Human Resources Management

This document provides an overview of Human Resources Management (HRM) in the context of LV= company. It explains the purpose and functions of HRM, strengths and weaknesses of different recruitment and selection approaches, benefits of HRM practices for both employers and employees, and the importance of employee relations in influencing HRM decision-making. The document also evaluates the effectiveness of HRM practices in terms of raising organizational profit and productivity.

Human Resources Management

Contents
INTRODUCTION...........................................................................................................................................4
MAIN BODY..............................................................................................................................................5
TASK 1..........................................................................................................................................................5
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation.............................................................................................................................................5
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection..........6
TASK 3..........................................................................................................................................................9
P3 Explain the benefits of different HRM practices within an organisation for both the employer and
employee.................................................................................................................................................9
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and
Productivity...........................................................................................................................................10
TASK 3........................................................................................................................................................11
P5 Analyze the importance of employee relations in respect to influencing HRM decision- making....11
P6 Identify the key elements of employment legislation and the impact it has upon HRM decision-
making...................................................................................................................................................13
TASK 4........................................................................................................................................................14
P7 Application of HRM practices...........................................................................................................14

Conclusion.................................................................................................................................................16
REFERENCES..........................................................................................................................................18

INTRODUCTION
Human resource is a very important part of organisation which is crucial for increasing the
capability and potential for organisation in order to perform business activities. It is crucial for
company to conduct business enhance human resources activities and increase performance and
productivity of organisation (Ferraris, Erhardt and Bresciani, 2019). Human resource will assist
in improvement in organisational task as well as accomplishment of set objectives. This report
is based on LV= company. This is one of the largest friendly society of UK which is owned by
its members. This organisation was developed in 1843 and its product range includes financial
services such as insurance, life insurance, investment products and pension. This report will
include different function and purpose of HRM along with the advantages and disadvantages of
recruitment and selection approaches. In this different roles of HRM practices in context of
employees and employer is determined as well as different HRM practices for organisational
profits are analysed. Apart from this importance of employee relationship for HRM decision
making is determined along with different legislations.
MAIN BODY
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation.
Human resource management can be describe a the essential process of company which
assist in smooth flow of organisation and management different resources of company. It is
responsibility of LV= company human resource manager to correctly perform different function
and activities of business. This will lead to increase the productivity of employees and
performance of company.
Purpose of HRM
Human resource management of LV= company is developed for full filling different
purpose such as –

Meet staffing needs – Human resource management of respective company is helpful in
meeting with different needs related to staffing (Pham, Hoang and Phan, 2019). In this human
resource management team will conduct different activities such as hiring, selection and
providing training to employees so that the work according to the need of company. Human
resource manager of LV= organisation will build effective workforce plan that assist in full
filling the employees or worker needs.
Compensation – It is very important for respective company to provide right and
accurate compensation to employee. It is the purpose of respective company Human resource
management department to provide right compensation to employees according to their
contribution in accomplishment of desired goals.
Functions of HRM
There are different functions of human resource management which is mention below in detail –
 Recruitment and selection – This function of HRM is related to process identifying and
selecting the most appropriate and accurate employee for performing organisational task
(Baldwin, 2016). Through this function LV= organisation will be able to effective
manage its workforce and place right people at right job role. Training and development – This function can be describe as providing training to
employees in order to increase their capability and performance. Training and
development function of organisation will help in improving skills and knowledge of
employees to meet with business requirements. This is one of the crucial functions of
LV= organisation as it support in improvement in productivity and performance of
employees.
 Performance management – It is crucial for organisation to manage the performance of
employees. this is the important function of LV= company as it will help in identifying
the actual performance of employees as compare to set standards. Performance
management function of HRM will lead to motivate employees for improve their
potential to conduct business task in better manner.

P2 Explain the strengths and weaknesses of different approaches to
recruitment and selection.
There are different approaches and methods that can be use by organisation in order to
attract and influence employees to work with respective company (Chaudhry And et. al., 2019).
LV= organisation is considered specific methods and approaches for recruitment and selection of
more capable employees. Approaches of recruitment and selection have some strength and
weakness which will affect the performance of company.
RECRUITMENT – Recruitment can be describe as the process of finding and stimulating the
most capable and potential employee in order to fill the vacant position of organisation. It is
crucial for LV= organisation to use correct and appropriate approaches in order to attract more
and more candidate to apply for vacant position.
Approaches of recruitment
LV= company is considering online approach for recruitment large number of pool of
candidate to apply for vacant job role.
Online application – This can be describe as the method that is used by company for
conducting its recruitment process. Candidate can apply for job through official website of LV=
company. there are different online methods for applying such as Facebook, Instagram, Twitter
and LinkedIn. Candidate will have to submit their CV and answer application questions in order
to apply for job role in respective company (Basharat, 2020). There are different benefits and
drawback for this recruitment approaches. strength and weakness of online application is
mention below -
 Strength – This is very cost effective method for attracting candidates for vacant
position. It is very essay for respective company to post job on Facebook and other social
media platform to inform customers about the job role and its responsibility.
 Weakness – This is very informal process of posting job vacancy and it is very different
for manager to measure the effectiveness of candidate. Online application will lead to
inform large number of person about the job and this increase the chance of attracting
wrong candidates.

SELECTION - Selection refer as the process through which organisation will identify and
determine the skills and other competencies of candidate. In this process different test of
candidate will be taken in order to evaluate knowledge and capability of a candidate to perform
task. LV= organisation in screening application and CV as per the requirement of company in
order to select most capable candidate.
Approaches of selection
Respective company selection process includes two major steps which is telephone
interview and face to face interview. Both of these approaches are explain below –
Telephone interview – In this approach of selection process, recruiter will conduct
interview on telephone as well as determine the competencies and qualification of candidate for
further selection round. In this step candidate is able to gain better understanding about job role
and working environment of organisation.
Face to face interview – This is effective approaches in order to gain better
understanding and in depth knowledge about candidate behaviour (L'Écuyer and et . al., 2019).
Face to face interview round will be helpful for organisation to ask required question to
candidate in order to determine their knowledge and skill for performing different task and
duties.
 Strength – Both of these approaches are very effective to gaining information about the
skills and other competencies of required candidate. Telephone interview will help in
reducing the number of candidate by rejecting incapable employees. Face to face
interview approach will help in analysing the behaviour of candidate for selecting most
suitable candidate.
 Weakness – Telephonic interview process can be affected due to noise or disturb ace in
call duration. This approach will not be able to analyse the actual potential of candidate.

Face to face interview is a very cost consuming and time consuming method for selecting
correct candidate.
TASK 3
P3 Explain the benefits of different HRM practices within an organisation for
both the employer and employee.
There are different functions and practices of human resource management that is beneficial
for both employees and employer (Denhardt and et. al., 2018). It is crucial for LV= organisation
to correctly perform different practices of HRM and gain maximum benefits. Different human
resource practices that should be correctly perform in respective organisation is mention below
along with its benefit to employers and employees.
Evaluate performance – HRM practices include identification and evaluation of employees
performance. It is crucial part of human resource department as this will help in determine the
actual capability or performance of employees as comparison to the set target of LV=
organisation.
 Benefit for employee – This HRM practice is beneficial for employee as this will assist
in determine what employees has done as compare to the expectation of organisation
(Deaker Stein, and Spiller, 2016). Performance evaluation practice will lead to help
employee to determine their strength and weakness.
 Benefit for employer – This practice of HRM is will assist employer or supervisor to
determine the actual task that is performed by employees as contrast with the set

standards. This practice will help employer to determine the contribution of employee in
accomplishment of set standards.
Training and development – This is the essential HRM practices that will lead to
improvement in skills and competencies of employees (Berman and et.al., 2019). In this human
resource practice LV= organisation will conduct different activities that will assist in increase in
knowledge and capability of employees.
 Benefit for employee – Training and development practice of HRM assist in increasing
different skills of perform that assist in accomplishing personal and professional goals.
 Benefit for employer – By conducting training and development practices, it will be
easy for employer to provide guidance and direction to employees for performing
organisational task.
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and Productivity.
For the organization to manage the people and resources required to apply various kinds
of HRM practices in the effective manner to achieve the higher level of productivity and
profitability in potential manner (Briscoe, Tarique and Schuler, 2012). there are number of HRM
practices that applied within the organization to suitably build the positive relationship with the
employees for attaining desirable goals and objectives. here are the difference kinds of HRM
practices and their effectiveness in terms of enhancing the organisational productivity and
profitability in potential manner.
Pay and compensation HRM practice: Pay and compensation HRM practice is one of most
important fr the organization as well as employees in giving one of their best efforts. The
compensation practice enables to balance the budgetary needs of the organization by using the
attractive compensation to enchant and retain employees in potential manner. in that regards the
compensation analysts and managers of LV= develop or evolve the job description and set the
compensation level on the hourly basis and salaried positions. It is very much essential for
organization to communicate with the employees in regards of the compensation issues so that

they can focus on their work and give one of their best efforts in organisational development and
enhancement. Respective practice adopted by the LV= for enhancing the motivation as well as
productivity as higher compensation enables to improve their living standard and also enhance
retention rate in potential manner.
Recruitment and selection: Recruitment and selection HRM practice is very much important for
the organization in selecting and retaining the one of most potential personnel within the
organization by using the job description and specification in positive manner (Briscoe, Tarique
and Schuler, 2012). respective practice ensure about that organization have the qualified and
skilled workers that can contribute one of their best efforts in organisational development and
enhancement in potential manner. the recruiter place the job advertisement by list out the
responsibilities and duties with required skills by screening the applications for selecting one of
the best candidates. To select the adroit candidates required to commence the interview with the
help of professionals by using the pre employment tests, by conducing the background check and
finally offer the employment to the selected candidate. In context of LV= for selecting one of
best candidate they choose the two to three tier test that helps to evaluate their skills and
capabilities such as written test, interview and many more. By choosing the one of best candidate
organization can be able to get the productive outcomes and can gain competitive advantage in
potential manner.
Training and development: Training and development is very much important for the
organization in giving one of their best efforts by educating regarding priority for them and way
they can give one of their best efforts in organisational best efforts in order to remain competitive
in marketplace (Brewster and Hegewisch eds., 2017). it has been evaluated that in today’s
competitive business environment to remain competitive required to provide the training and
development to their employees so that they can perform in one of best manner. in context of the
LV= they provide on the job and off the job training to provide information in order to attain the
desirable goals and objectives in potential manner. by using respective practice organization can
be able to gain the higher level of productivity and profitability.

TASK 3
P5 Analyze the importance of employee relations in respect to influencing
HRM decision- making.
Employee relations refers to the organisational efforts to manage the relationship in
between the employee and employers for motivating and retaining employees for the long time
(Bratton and Gold, 2017). Organization by adopting the employee relation program provides the
fair and consistent kind of employees so that they can give one of their best efforts and become
loyal. While the employee have the strong relationship with their employers then whole
organization get the benefit of it. With the strong relationship organization can build the positive
work environment and attain the productive outcomes in the long term. In context of LV= they
by conducting the get together and provide free time in which they can understand one another
nature for accomplishing the organisational goals and objectives.
Retain loyal employees: for an organization it is very much potential to have the loyal employees
with them as losing an employees is very much devastating (Bos‐Nehles and et. al., 2013).
Respective situation arise while employees not gain the amiable environment within the
organization. in that regards it is very much potential for an organization to put one of own best
efforts to engage employees. It can be possible by taking care of employees and their benefits
such as by providing the smart remuneration, insurance, family visit and many more other that
enhance their experience level in potential manner. in positive employee relationship
organization can be able to engage their employees and engage oneself that helps in working
creatively.
Increased productivity: The another important kind of outcome that reaped by an organization is
that while an organization engage their employees with the their goals and objectives and share
information with them it proved very much beneficial. It has been analyzed that positive
relationship with the boss is more likely proved productive and employee feel engaged
employees. In context of LV= while employees feel happy by working by analyzing respective

thing they give one of their best efforts so they provide one of best environment to their
employees. Further, employee relations directly influence to the HR decision making as by
connecting with people organization think in creative manner that are very much effective and
prompt in nature.
In that regards it is very much potential for organization to build the positive working
environment in which every individual can give one of their best efforts in achieving the
organisational goals and objectives in potential manner (Armstrong and Taylor, 2014):. In
context of LV= they are very much concerned for their employees and put one of own best
efforts in achieving the best and productive outcomes from them.
P6 Identify the key elements of employment legislation and the impact it has
upon HRM decision- making.
Employee legislation covers the right and duties of the workers to regulate the
relationship with the employers (Bamberger, Meshoulam and Biron, 2014). Every organization
follow the apprenticeship in the HR that helps to learn in regards of employee legislation by
relating the aspects of work, from the recruitment and other kind of disciplines to safety issues.
In context of LV= it is very much potential for organization to adopt the various kinds of
Legislation that direct employees to move in the definite direction to achieve the desirable goals
and objectives in potential manner. here are the legislations that affect on the HR decision
making:
Equality act, 2010: Respective act of parliament of the UK operated with the primary purpose is
to provide environment in which each and every individual should be treated in equal manner in
terms of employment, remuneration and promotional benefits and many more. By using
respective practice by the LV= can be able to gain the higher level of productivity and
sustainability into the marketplace. it has been analyzed that by using respective HR practice
organization can move in right direction as per the laws and regulations that refrain from any
kind of illegal activity.
The equal pay act, 1970: The one of the most important aspect that helps in building the harmony
in the organisational work and processes for achieving the right kind of outcomes from their
employees in potential manner. by following respective legislation organization provides

opportunities in equal manner that enhance their level of motivation and sustainability into the
market place. In context of LV= by using respective practices organization can be able to take
effective kind of decision to remain competitive in the marketplace in potential manner.
Health and safety at work act 1974: Respective act or legislation provides the healthy working
environment in which every individual can be able to give one of their best efforts in
organisational development and enhancement in potential manner (Alfes and et. al., 2013). in
context of LV= with the safety point of view respective organization provides the insurance
facility to their employees so that they can contribute one of their best efforts in organisational
development and enhancement. In that regards it has been evaluated that all practices plays very
much crucial role in HRM decisions as employees by evaluating positive working environment
shows the positive response to join the organization in potential manner.
TASK 4
P7 Application of HRM practices
a) Create a person specification for this Personal Assistant role
Person Specification for Personal assistant
Person specification
Position: Personal Assistant
Functional unit: LV
Attributes Essential Desirable
Qualifications & Experience A relevant professional
qualification is desirable.
Minimum 8 years of
experiences as the personal
assistance
Experience of drafting
briefings, presentations and
other high level
correspondence
The respected candidate must
have adequate level of
experience in the same field so
that they can easily execute the
work and enhance their growth
level in appropriate manner.
Skills and knowledge Ability to follow clear
instructions and manage your
time effectively.
Ability to read and write
Candidate must handle the
work pressure and should own
good decision making
capability so that they handle

English
Ability to work on their own
initiative
Excellent interpersonal skills
and customer care skills,
including negotiation skills
Capability of handling work
pressure
Ability to maintain work
standards and pace.
work responsibility and also
deal with the problems
developed during working.
Moreover, candidate must
have good IT skills which will
assist them in executing the
work in more effective and
simpler manner.
B) Review the CVs
In order to hire best and most suitable candidate for the position of personal assistant, human
resources manager of LV examine CV of three candidates which shortlisted by conducting
online recruitment and selection process. Apart from CV of three job applicants by analyzing
person specification along with job description, it has been identified that there are some specific
requirements for the job position. For providing full satisfaction to the job role there are some
skills which is required to be considered by the human resource manager before selecting the
candidate. These skills are effective communication and time management skills as well as basic
understanding about MS-Excel. After examining the three CV and considering all the
requirements in an appropriate manner, human resources manager finalize job application 2 for
the job role. The candidate chosen for the job role of personal assistant have the skills and
capabilities required for the position. For this, interview session is going to be conducted by the
HR manager so that they can easily analyze all there skills in an appropriate manner. Human
resource manager develop some questions which will assist them in order to examine and
evaluating the skills of job applicants in a detail and most effective way.
c) Produce at least six competency-based questions to be asked at the selection interview for
the Personal Assistant vacancy
Interview Questions
1) Tell me something about yourself?
2) What are your best skills which supports you in your past job activities?

3) How you handle the stress at workplace?
4) Why you think LV would hire for the Job role of personal assistant?
5) What are your weaknesses which influence your job role?
6) If we hire selects you, How long will you be able to serve the company?
D) Rationale
Reason behind analyzing person specification is that there are some skills which are
required to be considered by Human resource managers while examining best and most suitable
candidate for a job role. This will help in selecting the person who best fits in the job role and
can fulfill a the requirements in an effective manner. In addition to this, it has also been analysed
that examination of CV is quite essential, as it assist in understanding the skills and knowledge
of the candidate in an effective manner. Also this will help in comparing the required skills and
current skills of the person so that best and most suitable individuals will be selected for the job
role. Apart from this, it is evaluated that after examining all the essential requirements it is said
that interview session is needed to know the skills of person in detail manner. By doing face to
face communication with the job applicants, human resources manager will be able to know the
exact potential of the person.
e) Critically evaluate the use of a person specification, short listing applications using a
person specification and competency-based selection interviews in assisting an organization
in selecting the best person for the Personal Assistant role
In order to select best person for the job role of personal assistant in LV company, it can
be said that the HR of the company makes person specification in order to finalize that what
skills, knowledge, qualification and experience. Uses of person specification as well as
developed interview question simply help HR manager in finalizing personal assistant for LV.
Personal assistant plays essential role in the growth of the company as they handle every work of
the superior department and also maintains appropriate coordination among the work. Also, good
personal assistant supports manager in executing all the work within the available deadlines.

Conclusion
With the assistance of above stated report, it has been concluded that human resource
management plays very essential role in the growth and development of an organization at the
competitive marketplace. It has been identified that by human resource or workforce of a
business entity highly influence the overall functionality of the business in both positive and
negative way. In addition to this, it has been identified that human resource management have
their own purpose, role and functionality which assist them in performing their business
functions in an appropriate manner at the marketplace. Adoption of human resource practices
and implementation of all the required laws and regulations help in producing positive working
environment at the workplace which assist managers in encouraging as well as motivating the
staff members. As a result motivated staff members work in more effective and efficient manner
and produces high quality goods and services which leads towards the attainment of
organizational goals and objectives in an effective manner. Furthermore, it has also been
identified that there are different types of laws and regulations which needs to be adopted by the
higher authorities and human resource department of the company so that they can perform all
their business functions in more effective and ethical manner.

REFERENCES
Books and Journals
Baldwin, M., 2016. Critical reflection: Opportunities and threats to professional learning and
service development in social work organizations. In Social work, critical reflection and
the learning organization.(pp. 51-66). Routledge.
Basharat, T., 2020. Applying ISPAR Model of Service Dominant Logic on Mentoring a Part of
Training and Development Function of HRM Functions. International Journal of Service
Science, Management, Engineering, and Technology (IJSSMET), 11(1), pp.46-54.
Berman, E.M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Yusliza, M.Y. And et. al., 2019. Top management commitment, corporate social
responsibility and green human resource management. Benchmarking: An International
Journal.
Chaudhry, N.I. And et. al., 2019. Impact of customer-oriented strategy on financial performance
with mediating role of HRM and innovation capability. Personnel Review.
Deaker, L., Stein, S.J. and Spiller, D., 2016. You can’t teach me: Exploring academic resistance
to teaching development. International Journal for Academic Development.
21(4).pp.299-311.
Denhardt, R.B., and et. al., 2018. Managing human behavior in public and nonprofit
organizations. CQ Press.
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.
L'Écuyer, F.,and et . al., 2019. Strategic alignment of IT and human resources management in
manufacturing SMEs. Employee Relations: The International Journal.\
Pham, N.T., Hoang, H.T. and Phan, Q.P.T., 2019. Green human resource management: a
comprehensive review and future research agenda. International Journal of Manpower.
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.

Bamberger, P. A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bos‐Nehles, A.C., and et. al., 2013. Employee perceptions of line management performance:
applying the AMO theory to explain the effectiveness of line managers' HRM
implementation. Human resource management. 52(6). pp.861-877.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.