Your assignment title should be concise and relate to the provided content.

The assignment content consists of various research papers and books related to human resource management (HRM). The papers and books cover topics such as employee engagement, HR practices, competitive advantage, advertisement-image congruity, knowledge-oriented leadership, innovation, work motivation, and CSR. They are based on different disciplines like tourism, recreation, business, and management. Overall, the assignment content provides insights into various aspects of HRM and can be used to analyze the impact of HR practices on employee engagement, organizational performance, and competitive advantage.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Scope of purpose of HRM practices ............................................................................1
P2 Weaknesses as well as strengths of different selection and recruitment process..............2
TASK 2............................................................................................................................................4
P3 Benefits of human resources management for employees and employers........................4
P4 Effectiveness of HRM practices........................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of workers relations in respect to influencing HRM decision- making process.6
P6 Key elements of employees legislation.............................................................................7
TASK 4............................................................................................................................................8
P7 Application of HRM practices..........................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resources management has played vital role at work place. Firm are hire HR
employees and explain them all requirement of their work place accordingly human resources
workers has worked. HR executive role in an organisation are hiring, selection, training,
appraisals, transfer, make policies; regulations; rule etc. Through this, enterprise are able to
enhance staff members performance and knowledge in a appropriate manner thus help to run
whole business activities appropriate ways. In this report select Southwood secondary school
located in Canada (Abdullah and Zulkifli, 2015). It was established in the year 1962 and round
755 student are studding here. In this assignment covers function and purpose of HRM. Its
includes strengthens as well as weaknesses of various selection and recruitment process. In this
report covers effectiveness of several human resources practices in term of raisin profitability
and identify key employment legislation and employees relationship.
TASK 1
P1 Scope of purpose of HRM practices
Human resources management has develop strategies in order to manage, control
employees in an effective manner. Some important role of HRM are recruitment, selection,
appraisals, training and many more. Through this, firm are capable to achieve their goals and
objectives in limited period of time appropriately. The main function of human resources
management at work place are explain as follows:
Recruitment and selection: Human resources manager has find out best method of
selecting staff members for an organisation. For this, most of HR executive used both mode
internal as well as external sources of workers. In order to select best candidates, there are
several method of selection like interview, case problem, group discussion etc. are available
according to needs and wants (Albrecht and et. al., 2015). Through this activities, enterprise are
hire talented employees that are able to achieve goals and objectives in limited period of time
effectively.
Training and development: It is a major function of HRM. In this, they are identify gap
between actual and desire performance and according plan whole training program. There are
two method of training are used on the job, off the job according to their requirement.
Southwood are using on the job training acting so that they are able to increase their teachers
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knowledge, skills, learning style and many more resulted all are deliver effective lecture to their
student and get positive result of it.
Employees relations: It is a management responsibilities to develop positive as well as healthy
working environment with in the company through this enhance employees self confidence,
satisfaction, moral, performance etc. For this they are used various different type of strategies
like make HR policies to reduce conflicts among workers or many more.
Motivation: There are several motivation theories are available which are used by an
organisation in order to rise individual satisfaction about their role and responsibilities at work
place. Some are maslow's need hierarchy, two factor theory etc. (Baum, Schäfer and Kabst,
2016). Human resources executive select best one method according to their needs and wants.
Through this, enterprise are capable to increase employees motivation resulted performance as
well as productivity has rise in long period of time.
Compensation and other benefits: Each one company has offer different type of benefits
to their workers in order to increase their satisfaction, motivation, self confidence etc. Human
resources manager has distribute compensation or many other benefits according to staff
members performance and productivity, efforts etc.
Purpose of human resources management: HR manager has very important persons for
each one enterprise because they are specialist in manpower management. Some of purpose of
HRM for an organisation are explain as follows:
 They are hiring candidates according to firm requirement, for this, HR assistant has
identify individual quality and select them by analysis that they meet our requirement
appropriately.
 HR manager is organising training program in order to rise employees productivity,
performance in long period of time.
 HRM develop HR policies and implemented it at work place to manage working
environment healthy (Baum, 2015).
P2 Weaknesses as well as strengths of different selection and recruitment process
Human resources management has recruit and select candidates when their requirements
have meet firm needs. There are two kind of recruitment sources external as well as internal and
both have their own positive, negative sides.
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Internal sources of recruitment: It can be define as when HR executive hire new
employees from with in an organisation through promotion, transfer, give opportunity to old
workers etc. Through this activities firm enhance their staff members moral, self confidence,
satisfaction and many more.
External sources of recruitment: HR assistant has recruit candidates from outside the
company through this they promote different blood at their work place resulted competition as
well as changes are implemented. Some strengths and weaknesses of both internal and external
sources of hiring are detail as follows:
Sources of
recruitment
Strengths Weaknesses
Internal  It save time as well as other
resources of the company.
 Through this, enterprise are
enhance workers satisfaction about
their job.
 Southwood are rise motivation
when they promote them.
 HR manager reduce or remove
conflicts between all workers.
 Through this, firm are able to build
positive as well as healthy
relationship among staff members.
 Demotivating workers, when
HR executive promoting one
and ignore another one with
any strong reason (Bratton
and Gold, 2017).
 Through this action,
enterprise are reducing
innovating thinking at work
place because old workers are
used old method of working.
 HR executive can not provide
opportunities to new
applicants.
External  Increase employment opportunities
at market place resulted build
positive brand image in individual.
 They are hire new talented
according to market demand
through this produce innovative
product and services.
 Demotivating existing
employees with new
candidates place hire position
in an organisation.
 It required lot of money, time
and other resources.
 When HR executive has
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 Enhance competition with in an
organisation resulted increase
employees performance (Brewster
and Hegewisch, A. eds., 2017).
recruit new employees then
performance of existing
workers are reducing due to
dissatisfaction.
Selection: It is a process of selecting best candidate from available alternatives. There are
several method of selection are available like interview, group discussion, aptitude test etc. and
each one have their own strengths and weaknesses in detail as follows:
Process of
selection
Strength Weaknesses
Interview Series of question may help to select best
candidates which are help to meet all
requirement effectively.
Takes lot of time as well as others
resources and some time result should
be zero.
Group
discussion
It help identify persons individual
behaviour and HR manager select them
accordingly.
Some time particular person can not
able to speak properly in fronts several
many people.
Aptitude
test
HR manager has used this method for
selecting technical employees, through
this they are know their capabilities.
HR manager has prepare questionnaire
of test and some it contain unnecessary
question which are not relevant to
position (Cascio, W., 2018).
TASK 2
P3 Benefits of human resources management for employees and employers
Human resources management develop strategies in order to increase workers
performance as well as productivity. By this, firm are capable to achieve goals and objectives in
limited time period appropriately. Both labour as well as employer has benefits from HRM
practices because HR manager has play role of bridge between owner and workers (Chelladurai
and Kerwin, 2017).
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Flexible work: Human resources manager of Southwood secondary school has
providing flexible working hours to their teachers. Through this they are able to enhance
productivity of each one staff members and rise overall performance of student.
Staff discount: Southwood secondary school has providing staff discount in which they
reduce fee of teachers children's those are study the school. Thus benefits help organisation to
build loyalty factor into them resulted overall productivity has been improve.
Some profits of HRM practice of HRM practices are explain as follows:
Employers benefits:
Strategic management: HR manager has develop strategic plan to control and manage
manpower appropriately. Southwood has communicate vision, mission, objectives, goals, targets
etc. with their employees in order to achieve them in an effect manner in limited period of time.
Develop healthy environment at work place: It is a management responsibilities to build
healthy working environment at work place thus help to reduce conflict among staff members
appropriately. For this, they are using cultural development theories like organising events etc.
By this, worker are satisfying with organisation and become royal toward it. Thus help to
decrease turnovers as well as retain employees in long period of time.
Risk and safe management: Employer wants that, at work place no one misshapenness
should be arise because due to this firm are suffer with heavy losses resulted reduce overall
profitability. This situation has dissatisfying labours and they can not want to work with the
company due to unsafe working environment (Donate and de Pablo, 2015). So that, in order to
manage these all in an effective manner employers are recruit HRM team.
Employees satisfaction: Human resources manager has make HR policies and
compensation plan in order to enhance workers satisfaction in long period of time appropriately.
All staff members are satisfying when HR assistant has shows points in front of employers on the
behalf of them. So that, they are feel satisfying with their work effectively.
Employees benefits:
Employees relation: HR executive has make HR policies and it is obligation for each one
staff members to follows these rule, regulation appropriately. Through this, they are established
equality among all workers resulted established strong as well as healthy relationship between all
workers. Thus help to increase labour satisfaction in long period of time.
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Conflict resolution: In order to implemented HR rule at work place, firm are able to
reduce conflicts among staff members resulted enhance performance as well as productivity
effectively. Management has develop strategies and plan to achieve goals and objectives in
limited period of time appropriately.
Training and development: Human resources assistant are identifying workers skills,
capabilities etc. and find out gap between actual and desire performance. Through this, HR
executive are know what kind of training method should be selected so that they are capable to
enhance individual skills, knowledge, abilities in long run (Grobelna and Marciszewska, 2016).
P4 Effectiveness of HRM practices
In Southwood, there are several employees are work here so that they are established HR
policies at work place in order to provide equal opportunity for each one staff members. HRM
has played vital role in which they work related to recruitment, selection, appraisals, training &
development, compensation, salary and many more. An organisation has gain several benefits
from HRM practices like enhance workers performance, productivity, skills, firm market
position, develop ability to compete competitors, create competition, achieve core competences,
produce higher quality goods & services and many other profits (Jennings and Stadler, 2015).
Through this, enterprise are capable to achieve long run sustainability with high profits.
Some of the important effectiveness of HRM practice are detail as follows:
Profits on productivity: Human resources practices help organisation to enhance
employees performance as well as productivity through this firm are able to achieve target in
limited time period. Through this, Southwood secondary school has get better result as well as
high profitability resulted achieve long run sustainability at market place.
Selection and recruitment: It is a primary function of human resources management
practices in which they are choose applicants according to their needs and wants. There are two
kind of candidates source internal as well as external (Albrecht and et. al., 2015). HR manager
of Southwood, advertise recruitment vacancies into Times education supplement and provide
information to applicants about job role and responsibilities.
Training and development: Human resource executive has develop strategies and plan to
manage all staff members appropriately. They are conducting training program through this
increase capabilities and skills of each one workers appropriately. Through this, Southwood, are
getting higher customer's satisfaction and long run sustainability at market place.
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Appraisals: Company has provide benefits to their staff members in order to increase
capabilities as well as work satisfaction. HR assistant has identify each one staff members
performance by several method like observation, performance management accounting, ask to
labour supervisors etc. Accordingly select method of appraisals (Marchington and et. al., 2016).
Motivation: It is a management responsibilities to implemented strategies in order to
increase employees motivation at work place. Through this, they are able to achieve aim and
objectives in given time frame appropriately. Some important theories of motivation are
Maslow's need hierarchy, two factor theory and many more, firm are select best one according to
their requirement effectively.
TASK 3
P5 Importance of workers relations in respect to influencing HRM decision- making process
Employees relations: It is a prime duty of superiors as well as of company that they
maintain a better relation within an organisation as it will assist the firm in running a business in
an effective manner. Therefore, this includes activities through which organisation try to provide
equal treatment to employees without any discrimination. As a result it will help staff members
to be always committed towards their work.
Therefore, human resource manager assist the Southwood in doing so and they keep
workers boosted so that they can perform the task according to their satisfaction level. Thus,
some of the benefits in relation with employees are given below that is helping them in making
proper decision.
Trade unit and its relationship with HRM: All staff members of Southwood secondary
school has make their own union and build relationship with human resources manager in order
to achieve target in limited period effectively. All together has influence HRM decision making
process as well as working style.
 Executives of human resource management is formulating strategies in order to manage
entire task and this can affect decision making in some context (Bratton and Gold, 2017).
 With the help of proper decision making managers can influence employees for the same.
As a result all the set goals and targets can be achieved through this in speculated time
frame.
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 All the rules and policies are formulated by HR executives and it is mandatory that
employees follow them. Therefore, managers introduce these rules and regulations as in
for manufacturing goods that can add value to the product. As a result it is assisting them
in gaining customer's satisfaction for a longer period of time.
 Other prime role of HR assistance is to provide training programmes to employees so that
they can increase their level of productivity. Through this superiors can provide training
about new technologies which is enabling them in manufacturing goods effectively.
Therefore, it is providing core competencies to organisation as compared to others.
 For having a positive relationship management is implementing and developing strategies
and it is assisting them in sustaining a better position at a market area along with this it is
enhancing its sales and profitability at the same time.
 Lastly, company is using appraisal method for motivating and improving performance of
employees. It is given in the form of promotion, compensation, bonuses etc.,
Therefore, all the points that are mentioned above is used for generating better
employees relationship within an organisation.
P6 Key elements of employees legislation
Regulatory bodies of United Kingdom is very good in formulating laws and regulations
in order to protect the rights of citizens and employees who are working in an organization.
Therefore, management of Southwood are framing policies by considering all the rules that are
formed by Government of UK. This is assisting them in operating all their activities in a
systematic manner. Organisation is making these laws flexible so that they can make
modifications according to the current market situation. Some of the laws are mentioned below
so as to understand it in a better manner.
Anti Discrimination Act, 1977: This act was formed so as to manage the activities that
are done by human resource practice in an organisation. Through this, firm tend to provide equal
treatment to employees who are working within a company, thus, in context with Southwood
supervisors are monitoring whether workers are discriminating with employees or not and if it is
being done than superiors are taking strict actions in return. Thus, it make sure that nobody is
discriminated on the basis of gender, class, religion, sec etc.,
Health and Safety Act, 1974: This is related to the health and safety for the people who
are working in an organisation. Therefore, superiors must provide training to employees so that
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they can perform their duty effectively. Along with this, employees should be given appropriate
information about the latest machineries in order to accomplish the work effectively. Therefore,
it is prime duty of organisation in providing all the necessary items that are related to health and
safety of employees.
National minimum Wages Act, 1998: This is the category that are regulated and
formulated by the Government of United Kingdom so that every individual whether male or a
female is provided equal salary if they are working in a same post. This help helps an
organisation in creating a healthy environment at workplace.
Henceforth, Southwood has incorporated all the laws for having an effective conducting
of their activities as a result it is helping them in maintaining a better environment.
TASK 4
P7 Application of HRM practices
Southwood has vacant position of mathematics teacher, HR executive of school has
publish advertisement in Times education supplement. For this, they are prepare job
specialisations and select curriculum vitae according to their requirement appropriately. Those
are detail as follows:
Job Specification
Job Details
Post: Mathematics Teacher
Area of Function: Education
Job Aims
 Able to teach senior student and solve each one type problem appropriately.
 Execution of activities to enhance student performance as well as productivity.
Roles & Responsibilities
 Establish healthy relationship between student and teacher.
 Full knowledge of class course and individual learning style.
 Ability to deliver effective lecture to student.
Personal specialisations
Job tittle Mathematics teacher
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Detail of job Responsible for student performance with the school.
Qualification Master in mathematics.
Experience At lest three year experience in the same field.
Skills Effectively communication, ability to explain things easily, able to
manage class.
Physical fitness Needed to be fit so that work on working days effectively.
Personal characteristic Honest, organised, responsible, friendly.
Curriculum Vitae
Name:
Contact No.:
Address:
Email:
Objectives
Able to increase class result and develop test paper thus help student to identify their position
appropriately. I am completing my 5 years in education field so that I am capable to deliver
quality of lecture to individual and rise their learning to get positive result.
Qualification:
 Graduate in Science
 Post graduate in Mathematics
Experience:
One years experience in similar field.
Skills:
 Efficient communication skills
 Able to develop positive environment.
 Interpersonal capabilities.
Preparing interview: In order to select best person school should be used interview
method with three rounds. In this, first is test in relevant field, second is interview with same
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filed employees and in the end meeting with principal of school (Ones, Viswesvaran and
Schmidt, 2017). Here are explain selection step of candidates as follows: Preliminary interview process: Telephonic interview is a preliminary step of selection
through this HR know whether candidates full fill basic requirement like education, age
etc. Receiving application: After first step, HRM screening applicants according to their
performance in first interview. Employment test: They are organising test of candidates those finally selected for
another step through this HR manager know ability of individual. Employment interview: Human resources manager make a interview team and provide
them all information related to candidates accordingly they prepare questionnaire for
asking. Checking references: After selected by interviewer panel, Southwood secondary school
checking references and identify it is right or not that credibility of candidates. Physical examination: Human resources management conducting medical test of
selected candidates and analysis whether individual person are able to join organisation
or not. Final selection: HRM give offer letter to finally selected candidate and inform about all
rule as well as regulation of an organisation.
Offer letter: School are provide offer letter to selected candidate in which they includes
employees role, responsibilities, working hour & days, salary etc.
CONCLUSION
From the above report it is concluded that human resources management has very
important for each one organisation through this firm are capable to achieve goals and objectives
in limited period of time appropriately as well as long run sustainability. By implementing
training event, rising all employees learning and professional abilities resulted they are work
together and produce innovative as well as high quality goods, services. Through appraisals
activities, enterprise give benefits like enhance employees satisfaction, motivation, self
confidence, moral etc.
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REFERENCES
Books and Journals
Abdullah, L. and Zulkifli, N., 2015. Integration of fuzzy AHP and interval type-2 fuzzy
DEMATEL: An application to human resource management. Expert Systems with
Applications. 42(9). pp.4397-4409.
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.
Baum, M., Schäfer, M. and Kabst, R., 2016. Modeling the Impact of Advertisement‐Image
Congruity on Applicant Attraction. Human Resource Management. 55(1). pp.7-24.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management. 50. pp.204-212.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
Grobelna, A. and Marciszewska, B., 2016, April. Work motivation of tourism and hospitality
students: implications for human resource management. In Proceedings of the 8th
European Conference on Intellectual Capital, ECIC. pp. 95-103.
Jennings, B. and Stadler, R., 2015. Resource management in clouds: Survey and research
challenges. Journal of Network and Systems Management. 23(3). pp.567-619.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Ones, D. S., Viswesvaran, C. and Schmidt, F. L., 2017. Realizing the full potential of
psychometric meta-analysis for a cumulative science and practice of human resource
management. Human Resource Management Review. 27(1). pp.201-215.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Stone, D. L. and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
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(Abdullah and Zulkifli, 2015)(Albrecht and et. al., 2015)(Baum, Schäfer and Kabst, 2016)
(Baum, 2015)(Bratton and Gold, 2017)(Brewster and Hegewisch, A. eds., 2017)(Cascio, W.,
2018)(Chelladurai and Kerwin, 2017)(Donate and de Pablo, 2015)(Grobelna and Marciszewska,
2016)(Jennings and Stadler, 2015)(Marchington and et. al., 2016)(Ones, Viswesvaran and
Schmidt, 2017)(Shen and Benson, 2016)(Stone and et. al., 2015)
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