Importance of Human Resource Management in an Organization

This document discusses the purpose and scope of Human Resource Management (HRM) in terms of resourcing an organization with talent and skills to fulfill business objectives. It explores the strengths and weaknesses of different approaches to recruitment and the effectiveness of key elements of HRM. The document also discusses internal and external factors that affect HRM decision-making and HRM practices. The subject is HRM, the course code is not mentioned, and the course name and college/university are not mentioned.

tBrief –
StudentName
UnitNumberandTitle U
nitAcademicYear Cohort April 20 Term
UnitLeader Assessor
AssessmentTitle Re
crIssueDate
Submission Summative
IV Name
Learners
Declaration: I
certify that the
work submitted for
this unit is my own
1

Table of Contents
tBrief – ....................................................................................................................................... 1
Introduction.................................................................................................3
Purpose and scope of Human Resource Management in terms of resourcing an organization
with talent and skills appropriate to fulfill business objectives......................................................3
Strengths and weaknesses of different approaches of recruitment.............................................8
Effectiveness of the key elements of Human Resource Management in an organisation.........11
Internal and external factors that affect Human Resource Management decision-making........13
Human Resource Management practices.................................................................................19
Conclusion..............................................................................................23
........................................................................................................24
References............................................................................................................................. 25
2

Introduction
The main goal of this project is to translate the effective application in the organization of
human resources management. The management of human resources is responsible to recruit and
retain the organization's employees. The instance of XYZ restricted has been taken into
consideration in order to explain the importance of human resources management in the
corporation. The organization also increased its activities by transforming the organization.
Mission
The mission of the XYZ company is to enhance their profits and sales by offering the
quality goods to the customers and maintaining the effective culture within organisation.
Purpose
The purpose of XYZ company is to sustain for a longer period of time in the marketplace
by beating the competitors and satisfying the customers so that they will stay with the company
for a long time(Jabbour and de Sousa Jabbour, 2016).
Core Objectives
The objective of the XYZ company is to enhance their profit margin and sales volume
with 10% and 15% with the period of one month and also enhances the employees productivity.
Purpose and scope of Human Resource Management in terms of
resourcing an organization with talent and skills appropriate to fulfill
business objectives.
HRM
Human resource management refers to that practice that helps the organization to
managing the workforce so that targets can be achieved on time as well as it also developed the
3

individual performance so that organization will sustain for a longer period of time. It refers to
the integration of training and development, performance appraisal, compensation management,
reward management and many more(Ahmad, 2015).
Nature of HRM
The nature of HRM is multi-dimensional within the organization because it organists,
manages the whole manpower within the company by providing training, rewards, benefits,
compensation, hiring new candidates etc. in context of XYZ company, human resource
management helps in gaining the skills and experience of the manpower by properly managing
them according to their capabilities so that task can be achieved on time.
Scope of HRM
The scope of the human resource is very wide because they manages and control the
essential resources of the enterprises in an effective and efficient way. Some of the scope is
shown below:
Personal aspect- This scope of HRM is concerned with the recruitment, selection,
transfer, incentives, lay-offs etc. In case of XYZ company this helps in hiring the new applicant,
transfer the existing employees as per their skills and experiences so that results can be gained in
appropriate way(Stone and et. al., 2015).
Industrial aspects- In this scope of HRM, XYZ company can solve the employees
grievances with the high extent so that staff members works very freely.
Functions of HRM
 Managing Performance- It is the another function of HRM that reflects the performance
management in which manager of XYZ company can ensures that the output an
individual worker in a team matches with the goal of the enterprises, so that firm will
sustain longer and employees can work effectively.
 Managing reward- This is an essential function of HRM in which XYS manager can
provides the rewards and benefits for the employees good work so that they will
motivated to do their best.
4

 Human resource development- In this manager of XYZ Ltd. Can ensures that they
hired the best candidate for the vacant position and provide the effective training session
to them as per the requirements so that goals can be attained on time.
 Employment relations- It is one of the major functions of HRM in which employment
relation can be divided into employee and managerial relations. Both these relations are
very essential to get the positive results of the targets on time frame. In case of XYZ
company, managerial relations maintains the relations between various processes in
organization so tat task can be accomplished on time. Whereas labor relation deals to
maintains the company decorum so that productivity can be increased of
employees(Stone and Deadrick, 2015).
Approaches of selection
 Interviews- It is one of best approach to selection that is adopted by company in which
manager can ask the question to applicant to get the suitable answer. In case of XYZ
company, this approach can involves both strength and weakness that can shown below:
◦ Strength- The main strength of interview is that it helps in getting the creative
thinker and also helps in developing the skills. It also enhance the company profit by
getting best candidate after taking interview.
◦ Weaknesses- Major weakness of interview in context of XYZ company is that it
create insecurity in the employees mind for their job sue to this the work cannot be
done productively.
 Assessment centers- It is best approach to selection where applicants are judged on their
skills and ability. In context of XYZ company, manager can use this for judging the
applicant that they suitable for particular job profile or not.
◦ Strength- Main strength is to getting the skilled and knowledgeable person for the
particular position so that profits can be gained.
◦ Weaknesses- Using this approach is very costly and time consuming due to this
manager of the company cannot focus on other task properly.
5

 In-tray Tests- It refers to the simulation in which company can test the candidate
aptitude test by giving them a business situation. In case of XYZ company this helps in
getting the best candidate out of many for a particular job profile.
◦ Strength- The major strength of IN-tray test is that is helps the organisation to getting
the best employees who can deals in complex situation in effective way.
◦ Weaknesses- Major weakness of this is that it is very time consuming process to
perform within the company.
 Presentations- It refers to that in which selected candidate can present themselves in
front of the company with their profile within the organisation. This will shows the
communication ability of employee.
◦ Strength- The major weakness of this approach is to enhance the communication
skills of candidate so that they can effectively communicate their thoughts and views
to the other party.
◦ Weaknesses- Major weakness of presentations is the audience distractions that will
demotivated the employees to perform their task effectively(Shen and Benson, 2016).
The human resource management capital relates to the practice of predicting and
identifying the company's individual requirements in order to fulfill the current and potential
priorities and objectives.
The specific roles and duties of the manager in the human resources field include role
identification, recruitment, workplace relations, implementation of a pay scheme for assessing
employee efficiency, management of the workforce and the professional advancement of
workers. XYZ Limited is increasing its operations in this organization, because it needs the
design of research, the staff to carry out the planned work and the hiring of current employees.
The organization's HR executives must implement recruitment, preparation and growth activities
and prepare the organization's current employees and improve their abilities and meet the
organization's goals. The incentive program is introduced to enable workers to boost their quality
of efficiency. Incentives and bonuses are given for workers' previous contributions.
6

The concepts preparation of the workplace and preparing of staff are directly linked. The
former is a method to consider and evaluate current and potential targets, as well as to define and
develop necessary expertise to accomplish the goals in a successful and competitive manner.
However, Human resources strategy is a mechanism that ensures sure the correct place is held at
the right moment by the right amount and form of individuals(Jamali, El Dirani and Harwood,
2015).
We are specialized in successfully and efficiently completing the specified roles so as to
meet the general operational objectives. Therefore, with the utilization of the workplace
preparation method XYZ will consider the human resources provision to insure that it is
implemented efficiently throughout the process of human resource strategies.
The hard and soft HRM models are two approaches focused on a different viewpoint on
human behavior and organizational performance techniques.
Hard Model of HRM
The concepts of a strong strategic discipline and the human economic paradigm, based on
Theory X, appear to make the hard template. The Strong HRM model considers HRM as a
strategic management mechanism and workers as tools for efficiency, such as equipment. This
allows supervisors little access to staff and prohibits authority sharing to low wage jobs.
Strong HRM is perfect for autocratic leadership style. In order to carry out extended operations,
XYZ Restricted must implement an HRM hard model as it needed external recruiting. The latest
certified professors will also be educated in one or two expert courses for current staff and know
about HND and BSc credentials. They would also be educated.
Soft Model of HRM
The soft HRM model is often built on the basis of Theory Y and engagement tracking. It
requires and treats workers as important assets or corporate leaders and the relationship between
staff and management is minimally affected. In addition to the short-term recruiting of HRM,
long-term labor preparation is a vital component of the soft HRM dimension. Soft HRM is
ideally adapted for a collaborative management model. Employees' compensation systems are
sustainable
7

Throughout keeping with the best management strategy, few collections of HRM
strategies are believed to exist equally throughout increasing scenario and enhance the efficiency
of the Company. The best suited method therefore relies on the interaction of HR approaches
with meaning and organization. Depending on the lateral coordination of HR and company
approaches it can be evaluated.
It indicates that vertical integration of overall organizational approaches with HRM
activities would help to increase employee morale by making their jobs more effective. A good
correlation between the sustainable strategic priorities of the efficiency of staff and output
consistency for the achievement of corporate targets is accomplished through this strategy. For
XYZ Restricted, the best match solution would be better because the latter does not take local
contexts into account(Ferraris, Erhardt and Bresciani, 2019).
The quality of HR activities has increasing technical innovation. The corporate
communications program was assisted by electronic correspondence, radio, machine and
network networks. The growth of telecommuting between employees has prompted HRM
practitioners to create new guidance. Use machines and networking techniques, The XYZ
Limited HR administrators are willing to interact individually with the organization's instructors
and employees. Via different software applications, HRs may assess workplace efficiency using
metrics. Software has helped us print employee documents directly to remove the file demand.
Digital workshops also helped administrators educate the mass number of workers.
Strengths and weaknesses of different approaches of recruitment
Recruitment is the process from which eligible applicants are selected at an acceptable
period for eligible work. The recruiting cycle monitors labor market dynamics, analyzes
corporate demands and recruits qualified applicants to meet the company's objectives. At the
other side, selection requires the evaluation and screening of qualified applicants with the
characteristics necessary to implement the organizational objectives at the right moment.
InternalRecruitment
8

That is an effective strategy as it increases current worker productivity. The internally
recruitment of applicants is more accurate, because mistakes are probable that the company
requires a thorough database of the employee's success to examine their output. XYZ Restricted
would reduce the expenses of recruiting fresh workers as an current employee. as an experienced
worker. It is also trustworthy, as the organization's reputation is not damaged. Because of these
advantages, the rationale for internal recruiting is legitimate. However, the process restricts the
innovation needed by discouraging the entry of eligible external candidates. The method thus
limits the creativity needed by preventing qualified potential applicants from joining(Gallardo-
Gallardo and et. al., 2015).
Present staffs
Include promotion of transfers of present employees by enhancing the status, salary, and
responsibilities of their positions. This motivates workers and eliminates the need for career
preparation.
Former Employees
There are workplace organizations who have demanded the positions open. Those have a
disabled or former worker involved in part-time work with the company. XYZ Limited can
recruit highly productive structured employees to train experienced people on HND skills and
attributes.
Referrals from workers
The names of associates, families and colleagues as qualifying company members should
be forwarded to the workers actually employed. When employers are only recommending
individuals who meet their criteria, recruiting of the best candidates shall be assured.
External Recruitment
The external recruitment cycle carries with it a selection of organizationally qualified
applicants. This will help XYZ Restricted produce fresh ideas and recruit applicants with the
skills HND needed. The method is effective because the incoming hires still have the requisite
experience which will allow the company to upgrade current workers' expertise instead. As XYZ
Limited requires experienced, it is relevant to hire externally. However, current workers may be
9

demoralized because new employees would not want them to be qualified. Due to the several
steps involved, external recruiting is a costly process. The collaboration of current workers with
new hires may be inadequate, which would impede the activity of the business.
Advertisement In newspapers and technical websites, the company can advertise for the
recruiting of skilled workers.
Employmentactivitiesthe company may obtain the assistance of private recruitment
agencies for the required credentials, which involve a number of qualified applicants in their
database. The company shall take the final judgment on the choices.
Different Methods of selection and recruitment are:
Internal Sourcing The solution includes the reporting inside the company of new
vacancies. The organization's present workers should cover the gap with up or down movement.
External sourcing the strategy includes the seeking of workers by external recruiting
strategies such as media ads, career boards and commercial publishers. The outsiders might not
even come from the same educational experience.
Interviews will be carried only because there is no difficulty with the candidate's resume.
The interview should also be about presenting realistic situations to test the options proposed in
addition to assessing the previous knowledge and expertise of the participants.
Job Analysis The management assists in determining job placements in the organisation
by assessing and gathering knowledge regarding the task's individual requirements and how they
are to be performed. XYZ Limited managers will be able to identify the vacancies within the
organization and for which jobs the recruitment process must be undertaken.
Job description is a written text that outlines the employee 's duties. It consists of
various information such as work description, salary, venue. Responsibilities and tasks, job
environments, job risks, accessible tools, work environment and other career-related details. The
work description can allow XYZ Limited HR executives and clarify the activities that take place
once the people have been chosen for the position.
Personal SpecificationsA description of the expertise that the workers need to acquire to
be considered for the job allocated applies to their abilities, credentials, awareness, experience,
10

and other attributes. It emerges from the job description and leads to the recruiting process. XYZ
Restricted HR managers must determine the credentials, expertise, education, personality,
communication abilities required to be preferred for the vacancy by the applicants.
Capability Framework XYZ Limited should be able to hire prospective applicants via
the competency-based recruiting and selection phase. In order to show the abilities and attributes
of applicants and their actions in different circumstances, the issue of the interview shall be
posed.
Effectiveness of the key elements of Human Resource Management in an
organization
HRM Practices that are beneficial for both employee and employer
Training and development
 Benefits to employee - This practice of HRM is very beneficial to the employee of the
XYZ company because it helps in developing the individual candidate skills and
knowledge that is the crux of their career development in future perspective(Beer,
Boselie and Brewster, 2015).
 Benefits to employer- Training and development playing an important role as a
emplolyer point of view as it helps in providing the skilled candidates to the company
which gives productive results to the company and firm gain higher profits.
Reward management
 Benefits to employee - This aspect is beneficial for employees as in this they get the
extra monetary benefits that helps in increasing their standard of living and fulfilling the
other needs.
 Benefits to employer- This term is significant for the employers of XYZ company
because it helps in providing the best employees to the company who can done their work
effectively and efficiently on time frame.
How HRM practices linked with the organization profits and productivity
11

 Training and development- Training and development refers to the development
strategy that is created by the organisation to maximise the employees skills and
productivity so that task can be performed effectively. This HRM practices can linked
with the XYZ company objectives so that firm will gain the high profits and revenues to
their long-term survival.
 Reward management- If company like XYZ can providing the rewards to their
employees than they work very effectively and passionately due to this employers get the
high profitable results. It also helps in increasing the employees productivity because of
their good work they get monetary and non- monetary benefits.
It is to be evaluated that both the practices of human resource helps in increasing the
profits and revenues of the firm by maximizing the employees productivity to providing proper
training sessions and offering recognition for their good work(Geissen and et. al., 2015).
The activities in HRM include a variety of opportunities for XYZ. Within XYZ,
numerous HRM activities, such as executive preparation, have improved their efficiency and
technical skills, thereby helping them attain higher profitability and meeting corporate goals.
Practices such as workplace compensation and success reviews often inspire staff to strive
diligently and commit themselves to quality. The flexible working environment inspires the
workforce to become constructive and to become committed to their employees and to create a
harmonious corporate culture through ethical HRM practices.
Giving Extrinsic and Intrinsic Reward
Intrinsic bonus apply to an administration intellect, problem-solving power, practice.
Intrinsic drive allows the company to be self-motivated, improves the efficiency rates and aids in
the growth of the career. The personal achievement, professional improvement, and awareness of
accomplishment inside XYZ Limited 's employees is an indication of intrinsic rewards. The
supervisors will then track the employees' development and provide them with incentives to
demonstrate their degree of competency. Extrinsic compensation applies, on the other hand, to
the monetary incentives that workers are offered to enable them to meet common corporate
objectives. Extrinsic incentives will be given to XYZ Restricted workers as they help the
organization raise its market share.
12

Motivational Theory and Prize
Applying Maslow's Hierarchy to the demands of organizational philosophy in the
organization, the desires of workers should be addressed in a systematic way. Beginning with
physiological satisfaction and transfer to requires for self-realization. XYZ Limited's HR
managers will evaluate their workers' existing expectations and address their desires effectively
and boost their efficiency.
Flexible Organisation and working training
In adopting the idea of a decentralized hierarchical work arrangement within the
company, XYZ Limited will establish an enterprise focused around the interaction between its
staff. It ensures the company processes will be conducted similarly to the way workers
communicate with each other. It would help find innovative approaches to perform the mission
and most effectively meet the corporate objectives.
Performances and prizes
The job standard shall be evaluated on the grounds on which the XYZ Restricted workers
are to be rewarded. The organization may provide bonuses or compensation if employees
achieve the objectives of the organization. Employees' accomplishment may be recognised by
piece of writing on message boards regarding their accomplishment, or by granting awards or
medals to get together their accomplishment. Appreciation of their jobs helps them to boost their
efficiency(Žitkienė, 2015).
Internal and external factors that affect Human Resource Management
decision-making
Employee relations
It refers to the initiative that was reflecting by the manager of the company to manages
and controlling the relations of the employees and employers so that goals would attained on the
set time period. In case of XYZ company manager can mainly do emphasis on maintaining the
relations between the members of the firm so that taking decisions would be easy for the
13

manager related to earning higher profits. In this HR manager can helps in solving the
misunderstanding between the employee and employer so that they work effectively and
productively.
Importance of employee relation
There are various importance of the employee relation that can be shown below:
 Increasing communication effectiveness- It is one of the major importance of the
employee relation in which communication is transferred in different departments of the
firm to those employees who need the information so that results can be shown in a
profitable manner. In context of XYZ company manager can mainly emphasis on
maintaining the effective communication so that taking decision related to other essential
project would be easy and effective that helps grow the future of the enterprise(Fung and
et. al., 2015).
 Employment empowerment- This is an another benefit of employee relations which
helps the human resource manager to take the efficient decisions for the company future
survival. In this manager of XYZ company can give the right to their team members to
participate in the decision making process and suggest some unique ideas for getting the
profitable results. Effective employment relation helps in providing employment
empowerment due to this employees show their trust towards the firm and this makes the
relation strong. It helps in making the effective decisions to the human resource manger
regarding earning profits.
Parties involved in employee relation
 Employee's- It is one of the essential party that involved in employment relation where
employees are seeking to enhance the policies to their employment. In this employees
raise their voice to show their grievances so that manager of the company can effectively
solve it. In case of XYZ company, employees get support from the trade union and labour
laws so that decorum could be maintained in company.
14

 Employers- It is another party that involved in employment relation in which manager of
the company can gain the employees loyalty so that work can be done effectively and it
also helps in easy to take decisions related to completion of task(Smith, 2016).
 Government- This party play an essential role in maintaining the working environment
by managing the employee relations. In this government can imposed various laws so that
relations should be maintained between employee and employer.
Role of Trade union, Collective agreements, discipline, grievances
The main role of trade union in employment relation is the welfare and benefits of the
employees by safeguarding the interest and protecting the reliability and trust of the employees
on the company and the employer. In this collective agreement plays the role of maintaining the
smooth balance between both superior and supervisor. On the other hand the major purpose of
the Grievances is to analyses the employee behavior at the time of performing the job and solve
it by the manager so that work can be effectively and efficiently(Clark and et. al., 2016).
Employee interactions aim to increase the efficiency of the company. Operating as a
community of individuals and operating in cohesion can also allow the organisation to operate
individually and in a more productive and successful manner.
Relations of employment:Itsestate that every employee in an organization has to work
collaboratively to achieve quality work in an organization.
Employee loyalty:means that participating as a community is important for an company
as it creates better than simply being with one squad.
Trade union Affiliation: This facilitates team interactions because it maintains
organizational cohesion. This requires more workers in the field and therefore tends to increase
the quality of the job
Linking Employees: Employee interactions handled by the soft HRM paradigm include
workers in the decision-making phase with a commitment to valuing the organization's staff as
properties. This motivates workers to stay committed
15

Employee Representation framework shows the interests of employees by serving labor
unions in circumstances of dispute and confrontation. It offers workers the ability to fight against
unfair job rules, discrimination as well as other problems.
Decisions taken independently are perceived to be less successful than decisions
taken as a community
It is to be recognized that individuals employed on a single person basis do not work well
and are less effective relative to collective jobs. If individuals work independently, they continue
to make more errors, so while they work as a group, there is less risk of having further errors.
Guidance in the office should often be further taken into consideration while operating as a
group than while employed individually.
Work is easy when the work is shared between everyone
When the responsibility is shared amongst various individuals, roles are spread more
deeply and efficiently. The responsibilities shared amongst colleagues are considered to perform
this in a less time-limited manner. If a person has a friendly relationship with his or her
coworkers, they would be able to support one in case of disaster.
The company operates well while the workers operate as family
When a person is provided more work, he appears to lose his attention and generate less
efficiency. When people operate in greater cohesion, it has been observed that they produce more
successful. To share knowledge and opinions includes friendly work, which inspires people to
work in a better organization
In a team, when interacting with each other, people prefer to work happily. Sharing a
good relationship and working together closely helps employees to achieve common goals, feel
responsible and motivated when they work well and work together under more pressure. This is
an effective way for management to encourage a successful working relationship and it ensures
the organisation achieve the best of workers.The below are the various approaches by which
workers strengthen their relationship and commitment:
Sharing duties with one another encourages greater employee efficiency
16

Increasing the efficiency at work by exchanging ideas and inspiring everyone to participate. It
helps employees with their own chances and thus strengthens the organization's flexibility.
Encourage good interaction between the team member
In an organization, it is often noted that poor communication results in an organization’s
misunderstanding. Communication between employees should always be efficient and effective.
Improved efficiency is gained through solid connection with workers.
Written interactions between workers must be promoted in order to boost efficiency
Writing letters, conference schedules are regarded as the key outlets from which their
abilities may once be improved. Improving the communication capabilities of the workforce and
adequate preparation would further strengthen ties and commitments
The labor or employment law is intended to safeguard employers' rights within XYZ,
including the promotion of safe and productive jobs. This Act specifically seeks to establish a
safe and pleasant work climate in which individuals can work without some sort of prejudicial or
intimidation in an atmosphere.
Equivalence act 2010
This act seeks legal protection against discrimination of any kind for people of XYZ Ltd.
This guarantees fair equality for everyone, irrespective of race, age, ethnicity or sexual identity,
including public or private facilities.
National least wage Act 1998
This act 's primary aim is to create a minimum wage. This includes people who work
with employment agencies in order that their charges do not minimize the basic right of the
worker. Time work, salary hours, output work and unmeasured work are various types of work
under this Act. The premise in this act is that the working hour wage scale does not dip below the
standard.
Gender Discrimination act 1995/97
This act is intended to guard against discrimination based on sex or marital status
between men and women in the region. The Act deals with jobs, education, harassment, supply
17

of goods and services including the disposal of premises. A woman who complains of
discrimination must be proof of the balance of opportunity.
Employment legislation
It refers to all those laws and regulations that was imposed by the government of country
for the welfare of the employees. It involves various employment standard, labour relation, pay
equity, human rights, health and safety etc. in context of XYZ company various laws can be
shown below:
 Health and safety act- This act defines the health and safety of the employees in the
working environment. In terms of XYZ company this law play a significant role in the
decision making related to health and safety of the employees within the business firm. It
helps in earning higher profits and revenues. In this law manager can take the decisions
related to health and safety like providing insurance facility, medical facility and offering
clean and hygienic environment a working place(Thornton, 2015).
 Equality act- It refers to that act which is designed for the employees by the government
of country. This employment legislation helps the company XYZ to select the employees
as per their skills and abilities so that paying the value to them is not became a reason of
conflicts this helps in maintaining the good atmosphere at the working environment.
The trade union maintains the high compensation of representatives and ensures that the
workers genuinely have a strong and secure relationship with their association representatives.
The Trade Union along with the HRM works with the members and maintains a healthy working
climate.
The alliance of labour unions whose members are interested in the pursuit of the
organization's common goals, such as health care, welfare programs and the enhancement of
safety conditions in the sector.
The aim of complaints is to provide workers a forum to express their questions regarding
the workplace atmosphere or interactions with management internally. In particular, there are
complaints regarding such things as changing conditions, over workload, holidays refused, unfair
18

treatment by managers or discrimination, and employee harassment. Unusually, workers can
gather and create a workplace grievance.
Redundancy is often one of the cases when an employee appreciates the presence of a
syndicate greatly. There are complicated laws throughout the redundancy process. Also, certain
companies do not completely recognize their ethical obligations. It can therefore be particularly
difficult for regular employees to know where they are and what their decisions are.
Human Resource Management practices
The HRM plays the most important role in planning requirements of the work and
requirements of the individual. Work requirement is a document comprising the components and
role classification that contains a list of job to be performed by the employee, the degree of
training needed for the position to be performed by the employee. This also explains the steps
needed for the task 's functions. Job details include position title, career overview, place of jobs
and work duties and the individual they report to. Instead, qualification, experience,skills and
responsibilities are part of a job specification. With regard to skills, preferred credentials and the
abilities needed for the role, the HRM screens applications. Online testing, written testing, and
face-to - face interviews are also used to screen the HRM. While the HRM has also established
the job specification, which states what type of candidates, the work requires them(Shin and
Konrad, 2017).
Job specification
Job role: Sales manager
Department: Sales departments
Job role summary: Sales manager is one of the essential part of the company workforce who
can working for enhancing the sales and profit of the firm. This person play an effective role of
connecting the customers and increasing sales volume. In this sales manager can research the
market and company data so that effectively work on enhancing the image of the organisation.
This helps in maintaining the intrinsic and extrinsic resources in appropriate way so that firm
will gain higher profits.
19

Responsibilities
Perform duty related to enhancing sales and profits
Identifying data and facts related to sales and purchase
Proper knowledge regarding code of conducts.
Qualifications and skills
Good communication skills
Fluency in English
Effective skill of making network
Masters degree in sales
Person specification
Job role: Sales Manager
Department: Sales
department
Attributes Essentials Desirable
Essential Competencies  Knowledge regarding
the sales and
convince the people
towards the views and
products.
 Good communication
and manipulating
skills.
 Ability to maintain and
analysing the past and
present data for
improvising sales and
profits.
 Effective knowledge of
managing sales.
20

 Emphasis on retaining
the customers for
longer period of time.
Job advert
XYZ is one of the leading company that invites the number of applicant who are
interested to managing and controlling the sales department and in this they need proper skills
and knowledge like masters degree of sales and marketing with minimum 6 month experience in
sales department. It also have good communication skills with fluency in language like English.
It is very important that a person have a good track record in the market.
Age- Maximum age limit is about 30 years
Company offers- A competitive package that involves the attractive salary, incentives,
insurance, traveling expenses and many more that are beneficial for the professional
development and growth in the business industry that the sales role.
Interested applicants are visit in walk-in-interviews with their essential documents like CV and a
passport size photograph on 4th October between 11 A.M to 5 P.M.
Interviews questions
 About Yourself?
 What are the major role of sales manager?
 Reason to join this organisation?
 Tell about your strength and weaknesses?
Job offer letter
Job offer letter
6 October 2020
21

PQ
XYZ
Dear AB
The company is very excited to hire you as a sales manager of the company. To the number of
applicant our management team can select you because of your good skills, experience and
ability to perform the task. You can join your job from next week with all your legal documents
. The firm wishes you to best off luck for your new professional journey on this company. The
management welcomed you as a new team member within the organisation.
Best regards
PQ
XYZ Manager
Explain HMR activities within an enterprise by illustration utilizing YXZ LTD.
Alignment of company priorities with HR Plan: The priorities are evaluated and
integrated into the organization's HRM policies focused on the core roles undertaken by HRM,
such as hiring, selection, appraisals, success improvement, and training and growth.
Selection and recruitment: That is the way to select people on the grounds of their
credentials, their previous accomplishments and the organization's fitness for employment. The
recruiting and hiring measures include recognizing and evaluating positions, designing job
requirements, drawing up succession strategies, choosing the search team and adopting
recruitment plans, examining candidates and planning shortlists, interviewing, hire hiring and
succession completion. The above mentioned recruitment and selection procedures are followed
by YXZ LTD. The history verification is conducted by YXZ LTD for local corporate workers.
Labor force Planning: It affects management of results. it is the calculation of a specific
employee's productivity level. YXZ LTD success is assessed by a digital service platform that
tracks staff engagement, day-to-day activities, and the manager's appraisal list. The evaluation of
22

employee results using an automation method leads to restricted workplace recruiting, since the
job is completed automatically
Training and Progress: That is the method of changing and educating workers the
organization's job procedure. Global organisations carry out training for workers at YXZ LTD.
When the entire life cycle of preparation is over and the corresponding examination completed,
the employee was put on board. This approach aims to increase the level of consumer
fulfillment.
In the recruitment and selection process, technology plays the most significant role.
Technology is utilized in recruiting and selection processes through a number of approaches. The
most important that can be described is internet infrastructure, multimedia media and social
networking
Online resource: Includes internet services such as monster work, career directories and
blogs. The work requirements on these pages can allow candidates to pick the right jobs online.
The listing of employment would render the applicants more conscious of work. This will raise
awareness among candidates about the job requirements, thus helping the HRM select the right
candidates among the crowd.
Digital Platforms: Tumblr and Quora are web channels. Writing a company blog for the
work requirements would help in widespread awareness-sharing of the work. For growing age
group, Facebook is deemed very common. Such form of campaign would also potentially serve
to increase the visibility of the workforce. Digital platforms will help attract better job applicants
and thus publicity on such platforms will actually help attract more desirable job applicants.
YouTube can also make promotions. This method of advertising presents the strategy statement
with a pictorial depiction. The pictorial description helps the candidates to better understand their
work profile and, therefore, better understand their job specification. Video ads also sometimes
help to better and accurately understand the job description. These techniques are also viewed as
being very successful from the perspective of businesses because there are no costs for
promotional work.
Social Networking:The Social networking platforms like LinkedIn may be considered as
the safest ways to reactivate career posting. LinkedIn is a community in which companies access
23

the platform with their practitioners. Social networking platforms are known to be highly useful
for job choice, thereby helping to enhance the recruiting and selection process. The work posting
platforms are deemed available, thereby helping to advertise the job freely and draw more
applicants to the job interview
Conclusion
I firmly agree that the Human Resources Management Course would help me develop my
organizational capabilities in the future. It's really informative to know how to give a
presentation to many others and how to examine employment, organizational strategy, hire and
choose human resources. I have little doubt that the HRM course I have completed would enable
me to operate a human resource manager business. This knowledge encourages retaining
successful jobs and developing a reputation as a successful businessman. I am acquired in the
organization, research, growth, evaluation and understanding of market dynamics. Everything I
learned from the course would motivate me to be a good leader in the growing corporate
environment. The workshops helped me learn strategies to address challenges, interactions,
decision-making, ethical management and assessment.
24

References
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business &
management. 2(1). p.1030817.
Beer, M., Boselie, P. and Brewster, C., 2015. Back to the future: Implications for the field of
HRM of the multistakeholder perspective proposed 30 years ago. Human Resource
Management. 54(3). pp.427-438.
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.
Ferraris, A., Erhardt, N. and Bresciani, S., 2019. Ambidextrous work in smart city project
alliances: unpacking the role of human resource management systems. The International
Journal of Human Resource Management. 30(4). pp.680-701.
Fung, L. and et. al., 2015. Impact of crisis resource management simulation-based training for
interprofessional and interdisciplinary teams: a systematic review. Journal of
interprofessional care. 29(5). pp.433-444.
Gallardo-Gallardo, E. and et. al., 2015. Towards an understanding of talent management as a
phenomenon-driven field using bibliometric and content analysis. Human Resource
Management Review. 25(3). pp.264-279.
Geissen, V. and et. al., 2015. Emerging pollutants in the environment: a challenge for water
resource management. International soil and water conservation research. 3(1). pp.57-65.
Jabbour, C.J.C. and de Sousa Jabbour, A.B.L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: The CSR‐HRM co‐creation model. Business
Ethics: A European Review. 24(2). pp.125-143.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of management. 42(6).
pp.1723-1746.
Shin, D. and Konrad, A.M., 2017. Causality between high-performance work systems and
organizational performance. Journal of management. 43(4). pp.973-997.
Smith, A., 2016. Experiential learning. Edward Elgar Publishing Limited.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-145.
25

Stone, D.L. and et. al., 2015. The influence of technology on the future of human resource
management. Human resource management review. 25(2). pp.216-231.
Thornton, G.C., 2015. Assessment centers. Wiley Encyclopedia of Management, pp.1-3.
Žitkienė, R., 2015. The management model for human-resource outsourcing among service
companies. Intelektinė ekonomika. 9(1). pp.80-89.
26