Human Resource Employee Introduction Manual

This manual provides an introduction to human resource management, focusing on the functions and purpose of the HR department in workforce planning. It covers the strengths and weaknesses of different recruitment and selection approaches, as well as the benefits of HR practices for both employers and employees. The manual also explores the rising probability of companies through effective HR practices and discusses the importance of employee relations and the impact of employment legislation on HR decision-making. It concludes with examples of the application of HR practices in a work-related context.

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Human resource employee
introduction manual

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Function and purpose of human resource department in workforce planning.......................1
P2- Strength and weakness of different approaches of recruitment and selection......................2
LO2..................................................................................................................................................3
P3- Explanation of different human resource benefits from practises for both employer and
employees....................................................................................................................................3
P4- Human resource practises in terms of rising companies probability....................................4
LO3..................................................................................................................................................5
P5- Importance of employees relation and respect to influencing human resource decision-
making.........................................................................................................................................5
P6- Key elements of employment legislation an impact upon decision-making of human
resource department.....................................................................................................................6
LO4..................................................................................................................................................7
P7- Application of human resource practises in work related context........................................7
CONCLUSION................................................................................................................................7
REFERENCE..................................................................................................................................8

Introduction
Human resource management is the strategic approach that has efficient and effective
management of the company’s people leading to gaining competitive advantages. It is also
designed to maximise the performance of employees to achieving strategic objectives (Amrutha,
and Geetha, 2020)
This report will cover study of a company called Community Integrated Care. This is
healthcare provider which is non profitable and registered as charity organisation. This company
was founded in 1988 and it is British largest social and healthcare charity organisation who are
delivering support to the society and helping people by satisfying their needs, mental health
concerns including the learning abilities and also focusing toward dementia and autism.
This report will explain the purpose and functions of human resource department in the
workplace planning. It will also include the strength and weakness of approaches of recruitment
and selection. This report will explain the benefits of practises by human resource department for
both employer and employees and it will also evaluate the practises by HR department in the
context of rising productivity. It will analyse the importance of relations between the employer
and the employee and key elements of employment legislation and its impact upon the decision-
making. The end of this report will illustrate the application of human resource practises in
workplace related context using the specific examples.
LO1
P1 Function and purpose of human resource department in workforce planning
Human resource department of the community integrated care play important role in the
planning of workforce of the organisation. Their purpose is to bring skilful employees who can
perform the task and achieve success for the Community Integrated Care. There are various
functions that helped them to complete the purpose of HR department that is to plan for the
workplace. Here are some important functions of human resource department.
Purpose of HRM- The main purpose of HRM is to organise and coordinate employees in
organisation to attain goals and objectives. HRM hire, recruit, train staff, etc. as per their job
roles and skills. HRM also accomplish process, people, to work within an organisation. They do
human resource planning to forecast future demand.
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Functions of HRM
HRM performs various types of functions through which different types of tasks are
performed. There are different functions performed such as T&D, recruitment, performance
appraisal, etc. These all functions highly impact on Community integrated care in positive way.
By that staff is able to attain goals in effective way. The functions are mentioned as :
 Training and development
It refers to educational activities in organisation which is related to improving skills and
knowledge of staff and enhance their performance. Also, in T&D info and instruction is given to
staff to perform tasks. It is important to Community Integrated Care as it provide framework to
employees on how to perform tasks. Besides, services are provided in effective way.
Human resource department is responsible to provide training and development to the
employees. this helps employees to the motivated and also provide them skills that could be
helpful for them to perform tasks and they can achieve success for the organisation. training
makes employees more effective in their task and they are more focused toward goals and
objectives.
The specific training taken in Community Integrated Care is safety training. It has impacted in
positive way as staff is able to maintain health and safety of patient while providing them care
services. Alongside, in organisation all safety measures are effectively followed.
 Selection and recruitment
Human resource department is interlinked with the workforce planning because they are
responsible to bring skilful employees for the organisation. to bring employees there and various
practises like recruitment and selection that provider skilful employees through their interviews
and best. recruitment and selection process provide. this practise is helps to identify the skills in a
person like communication, their behaviour and attitude and according to that human resource
team decide if a person is eligible for the job or not.
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In Community Integrated Care the recruitment process there are several stages. First of all, the
HR forecast job requirement in organisation. Then, applications are invited for that job role and
then sorted selected on basis of job profile. Then, logical and skill ability test is conducted and at
last final interview is taken of candidate. In this way right candidate is hired. Thus, by hiring
right staff in varied job roles it has resulted in making largest non profit care centre.
 Payroll
HR team is responsible to pay the salaries of the employees by using the various Software’s that
are specially made for the human resource work. It helps Human Resource Department to
consider if employees are achieving their goals and reward them accordingly with salaries. this
kind of tools helps the Human Resources team in understanding if employees are regularly
coming to work or not and according to that they also provide salaries. Give example of the
typical payroll process of the Community Initiative Care
 Reward and motivation
This is also a function of HRM in which they measure performance of staff. It is done to measure
outcomes of employees with set goals so that their efficiency is identified. Hence, an entire
reward management process is formed. HR continuous monitor performance of staff and on basis
of it training and development is given to them. Thus, different rewards are given to them on
basis of their performance.
P2- Strength and weakness of different approaches of recruitment and selection
Recruitment and selection is process of selecting of potential applicants for particular vacancy.
Selection is process of hiring staff from short listed applicants and offering them job (Jung, and
Takeuchi, 2018).
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Selection and recruitment practises are performed daily human resource department where they
take test and interviews to select skilful candidates or candidates who are injured eligible for the
job post.
Recruitment
Recruitment refers to the process of identifying, screening, attracting and interviewing suitable
candidates who are eligible for the job post by the human resource department (Rees and Smith,
2021). In this process business seeks to hire the right candidates for the vacancy available within
the community integrated care. Here are some approaches to the recruitment
Direct advertisement
Direct advertisement is the recruitment process in which company directly advertise the job role.
candidates just have to fill up the form and if they are able to have all the skills and knowledge
then they can directly join the organisation.
Pros
A lot of applications are received in from which candidate is selected.
The candidate qualifications is easily identified from it.
It attracts a lot of candidates to apply for job role.
Cons
The cost incurred is high in this as publishing ad in newspaper or TV incurs huge cost
It is time consuming process as many other stages are also done in it.
Employee’s reference
Employee’s reference is used in recruitment process in which employees who already working
within the community integrated care give reference of the organisation to the friends or any
family member.
Pros
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The vacancy is quickly filled as employee reference led to high quality candidates.
The retention rate is high in this as compare to other sources of recruitment
It is highly suited for specialized positions.
Cons
It lead to other employees being isolated due to it.
This results in dissatisfaction among other employees
Recruitment agencies
There are various organisations who take help of recruitment agencies who provide employees
directly to the organisation. They send candidates who gave the interviews and if they are
selected then they get a walk within the company (Zhang, and Lim, 2019).
Strength
 Quick way to hire employees
 Company can hire candidates from with the high quality up skills and knowledge.
 New talent is hire that leads to new ideas
 There is no need to search for candidate
Weakness
 Lengthy process that takes lot of time of the recruiter
 Not practical for the temporary hires.
 A fixed fee is to be paid to consultancy firm
Selection
Selection is the process that is helpful in picking the right candidates who are qualified and
capable of the particular job within the company. This process can be lengthy and complex as
does series of steps make the final selection of the candidate.
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Interview
Interview is one of the best approaches of the selection method in which, recruiter tech test of
employees face to face where they ask questions and candidate have to give answer of the
question. This is one of the best ways to recruit employees.
Test
One more approach that is popular in selection method is practical test of the employees in which
they have to give answer in return and on the basis of questions answer given by the candidates,
recruiter select the best candidates among them.
Strength
 The process is cost effective and easy to conduct. By the interviewer
 Company can identify the skills and knowledge of the candidates that can be helpful for
them to get best workforce.
Weakness
 The process of selecting candidates can be a long process that can take a lot of time off
the company.
 Sometimes candidates are good in interviews and test but not in the practical work.
LO2
P3- Explanation of different human resource benefits from practises for both employer and
employees
Human resource department of the community integrated care please various practises that have
huge benefits to the both employer and employees. this is necessary for the you want this all
department to implement regular practises that could be helpful in motivating employees and
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making strong workforce for the employer (Rees. and Smith, 2021). here are some beneficial
HR practises for the both employer and employees.
Training or development
Human resource department is responsible to provide training and development to the
employees. this helps employees to the motivated and also provide them skills that could be
helpful for them to perform tasks and they can achieve success for the organisation. training
makes employees more effective in their task and they are more focused toward goals and
objectives.
 For employees - Training and development is beneficial for the employees because they
get chance to improve their skills and implement new skills that could be helpful for them
in career planning.
 For employer - It helps employer to create a strong workforce who can provide
competitive advantages to their organisation.
Reward Management
Reward management practises are motivational practises for the employees who are working
within the community integrated care. Rewards are financial benefits for the employees that are
helpful for them to satisfy their needs and demand.
 For employees - Reward can be useful for the employees because they get additional
money rather than the salaries which means that they can use this money for their
personal needs fulfilment and help their family by supporting them from the rewards.
 For employer - Reward management practises are beneficial for the employer because
employees are more motivated and give their best for the success of the organisation.
Solving employee issues
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HRM also follow the practice related to solving employees issue at organisation. This is
another key practice human resource department need to entertain as a part of operational duties.
HRM play a connective role between management and employees in order to solve various
issues of employees of company
For employees- By solving issues it enables in creating a strong relation with employers. The
staff also works in team with them.
For employer – It is beneficial for employers as this leads to creating a positive culture in
company.
Recruitment and selection practices
HRM at Community Integrated Care channelizes both internal and external recruitment
practice. Internal recruitment practice allows the company to promote existing employees part of
company at higher designated positions in company (Markoulli,. and Felps, 2017). This practice
allows the company to motivate employees for achieving the best level of work efficiency
against the practices entertained. External recruitment practice of HRM allows company to
introduce new talent in organisation.
For employees- This results in bringing new talent in firm which result in creativity. Hence, it
increases employee efficiency.
For employers- it benefits them as right staff is placed at right place. So, tasks are performed in
effective way and goals are attained.
P4 - Human resource practises in terms of rising companies’ probability
Human resource practises are also used and rising the company’s probability. there are various
activities that are performed by the company’s human resource department that help company to
rise their probability and they are able to achieve success within their business. Here are some
practises that mainly concerned with the rising probability.
Skill based training
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Skill based training it's one of the most effective training programmes where employees get
chance to develop new skills. This is profitable practise by the human resource department
because employees are more skilful which means they are able to achieve goals and objectives
and perform better for the organisations that had directly benefit an improving profits and
profitability. For example- communication training was done in which staff of Community
Integrated Care were trained on how to communicate with patient and others in effective way.
This led to quick sharing of info.
Selection and recruitment
Human resource department is interlinked with the workforce planning because they are
responsible to bring skilful employees for the organisation. To bring employees there and various
practises like recruitment and selection that provider skilful employees through their interviews
and best. this practise is helps to identify the skills in a person like communication, their
behaviour and attitude and according to that human resource team decide if a person is eligible
for the job or not. For instance- recruitment in Community Integrated Care done to hire right
people at right place has resulted in doing tasks in effective way. The goals are attained in less
time.
Team working practises
Teamwork practises are also benefit to the organisation in rising their probability. Team working
practises are effective races practises because it is directly interlinked with the companies’
profits. it is because employees work in a team and they give best in in a team (Zhu. and Warner,
2019). In individual practises a person can take high time to achieve the goals of task but end
team working it's not that hard to achieve goals and objectives or any work.
Developing Good Relations is the best HR practice followed by company. This practice helps
organization to maintain cordial relationships between employers and employee so that
productivity is reflected in work which they perform. This practice framed by HR benefits
organization and employees of Community Integrated Care as they enable good communication
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between employees and employers of firm on whole. It impacts on organisation as this create a
positive culture and develop strong relation. With that goals are achieved in effective way.
Conflict Management is the main concern of company practising it. HR Management is
concerned about issues and problems which employees and organization faces on large scale.
Thus, for this, conflict management practice is framed by HRM which ensures that company and
its employees work in cordial manner. This impact on community integrate care as there does not
occur any conflict within staff. They work in team without any conflict and accomplish goals.
LO3
P5- Importance of employee’s relation and respect to influencing human resource decision-
making.
Employee’s relations are one of the most important part of the human resource department for
the company that is helpful for the organisation to take decisions and they can achieve success
within their business. It is necessary for the leaders and managers of the community integrated
care to focus toward engagement of employees and take decision accordingly. Human resource
department of the community integrated care play important role in the planning of workforce or
the organisation. their purpose is to bring skilful employees who can perform the task and
achieve success for the community integrated care. there are various functions that helped them
to complete the purpose of HR department that is to plan for the workplace. Here are some
important functions of human resource department. Human resource department of the
community integrated care please various practises that have huge benefits to the both employer
and employees. this is necessary for the you want this all department to implement regular
practises that could be helpful in motivating employees and making strong workforce for the
employer. here are some beneficial HR practises for the both employer and employees. Human
resource practises are also used and rising the company’s probability. there are various activities
that are performed by the company’s human resource department that help company to rise their
probability and they are able to achieve success within their business. Here are some practises
that mainly concerned with the rising probability. Employee’s relations are one of the most
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important part of the human resource department for the company that is helpful for the
organisation to take decisions and they can achieve success within their business. It is necessary
for the leaders and managers of the community integrated care to focus toward engagement of
employees and take decision accordingly.
P6 - Key elements of employment legislation an impact upon decision-making of human
resource department.
Human resource department is responsible to implement the key legislations to provide rights of
the employees and they also play key important role and this isn’t making related to the
legislation. At the company.
Employment rights I’m necessary for the candidates I’m companies human resource department
show aware implies about their rights within the company so they can raise their voice if they
feel anything wrong.
Here are some legislations that are important at the workplace
Safety and security laws 1999
Safety and security laws are helpful for the employees too make them safe from any miss
happening at the workplace. through this legislation employees get safety at their workplace like
safety equipment’s are implemented so when they are needed, they can use it and they can feel
safe at the workplace environment. It impacts on decision making as any change in laws led to
change safety and security measures.
Equality act 2010
There is an equality law that should be considered by the human resource department that is
specially designed for the provide equality to the employees. it is necessary for the employees to
get equality at the workplace so they can be always motivated and help organisation to achieve
success in their business. This impact on decision making as any change in act results in change
in decision making. They manager has to maintain equality in firm.
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Employment act 1996
Human resource department is interlinked with the workforce planning because they are
responsible to bring skilful employees for the organisation. to bring employees there and various
practises like recruitment and selection that provider skilful employees through their interviews
and best. recruitment and selection process provide. this practise is helps to identify the skills in a
person like communication, their behaviour and attitude and according to that human resource
team decide if a person is eligible for the job or not. This impact on decision making as manager
have to provide minimum wage to staff.
LO4
P7- Application of human resource practises in work related context
Position : support worker
Company : Community integrated care
Location : London, United Kingdom
Functions:
 Providing physical support which may include helping with household tasks and
personal care.
 Providing emotional support for an individual and their families.
 Supporting and helping with health care needs, including routine checks or
administrating medication.
 Encouraging and supporting the development of personal skills through hobbies and
interests.
Education qualification
 Diploma in nursing
 Having experience of 1 year as role of social care worker
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Human resource practises are also used and rising the company’s probability. there are various
activities that are performed by the company’s human resource department that help company to
rise their probability and they are able to achieve success within their business. Here are some
practises that mainly concerned with the rising probability.
Skill based training
Skill based training it's one of the most effective training programmes where employees get
chance to develop new skills. This is profitable practise by the human resource department
becausr employees are more skilful which means they are able to achieve goals and objectives
and perform better for the organisations that had directly benefit an improving profits and
profitability.
Selection and recruitment.
Human resource department is interlinked with the workforce planning because they are
responsible to bring skilful employees for the organisation. to bring employees there and various
practises like recruitment and selection that provider skilful employees through their interviews
and best. recruitment and selection process provide. this practise is helps to identify the skills in a
person like communication, their behaviour and attitude and according to that human resource
team decide if a person is eligible for the job or not.
Conclusion
As per the report has been explained the purpose and functions of human resource department in
the workplace planning. it also has been included the strength and weakness of approaches of
recruitment and selection. this report has been explained the benefits of practises by human
resource department for both employer and employees and it also has bee evaluated the practises
by HR department in the context of rising productivity. it has been analysed the importance of
implies relation and key elements of employment legislation an impact upon the decision-
making. In end of this report has been illustrated the application of human resource practises in
workplace related context using the specific examples.
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Moreover, there are several laws which impact on decision making of integrate
community care such as equality act, security act, employment, etc. there are various practices of
HRM like recruitment and selection, T&D, etc. In my opinion HRM practices highly affect on
company efficiency.
REFERENCES
Books and journals
Amrutha, V.N. and Geetha, S.N., 2020. A systematic review on green human resource
management: Implications for social sustainability. Journal of Cleaner Production, 247,
p.119131.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Jung, Y. and Takeuchi, N., 2018. A lifespan perspective for understanding career self-
management and satisfaction: The role of developmental human resource practices and
organizational support. Human Relations, 71(1), pp.73-102.
Markoulli, M.P. and Felps, W.A., 2017. Mapping Human Resource Management: Reviewing the
field and charting future directions. Human Resource Management Review, 27(3),
pp.367-396.
Rees, G. and Smith, P. eds., 2021. Strategic human resource management: An international
perspective. Sage.
Zhang, L. and Lim, M.K., 2019. Social network analysis of sustainable human resource
management from the employee training’s perspective. Sustainability, 11(2), p.380.
Zhu, C.J. and Warner, M., 2019. The emergence of human resource management in China:
Convergence, divergence and contextualization. Human Resource Management
Review, 29(1), pp.87-97.
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