Human Resource Management Functions
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This assignment focuses on the essential functions of Human Resource Management (HRM) within organizations. It examines various aspects of HRM, including its roles, responsibilities, and impact on employee performance and organizational outcomes. The assignment delves into strategic HRM practices and their influence on achieving business goals. Students are expected to analyze the functions of HRM, demonstrate an understanding of its importance in contemporary business environments, and evaluate the relationship between HRM practices and organizational success.
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Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of human resource management.......................................................1
P2 Weakness and strength of recruitment and selection approach ............................................2
TASK 2............................................................................................................................................4
P3 Advantages of human resource management practices for employer and employees ..........4
P4 Effectiveness of HRM practice .............................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations .........................................................................................6
P6 Key elements of employments legislation and its impacts upon decision making ...............7
TASK 4 ...........................................................................................................................................8
P7 Applications of HRM practices in a work based context .....................................................8
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................12
.......................................................................................................................................................13
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of human resource management.......................................................1
P2 Weakness and strength of recruitment and selection approach ............................................2
TASK 2............................................................................................................................................4
P3 Advantages of human resource management practices for employer and employees ..........4
P4 Effectiveness of HRM practice .............................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations .........................................................................................6
P6 Key elements of employments legislation and its impacts upon decision making ...............7
TASK 4 ...........................................................................................................................................8
P7 Applications of HRM practices in a work based context .....................................................8
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................12
.......................................................................................................................................................13
INTRODUCTION
Human resource management (HRM) is the organising, planning, controlling and
directing of the development, procurement, integration, compensation, separation etc. It is
maintenance of HR to the last that organisational, social objectives and individual are
accomplished (Human resource management, 2014). It is also defined as a management function
which is concerned with maintaining, motivating and hiring persons in an enterprise. HRM is
interpreted managerial and personal practices as well as systems that effects the employees
(Beardwell and Thompson, 2014). This report is based on Vodafone which deals in different
electronic products and located in United Kingdom. This assignment determined about the
purpose and functions of HRM as well as weaknesses and strengths of selection and recruitment
process. HRM practices are beneficial and important for company because these maintain the
relationship between employers and employees. This study also described regarding employment
legislation that influence on decision making process. Application of human resource practices
help business entity in order to reduce the work related issues in an effective and efficient
manner.
TASK 1
P1. Functions and purpose of human resource management
HRM can be defined as a part of employee management that deals in managing the
workforce of an organisation in a structured way. This process provides appropriate guidance to
various employees which reduces the chances of uncertainty and conflicts among them. Today,
every company is hiring skilled and competent personnel in order to take the advantage of higher
competitive level (Bloom and Van Reenen, 2011). HR managers aim to hire right people for the
firm which effectively contribute towards maximising overall organisational goal.
Main purpose of HRM can be described as:
HR managers provide a great sense of direction and guidance to its workforce which help
them to develop personally and professionally.
Employers are required to ensure that all HR practices must be mutually co-ordinated and
supportive among employees.
1
Human resource management (HRM) is the organising, planning, controlling and
directing of the development, procurement, integration, compensation, separation etc. It is
maintenance of HR to the last that organisational, social objectives and individual are
accomplished (Human resource management, 2014). It is also defined as a management function
which is concerned with maintaining, motivating and hiring persons in an enterprise. HRM is
interpreted managerial and personal practices as well as systems that effects the employees
(Beardwell and Thompson, 2014). This report is based on Vodafone which deals in different
electronic products and located in United Kingdom. This assignment determined about the
purpose and functions of HRM as well as weaknesses and strengths of selection and recruitment
process. HRM practices are beneficial and important for company because these maintain the
relationship between employers and employees. This study also described regarding employment
legislation that influence on decision making process. Application of human resource practices
help business entity in order to reduce the work related issues in an effective and efficient
manner.
TASK 1
P1. Functions and purpose of human resource management
HRM can be defined as a part of employee management that deals in managing the
workforce of an organisation in a structured way. This process provides appropriate guidance to
various employees which reduces the chances of uncertainty and conflicts among them. Today,
every company is hiring skilled and competent personnel in order to take the advantage of higher
competitive level (Bloom and Van Reenen, 2011). HR managers aim to hire right people for the
firm which effectively contribute towards maximising overall organisational goal.
Main purpose of HRM can be described as:
HR managers provide a great sense of direction and guidance to its workforce which help
them to develop personally and professionally.
Employers are required to ensure that all HR practices must be mutually co-ordinated and
supportive among employees.
1
Managers support the success of accomplishing organisational objectives effectively and
efficiently. HR Professionals create personnel effectiveness & efficiency and higher job
satisfaction level.
Following are the main functions of HRM: Planning: It is the main and primary function of HRM which is useful and valuable for
company to plan all strategies and policies. It is highly needed by HRM in order to
maintain and fulfil the functions (Functions of HRM, 2015). In this, market analysation is
complete and after that investigation being analysed to identify the supply and demand of
HR so that entire activities and tasks can be attained effectively. Recruitment and Selection: Recruitment refers to a process of searching and stimulating
applicants on the basis of defined criteria set by company. The aim of this is to attract and
influence skilled applicants and select the best among them. The main function of HR
manager is to put right people on correct job within a given time frame (Buller and
McEvoy, 2012). Before executing this process, HR team is required to make an effective
plan. Orientation: It is one of the main and important functions of human resource
management which supports a new worker to adjust accordingly with the manager and
his job. In this, company provides employee orientation section in order to achieve long
term goals and objectives of the enterprise. Maintaining good working conditions: It is also an essential function of HRM to give
better functioning to the workforce. Due to this, they can easily attract towards and give
their best efforts in attaining higher profitability and productivity.
Training and development programs: One of the main roles of human resource manager
is to give better training to their candidate. So they can attend this section and increase
their knowledge and skills regarding to the business development and success. It is the
best function in maximising basis ability and achieving desire objectives of the company.
P2. Weakness and strengths of recruitment and selection approach
Recruitment and selection: It is defined as a process which is applied by human resource
management. These procedures are important and beneficial for company in order to hire
knowledgeable and talented candidates (Bröckermann, 2012). In this, business entity mainly
follows internal and external approach of selecting skilled persons who can easily achieve
2
efficiently. HR Professionals create personnel effectiveness & efficiency and higher job
satisfaction level.
Following are the main functions of HRM: Planning: It is the main and primary function of HRM which is useful and valuable for
company to plan all strategies and policies. It is highly needed by HRM in order to
maintain and fulfil the functions (Functions of HRM, 2015). In this, market analysation is
complete and after that investigation being analysed to identify the supply and demand of
HR so that entire activities and tasks can be attained effectively. Recruitment and Selection: Recruitment refers to a process of searching and stimulating
applicants on the basis of defined criteria set by company. The aim of this is to attract and
influence skilled applicants and select the best among them. The main function of HR
manager is to put right people on correct job within a given time frame (Buller and
McEvoy, 2012). Before executing this process, HR team is required to make an effective
plan. Orientation: It is one of the main and important functions of human resource
management which supports a new worker to adjust accordingly with the manager and
his job. In this, company provides employee orientation section in order to achieve long
term goals and objectives of the enterprise. Maintaining good working conditions: It is also an essential function of HRM to give
better functioning to the workforce. Due to this, they can easily attract towards and give
their best efforts in attaining higher profitability and productivity.
Training and development programs: One of the main roles of human resource manager
is to give better training to their candidate. So they can attend this section and increase
their knowledge and skills regarding to the business development and success. It is the
best function in maximising basis ability and achieving desire objectives of the company.
P2. Weakness and strengths of recruitment and selection approach
Recruitment and selection: It is defined as a process which is applied by human resource
management. These procedures are important and beneficial for company in order to hire
knowledgeable and talented candidates (Bröckermann, 2012). In this, business entity mainly
follows internal and external approach of selecting skilled persons who can easily achieve
2
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desired and long term objectives of company. Both methods have strengths and weaknesses in
terms of hiring the best candidates. Main role of human resources is to provide better tools and
techniques to the new person in order to make them familiar with environment of an
organisation.
In Vodafone, they require talented and knowledgeable persons who can easily
communicate with their customers and attract a large number of buyers towards products and
services. Due to this, they mainly consider internal and external approach with regard to fulfil a
vacant position of them. So, these approaches are determined as:
Internal method: One of the main roles of this approach is promoting workers from
within an enterprise in order to fill vacant position (Chelladurai and Kerwin, 2017). Vodafone
uses certain devise such as email flashes, job posting boards, fliers and intranet posts to advise
percent workforce of business positions. Such type of approach is shuffling and creating
temporary groups to complete all tasks as well as permanent changes.
Advantages Disadvantages
This approach is not costly It is based on old concept of analysing things.
In this approach, all prospectors are already
familiar with the organisations.
In this, current works of the candidate's that
may be impacted
Business entity has better and accurate
knowledge regarding the internal persons.
Main disadvantage of this method is policies
are plays greater role.
Enhancement of worker’s motivation and
morale
In this situation, morale issue for those are do
not encouraged.
External method: In this way, human resources of company will appropriately search the
worker’s pool in outside the organisation (Clark and et. al., 2016). In order to recruit knowledge
and talented candidates, business entity mainly use advertisement in newspapers, job referrals
and fairs, job search websites form eternal person to fill vacant position.
Advantages Disadvantages
Benefits or advantages of new experience,
talent and skill to company.
Better motivation and morale formed with
internal newcomers is characterised to the
3
terms of hiring the best candidates. Main role of human resources is to provide better tools and
techniques to the new person in order to make them familiar with environment of an
organisation.
In Vodafone, they require talented and knowledgeable persons who can easily
communicate with their customers and attract a large number of buyers towards products and
services. Due to this, they mainly consider internal and external approach with regard to fulfil a
vacant position of them. So, these approaches are determined as:
Internal method: One of the main roles of this approach is promoting workers from
within an enterprise in order to fill vacant position (Chelladurai and Kerwin, 2017). Vodafone
uses certain devise such as email flashes, job posting boards, fliers and intranet posts to advise
percent workforce of business positions. Such type of approach is shuffling and creating
temporary groups to complete all tasks as well as permanent changes.
Advantages Disadvantages
This approach is not costly It is based on old concept of analysing things.
In this approach, all prospectors are already
familiar with the organisations.
In this, current works of the candidate's that
may be impacted
Business entity has better and accurate
knowledge regarding the internal persons.
Main disadvantage of this method is policies
are plays greater role.
Enhancement of worker’s motivation and
morale
In this situation, morale issue for those are do
not encouraged.
External method: In this way, human resources of company will appropriately search the
worker’s pool in outside the organisation (Clark and et. al., 2016). In order to recruit knowledge
and talented candidates, business entity mainly use advertisement in newspapers, job referrals
and fairs, job search websites form eternal person to fill vacant position.
Advantages Disadvantages
Benefits or advantages of new experience,
talent and skill to company.
Better motivation and morale formed with
internal newcomers is characterised to the
3
enterprise.
Compliances or agreement with reservation
polices is very easy.
It is very lengthy and costly process to recruit
new candidates in a systematic manner.
Scope of heartburn, jealousies and resentment
are avoided.
Variations of edging in false in a negative or
positive manner.
Selection: It is the process of distinguish between applier in regrades to define those with a
biggest likelihood of growth and development in a job. In this way, company select candidate
with the proper combination of work experience, education, creativity and attitudes will do not
maximise the stability and quality of the employee (Daley, 2012). This concept plays an essential
and biggest role in leading management planning and strategies of the company. There are
mainly 2 methods of selecting new candidates are as follows:
Systematic approaches: In this process manager of the company that follow the accurate
phase of selecting knowledge and talented person for the upcoming position. This tool decrease
the business variations and enhances the judgement making procedure while choosing best
candidate.
Unsystematic approach: In this process, human resource aspect out on all curriculum
vitae and compare by another candidates. It is vital and important for the business in order to sort
out best candidates with the help of its CV and skills.
TASK 2
P3 Advantages of human resource management practices for employer and employees
HRM Practices: It is a part of human resource management that identify as the systems,
policies and practices that influence workers attitudes, performance and behaviours. This
practice give better benefits or advantages to the employer and employees in order to achieve
long term and desire objectives of the enterprise in an effective manner (Flamholtz, 2012) . This
gives different advantages to both persons which are described under this:
Benefits to the employer: There are certain benefits which are provides by Vodafone to their
managers are as follows: Develop and create positive work atmospheres: It is a main advantages that assist to
design better structure of the business policies. Company takes support them in order to
4
Compliances or agreement with reservation
polices is very easy.
It is very lengthy and costly process to recruit
new candidates in a systematic manner.
Scope of heartburn, jealousies and resentment
are avoided.
Variations of edging in false in a negative or
positive manner.
Selection: It is the process of distinguish between applier in regrades to define those with a
biggest likelihood of growth and development in a job. In this way, company select candidate
with the proper combination of work experience, education, creativity and attitudes will do not
maximise the stability and quality of the employee (Daley, 2012). This concept plays an essential
and biggest role in leading management planning and strategies of the company. There are
mainly 2 methods of selecting new candidates are as follows:
Systematic approaches: In this process manager of the company that follow the accurate
phase of selecting knowledge and talented person for the upcoming position. This tool decrease
the business variations and enhances the judgement making procedure while choosing best
candidate.
Unsystematic approach: In this process, human resource aspect out on all curriculum
vitae and compare by another candidates. It is vital and important for the business in order to sort
out best candidates with the help of its CV and skills.
TASK 2
P3 Advantages of human resource management practices for employer and employees
HRM Practices: It is a part of human resource management that identify as the systems,
policies and practices that influence workers attitudes, performance and behaviours. This
practice give better benefits or advantages to the employer and employees in order to achieve
long term and desire objectives of the enterprise in an effective manner (Flamholtz, 2012) . This
gives different advantages to both persons which are described under this:
Benefits to the employer: There are certain benefits which are provides by Vodafone to their
managers are as follows: Develop and create positive work atmospheres: It is a main advantages that assist to
design better structure of the business policies. Company takes support them in order to
4
establish and create effective surround so that required profitability and productivity can
be attained objectives and targets. Future judgement making: Concept of HRM that assist the managers to analysis the set
of knowledge and skills to increase the actual position of workers. Main reason of
evaluating this is to understanding the employees capabilities about future strategies and
plans that can be made to forecast the accurate judgements. Developing effective teams: Human resource management is a concept or process which
support the employer to make and develop effective group with talented leader. They are
important person in the organisation who can attain the entire activities and tasks within
assign time period in an efficient manner (Gatewood and et. al., 2015). This will built the
work manoeuvre on period and give different advantages to the business entity.
Benefits to employees: Vodafone is a multinational company that give various benefits to their
employees which are determined under this: Enhancement of performance: It is most beneficial and essential part of the human
resource in the organisation, HR of the company that give better training and
development section to their workers. Due to this, they can attend and maximise their
basic knowledge and skills regarding business objectives or success. They should give
best opportunities to the staff members when they provide their hundred percent efforts
and complete entire task in a systematic manner. Working surround: While implementing the different policies and practices for the
business entity, employment act that should be captured in mind of workers that doesn't
generate any hard situation in future period. It will make comfortable and positive
working atmospheres fro the workers and enhance the profitability and productivity of
the company as well as employees also.
Developing capabilities: In regards to creates knowledge and skills which is important to
organise the development & training program for the workforce. In this complicated task
or project not difficult in nature (Glick and et. al., 2011).
P4 Effectiveness of HRM practice
In the modern area, human resource management play essential role in recruiting and
selecting knowledgeable candidate. They are vital required in each and every business in order to
maintain better relationship with managers and workers. With the help of this, company can
5
be attained objectives and targets. Future judgement making: Concept of HRM that assist the managers to analysis the set
of knowledge and skills to increase the actual position of workers. Main reason of
evaluating this is to understanding the employees capabilities about future strategies and
plans that can be made to forecast the accurate judgements. Developing effective teams: Human resource management is a concept or process which
support the employer to make and develop effective group with talented leader. They are
important person in the organisation who can attain the entire activities and tasks within
assign time period in an efficient manner (Gatewood and et. al., 2015). This will built the
work manoeuvre on period and give different advantages to the business entity.
Benefits to employees: Vodafone is a multinational company that give various benefits to their
employees which are determined under this: Enhancement of performance: It is most beneficial and essential part of the human
resource in the organisation, HR of the company that give better training and
development section to their workers. Due to this, they can attend and maximise their
basic knowledge and skills regarding business objectives or success. They should give
best opportunities to the staff members when they provide their hundred percent efforts
and complete entire task in a systematic manner. Working surround: While implementing the different policies and practices for the
business entity, employment act that should be captured in mind of workers that doesn't
generate any hard situation in future period. It will make comfortable and positive
working atmospheres fro the workers and enhance the profitability and productivity of
the company as well as employees also.
Developing capabilities: In regards to creates knowledge and skills which is important to
organise the development & training program for the workforce. In this complicated task
or project not difficult in nature (Glick and et. al., 2011).
P4 Effectiveness of HRM practice
In the modern area, human resource management play essential role in recruiting and
selecting knowledgeable candidate. They are vital required in each and every business in order to
maintain better relationship with managers and workers. With the help of this, company can
5
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easily achieve long term and desired targets in an effective or efficient manner. They provide
different training and development section to their employees, sop they can attend this programs
and increase their basic skills on particular subjects. Human resource management practices
support the HR in order to guide and motivate their employees towards work and functions.
They can select the action course and contributes their efforts at maximum level. They also play
essential role in giving effective programs such as orientation, conferences and other section
which is beneficial for the employees to maximise their skills on specific meeter. So in this they
can easily archive attain long term objectives as well as increase their profitability and
productivity of the company in a systematic manner. Human resource management practices
support the organisation in order to attract large number of the persons as well as capture
different share in market place.
One of the main contribution of practices is that gives all facilities which are needed for
the workers so that wants and needs can be fulfilled in an efficient way (Gruman and Saks,
2011). Due to this, effective working atmospheres can be formed to feel the positive and better
things. Talented and satisfied staffs are known as main assets of the organisation whereas
discontented employees are involved as main liability for the business entity. When the
comfortable and effective atmosphere is being generated from the workers by the employers. In
this performance level of the employees is automatically maximise as well as enhance the
business profitability ratio. Practices also give better coordination among the different
department which is essential for them to increase their effectiveness and efficiency in a
systematic manner.
In Vodafone, there are mainly a issue of poor coordination and conflict which is face by
the workers at workplace. In order to reduce such problems business entity can apply HRM
practices in an essential manner. Due to this, company can give better training and development
section, so they attend and exchange their all problems which output is issued. They should try to
give better quality and innovative products with the additional features. Manager of the company
also give different benefits such as 24 hours and other effective services to their customers
efficiently.
6
different training and development section to their employees, sop they can attend this programs
and increase their basic skills on particular subjects. Human resource management practices
support the HR in order to guide and motivate their employees towards work and functions.
They can select the action course and contributes their efforts at maximum level. They also play
essential role in giving effective programs such as orientation, conferences and other section
which is beneficial for the employees to maximise their skills on specific meeter. So in this they
can easily archive attain long term objectives as well as increase their profitability and
productivity of the company in a systematic manner. Human resource management practices
support the organisation in order to attract large number of the persons as well as capture
different share in market place.
One of the main contribution of practices is that gives all facilities which are needed for
the workers so that wants and needs can be fulfilled in an efficient way (Gruman and Saks,
2011). Due to this, effective working atmospheres can be formed to feel the positive and better
things. Talented and satisfied staffs are known as main assets of the organisation whereas
discontented employees are involved as main liability for the business entity. When the
comfortable and effective atmosphere is being generated from the workers by the employers. In
this performance level of the employees is automatically maximise as well as enhance the
business profitability ratio. Practices also give better coordination among the different
department which is essential for them to increase their effectiveness and efficiency in a
systematic manner.
In Vodafone, there are mainly a issue of poor coordination and conflict which is face by
the workers at workplace. In order to reduce such problems business entity can apply HRM
practices in an essential manner. Due to this, company can give better training and development
section, so they attend and exchange their all problems which output is issued. They should try to
give better quality and innovative products with the additional features. Manager of the company
also give different benefits such as 24 hours and other effective services to their customers
efficiently.
6
TASK 3
P5 Importance of employee relations
Employee relation: It is define as an essential and beneficial aspects of the organisation
and its employees (Hendry, 2012). This is define the relationship between management and their
subordinates. With the help of good relationship all workers are exchange a healthy connection
with each and every person in order to deliver their best efforts and performance.
In Vodafone, they hired and recruit knowledgeable employees who perform its all
activities and functions in a proper manner. But recruitment is not a last part of healthy
relationship and procedures that should be handled so that needed outcomes or results can be
attained. It is adopt by company mangers for the workforce so that they can easily acquire
expected atmospheres as well as work in an accurate manner (Huselid and Becker, 2011).
Furthermore, main activities of the company that analysed by the mangers in regards to maintain
and create the effective connections with workers can be determined by delineated aspects:
Manager of the company should promote the participation of employees in the process of
decision making. It will make better connection between top and upper level management
which is more better and rise confidence or behaviours within workforce.
One of the main factors is performance appraisal that boost the motive and confidence of
the employees. In this all staffs are perform their best and achieve personal and
professional goals in n effective or efficient manner.
It is a main and essential responsibility of the business managers in order to treat their
workers in friendly as well as respectful manner.
In the organisation, there is more requirement of maintaining and establishing the better
communication among the all workers so in this important information can be exchanged
between worker, due to this, their effectiveness may be improved. It will also leads to
improvement of connections between employees and managers as they define their
problems in a systematic manner.
P6 Key elements of employments legislation and its impacts upon decision making
Employment legislation is determined as a lawful body includes of certain rules and
regulations which identify that fair and equal treatment is provided to the workforce in the
company and necessitate the exploitation platform. It is also define as a structure or framework
7
P5 Importance of employee relations
Employee relation: It is define as an essential and beneficial aspects of the organisation
and its employees (Hendry, 2012). This is define the relationship between management and their
subordinates. With the help of good relationship all workers are exchange a healthy connection
with each and every person in order to deliver their best efforts and performance.
In Vodafone, they hired and recruit knowledgeable employees who perform its all
activities and functions in a proper manner. But recruitment is not a last part of healthy
relationship and procedures that should be handled so that needed outcomes or results can be
attained. It is adopt by company mangers for the workforce so that they can easily acquire
expected atmospheres as well as work in an accurate manner (Huselid and Becker, 2011).
Furthermore, main activities of the company that analysed by the mangers in regards to maintain
and create the effective connections with workers can be determined by delineated aspects:
Manager of the company should promote the participation of employees in the process of
decision making. It will make better connection between top and upper level management
which is more better and rise confidence or behaviours within workforce.
One of the main factors is performance appraisal that boost the motive and confidence of
the employees. In this all staffs are perform their best and achieve personal and
professional goals in n effective or efficient manner.
It is a main and essential responsibility of the business managers in order to treat their
workers in friendly as well as respectful manner.
In the organisation, there is more requirement of maintaining and establishing the better
communication among the all workers so in this important information can be exchanged
between worker, due to this, their effectiveness may be improved. It will also leads to
improvement of connections between employees and managers as they define their
problems in a systematic manner.
P6 Key elements of employments legislation and its impacts upon decision making
Employment legislation is determined as a lawful body includes of certain rules and
regulations which identify that fair and equal treatment is provided to the workforce in the
company and necessitate the exploitation platform. It is also define as a structure or framework
7
in which workers will perform their all responsibility (Jiang and et. al., 2012). In this law,
manager also considers certain things as well as maintain the working environment decorum in
an effective and efficient manner. In regards to implement the polices or activities for the
managers and workforces that should keep in their mind regarding the dignity. There are main
acts which are considers in employment legislation which are determined under this:
Employment right act: It is define as the employee legislation summery which is important for
the workers. This act identify the major role and responsibility of the manger in order to maintain
the better and healthy connection within working surrounding. Furthermore, minimum wages
which is set by company to their workers for particular job.
Equal pay act: Under this legislation, more than one person are functioning in similar business
with the equal abilities on the similar position then the salary given to equally. This acts helps the
manager to decrease the conflict and misunderstanding as well as generate positive thing which
can rise the workers morale level.
Employees discrimination act: Under this, all discrimination in the company the would be
boycott within organisation (Kehoe and Wright, 2013). It is mainly complete on the form of
colour, region, age, gender and other reasons. Business entity should try to give equal dignity to
all workers weather her or his as well as low and high post.
Minimum wages act: In this act, manager play essential role in providing the few wages for
specific position so that, requirements of the employees can be fulfilled. This act decided as well
as changed by legal authorities of few country according to their market situations.
Working time directive act: These legislation mainly related with functioning or working hours
of the business and their workers. There are various tenure which is set or fix for the functioning
work time and this is applied by the workers in regards to enter under this legislation. Minimum
working duration is set for the workforce for the 48 hours.
Employees relations act: It is very important and significant for a manager and its workers in
order to keep healthy or positive connection between them, so in this effective and friendly
atmospheres cab be generated. It is enhance the employees performance way while working and
functioning on a project as well as high performance that will be enhance the business
profitability and productivity.
Workers disabilities discrimination legislation: In the organisation, there is no discrimination
against the dissatisfied employee who is functioning under simile organisation (Lengnick-Hall
8
manager also considers certain things as well as maintain the working environment decorum in
an effective and efficient manner. In regards to implement the polices or activities for the
managers and workforces that should keep in their mind regarding the dignity. There are main
acts which are considers in employment legislation which are determined under this:
Employment right act: It is define as the employee legislation summery which is important for
the workers. This act identify the major role and responsibility of the manger in order to maintain
the better and healthy connection within working surrounding. Furthermore, minimum wages
which is set by company to their workers for particular job.
Equal pay act: Under this legislation, more than one person are functioning in similar business
with the equal abilities on the similar position then the salary given to equally. This acts helps the
manager to decrease the conflict and misunderstanding as well as generate positive thing which
can rise the workers morale level.
Employees discrimination act: Under this, all discrimination in the company the would be
boycott within organisation (Kehoe and Wright, 2013). It is mainly complete on the form of
colour, region, age, gender and other reasons. Business entity should try to give equal dignity to
all workers weather her or his as well as low and high post.
Minimum wages act: In this act, manager play essential role in providing the few wages for
specific position so that, requirements of the employees can be fulfilled. This act decided as well
as changed by legal authorities of few country according to their market situations.
Working time directive act: These legislation mainly related with functioning or working hours
of the business and their workers. There are various tenure which is set or fix for the functioning
work time and this is applied by the workers in regards to enter under this legislation. Minimum
working duration is set for the workforce for the 48 hours.
Employees relations act: It is very important and significant for a manager and its workers in
order to keep healthy or positive connection between them, so in this effective and friendly
atmospheres cab be generated. It is enhance the employees performance way while working and
functioning on a project as well as high performance that will be enhance the business
profitability and productivity.
Workers disabilities discrimination legislation: In the organisation, there is no discrimination
against the dissatisfied employee who is functioning under simile organisation (Lengnick-Hall
8
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and et. al., 2011). Better behaviours which are present in the business entity so in this disabled
staffs do not feel dispirited. In this entire facilities and services should be giving to company so
they can spirit better which is very important and essential for the enterprise.
TASK 4
P7 Applications of HRM practices in a work based context
For hiring the sales employer for the organisation require to choose following phase so
that knowledgeable persons can be selected for the vacant position.
Job specification
Job details
Job title: Sales manager
Department: Sales and Marketing
Purpose of job
To maximise sales of good of the Organization
Rise sales with help of various tools and approaches
Restricted earnings of organization by increase sales of businesses product.
Work and Responsibility
Carry out investigation in regards to identify the current trends which present in
marketplace.
Accomplished and achieved sales goals and targets in a specific time period.
Review as well as monitor different activities of business accomplished with sales
C.V Description
General information
Name: ABC
Contact no.: 56853412
Email: abc@gmail.com
Qualification:
MBA University 65.00%
9
staffs do not feel dispirited. In this entire facilities and services should be giving to company so
they can spirit better which is very important and essential for the enterprise.
TASK 4
P7 Applications of HRM practices in a work based context
For hiring the sales employer for the organisation require to choose following phase so
that knowledgeable persons can be selected for the vacant position.
Job specification
Job details
Job title: Sales manager
Department: Sales and Marketing
Purpose of job
To maximise sales of good of the Organization
Rise sales with help of various tools and approaches
Restricted earnings of organization by increase sales of businesses product.
Work and Responsibility
Carry out investigation in regards to identify the current trends which present in
marketplace.
Accomplished and achieved sales goals and targets in a specific time period.
Review as well as monitor different activities of business accomplished with sales
C.V Description
General information
Name: ABC
Contact no.: 56853412
Email: abc@gmail.com
Qualification:
MBA University 65.00%
9
Graduation University 80.00%
High education London school 85.00%
Secondary education London school 78.00%
Personalized information
Father's name: XYZ
Mother's name: PQR
Date of birth: 25-10-1995
Accomplishment and achievement
Badminton winner at national and international level in 11th standard
1st prize in Table Tannins competition
Preparation of interview: One of the main part of the business entity ans
its employer to collect the necessary information in regards to attain
positive outputs from the process of interviews (Renwick and et. al., 2013).
In order to decrease the error variation, an accurate questionnaire
requires to be framed.
Evaluating and determining the individual skills
Collected and gathered data or information will be substantiated.
Distinguishing potentials knowledge and skills of the persons Skills and ability are required to perform specific job position.
Offering job letter: It is a type of written formate which includes entries
conditions and terms, in which both parties are accept on. For example:
authorities and workers offers each goals and objectives which are common.
There are different elements which are needed in offer letter are as follows:
Working or functioning hours
Description regarding Vodafone
Information about new joining like education and family background
Personal salary structure
Leaves structure
10
High education London school 85.00%
Secondary education London school 78.00%
Personalized information
Father's name: XYZ
Mother's name: PQR
Date of birth: 25-10-1995
Accomplishment and achievement
Badminton winner at national and international level in 11th standard
1st prize in Table Tannins competition
Preparation of interview: One of the main part of the business entity ans
its employer to collect the necessary information in regards to attain
positive outputs from the process of interviews (Renwick and et. al., 2013).
In order to decrease the error variation, an accurate questionnaire
requires to be framed.
Evaluating and determining the individual skills
Collected and gathered data or information will be substantiated.
Distinguishing potentials knowledge and skills of the persons Skills and ability are required to perform specific job position.
Offering job letter: It is a type of written formate which includes entries
conditions and terms, in which both parties are accept on. For example:
authorities and workers offers each goals and objectives which are common.
There are different elements which are needed in offer letter are as follows:
Working or functioning hours
Description regarding Vodafone
Information about new joining like education and family background
Personal salary structure
Leaves structure
10
Signature of top level management in which person will report to
them.
Evaluation: In this all activities are related with selection and recruitment
of the candidates for the good results. It is a last phase, in this manager hire
knowledgeable and skilled person who can easily achieve business goals
and objectives in a specific time period (Storey, 2014). There are certain
criteria in which persons are finalised as follows:
Skills and ability evaluation
Education level
Judgement making skills
CONCLUSION
As per the above mentioned report, it can be concluded that human resource management
is essential part of the organisation. They play important role in the process of recruiting and
selecting. Due to this they required highly knowledgeable and skilled candidates who can easily
achieve business goals and objectives in specific time period. In this procedure they followed
interplant and external approach which help to company in hire talented persons within outside
and inside. Function and purpose of HRM is to give effective training & development,
orientation and other essential functions to their persons. HRM Practices is very beneficial for
both employer and employees in order to maintain better relation. Different acts of employment
support the company to treat equally for their all workers. Application of human resource
management practices define the availability in vacant position so in this require sales manager
CV and complete details regarding them.
11
them.
Evaluation: In this all activities are related with selection and recruitment
of the candidates for the good results. It is a last phase, in this manager hire
knowledgeable and skilled person who can easily achieve business goals
and objectives in a specific time period (Storey, 2014). There are certain
criteria in which persons are finalised as follows:
Skills and ability evaluation
Education level
Judgement making skills
CONCLUSION
As per the above mentioned report, it can be concluded that human resource management
is essential part of the organisation. They play important role in the process of recruiting and
selecting. Due to this they required highly knowledgeable and skilled candidates who can easily
achieve business goals and objectives in specific time period. In this procedure they followed
interplant and external approach which help to company in hire talented persons within outside
and inside. Function and purpose of HRM is to give effective training & development,
orientation and other essential functions to their persons. HRM Practices is very beneficial for
both employer and employees in order to maintain better relation. Different acts of employment
support the company to treat equally for their all workers. Application of human resource
management practices define the availability in vacant position so in this require sales manager
CV and complete details regarding them.
11
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REFERENCES
Books and journals
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Bröckermann, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Clark, W.C. and et. al., 2016. Boundary work for sustainable development: natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Glick, P., Stein, B. A. and Edelson, N. A., 2011. Scanning the conservation horizon: a guide to
climate change vulnerability assessment. Washington, DC: National Wildlife
Federation. 168 p.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Hendry, C., 2012. Human resource management. Routledge.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
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.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Online
12
Books and journals
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Bröckermann, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Clark, W.C. and et. al., 2016. Boundary work for sustainable development: natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Glick, P., Stein, B. A. and Edelson, N. A., 2011. Scanning the conservation horizon: a guide to
climate change vulnerability assessment. Washington, DC: National Wildlife
Federation. 168 p.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Hendry, C., 2012. Human resource management. Routledge.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
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.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Online
12
Functions of HRM. 2015. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>.
Human resource management. 2014. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>.
13
functions-human-resource-management/>.
Human resource management. 2014. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>.
13
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