Purpose and Functions of HRM in Workforce Planning and Resourcing

This document provides an overview of the purpose and functions of HRM in workforce planning and resourcing. It discusses the strengths and weaknesses of different approaches to recruitment and selection. It also explains the benefits of HRM practices for both employers and employees.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.......................................................................................................................4
LO1..............................................................................................................................................4
P1 Purpose and functions of HRM suitable to workforce planning and resourcing..........4
P2 Strengths and weaknesses of different approaches to recruitment and selection..........6
M1 How HR functions provide talent and skills to attain business objective....................7
M2 Strength and weakness of different approaches...........................................................8
D1 Strength and weakness of different approaches...........................................................9
LO2..............................................................................................................................................9
P3 Explain the benefits of different HRM practices in an organisation for both employer
and employee......................................................................................................................9
P4 Evaluate effectiveness of different HRM practices in terms of raising profit and
productivity.......................................................................................................................11
M3 Assess different methods used in HRM practices......................................................12
D2 Critically evaluate HRM practices and application in an organisation......................12
LO3............................................................................................................................................13
P5 Analyze importance of employee relations in respect of HRM decision making.......13
P6 Identify key elements of employment legislation.......................................................14
M4 Evaluate key aspects of employee relations management and employment legislation16
D3 Critically evaluate employee relations and application of HRM practices................16
LO 4...........................................................................................................................................16
P7 Application of HRM practices in work related context..............................................16
M5 Rationale for application specific HRM practices.....................................................17
CONCLUSION..........................................................................................................................18
REFERENCES..........................................................................................................................19

INTRODUCTION
In every organisation HRM plays vital role in recruiting and selecting right people at right
place. They hire staff at different post according to roles and responsibilities. There are
different functions performed by HR such as T&D, recruitment, performance appraisal, etc.
However, HRM is motivate staff to improve their performance. For this different practice are
applied as per culture of organisation. The main purpose of HRM is to ensure people are
recruited on basis of their skills and capabilities. It is necessary to provide growth
opportunities to staff so that they are retained. HRM is interrelated with other department to
identify number of recruitments. Furthermore, by solving staff issues it becomes easy to retain
them for long term. Moreover, policies are formed by them as per legislation laws and
regulations.
The assignment will describe about purpose and function of HRM. Also, it will be
explained about pros and cons of different recruitment and selection approaches. Moreover, it
will give insight on benefit of HRM practices for employer and employee. Besides that, the
effectiveness of HRM practices in context to profit and productivity will be mentioned. In next
section it will be described about importance of employee relation in influencing decision
making along with application of HRM practices.
LO1
P1 Purpose and functions of HRM suitable to workforce planning and resourcing
Overview of Tesco: Tesco is a British multinational groceries retailer whose
headquarter is in the UK. It was founded in the year of 1919 by John Allan. It sells variety of
products such as: furniture, toys, clothing, internet services etc.
The main aim of this retailer is to become the leading retail supermarket by providing
qualitative products at affordable prices as compare to its competitors. It also wants to become
a socially responsible company by providing high quality and standard of food products to
customers.
Vision of Tesco is to become highly valued business and improving relationship with
its customers.
Meaning of HRM: HRM is a process or may be defined as a department which
mainly responsible for recruiting, hiring and managing employees with the main aim to make
them able to accomplish company's goals. In the context of Tesco Plc, it can be said that it

follows several effective HRM functions which is the main key of its success and
effectiveness of its performance (Armstrong and Taylor 2020).
Importance of HRM department: HRM department is to only responsible for
recruiting and hiring employees as per the job requirements but also it motivates them for
working effectively, solve their problems and provide training to them. The main aim of HRM
department of an organization is to manage performance of employees, ensuring their safety,
wellness and others. So, it can be said that HRM department is employee oriented and perform
all activities for satisfying employees.
Roles of HRM functions: HRM department has to perform several functions which
has different roles and responsibilities such as:
Planning: Planning is one of the important managerial function played by HRM department.
In this function, the main role of HRM is to identify current situation of employees and
requirement of employees as per the job role (Bailey Mankin Kelliher and Garavan 2018).
Organizing: After making an effective plan, role of HRM is to organize or see whether all
employees are performing effectively or not, tasks is being allotted to them as per their skills
or not etc.
Recruiting: It is one of the most important function of HRM in which the main responsibility
of HRM department is to make a pool of skilled workforce by hiring them in an organisation
as per the requirement.
performance appraisal: After hiring, HRM is responsible to analyse employees performance
in order to increase overall productivity and motivate them.
Training: All types of employees has some areas in which they are not good and require to
improve them. After analysing performance, HRM provide training to employees and
strengthen their skills. The main aim and responsibility of HRM of performing this function is
to make them able to accomplish company['s goals (Berman Bowman West and Van Wart
2019).
Employee relations: Other main function of HRM is to maintain effective relation with
employees. In this function, the main responsibility of HRM department is to make employees
able to retain in organisation for the long run.
Workforce planning: Workforce planning refers a continuous process in which is
being developed and used to align needs of the company with employees needs. It is an

important function or part of HRM. By making an effective workforce plan, HRM can satisfy
both employers and employees needs.
Roles of HR in workforce planning: In workforce planning, the main role of HR is
To recruit employees as per the requirement and during the boom years.
Making appropriate strategies to deal with shortage of workforce at the time of boom years.
Staffing all strategies at the time of ongoing recession (Bisharat, and et.al., 2017).
So, it can be said that the main aim and role of HRM in workforce planning is to make
employees able to work with company. They also need to identify talent gaps and attract
effective workforce by making effective strategies.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment: Recruitment is a broad process as in this step, HR requires to attracting and
short-listing suitable candidates for the job. The main aim of following this function is to fill
vacant position of an organization and help company in accomplishing their goals by getting
skilled workforce.
Importance of recruitment: Recruitment is considered one of the important function as it
has several benefits such as:
Creating a talent pool in an organization.
To support an organisation in accomplishing their goals by attracting skilled workforces.
To reduce the probability of leaving the company only after a shirt period of time, once
recruited.
Approaches of recruitment: There are mainly 2 approaches of recruitment by which HRM
attract and shortlist employees as per the job requirements such as internal and external
(Brewster and Hegewisch 2017).
Internal approach: It is a process of attracting or identifying skilled workforce within
an organisation or recruiting those candidates who are currently working in an organization.
There are several methods or sources of getting internal candidates such as:
Promotion: In this type, employees are being shifted from lower position to upper as per the
requirement of the company. It happens when employees have skills to perform functions of
upper promoted position.

Transfer: In this type, employees are being shifted from their current job to another similar
job wherever required. There is no changes in rank, responsibility and prestige (Bratton and
Gold 2017).
Strengths of internal recruitment
 It is the easiest process by which Tesco can save its time.
 It saves time.
 As compare to external Tesco will not require to provide training to its employees
which will reduce cost of training.
Weaknesses of internal recruitment
 Chances of discrimination which can increase labour turnover. Labour turnover will
direct impact on brand image of Tesco in a negative manner.
 Lack of innovation.
 By internal recruitment, Tesco limits innovation and creativity in products which can
take competitive advantage opportunities from it.
External approach: It is a procedure of attracting and making pool of skilled
workforce by using external sources or outside the organization. Some effective external
recruitment sources are:
Advertisement: Advertisement is one of the effective and the most used way of attracting
candidates from outside. In this type, HR or employer of an organisation give advertisement in
newspaper and other professional journals with having all details which it requires such as
qualifications, skills, etc.
Casual callers: Sometimes, people casually come to the company for employment and if
company has any vacant post then it takes interview of those candidates. If they find that
candidates have all those skills then company recruit those people (Chelladurai and Kerwin
2018).
Strengths of external recruitment
 By recruiting employees from external sources Tesco can make innovative working
environment which will help it in taking competitive advantages.
 High productivity which will increase morale of employees of Tesco.
Weaknesses of external recruitment
 It is a Time consuming process.

 Employing people from external sources can increase overall cost of Tesco and
decrease sales.
 Company will require to provide training to all employees which can take time and
increase cost of Tesco.
Selection: It is a process of selecting qualified candidates who can meet needs of job role and
company and has potential of performing functions. There are several steps involved in
selection process such as: preliminary interview, employment tests, on the job tests etc.
Importance of selection
Selection process eliminate unsuitable candidates which are being shortlisted in
recruitment process. Company can discover the best fit from the group of recruited
candidates. It can bring innovation in its organization. Company can accomplish its
goals by getting skilled workforce (DeCenzo Robbins and Verhulst 2016).
M1 How HR functions provide talent and skills to attain business objective
In an organisation there are many functions performed by HR. It includes recruitment,
training, promotion, motivation, etc. So, by recruiting other HR provide opportunity to them
for growth. However, by hiring them for specific job role employee is able to perform tasks.
They learn skills and gain knowledge through it. Alongside, by providing them training staff
apply those learning in their work. Moreover, by motivating them HR boosts their skills. The
employee is able to show talent in attaining goals and objectives.
M2 Strength and weakness of different approaches
There are various approaches through which recruitment is done. The selection of
approach depends on requirement and efficiency of it. Also, there are other factors as well that
is considered. Along with it, each approach has its pros and cons. They are mentioned below :-
Promotion
Strength – it is easier way of recruiting staff within organisation.
There is less cost and time consumed in recruiting.
Weakness
Only selected employees are eligible for this type of recruitment.
It prevents hiring of new staff within organisation
The position remain vacant if particular person is promoted.
Transfer

Strength- there is no need of induction as employee are aware about their job role and
responsibilities.
The employee motivation increases with their overall growth and development
Weakness
The new talent can not be hired in this.
It results in dissatisfaction among those who are not promoted.
Employee referrals
Strength- the vacancy is filled in quick time
Employee is well aware about company background so there is no need of induction
Weakness
It requires to provide effective training and development to staff
It leads to dissatisfaction among those whose referrals are not considered.
Employment exchange
Strength
Candidate can be easily hired on basis of job profile
Weakness
A huge fee is paid by company to exchange
Advertisement
Strength
A large number of applications are achieved
Weakness
It requires huge cost to publish ad
This is very time consuming process
D1 Strength and weakness of different approaches
Each and every approach which are being selected in the process of recruitment as well
as selection have their own advantage as well as disadvantage and hence offers some or the
other benefit to organizations (Bratton and Gold, 2017). For example- one of the well-known
approach in recruitment is employee referral whose main advantage is that it brings the right
kind of employees in organizations. As the employees are already aware of the environment of
organization thus, they refer only those candidates who have the capability to adjust in the
business environment. On the other hand, its biggest weakness is that it leads to conflict

among employees as each one of them begins in the competition to employ their relatives or
friends in the company (Sparrow, Brewster and Chung, 2016).
LO2
P3 Explain the benefits of different HRM practices in an organisation for both employer and
employee
Human resource management practices will help company to work in effective way
and perform the task efficiently. Tesco many employees are working, but they are managed by
human resource mangers. Different HRM practices which will benefit employees are training
and development and motivation as well. These HRM practices are followed by company for
working in the effective way.
Employer
Training and development is referring to the efforts of company which will boost
performance of employees. Company is arranging training and development programs which
will help employees to improve their performance. In these training and development
programs company will use educational methods along with they will train employees
regarding how to complete work (Delery and Gupta 2016). Training will increase morale and
provide them job satisfaction. It will result in employee retention and also provide job
satisfaction to workers. Employees will enjoy the work done and working environment of
company. It will reduce absenteeism and also employees will improve communication skills.
Through training and development programs it will benefit company and so, employers will be
satisfied as well. These will improve relation between employer and employees.
Motivation is desire of having something which will provide satisfaction to individual.
Employees are working in an organization so, they need motivation for performing better.
Time to time motivation will improve performance of employees, and they will perform
better. Motivation is provided by way of performance appraisal and rewards. Rewards are
given to employees by way of bonus and promotions. It will improve performance of
employees and so it will increase sales of company. It will result in employers satisfaction
which will provide proper satisfaction to them (Haneda and Ito 2018).
Employers
Training is provided to employees by employers and these will result in improve in
performance of employees. It will continue education provided to employees and training will

boost morale of workers. In these process employees will also hire the best employees which
will educate the employers as well. Through these employers will be benefited because they
will get educated employees which have some skills and abilities which can be useful for
company.
Motivation is helping employees to perform better. It will create well-educated and
well motivated staff. These workers will manage work, and they feel while working in an
organization. It will reduce the cost of providing training to new employees because staff turn
over is decreased. It will improve industrial and trade relations along with it employers and
employee relation will be improved as well.
These all will benefit Tesco because through effective human resource practices
company will develop highly trained and motivated staff. These will improve performance of
employees along with company performance will be improved. So, effective human resource
mangers are managing employees of company and work of company (Kianto Sáenz and
Aramburu 2017).
P4 Evaluate effectiveness of different HRM practices in terms of raising profit and
productivity.
In these task different human resource polices are discussed and their strength and
weakness are discussed as well. Two different organization are compared and evaluate which
will state about practices which will benefit company in raising profit and productivity.
Recruitment
This is the practice which is beneficial for Sainsbury and Tesco as it brings new talent
in firm that help company in improving operations and raising productivity as well. By hiring
skilled people firm can easily meet demand. But recruitment is time consuming and costly
process because HR has to conduct interview and have to select one candidate which really
needed funds and time which is drawback of this practice.
Training
This is essential HR practice that gives benefit to Sainsbury and Tesco both. As it helps
in improving capabilities of employees by this way working efficiency can be raised. Apart
from this, this gives benefit of developing confidence of workers hence retention of them gets
increased. But conducting different training for different people is not possible hence
sometimes it becomes time consuming process because employees do not pay much attention

in training sessions. Apart from this, it requires funds which includes as expenses of firm
hence net profit can get reduced.
Sainsbury
Sainsbury is using rewards management techniques which will benefit company by
motivating staff. These all will put employees in control and increase competition among
employees of company. Employees need motivation and for these workers need reason ot do
best. So, Sainsbury is providing them reason for working better. Through reward management
programs employees are working in effective way. Job satisfaction is helping company to
encourage them while working in company. In case of company is offering awards to
employees, other employees will be motivated to perform better. In the reward management
system it will provide employee resentment and also it will build the limitation for employees.
It has some side effects as well which will affect company performance. Employees are
working for earning incentives which will hurt company on large scale. In case of sales done
by employee is counted, employees will work hard to increase their sales and offer discounts
and offer to customers. These will affect company on large scale (Marchington Kynighou
Wilkinson and Donnelly 2016).
Sainsbury is also using flexibility which will provide satisfaction to employees.
Flexibility will increase the feeling of employees and build personal contact of employees
with working environment. It will reduce the employee turnover and also reduce cases of
absenteeism. There are some disadvantages also which will affect company like there is no
clear idea of home and work place. Some people are taking advantage of flexibility and take
misuse of flexibility which will affect company on large scale.
Tesco
Tesco is using motivation which will create healthy working environment. It will
increase productivity of employees and labour turnover is reduced as well. Better
communication program will be build among team members which will result in improve in
quality of work. Tesco will also eliminate cost of recruitment and selection because employees
will work in effective way. There are some weakness of motivation as well, in some case
employees are expecting rewards and when they do not get them it will demotivate them.
Reward management programs can be demotivating employees because in some cases
employees are getting rewards but other employees are not provided any type of appreciation

for their work which can be demotivating for them (Moore and Jennings 2017). Tesco is also
using training and develop strategy which will motivate the employees of company. There are
some strengths of training like it will provide quality of work and it will free up time of
employees. These will motivate employees along with it will help company in motivating
employees of company. Tesco is using this strategy and these have some disadvantages as
well. Training and development will need time and cost of company and employers. These can
have negative impact on company.
Tesco is performing better and using effective human resource practices. It will
motivate employees, and they will perform the work in effective way. Tesco is using practices
like motivation programs and training and development programs. It will improve
performance of employees along with performance of company will also be improved. These
all will improve profit and productivity of Tesco.
M3 Assess different methods used in HRM practices
Human resource method will include the reward management, flexibility, motivation
and training and development techniques. These will help employees to improve the work
performance and complete the work in the effective way. Employers will be satisfied with the
performance of employees because it will benefit the company. In reward management
employees will get rewards on basis of performance while in training and development
employees will be provided training. In motivation company will use strategies which can
motivate employees while in flexibility employees are provided flexible working hours.
D2 Critically evaluate HRM practices and application in an organisation
Tesco is using training and development technologies and motivation practices which
will help company to improve the performance. Other companies are using the other
technologies like reward management and flexibility. Training and development employees
are provided training and in motivation employees are motivated to perform better. So,
company is using these strategies and application which will improve their performance (Papa
Dezi Gregori Mueller and Miglietta 2018).

LO3
P5 Analyze importance of employee relations in respect of HRM decision making
Employee relation refers to the practices which are followed by company for managing
the relation of employers and employees. Organization need to have good employee relation
because these will make the successful in market.
Collective agreements
Collective agreement are agreement which is done better employees and trade unions.
It is negotiating agreements which regulates terms and condition of employees which they
need while working in an organisation. These agreements will include wages, benefits and
duties of employees and duties. These agreements will include clear instruction of employees
which are working in an organisation. Tesco will include sign these agreements with
employees which will provide them well-trained work staff of employees. In some case
employees are not aware about rules and policies which will affect them. So, employees will
use agreements which will contain each and every detail of company and employees. It will
help employees in taking the decision in effective way. This employee relation will not affect
the company in effective way.
Discipline
Discipline in work place will maintain the employee relation and these will not affect
the company on large scale. It will help company in improving the work structure and working
environment of company. it will also employees in eliminating the non-productive workers.
Employees which are not providing their life in discipline is affecting the working
environment of company. So, employees need to have disciplines because it will improve
work culture of an organisation. Work place policies are made and these must not be broken
by employees. Discipline working culture will help employees in working in effective way. It
will benefit company because performance of employees will be improved and employees will
work in the effective way. It will improve employee relation and also working environment
will include efficient employees (Pham Tučková and Jabbour 2019).
Grievances
in the grievances, employees are registering the grievances which will include
problems faced by employees in company. Grievances which are common in working
environment of employees is lack of transparency and excessive workload. These all is not

managed by employee because workload is affecting the life of employees and also their life
as well. Working condition and income related matters. These are some common grievances
which can affect employees. So, employees are registering their grievances and expect human
resource managers will solve problems of employees. In some case, if grievances are solved
these will motivate employees, and they will perform their work in effective way.
Tesco is trying to solve the grievances of employees which will maintain the discipline
at work place. Company is also signing the collective agreements which will motivate
employee of company. These will also result in improve in employee relation and employees
will be able to take decision in effective way.
Role of HR in different HR strategies
Collective agreement
HR plays significant role in making collective agreement, HR manager plays the role
of negotiator and HR ensures negotiate with both parties and reach to common agreement so
that conflicts can be resolved soon.
Grievances
Hr plays the role of grievance desolator as human resource manager has made the
committee to listen views of both involved person and find th solution so that issues can be
resolved soon.
P6 Identify key elements of employment legislation
These task will provide detail regarding the key elements of employment legislation
which will affect the declension making process of human resource managers.
Sex discrimination act
In these act guidelines is provided regarding sex discrimination which is done between
employees in work place. Discrimination is done in work places and it will affect employees
performance which will not be beneficial for company. Sex discrimination will also include
the guideline sand provision for employees which are harassed in company (Sparrow Brewster
and Chung 2016).
Working time directive

It consists of directive which will provide working time directions for employees. As
per these laws employees have right for rest breaks, paid four weak and holiday in a year.
Employees have right to work at least 11 hours of work in a complete day of 24 hours. It will
restricts excessive night work and offer day work for employees. Workers have right to work
for 48 hours per weak and these limit must not be exceeded.
Employment act 2008
These act contain wide range of provision which are made for protecting employees of
an organization. It will include procedure and resolution of employment disputes. As per these
act in case of employee is injured in working premises, employees have right to get
compensated.
Equal pay act 1970
As per these act employees have right to get equal pay. No Discrimination must be
done between employees which are working in company. Discrimination is done in between
employees on basis of gender. Act is providing sexual equality among employees which will
be included in contract of employment. Women have right of getting equal pay because they
are working as much as men are working in company.
National minimum wage rate UK
It will state about the minimum wage rate which is been provided to employees and
workers in an organization. For group of 25 and over they will provide wage of 8.21 euros
while for 21 to 24 the rate is 7.70. Rate is changing as the individual skills and abilities
(Stewart and Brown 2019).
Data protection
As per the data protection act data of employees must be protected. Employees are
joining the company and providing the essential data to company. These data can be misused
by any one so, these data must not be provided to any other person other than employee.
Race relation act
These act contain guidelines and provision for racial discrimination done with
employees at work places. Country has banned racial discrimination but in some areas it is still
practised. So, employees have right to complaint and file case against employer if he is doing
discrimination with them.
Work and families act

It consists of work and family act which Will contain provision regarding families of
an employee. As per these act employees have right to get leave to send time with family and
also they have right to get benefits regarding family as well.
Disability discrimination act
As per these act employees which are disabled will not be discriminated. In these case
employees have right to get equal pay and also proper behaviour must be done with them
while working in an organization. There must be not communication barriers with these
employees.
Tesco is following these rules and regulation which will affect the decision-making
process of human resource managers. These decision will affect their decision because they
are involved in recruitment and selection process (Tang, and et.al., 2018).
M4 Evaluate key aspects of employee relations management and employment legislation
Employee relation are depended on working culture of company which will improve
performance of employees. Effective relation will result in better working culture in Tesco and
company will be able to achieve the objectives and goals in easy way. Government has
provided some rules and legislation which have to be followed by company. These rules and
legislation are made for protecting employees form being cheated. These rules will include sex
discrimination act, equal pay act and employment act 2008. On other side there are some
guideline which will include data protection, work time directive and national min um wage
rate of UK. Tesco follows these laws strictly that helps in making employees positive abd
developing relations with them.
D3 Critically evaluate employee relations and application of HRM practices
The employee relation can be improved by solving grievances of employees and by
maintaining discipline in working culture of company. Tesco can use the strategies which will
improve employee relation. Company have to maintain effective working culture and these
will increase sales and productivity. Employees will work in the effective way when they are
provided better working culture and effective team members. Workers need motivation and
gap form work so, need to have friends and colleagues in office which will maintain the
working culture of an organisation.

LO 4
P7 Application of HRM practices in work related context
Job title- Human resource executive
Department- Human Resource
Responsible for- To undertake the Human resource operations.
Job purpose- The Human resource executive of the firm is responsible to carry out the function
that aids to ensure the sound and consistent practices that can be applied to all employees. Thus,
Human resource executive are responsible to undertake and update policies, legislation, rules
and regulation of the enterprise. It is the position that is required to have active interaction with
employees guest and community within the enterprise.
Duties and responsibilities-:
To provide all effective treatment to all employees with help of proper practice and
employment policies within the enterprise.
To maintain the ethical and professional image for all staff members within the
organization.
To undertake the measures to develop and oversea all function that leads to improve the
morale of employees.
To undertake the steps that aids to offer training, advise and proper guidance to
management staff.
Qualification-
To graduate under any qualified course of management.
Applicant needs to Hold the degree of HR course.
Experience-
HR executive of any recognized entity for at least 1 year.
Personal specification
I want to appoint as human resource's executive as I think I have good managerial skill and this
leg me to undertake the thing effectively.
CORE QUALIFICATION

Level 2 Awards in managerial practice of ABC enterprise.
ACADEMIC QUALIFICATION
Management academy London for 3 years.
KEY SKILLS-
 Through Working knowledge of Human resource legislation and guidelines.
 Skilled in various area of managerial practices.
 Responsible for monitoring enterprise activities.
EXPERIENCE
 Executive manager assist ant at Raw foods LTD.
 Liaising with customers and suppliers
Job advertisement
HR executive required
An HR executive is required to work with our experienced and highly qualified HR and
employees. The company offers high benefits and incentives to become a great HR and attain
business goals and objectives
The company
Tesco is UK largest retail company offering variety of goods. It is expanded at global level.
there are 6800 shops in other countries and 450000 staff working.
The position
We are looking for a HR executive that can handle and manage staff to achieve business
mission and vision.
Location
3, high street, London UK.
Interview question
Describe a situation where you solved a conflict?

Will you able to become a good HR executive? How?
Why you think you are asset to our organisation?
What is your previous experience regarding any job? What you learned from it.
Job offer letter
Dear
Adam smith
We would like to inform to that you are been selected on the post of HR executive in our
organisation. this will be a great opportunity for you to enhance your growth.
The salary offered is $5000 per annum. You can join the us from 1-2 2020 onwards. You are
required to report to our branch office at 10 a.m. at below address.
3, high street, London UK.
Sincerely
HR manager
M5 Rationale for application specific HRM practices
The various applications of the HRM practices helps the organizations to maintain an
environment of peace and harmony and thus helps them to increase the productivity of
employees. The major rationale of establishing HRM practices at workplace is to increase the
efficiency as well as overall performance of the employees. The various applications of HRM
like job specification, job description helps the organization to select the right candidate who
has the capability to achieve organizational goals and objectives. These applications enable the
organizations to achieve competitive advantage and hence helps them to establish their
position in wider market. Besides this, the various HRM practices allows the organization to
hire the talented employees and capture a great market share through their innovative and
creative skills (DeCenzo, Robbins and Verhulst, 2016).
CONCLUSION
It has been summarized that HRM has a wide range of functions as well as purposes
like recruitment, selection, which helps the organizations to effectively plan the workforce.

There are mainly various approaches of recruitment and selection like transfer, employee
referral, interview which has its own strength and weakness and thus enables organizations to
select the right candidate. An organization employs various HRM practices and the main of all
these practices is to increase the effectiveness of organization by increasing productivity of
employees. Along with this, employee relations plays an important role within organization
that helps the management to take effective decisions. When the relation of employees with
different level of hierarchies are good then this lead to increased productivity of employees
and hence overall growth of organization. The major elements of employment legislation are
health and safety laws, equal opportunity law etc. that impacts the functioning of organization.

REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bisharat, and et.al., 2017. The effect of human resource management practices on
organizational commitment in chain pharmacies in Jordan. International Journal of
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