HRM and Its Strategic Importance

The report highlights that HRM plays a crucial role in recruitment and selection processes. It emphasizes the significance of hiring the right people and placing them accurately according to their skills and competencies. The document also mentions the importance of developing strategic human resource management, which helps build competitive advantage over competitors.

HUMAN RESOURCES

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
1.1 Identify the different role and purpose of HRM within a given organisation.......................3
1.2 Develop HRM Plan on the chosen organisation...................................................................5
TASK 3 ...........................................................................................................................................7
3.1 Evaluate the person specification and job description for NHS...........................................7
3.2 Compare the selection process of different service industries..............................................9
TASK 4..........................................................................................................................................11
4.1 Evaluate the contribution of training and development activities on NHS.........................11
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
HRM is primarily focuses on managing employees of an organisation in the most
effective and efficient manner. It basically improves the productivity level of workforce and
manage human capital by implementing various policies and processes. HR team deals in
providing training and development, recruitment, selection, performance appraisal employee
relation, motivation, health and safety measures as well as compensation & other benefits. HRM
is maintaining a balanced relationship in between workers and labour unions (Anderson, 2013).
In this project, the chosen company is National Health Services which is a national healthcare
system for England. It covers different tools and methods which maximise the worker’s
contribution and raises the profitability of Kingfisher. Along with this, key elements of employee
legislation have also been determined to know their impact on decision making process.
TASK 1
1.1 Identify the different role and purpose of HRM within a given organisation
The role HR is to plan, develop and execute polices and procedure configured to optimize
the use of organisation's human resource. Human Resource Management generally deals in two
main function one is Managerial and other is Operative. Managerial Function covers planning,
organizing, directing and controlling of employee performance whereas Operatives deals with
recruitment, selection, training and development, remuneration, motivation and performance
appraisal etc. NHS put great emphasis on its recruitment process as they believe that choosing
the wrong person is equally important as losing the right person to other rivalry firm. Therefore,
adopting Best Fit approach.
Following are the different roles performed by HR Manger which are described as:
1. As a Business Partner:
 The main role of HR is build strong relationship with its employees so as to achieve
overall firm's objective effectively. It also focuses on generating valuable relationship
with its external customer.
 Set rational plans and timelines for implementing new procedure and policies of HR.
 The role of HR Manager is to conduct different talent management programs which
enhances overall productivity of employees (Armstrong and Taylor., 2014).
2. As a Change Agent:

 Identifies and Bridge the gap between various management practices.
 Builds communication plans with customer on frequent basis.
 HR manager are require to be “EQ smart” in order to anticipate employee level of
assistance towards any change or future contingency.
 HR Manager are required to constantly assess the performance of their personnel and
upgrade it with modern changes accordingly (Bakker and Leiter., 2010).
3. As a Administrative Expert:
 In order to make administration flexible and quick, HR Manager develop appropriate job
matrix and job structure.
 They also modify they pattern of job description according to the latest trend.
 HR Manager concentrates on the services provided to employee by employer in terms of
salary, wages, employment laws etc.
 HR Manager also seeking the benefit of time and cost saving by using advanced
technology method in terms of creating personnel self-service website in which workers
are require to save their personal information such as address, telephone number, salary
slip etc.
4. As a Employee Advocate:
 Develop transparent working condition which enables the worker to discuss their issues
and problem with their employers.
 HR Manager requires to appraise the performance of their employees by providing them
various benefits and rewards.
 HR Professional is require to critically assess the performance of their employees by
applying 360 degree approach.
 In order to deal with crisis management effectively, HR Manager is opening grievance
handling department.
 Apart from satisfying the customer needs, HR Manager also tends to fulfil the demand
and desire of their personnel by providing them adequate training and development which
helps them to grow personally and professionally (Brunce., 2010).
Purpose of HR Manager :
 Minimize personnel costs.
 Provides effective tools and techniques for assessing the performance of employees.

 They provide great sense of guidance and direction to its employees which enables them
to perform more effectively.
 HR Manager creates higher job satisfaction level for its personnel so that they can
achieve overall organisational goal in a systematic way (Beardwell and Thompson.,
2014).
 Provides appropriate training and development which enables the worker to grow
professionally and personally.
1.2 Develop HRM Plan on the chosen organisation
HR Planning refers to the process in which human resource manager stimulates the right
candidate so that they can apply in a company. Basically it can be define as pitting right people
at right job within in a specified time frame. HR Team of NHS is focusing on developing
workforce as their organisational asset which retain with them for a longer period and generating
higher revenue for the enterprise. They actively involve both employee and employer in
company's strategy formulation and provide proper cooperation and support system for the
delivery of various HRD policies and services. In order to achieve organisational objective
effectively, HR Manager is required to follow a series of steps which are described below:
Source: Human Resource Planning, 2017
Illustration 1: HRM Plan

1. Analysing Organizational Objectives: Goals and objectives which has been set by the
company provides direction to work in a systematic way so to achieve them effectively
and efficiently (Berman and et. al., 2012). These objectives can be related to production,
sales, finance, marketing, customer etc. NHS is required to critically assess their
objectives which formulates their relationship with patients. NHS believes in “working
together for patients” which motivates and influence them to make other goal or strategy
that enhance their relationship with patients. This makes easier for the employees of NHS
to do their part or job in a construct way by serving patients effectively.
2. Inventory of Present Human Resources: With the modified HR information system, it
become easier for the Human Resource Manager to figure the performance, potential and
capacity of workers. This system also provides information related to the number of
current employees. NHS is using this system which enables them to know when there is a
need of new employees required.
3. Forecasting Demand and Supply of Human Resource: Employees are hired at
different position on the basis of their skills and knowledge. Organisation are required to
put right people at right job depending upon the abilities they are carrying. HR manager,
is required to measure both internal and external sources which helps to fulfil the
requirement of personnel for different position. NHS is using Trend Analysis and
Competency model which match the skills or abilities of person required for the available
job in the cited company. For instance, they can also specify their demand in terms of
applicant qualification such as B. Sc candidate is required.
4. Estimating Man Power Caps: By comparing the demand and supply of Human
Resource, NHS can determine various factors that causing surplus or deficit in human
resource. Surplus causing termination whereas deficit represents the need of new
employees. NHS is required to give upgrade the skill and knowledge of their employee's
by providing them adequate training and development methods.
5. Formulating the Human Resource Action Plan: The execution of HR Plan is rely upon
the situation of surplus or deficit which NHS is facing (Bloom and Van Reenen.,
2011).If there is situation of deficit, NHS can make plan accordingly which fulfils their
need in terms of interdepartmental transfer, new recruitment, training. In case of surplus

situation, NHS can introduce voluntary retirement schemes and they can also terminate
their employees as well.
6. Monitoring, Control and Feedback: This step concerned with the implementation of
HRM Plan. Manager is required to critically monitor the action plan and determine the
deficiencies so that corrective measures can be developed in order to deal with such
deficiency effectively.
TASK 3
3.1 Evaluate the person specification and job description for NHS
Person Specification
For HR Director
Name:
Address:
Contact Number:
Email ID:
Carrier objective: Effectively and efficiently use my skills and knowledge in order to achieve
organisational as well as personal goal in a systematic way.
Minimum Experienced : 3-4 years
Responsibilities:
 Contribution in formulating effective policies and business strategy.
 Managers are required to make decision and policies concerned with worker welfare.
 Build strong relationship between employer and employee
 Increase profitability ratio.
 Managers are required to monitor the performance of all personnel.
 Contribution in achieving higher generation of revenues and profits.
Required Skills:
 Possessing grade in business management. Preferably PGDM/ MBA in human resource
or Health Administration.
 Effective and strong communicator in business presentation, interpersonal
communication and in writing.
 Exhibit high degree of privacy in terms of interpersonal interaction.

 Strong commitment towards continuous learning. Capability of executing HR plans and policies effectively.
 Declaration: I hereby declare that above mentioned information related to skills and
knowledge is true and gained by experience.
Job Description
Organisation Name National Healthcare Service
Job Designation Human Resource Director
Location England
Reporting CEO of NHS
Roles and Responsibilities  Fortify effective delivery of services related to
health care, limits the complaints of patient.
 Handle the issues related to conflict management
effectively.
 Oversees health, safety, welfare related to
employee's.
 Generate Higher profitability ratio
 Prior Work Experience will be count as an
advantage.

Working Hours 9:30am to 6:30pm
Salary 12500 Pound per month
Working Facilities NHS provides various benefits, compensations and
flexible working hours to its employees. Apart from this,
NHS also oversees safety and health measures of
employees.
3.2 Compare the selection process of different service industries
Selection refers to the process of selecting best candidate from the pool of applicant who
is possessing right skills and knowledge required for the job. Selection deals with putting the
right people at exact or appropriate job available in the organisation (Bratton and Gold., 2012).
This process is designed according to the requirement of hiring new employees. NHS put great
effort in their recruitment and selection process. Applicants are selected on the basis of their
interview first and then they are invited to spend one day at assessment centre. This process is
time consuming as it goes through various series of steps which are discussed as follows:
Preliminary Interviews At this stage, NHS eliminate the list of applicant who dose not fit in
the minimum criteria set by the NHS. This defined criteria may be
on the basis of skills, knowledge, experience, competencies etc.
After eliminating the candidates, whose skills does not match with
the job description, NHS take preliminary interview of remaining
candidates. This interview is less formalized as in this interviewer
generally assess the candidate on the basis of skills, academic
credentials, family background etc. Interviewer aware applicant
about the job profile and also analysed how much applicant knows
about the company.
Application Blanks After completing the stage of Preliminary Interview, candidates are
require to fill the necessary details related to their academic

credentials, age, experience, verified reason for leaving last job
(Huselid and Becker., 2011). Basically at this stage, information
related to the applicant is stored who have cleared the round of
preliminary interviews.
Written Tests At this stage, various written test is arranged for the selected
applicant on the basis of personality test, aptitude test, reasoning
test, intelligence test etc. These test are often conducted by the NHS
in to evaluate the potential and capabilities of selected applicant
(Jackson and Werner., 2011). These test assess whether the selected
candidate is having sufficient knowledge for the job required or not.
Employment Interview This is round for those, who passed the written test. In this, face to
face interview is takes place between the applicant and the
interviewer. Here interviewer analysed whether the candidate is best
fits in the required position or not. Interview may be taken by the
panel of people or individual interviewer.
Medical Examination Medical examination is for those, who cleared the interview round.
This ensures whether the selected candidate is mentally and
physically fit to do the desired job or not. The main motive of this to
determine the health of selected applicant which automatically
reduces the chance of absenteeism.
Appointment Letter This is the final stage in which offer letter has been given to the
employees who have meet all the criteria set by NHS. Appointment
letter defines the date of joining, salary expected etc.
Selection process of Health Care Group:
Preliminary Interviews Health care group is not eliminating any eliminating any candidate
irrespective of knowing that, the qualification and skills of such
candidate does not meet following company requirement. Thus,
HCG assess each and every applicant.

Application Blanks At this, Information related to applicant such as age, qualification
is recorded. Basically this process consumes much time as they
record details of each and every candidate who have applied for
the position available in the company (Lengnick-Hall., 2011).
Written Tests HCG also conduct various test in the form of aptitude, personality,
intelligent test etc. and they select those candidate who passed
these tests.
Employment Interview This round is for those who have cleared the following test
conducted by the HCG. Interview can be taken by an individual or
a group of people.
Medical Examination Medical examination is for those, who cleared the interview round.
This ensures whether the selected candidate is mentally and
physically fit to do the desired job or not (Marchington and et. al.,
2016).
Appointment Letter LOA is given to those who have have cleared all the rounds
conducted by the HCG. This includes date of joining, information
related to salary etc.
TASK 4
4.1 Evaluate the contribution of training and development activities on NHS
Training and development refers to the organisational function which aims at improving
the performance of an individual or group. It means upgrading the current skills and knowledge
that an individual possess. It is an education process that sharpen and shapes the abilities and
knowledge of worker according to the latest trend. Organisation providing training and
development in two cases: one is Change and the other Development (Meredith Belbin., 2011).
Training and development increases the overall productivity of employees which enables
them to grow personally and professionally. Following are the impact of T&D on various
operations of NHS which are described below as:

Productivity – Training and Development tends to achieve long term objective of NHS by
providing them the advantage of higher competitive level by working together for patients.
Effective and efficient training programme is provided to NHS employees in terms of carefully
handling their patient and reduce the waiting time.
Development of employee skills – T&D improves the knowledge and skills of worker at each
and every level. Such training enhance the overall personality of the personnel. Employees can
alter their abilities and knowledge with the latest trend. For instance, they can learn about
advanced technology.
Profitability – T&D improves overall profitability by reducing the operational cost of NHS.
Also NHS providing the latest facility with minimal cost (Nel and et. al., 2014).
Organization Culture - Training and Development develop healthy environment in NHS that
values, growth, diversity, opportunities and development and for all worker.
Team spirit – T&D motivates the personnel which allow them to make effective and efficient
team that generates higher revenue and sales for the NHS. Transparent communication between
workers and patient generates more trust among them.
Quality – The quality of NHS worker towards their patient enables them to take the benefit of
higher competitiveness. They treat their patient just like a family, thus they are working together
for patients.
Health and safety work environment – Effective T&D helps to create healthy environment in
NHS which enables the employees to feel free to discuss their issues and problems. This enables
the employees to become more participative which is good for its personal and professional
development (Purce., 2014).

CONCLUSION
From the above report it has been cleared that HRM plays an important role in the
recruitment and selection process of an organisation. It is very important to hire right people and
put it on accurate place according to their skills and competencies. It refers as the strategic
function of the business enterprise that helps to build competitive advantage over their
competitors. Key ingredient of Human Resource Management is to develop appropriate
leadership styles and effective communication among workforce which helps in accomplishing
organisational goal effectively and efficiently.

REFERENCES
Books and Journal
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bakker, A. B. and Leiter, M. P. Eds., 2010. Work engagement: A handbook of essential theory
and research. Psychology press.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Berman, E.M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Nel, P. S. and et. al., 2014. Human resources management. Oxford University Press Southern
Africa.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.

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