Human Resource Management Assignment

This assignment requires students to discuss the importance of human resource management in achieving organizational goals. It involves understanding how HR practices can impact employee behavior, engagement, and turnover intentions. The solution will provide a detailed analysis of these concepts and offer insights into how HR can contribute to boosting company performance and reducing employee turnover.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explanation about the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation................................................................................3
P2Explaination of the strengths and weaknesses of different approaches to recruitment and
selection..................................................................................................................................5
P3Explaination about the benefits of different HRM practices within an organisation for both
the employer and employee....................................................................................................7
P4Evaluation of the effectiveness of different HRM practices in terms of raising
organisational profit and productivity....................................................................................8
TASK 3............................................................................................................................................9
P5Analysis of the importance of employee relations in respect to influencing HRM decision-
making....................................................................................................................................9
P6Identification of the key elements of employment legislation and the impact it has upon
HRM decision- making........................................................................................................11
TASK 4..........................................................................................................................................12
P7Illustration of the application of HRM practices..............................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management is a strategic approach which help the business to gain
competitive advantage through effective management of workforce in an organization. In
addition to this it can be defined as a management which is concerned basically with hiring,
motivating and maintaining workforce within business (Alfes and et. al., 2013). The company
which is being taken into consideration in order to carry out the given assignment is Waitrose&
partners. It is a chain of British supermarket, which forms the food retail division of British
largest employee owned retailer, the John lewis partnership. Its headquarter is located in United
Kingdom. This assignment basically focuses on the purpose and function of HRM which is
applicable to workforce planning. In addition to this strength and weakness of different
approaches to recruitment and selection as well as benefits of different HRM practices for both
employer and employee is also specified in this file. Moreover identification of key elements of
employment legislation and the impact its possess upon HRM decision making is specified in
this file. Lastly, a brief focus on application of HRM practice is also mentioned in this report.
TASK 1
P1 Explanation about the purpose and the functions of HRM, applicable to workforce planning
and resourcing an organisation.
Human resource management is termed to be coherent approach to the management
which effectively manage most valuable assets(workforce) of an organization. Like individual
working in an organization contributes to their best in the achievement of the objectives of the
business (Armstrong and Taylor, 2014). The main aim of the HRM department of Waitrose&
partners company is to help the organization to meet strategic goals by maintaining and attracting
employees effectively and efficiently.
Workforce planning, on the other hand refers to the process where an organization links
the employees with its desired outcomes. In addition to this, it also determines the knowledge,
experience and skills requirement as well as chain up the right number of individuals at the right
time on the right place in an organization so as to benefit organization in future (Aswathappa,
2013).

Human resource management of Waitrose& partners company perform different function
and purposes which are applicable to the workforce planning and resourcing in an organization
and they are specified below:
Purpose of HRM
 Effective use of resources: If an organization wants to achieve a competitive
advantage in the marketplace then it is very much essential for the company to
make effective use of resources. It is an essential purpose which the manager of
Wait rose& partners company should consider as it is applicable to effective
workforce planning and resourcing an organization. Thus, optimum utilization of
resources will help in minimizing the cost, minimize wastage of resources and
result in increase in productivity of an organization.
 Working in ethical manner: In order to carry out different operational activities
smoothly manager of Wait rose & partners company should taken into
consideration laws and rules under which the business should operate. For
example, government implemented the law that every organization should have
solar heater, so in that case HR manger of Wait rose& partners company should
ensure that the company has solar heater (Bailey and et. al., 2018). Thus, if the
company perform their operation activities as per the laws implemented by
government then it will help in increasing the productivity and profitability ratio
of an organization.
Function of HRM
 Planning: Planning refers to the process related to thinking about the activities
which are required to be processed in order to achieve the desired objectives. So
its the major function which the HR manger of waitrose& partners company
should perform in order to improve the performance of an organization as well as
to get better outcome in the future in the form of profit maximization.
 Recruiting:It is the process of attracting, short-listing and selecting the suitable
applicant for the vacant job available in an organization. So its the major and vital
function which the HR manger of waitrose& partners company performs so as to
get talented and skilled candidate for the company.

 Training and development: After the candidate are recruited and selected, Other
important function which the HR manger of waitrose & partners company should
perform is to train and develop the candidate so that he /she can become capable
of carrying out the roles and responsibilities which are assigned in an effective
and efficient manner (Bratton and Gold, 2017). Thus, it help the organization to
achieve organization goals on stipulated time period without any hurdle.
Thus, overall it can be concluded that HR manger should ensure that the function and
purpose are performed in an efficient manner so as to result better outcome for an organization in
the form of profit maximization.
P2Explaination of the strengths and weaknesses of different approaches to recruitment and
selection.
In modern era, every organization aims to recruit and select talented and skilled
workforce who can render better outcome for the company in future (Recruitment and selection
process, 2017). So in order to recruit and select best applicant for wait rose& partners company
HR manger uses different approaches of recruitment and selection and they are specified below:
Recruitment is the process of attracting and appointing a suitable candidate for the
vacant job. In addition to this there are two basic method for the recruitment process which the
wait rose& partners company takes into consideration and each have their own strength and
weakness which is specified below:
Internal source of recruitment: It is a process of recruiting the candidate's for the vacant
job from within the organization (Brewster, Chung and Sparrow, 2016). It is used by the HR
manager of wait rose& partners company when they want to retain talented workforce in an
organization. For example through promotion, transfer etc. Thus, this source of recruitment
possess strength and weakness and they are mention below:
 Strength: One of the major strength of this source of recruitment is that
employees morale get increased. In addition to this this process helps in retaining
talented and skilled workforce within the organization. Moreover HR manager of
wait rose& partners company uses this techniques in order to save time and cost
as well which is also a major strength for the company.

 Weakness: The main weakness of this process is that there take place biasness
among the workforce when one among them get promoted. In addition to this the
company also fails to get talented workforce from outside source.
External source of recruitment: It is the process of recruiting the applicant through
outside source instead of recruiting internally (Briscoe and et. al., 2012). HR manager of
waitrose & partners company uses this techniques when they want to hire talented, expert, skilled
and knowledgeable applicant for the organization who can result better outcome for the company
in future.
 Strength: The main strength of this process of recruitment is that wait rose&
partners company will get new and talented staff members. As new applicant will
come up with some more innovative ideas which can result in achieving
competitive advantage in the marketplace.
 Weakness: On the other hand main disadvantage of this technique is that the wait
rose & partners company have to incur heavy cost and time as well on the new
applicant in order to train and develop them. It is a time consuming process and
high cost is incur in recruiting employees externally.
Selection is a process of short-listing the best candidate among the one's who have
applied for the job during the process of recruitment. There are different method of selection and
one of them which is used by HR manager of Wait rose& partners company is online screening.
It means that company prepare a job portal, where large number of applicant apply for the job
and by viewing all the applicant resumes, HR manger select the best and suitable candidate
among those (Chang, Wang and Huang, 2013). Therefore some major strength and weakness of
this techniques are specified below:
 Strength: The major strength of this process is that it helps in saving of time, as
the HR manger does not have to interact and spend time to view the resume of the
candidate face to face. In addition to this it is beneficial for the wait rose&
partners company because company can get talented workforce from all over the
world which will result in increase in the productivity of an organization.
 Weakness: Its main weakness is that it rarely give the whole pictures and in some
cases candidate may not be honest while applying for job. Thus, because of which
company have to suffer from loss.

TASK 2
P3Explaination about the benefits of different HRM practices within an organisation for both the
employer and employee.
In order to mange people effectively Wait rose& partners company use HRM practices.
In addition to this the main objectives of HRM practice is to motivate, manage and develop
workforce in a best possible manner so that they can result to get better outcome for the company
(Chelladurai and Kerwin, 2017). Moreover good HRM practices are termed to be the key
element in enhancing productivity and to achieve objectives of the company. Like some of the
best HRM practices used by Wait rose& partners company is performance measurement,
payroll, administration of employee benefits, training and development etc. Therefore, best HRM
practice beneficial for both the employees and for the employer too and some of them are
specified below:
 Promoting positive behaviour: As a successful company, Wait rose& partners creates
positive working environment through HRM practices, like by keeping employees happy,
job satisfied and productive in their job performance. In addition to this Best HRM
practice reward and reinforce the desired employee behaviour. Moreover employer too
get benefited as if the employees are happy then they will work for the organization in
more better way which will result in development of the company. Therefore managing
employee aspects is the key element which will best fit the Wait rose& partners company
culture and confirms to employment laws and standard.
 Developing employees: One of the best HRM practice used by HR manager of Wait
rose& partners company is to render training and development session to the workforce.
Therefore it leads in the development of knowledge, skills level of the candidate
(Flamholtz, 2012). Thus, it result in increase in employee satisfaction which as result is
beneficial for the employer too as it helps in the overall development of the organization
itself. Training and development program provides an opportunity to employees in terms
of developing their skills and competence which will help in their future career growth.
On the other hand, skilled employees provide benefit to employer in terms of improving
productivity and performance of Waitrose.

 Motivating employees: When the HR manager of Waitrose & partners company render
training and development session then it helps in increasing the morale and motivation
level of the employees (Jackson, Schuler and Jiang, 2014). Therefore employees benefits
must be maximized by the employers of an organization so that they can come up with
better result for the company in future.
 Building flexible workplace: HRM practices like rendering reward for better
performance, adoption of democratic leadership style, letting employees to take decision
by themselves etc, helps in building flexible workplace. If the employees get flexible
environment at their workplace then it will result in increase in productivity and
profitability ratio for Wait rose& partners company . Thus, if employees will give their
best, then it will be beneficial for the employer as well as it will help in finishing up of
task on stipulated time period.
Thus, overall it can be said that good HRM practice will helps in overall development of
the organization in the form of increase in the productivity and the profitability ratio of the
company.
P4Evaluation of the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
In modern era, HR of every company have to perform certain functions so that each
operational activities are being carried out effectively and efficiently. Its the prime responsibility
of the HR manager of Wait rose & partners company to ensure that each activity is being
executed accurately so business objectives and goals can be achieved in stipulated time period.
Therefore, some of the different HRM practices which is used by Wait rose& partners company
in order to raise organizational profit and productivity are mentioned below:
 Employment security: This is the best practice adopted by HR manager of Wait rose&
partners company in order to retain and attract talented and skilled workforce.
Employment security is in the form of employees job security, insurance, health security
etc. Thus, if the employees are secure of their job then they will give their best to the
company and it will result in increase in profit and productivity of an organization (Jiang
and et. al., 2012).
 Selective hiring: This is the second best HR practice which is adopted by HR manager of
wait rose& partners company as it enables an organization to bring in employees who add

value to the company. If the HR will select the best applicant for the company then they
will also come up with exclusive and innovative ideas which will help in achieving
maximum profit and productivity for the organization.
 Reduction of status differences: In Most of the organization it is being seen that mostly
employees are differentiated on the basis of their status either in the form of marital
status, lifestyle of individuals etc. But HR manager of Waitrose & partners company has
adopted the strategy to reduce status differentiation among the workforce so that they can
feel free to work for accomplishing organizational aims and objectives (Marchington and
et. al., 2016). Thus, it helps in raising organization profitability and productivity as well.
 Extensive training: This is one of the best HR practice adopted by Wait rose & partners
company which specifies that after recruiting employees, the major responsibility which
the HR perform is that they render training session to the workforce. Thus, it helps in
developing their knowledge and skills power of the employees. Therefore after training
they also come up with exclusive and innovative ideas as they remain update about the
changes taking place within the organization which result in increase in profitability and
productivity of an organization.
TASK 3
P5Analysis of the importance of employee relations in respect to influencing HRM decision-
making
Employee Relations is a term used by companies to manage employee relationships with
employers. As one of the major supermarket companies, Waitrose & Partners are required to
build healthy relations with their employees. It is imperative as employees are an effective
support system for an organisation and maintaining a healthy relationship with them would
ensure Waitrose's long-term sustainability and future growth.
Employee relations have a wide impact on decision-making of Human Resource
Management in a way that is described below: Discouragement of Conflicts: In a supermarket with various posts and number of
individuals working under same roof, there are high chances of occurrence of conflicts
within the workplace (Pieper, 2012). Healthy employee relations means that managers at
Waitrose must engage employees with each other and promote positivity within the

workplace. It is imperative that there is a healthy relationship among employees as well
as with managers as this would help Waitrose in reduction of conflicts. This is because
where critical decisions are made, the employees have complete faith in the decisions
taken by managers. Moreover, healthy relations would allow the managers to effectively
solve conflicts by taking non-biased decisions based on the facts and ethical behaviour
which minimises this possibility for conflicts. Integration of Goals: Employee relations play an important role in goal integration.
Personal goals of employees are not necessarily similar with organisational objectives
(Purce, 2014). They might not align with the same and this could cause conflict of
interest in their action in case the decision taken by the managers did not align with that
of the employees. Healthy relations would allow them to integrate the goals of employees
with that of Waitrose which would allow them to freely take decisions that are beneficial
for the organisation. Employee Engagement and Commitment: Employee relations also help HR managers in
enhancing the performance of employees and make them more competent as per the
standards of Waitrose & Partners. Good relations would allow the managers to take tough
decisions and performance measure techniques to effectively provide training to enhance
employee performance. With bad employee relations, there are high chances of resistance
which is ineffective for the performance of the company. Thus, it is imperative to
maintain good employee relations to provide better guidance to employees and increase
their competence.
Collective Decision-Making: At an organisation, each decision taken by HR managers
has a wide impact on the organisation. But there are various decisions that which are quite
complex and almost impossible to be taken at individual levels. Good relations with employees
would allow the managers to consult with their teams and other employees by conducting
effective meetings with the employees. Moreover, these meetings would be fruitful as even if
conflicts arise, they would be constructive and beneficial for the organisation (Renwick, Redman
and Maguire, 2013). Thus, it is imperative for managers at Waitrose & Partners to effectively
maintain good and healthy relationships with their employees at every level. This will help in
motivating and maintaining good working environment within firm which ultimately assists in
accomplishing set goals and objectives of company.

P6Identification of the key elements of employment legislation and the impact it has upon HRM
decision- making.
Employment legislation:
It covers a wide range of law and duties that deal with the rights and responsibility of
employee related with the pension plan, retirement,and discrimination in the work safety. It
govern what the employers can expect from the employees. These legislation give protection to
the employee regarding working environment in the Waitrose & Partners. It exist to regulate the
relationship between firm and their employees.
Key elements of employment legislation and its impact on HRM: Employment right act : This act amended by the employment relation act of 1999and
2003.it give the protection to employee regarding working environment in the firm. This
act provide protection against the unfair dismissal at work (Storey, 2014). This law affect
the hr decision and action related with the working condition which is given to the the
employee. Sex discrimination act: This act provide protection to employees against the
discrimination on the ground of gender. it was established in 1975. Hr manager of
Waitrose & Partners can see how sex discrimination can occur in the workplace and how
it can be solved, so this act can help the manager to take appropriate decision. It reduce
the chances of future discrimination in the firm. Act does not require any minimum
length of uninterrupted employment,or any employment at all in case of job applicant for
a discrimination assertion to be made.
 Equal pay act: This act was made because to see that formal pay should be given to
male and female employee equally. HR manager of Waitrose & Partners company can
see out that the men and women should receive same pay for doing the same task. HR
professional create and implement equitable compensation plan if in case employee feel
that an employers in violation of the equal pay act , that individual has a couple of option
that they can sue. So HR manager stands at the heart of addressing the matter and making
changes that will help to attain equality in pay shortly .

TASK 4
P7Illustration of the application of HRM practices.
Job specification is a written statement of employee characteristic and ability that are
required to perform a job a in the organisation. It is a brief version of job description it help the
manger to take the interview when they hire the new employee.
JOB SPECIFICATION
Job title and
description
Marketing manager is the one who manage and control all the
marketing activity.
Education  Bachelor degree in marketing and required field
 Masters of marketing administration .
Experience 2 -5 year experience in marketing field have a experience supervising
and managing the staff
Required skill and
knowledge
 Strong communication and decision making skill.
 Easily handling the customer,
 team work skill
 Experience in global market place.
 Data analytical skills required
 Have a good market awareness
Working hours Required working hour for marketing manager in Waitrose would be
9:30 am to 7:00 pm
Salary £20,000-£40,000
Description of CV: Curriculum vitae is like a resume typically only a one page but the
length of CV is more. It is a brief description of a person contain education, qualification, and
previous occupation. It should be short and concise form include only education,and employment
detail.
CURRICULUM VITAE

Name: Joseph smith
Address:42 oak drive, center city, UK,46258.
Email: [e-mail]
Apply for: marketing manager
Objective To achieve a position of marketing manger in an esteemed organisation.
where I can effectively show my skills and ensure future professional
growth
Professional
qualification
2010-2012 Masters in business administration
2007-2009 diploma in management
2006-2007 Higher education
Experience 2 year experience in internet marketing
Skill Team work
Communication skills
Conflict resolution
Interpersonal skill
leadership Skill
Achievements Increased the conversion rate on website from 1% to 5% with in 7 months
for ABD company.
Developed new promotional companion by bundling product together,
increasing sales revenue by 13% with project year in sales growth of 30%
Computer
knowledge
Well versed with Ms office,windows XP.
Well versed with content management system.
Job offer: It is like a invitation for a right employee. It is a final stage where the potential
employee selected. In simple terms job offer means to select the right candidate for right job and
to give the offer letter to the employee.
Documentation of preparatory notes: While selecting the best and suitable candidate
for organization HR manager needs to do certain assortment on the basis of certain criteria. In
order to identify candidate skill set the interviewer should ask certain question. In addition to this
all the question to be asked must be clear so that an applicant personality could be easily

recognized. Some of the important question which the HR should ask the applicant are
mentioned below:Introduce yourself.
 Tell your Strength and weakness.
 How you will deal with different situation?
 Who directs you?
 Why should we hire you?
 How you handle the typical customers?
Offer letter for Marketing Manager
Joseph smith
42 oak drive,
Center city UK.
Date: 27 December 2018.
Subject: letter of appointment for marketing manager
Respected sir,
We are pleased to inform you that you have been selected in wait rose and partner Ltd.
for the position of marketing manager and your place of working is New York country. please
find your terms and condition of services enclose. Please give your conformation by signing the
original documents. also submit your educational certificate, your medical fitness and credit
checks.
In case of any clarity, please feel free to write us back On the same mail id.
Wishing you all the best.
Sincerely,
John
Human resource manager.
Rational for conducting HRM practices: HR manager of Waitrose & Partners
company carry out different HRM practices like rendering employees reward for better
performance, training and development session, reducing status differentiation etc. Thus, the
rational for conduction such type of HRM practices is that to retain talented workforce within the
company. In addition to this to attract and create brand image and to achieve competitive

advantage in the marketplace. Thus, better HRM practices also lead in increasing the
productivity and profitability ratio of an organization.
CONCLUSION
From the above mentioned report it can be concluded that It is very essential for every
organization to create effective HRM practices. As effective HRM practice helps the company to
mange each operational activities and human resources in an efficient manner so as to achieve
predetermined objectives. In addition to this it can also be concluded that HR department of the
company perform different function like recruitment, selection, training and development, so as
to get better and talented workforce within an organization. Thus, it helps in achieving
organizational aims and objectives in a predetermined period as well as helps in boosting up the
performance of the company in the marketplace. Thus, it helps in reducing employees turnover
ratio as well as increase the organization productivity level too.

REFERENCES
Books and Journals
Alfes, K.and et.al 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Aswathappa, K.E.M.A.L., 2013. Human resource management: Text and cases. Tata McGraw-
Hill Education.
Bailey, C.and et.al 2018. Strategic human resource management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Briscoe, D.and et.al 2012. International human resource management: Policies and practices
for multinational enterprises. Routledge.
Chang, W.J.A., Wang, Y.S. and Huang, T.C., 2013. Work design–related antecedents of turnover
intention: A multilevel approach. Human Resource Management. 52(1). pp.1-26.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Jiang, K.and et. al2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Marchington, M.and et.al2016. Human resource management at work. Kogan Page Publishers.
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
Walter de Gruyter.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals).67.
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
Recruitment and selection process. 2017. [Online]. Available Through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>.

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