environment (Noe and et.al., 2017).
Nature of HRM-
 Inherent part of management- HR manager of Lloyd Bank is responsible to select,
train, appraise and motivate its employees to enhance their performance So, we can say
that HRM is an inherent part of management.
 Directed towards achievement of objectives- HRM department of Lloyd Bank helps in
achieving its goals by improving performance of its employees by giving them rewards,
compensation & right working environment.
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Scope of HRM- Scope of HRM includes employee welfare aspect, personnel management
aspect and industrial relation. Whereas, employee’s welfare aspect focuses on giving safety,
medical & health care, welfare & social safety services to the employees of Lloyd Bank.
Personnel’s management aspect of HRM emphasis on individual growth by providing training &
development, recruitment & selection, appraisal, incentives & wages which individually
contributes to organisational objective. It manages manpower of Lloyd Bank (Bratton and Gold,
2017).
Functions of HRM- Functions of Human resource management includes all the activities which
helps in managing individuals of an organisation, such as:
 Recruitment & selection- Recruitment & Selection is a main function of HRM which
has responsibility to attract applicants to fill the vacancy & its role is to select appropriate
applicant for the required position. The purpose behind recruitment & selection is to hire
skilled & quality workforce in the company which helps in enhancing performance of
Lloyd Bank.
 Training & development-Training & development programmes are carried by HR
manager of Lloyd Bank who's responsibility is to train its employees with the purpose of
enhancing their performance so that bank can achieve its objective. Every employee of
the bank has to go through this phase and the bank also conduct T&D programmes for its
existing employees.
 Performance Appraisal- It is the responsibility of HR manager of company to critically
evaluate performance of its employees to boost their morale & increase their performance
level. HR manager of Lloyd Bank has a role to check the performance of every individual
after delivering service of 1 year and appraise their work by giving incentive, perks and
future promotion. Purpose behind appraisal is to boost their morale (Brewster, 2017)
P2 Strength & weakness of different approaches to recruitment & selection
Workforce planning It bis a continuous process which manages firm on the basis of
priorities and needs. In this employer focuses on meeting certain
requirements such as legislative and production. There two approach
of workforce planning that is Workload approach aim at type and
aim of work. In respect to this approach focus of firm is on
determining skills and manpower which will be required to meet
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future organisational needs. On other hand, there is competency
approach which is implied in Lloyd bank where focus of employer is
on managing competencies of business in reference to mission a,
values and vision of firm. This approach helps the firm in focusing
on continuous improvement with the motive of attaining success.
Training and
development
Training and development in firm is essential for managing
knowledge and learning of workers with regard to managing
continuous improvement in skills of employees. There are two
approaches of training that is on the job and off the job. On the job
training approach comprise, mentoring, coaching, job rotation, etc.
While off the job training approach comprise role laying, E learning,
programmed instruction. However, Lloyd bank has implied to on the
job training and development approach as it helps in boosting
organisational learning of employees (Cascio, 2015)
Performance
management
Managing employee’s performance is necessary part of organisation
as it helps the managers in outlining individual interest within firm
and its activities. There are different performance management
approaches that is result, behavioural quality, comparative, etc. In
quality approach employer outlines person and system factors which
gives the review of individual efforts for managing successful
business operation. Lloyd bank implies use of result approach as it
minimizes subjectivity and performance of employee is determined
with the help of performance indicators with the help of rating scale
360-degree feedback, etc.
Reward system Reward system is crucial part of business because it suggests
motivation management of workplace. There are different
approaches of reward system like compensation, incentives, bonus,
flexible working, etc. The reward is based on two approaches that is
monetary & non-monetary where Lloyd bank complied to non-
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monetary approach as it helps the firm in managing workplace
motivation as also assist in rewarding employee.
Approaches of Recruitment Strength Weakness
External Recruitment
External recruitment can be
done through- Private
employment agencies,
Educational Institutes, Factory
gate, casual callers, Walk-ins
and labour contractors.
Lloyd Bank recruit its
employee through campus
placement.
 Individuals from
recognised
universities brings
new ideas which
helps Lloyd Bank to
improve its work
performance.
 Youngsters more active
and enthusiastic which
enhances performance
and profitability.
 Campus recruitment is
time consuming & long
process.
 Campus recruitment is
also required huge cost.
Internal Recruitment
Internal recruitment can be
done through- Transfer,
Promotion & employee
referral.
Lloyd Bank follow promotion
approach.
 Promotion is cost
effective, less time
consuming & easy to
recruit.
 It motivates existing
employees because it
provides promotion
which in turn improves
productivity (Pollock,
Jefferson and Wick,
2015)
 HR manager does not
have much option to
choose the right
candidate in promotion.
 It reduces morale of the
employees who are not
promoted.
Approaches of Selection Strengths Weakness
Interview  By conducting
interviews HR manager
 Selection is based upon
the skills of interviewer
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Interview is face to face
meeting conducted for the
purpose of hiring individuals
and filling the vacancies.
of Lloyd Bank can give
detailed information
about the job and firm
to the candidates.
 It gives opportunity to
the applicant to ask
questions because it
provide face to face
interaction.
if the interviewer is not
skilled than it cannot
give right candidate.
 If the interviewer
knows the candidate
than he can give biased
& subjective
judgement.
Group Exercise
It is an approach of selection
where multiple individuals are
interviewed at a same time.
 This method of
selection gives
candidates with
leadership quality and
have a specialised skill
to Lloyd Bank.
 This method is less
time consuming, cost
effective and quick to
select the right
candidate.
 In this method there is
lack of face to face
interaction.
 The applicant cannot
access to the detailed
information about the
job & organisation.
P3 Benefits of different HRM practices with in an organisation for both employers & employees.
HRM practices benefits both the employers & employees of Lloyd Bank in the following
ways-
HRM practices Benefit to employees Benefit to employer
 Conflict Resolution-
Human resource
managers of Lloyd
Bank resolve conflicts
whether between
 Conflict resolution
boost morale of
employees.
 Increase their interest
in the work and
 Employer can get his
work done on time.
 Surrounding of the
company remains
friendly through which
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employees or
employers.
enhances their
performance.
they can accomplish
their goals easily.

 Employee Relation-
HR manager of Lloyd
Bank helps in
establishing
relationship between
workers and
employers.
 HR manager benefits
employees by
explaining various
laws which protect the
interest of the
employees.
 It makes easy for
employer to explain the
working environment
and task to employees.
 Training &
development-
 Employee get to learn
new techniques and
skills.
 It develops personal &
communication skills
of employees.
 Employer also learn
new things friom their
employees.
 They get skilled &
quality workforce.
 Performance
Management- HRM
practices in Lloyd
Bank manages the
performance of its
employees &
employers by checking
their performance time
to time. (Shields and
et.al., 2015)

 Employees work is
appraise and they get
rewards & incentives.
 Employees get
motivated and their
performance get
improvised.
 Employers get
benefited because
increase in
performance of
employees generate
more profits to them.
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P4 Effectiveness of different HRM practices in terms of raising organisational profit &
productivity.
 Performance Management- HR manager of Lloyd Bank control & monitor the
performance of its workforce and if any individual under performs than training
programmes will be organised for them and in contrast if they perform well than their
performance will appraised. This improvise performance of its employees & which
enhances productivity & profitability of an organisation.
 Building a Flexible Workplace- HR managers of Lloyd Bank provide a flexible work
environment which includes flexible work schedule, assignments and work teams So that
employees can join the job which suits them. Flexible work environment increases
employees’ interest in the work and they complete their task effectively & efficiently
which maximises profits & productivity of Lloyd Bank (Larsen, 2017)
 Training & Development- Training & development programmes organised by HR
managers enhances profits & productivity of Lloyd Bank because T&D programmes
enhances work performance of their employees and it also boost the confidence level of
employees.
 Promoting Positive Behaviour- HR managers promote positive behaviour in the
workplace by giving rewards & incentives to them which motivate them to work hard and
improvise their performance this all generates more profits and and maximises
productivity of Lloyd Bank.
P5 Importance of employee relation in respect to influencing HRM decision making.
Employee relation is managing relationship among employers & employees working in
Lloyd Bank. Lloyd Bank follow Human relation approach for managing employee relations. This
approach studies employee’s behaviour in the organisation and helps HR manager in decision
making and provide flexible work environment. It makes sure that the employee must share good
& healthy relationship with each other.
On the other hand, Employee relation of Lloyd Bank maintained with the help of
employee engagement which is explained through Robinson model of employee engagement:
Robinson Model of Employee Engagement- According to this model, HR manager forms
various policies & procedures with which the employee feels valued & they are engaged in the
organisation. This model believes that the employees can fulfil their commitments if HR
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manager of Lloyd Bank focuses on continuous development of employees. These policies are
training & development, health & safety, communication, performance appraisal, fair treatment,
job satisfaction & family friendliness.
 Training & Development- Training & development programme improves skills &
enhances efficiency and it also improves thought process of employees which generates
brilliant ideas in the mind of employees and that influences HR decision making.
Training & development helps in developing employee relation as they interact with each
other during the training session thus that creates flexible environment.
 Performance Appraisal- Manager monitor the performance of its employees and
appraise their performance by giving them incentives, compensation, perks & balanced
working environment. Which in turn improves performance of employees of Lloyd Bank
and boost their morale and a motivated & skilled employee and they influence HR
decision making. Thus, the performance appraisal creates flexible work environment as
the employees get motivation to accomplish the objectives of organisation.
 Equal opportunities & fair treatment- Lloyd Bank gives fair treatment to each of its
employees with this they feel valued and comes up with new ideas which influence HR
decision making. Healthy employee relation creates flexible work environment because if
employees have good understanding among them than they can share their work and it
also facilitate flexible work hours(Albrecht and et.al., 2015).
Focus on employee relation by incorporating use of employee engagement approach and
practices helps the HR manager of bank in becoming employer of choice because with this the
firm is able to meet all employee expectations.
P6 Key elements of employment legislation and its impact on HRM decision making.
Employment legislation is laws & provisions made by government of each country for
employees, employers & unions with the aim of protecting their interest in an organisation. It is
compulsory for all organisation to follow, UK government also govern employee legislation
which includes Anti-Discrimination Act, Health & Safety Act and Data Protection Act. This all
acts are also applicable on Lloyd Bank (Furnham, 2017)
Data Protection Act, 2018- This law is governed by the government of UK to protect data &
personal information of individuals working in Lloyd Bank and personal information of
customers with the bank. According to this law Lloyd Bank have to disclose all the data
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collected by it, for which purpose the data is collected and for how long the bank will keep that
data. This law is formed by government to prevent misuse of personal information of individuals
& customer. This Law also protect all the personal data stored on computers or in any software
in an organisation. This impact on HRM decision making because all the decisions made by HR
manager of Lloyd Bank is in accordance with this Act. If they are using any personal information
in decision-making process than they have to disclose a valid reason for that. HR cannot make
any decision which violet any condition of this Act.
Health & Safety Act 1974- This Act make a provision which ensures health, safety & welfare of
all the individuals working in any organisation. According to the provisions of this Act it is the
duty of every employer of Lloyd Bank to give safety & risk free work place to its employees and
employees are also responsible for the safety of other individuals working with them. This Act
says that an organisation should establish a working environment which does not harm health of
its individuals. This provisions affect decisions made by HR manager of Lloyd Bank because all
the decisions taken by HR manager should be in accordance with this Act. HR cannot make any
decision which effects health of individuals (Nicoletti, Scarpetta and Boylaud, 2018).
Anti-Discrimination Act 2010- This Act applies on organisation who employed more than 15
workers in it. According to this Act all the individuals in the organisation should be treated
equally, no discrimination should be done on the basis of colour, religion, sex, status and
nationality. So HR manager have to make unbiased decisions and decisions which is in the
favour of all the people working in Lloyd Bank. If HR manager makes any decision which is
biased and against this law than the company has to pay a penalty (The Equality Act. 2018).
TASK 2
P7 Application of HRM practices in work related context with specific example.
Job Specification
Job Title Customer Service Assistant
Location Wales
Department Operation department
Standard Working
Hours
Monday to Friday 10.00am to 6.00pm.
Purpose of Position To help customers & provide various support services to customers.
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Key Accountabilities Address customer’s enquiry.
Give detailed information about banks services to the customers.
Selling of products & services.
Administration activities where required.
Resolve customers issues.
Person Specification Adaptable to changing environment.
Excellent verbal & written skills.
Good at Excel, Power Point etc.
Competencies Strong communication skills.
Focused of customers.
Having leadership quality.
Qualification &
experience
Completed Graduation from a recognised university of UK.
Minimum percentile required 60%.
0-2 years’ experience.
SAP experience.
Key performance
Indicators
'Can do' attitude.
Self-Motivator.
Curricular Vita
Name- John Doe
MBA (Marketing)
Email ID- [e-mail]
Contact Details- 9002456767
Objective- Seeking a job opportunity to learn new things which enhances skills in the field of
Marketing.
Qualification Details-
Class Percentage
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MBA (Marketing) 80.00%
Graduation 85.00%
Strengths-
 Adaptable to changing environment.
 'CAN DO' Attitude.
 Self-Motivator.
IT Skills-
 W4W, Excel & Outlook.
Experience-
 2 years of experience of sales.
Declaration- I hereby declare that all the above information is correct.
Job offer letter
Lloyd bank
London, UK
Date- 09/03/2019
Miss John Doe.
New york
Dear John,
Congratulations!! John, this is to inform you that you are selected for the post of
customer service assistant in operation department of our company. Your job location will be
Wales. As per discussion, your salary will be £38,000+ incentives. Your roles and
responsibilities are:
To address customer’s enquiry.
Give detailed information about banks services to the customers.
Selling of products & services.
Administration activities where required.
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Resolve customer’s issues.
We will be happy to see you in our organisation on 15/03/2019. Your work timing will be 10:00
A.M. To 6:00 P.M. If you have any concern regarding job, please free to contact us.
Sincerely
Kiera joy
HRMG
Lloyd Bank
Preparatory Notes for Interview
This sheet is given to all the members so that they can make their own notes.
Desired Criteria Notes
Graduated from a recognised university of UK.
Minimum percentage criteria should be 60%
Advanced IT skills and must know Ms-Excel,
Ms-word, Ms-power point and tally.
Strong communication & interpersonal skills
Interview questions
 How do you achieve goals and objectives of organisation?
 How do you make customer satisfied?
 Why do you want to work in our organisation?
 Did you have any knowledge regarding computer software?
Documentation & Process of Recruitment-
 List of candidate
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 Qualification Certificate.
 Relieving Certificate from the previous organisation.
 Reference (if any)
 Last month salary slip (if any)
Process-
 Recruitment Planning- In this process HR manager identify no. of vacant positions,
what type of skills & qualifications are required for that job (Farndale, Nikandrou and
Panayotopoulou, 2018)
 Strategy Development- After identifying all the vacant positions HR manager have to
make a strategy for recruitment. Strategy is formed on the basis of geographical area and
type of recruitment.
 Searching for the right candidate- After selecting a strategy HR manager search for
the right candidate by using various sources. Lloyd Bank uses advertisement, promotion,
transfer & campus recruitment to attract the right candidate to fill the vacancy.
 Screening- HR manager shortlist the application of applicants according to the required
skills & qualification by reviewing resumes of the candidates.
 Evaluation & Control- HR manager of Lloyd Bank will evaluate all the cost incurred in
the process of recruitment such as administration cost, salary of recruiters, time spent in
performing all the above process (Pató, 2015)
Evaluation of process for conducting HR practices-
 Job Specification- Job specification is formed with the motive to describe required
qualification & education, knowledge, location, position & skills.
 Curricular Vita- Curricular vita describes all the personal & educational details of the
applicant.
 Job offer letter- Job offer letter is given to the selected candidate to offer a position an d
it includes all the information such as joining date, job title, working hours and salary
details.
 Preparatory Notes- Preparatory notes is questions prepared by the recruiter before the
interview process to analyse that the candidate is eligible for the required position or not.
 All the steps of Recruitment process are necessary to be followed by the recruiter of
Lloyd Bank and the process cannot be completed without the documents.
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CONCLUSION
This report summarises purpose & functions of HRM and strength & weakness of
approaches of recruitment & selection and Training & development. Further this report outlined
benefits & effectiveness of HRM practices for employers & employees and to enhance profits &
profitability. Furthermore, this repost outlined meaning & importance of employee relation in
decision making and also outlined provisions of employee legislation in HRM decision making.
After that the report conclude overall process of recruitment.
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REFERENCES
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. Human resource practices in multinational companies. The Blackwell
Handbook of Cross‐Cultural Management. pp.126-141.
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.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Pollock, R.V., Jefferson, A. and Wick, C.W., 2015. The six disciplines of breakthrough learning:
How to turn training and development into business results. John Wiley & Sons.
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management (pp. 107-121). Routledge.
Shields, J. and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Nicoletti, G., Scarpetta, S. and Boylaud, O., 2018. Summary indicators of product market
regulation with an extension to employment protection legislation.
Pató, B.S.G., 2015. The 3D job description. Journal of Management Development.34(4).
pp.406-420.
Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018. Recruitment and selection in context.
In Handbook of Research on Comparative Human Resource Management. Edward Elgar
Publishing.
Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell Handbook of
the Psychology of Recruitment, Selection and Employee Retention. p.202.
Online
Online, Available through:
<https://www.ageuk.org.uk/information-advice/work-learning/discrimination-rights/the-equality-
act/> The Equality Act, 2018.
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