Table of Contents INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 ExplainingthepurposeandfunctionsofHRMapplicabletoworkforceplanningand resourcing an organization.....................................................................................................1 Explaining the strength and weaknesses of different approaches to recruitment and selection. ................................................................................................................................................3 TASK 2............................................................................................................................................7 Describing the benefits of different HRM practices within an organization for both employer and employee..........................................................................................................................7 Evaluating the effectiveness of HRM practices in terms of profit and productivity..............8 TASK 3..........................................................................................................................................10 Key aspects of employment legislation that impacts HR decision-making.........................10 Evaluation of employee relations and use of HRM practise................................................11 TASK 4..........................................................................................................................................14 Applications of HRM practices in a work related context along with specific examples....14 CONCLUSION..............................................................................................................................16 REFERENCES..............................................................................................................................17
INTRODUCTION Human resource management is the function of the organization that deals with issues related to people such as hiring, performance management, organization development, safety, wellness benefits, employee motivation etc. the purpose of human resource management is to sustain the professional interest of employees and develop their capacity and development level. Present study will be base on Human Resource management in the context of Merrill Lynch Firm which is situated in Central London. Further, In the study will be explained about the functions of HRM that provides talent and skills appropriate to fulfill the business objectives. In order to recruit and hire the great talent for that present research also explains about the different approaches of recruitment and selection. Report will also explain the effectiveness of the different HRM practices in terms of raising organizational profit and productivity. At the end of the segment the study also presenting the documents. TASK 1 Explaining the purpose and functions of HRM applicable to workforce planning and resourcing an organization Definition of Human Resource Human resource is the part of the business organisation that better deals with people and their issues within the organisation. Besides, human resource development also supports the staff activity and ensuring and fulfill their role at work. Human resource management is the process of training, appraising, acquiring and compensating employees and attending to their labour relations. Purpose of Human Resource Management Human resource department ensures the source of competitive advantage. It regards people as the most important single asset of the organization (Albrecht And et.al., 2015). HRM is proactive in its relationship with people and seeks to enhance the organizational performance in its relationship. The purpose of the organization that makes the better understanding and also sustained the business effectiveness. The main objectives of HRM is directly related to an organizations mission and goals. Functions of Human Resource Management 1
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Planning :HRM is responsible for planning employee development and procedure by which the management ensures the productive environment within the organization. Planning is the crucial practices performed by the HR manager in order to sustain the working & positive environment. Planning ensures the actual performance and how to strengthen the future performance. The basic objective of this function is to optimize the employee performance and avoid imbalances in the distribution and allocation of human resources (Banfield, Kay and Royles, 2018). Recruitment & Selection :the core function of HRM is to recruit the right person for the right place within the organization. Recruitment is of the basic job of human resource services. Nowadays, recruitment & selection process is become complex procedure for the company due to high competition within the environment. It has been documented that there is dissimilarity in enrolment and selection practices reflecting an organization strategies. This is successfully measured thesystematicformof developmentprocesstorethink the processobjectives. Recruiter and employmentare generally is measured by the number of positions. HR manager liable to recruit person, scanning the hiring efforts with managers responsible for making the final selection of candidates (Berman And et.al., 2019). Training & Development :Training and Development is the another core function of HRM for that they always plan something new and (innovative) than before. This is the most important function within the organization in which HR manager is responsible for getting the new managementcriteriaoftrainingandmakeemployeesmoreeffectivelysustainableand productive. This function of HRM ensure the new skill set for employees that followed by the new techniques and methods to perform the specific task. It can help Merrill Lynch to make the employees more productive and challenging. Another purpose of this unction is to make employees expertise in different areas. Performance Management :Performance management is an effective procedure the managers used to measure the job performance of an individual. By applying the distinct management theories. Managers and workers collectively plan for the same pace in order to contribute the management functions (Brewster and et.al., 2016). HR manager has been used different methods of performance management such as performance reviews, self evaluation, Peer evaluation, target setting for individual groups, Measuring individual group output etc. Compensation & Benefits :Another functions performed by HRM is to set the compensation benefits for employees and introducing the new policies and performance standards. It has been 2
shown that those organizations whose havinggood compensation benefits for their productive employees (Cascio, 2015). It better drives its personal costs, manages the performance of employees and rewards the extraordinary performance. Hard & Soft practices of HRM Soft Practices : ďˇEmployee training and development ďˇDeveloping teamwork performance ďˇImplied the just in time approach ďˇTotal quality management Hard Practices : ďˇStrategic quantitative aspect replaced and seen as disposal. ďˇHard models look at people as a financial resources. Explaining the strength and weaknesses of different approaches to recruitment and selection. (A) Internal Recruitment & Selection Internal recruitment is the process which has been done within the company without any involvement of external support (Emerson and et.al., 2016). In internal recruitment HR Manager a company has decides to recruit persons from an organization. In the form of promotion, transfer, employee referral, external recruitment eliminates these problems but is more expensive and time-consuming. As a business owner it would help to better discover the certain things to better analyse the performance. Transfer Transfer involves the shifting the persons from present jobs to other similar jobs. In the process of transfers an employee shifted to another place from one place to another. Advantage ďˇIt is the easiest way of recruitment & Selection (John and Taylor, 2016). Disadvantage ďˇTransfer rigid the scope of further innovation. Promotions :Promotion is the another way of recruiting employees within the organisation. Promotion is the new opportunity for the employees to get promoted job place along with higher pay scale and benefits. Advantage 3
ďˇPromotion makes employees more productive and energetic. ďˇPromotion can also improve the employee morale. ďˇNo error in selection process. Disadvantage ďˇPromotion can make other employees low to not get any appraisal which might be the cause of employee turnover (Mura and Horvath, 2015). (B) External Recruitment & Selection. External process or ways through accomplish their work into the best possible manner. External recruitment and selection process but is more expensive and time-consuming. External recruitment is the process where the method is deciding the work out goals more clearly. This will help to continue the work objectives that assures the better management objectives. Advertisement :Advertisement is the source through company can recruit number of candidates as per the required set skills. Advertisement for the job profile can be done through different sources such as newspaper and professional journals (Nankervis And et.al., 2016). Preparing good advertisement is a specialized task. Advantage ďˇIt involves various scope and methods through company can take help for the recruitment and selection. ďˇNewspaper advertisement through different social media sites. Disadvantage ďˇIt occurs high cost and time to recruit and took the whole process. Employment Exchanges :Employment exchanges is the source which has been authorized by thegovernment (Noe And et.al., 2015). Such organization provides employment facilities to unemployed persons. So overall this is the another option that company could adopt. Advantage ďˇIt increases the chances of number of recruitment Disadvantage ďˇMore time-consuming On Campus recruitment :On campus recruitment from colleges or schools open up the great opportunity to get the fresh and talented candidates for the organization. The student is spotted during their studies (Noe And et.al., 2017.). 4
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Advantage ďˇIt open up the great opportunity for recruiters as well for the candidates. ďˇThis would affect the long-lasting work opportunity gain. Disadvantage ďˇIt involves high cost and time taking process. Recommendation of existing employees :This method or recruitment has been done on the basis of recommendation by employer or employee both. Some employees recommend their company to their family, friends. Advantage ďˇIt increases the business strategy. ďˇIt also helps to gain the high productivity Disadvantage ďˇSourcing candidate and selection might be difficult. ďˇCandidates can quit the job very quickly. Recruitment Sources Recruitmentmethodsofselectionwhichmakesthepeoplemorecomplexofchangein inefficient. ďˇApplicant initiated ďˇEmployee Referral ďˇSocial Service agencies ďˇOutplacement services ďˇJob affairs ďˇCo ops and internships Selection methods Selection is the next process after recruitment where the final candidates have been chosen for the vacant position (Sparrow, Brewster and Chung, 2016). Selection is the negative process than recruitment because in this process only few candidates will b chosen for the next process or task. There are given some methods and techniques for the selection that company could adopt. Behavioural questions In this method candidates were asked some behavioural based questions to understand how the prospects thinks and the types of choices they set. This behavioural test is also helps to 5
know more about the individual behaviour to understand about the honesty. Behavioural tests is the another process of challenging and leading the business that understand the outcomes and goals. Personality Tests. Personality tests is the another method of selection in which manager got to know more about the individual person (Stewart and Brown, 2019). In this method person has been measured by different criteria and makes the better understand the targets.For example :The persons who hate conflicts and bad environment it means the person can better handle the uncertain and conflict issues. Personality test helps HR manager to better understand the individual level and better understand the opportunity and target. Face to face Interview Face to face interview is the last method or process of selection where the managers and the head of the department decides weather candidate is selected or not. Face to face interview is the best process to judge an individual (Stewart and Brown, 2019). In this process of interview the whole process deciding the final selection decision. Face to face interview process enhance the opportunity level of the organisation that generate the highest developing performance for the growth of the business. Methods to attract job candidates ďˇThrough consultancies & agencies ďˇDirect applications ďˇword of mouth ďˇOpen days ďˇInternet ďˇOther media sources etc. TASK 2 Describing the benefits of different HRM practices within an organization for both employer and employee. Human resource management is the important source for the organization that can help to make the understand and gaining the better understanding of the organization. HRM is the effective development that develop the new emerging market opportunity (Albrecht And et.al., 6
2015). It is the set procedure that HR manager has been followed. HRM is the another most competitive way to deal with the organization goals and objectives to be more effective and fluctuating. There are many benefits that obtain by both employer and employees in different. Benefits of HRM practices for employer Organizational Culture:Organization culture involves bringing together values, company vision. Effective HRM practices enable to maintain the good organization culture and maintained the value or the company vision beliefs and traditions. Establishing company standards, and make the working opportunity (Banfield, Kay and Royles, 2018). The Best human resource practices can help to better development process in order to develop the best practices. For example : HR manager provides the good compensation and benefits to employees that encourage them into the best possible manner. By having good practices of HRM gain the advantage for the employees benefits. Planning for change :By the help of training and development employer get benefit to plan for the new changes that better take the company advantage and goals. By the help of new change and new development it can help to better understand and opportunity (Berman And et.al., 201). The business this certainly affect the business organization and organize the different opportunity and gain. By applying the different theories and motivation employer get benefited through different range or style. Development of goods relations :Employer get good environment from the office in order to gain the management opportunity. By the help of good practices of human resource development it would gain the different opportunity for the people. For example recruitment and selection, give rewards to employees all such practices of HR manager helps to maintain the good relation with the employees (Emerson and et.al., 2016). Productive employees' performance:Employee effective performance obtained the productive outcomes for the company gains. Organization should always offer the best training and practicestoemployeessothatitmakestheemployeeworkmoreenergetic.Employee performance has been increased by the help of extrinsic and intrinsic reward system. Extrinsic reward system belongs to tangible rewards in which manager of the organization offer some exciting offers to employees such as bonus, incentives etc. besides, that intrinsic reward system arenon-physicalwhichoffergoodrelationshipetc(JohnandTaylor,2016).allsuch development is beneficial for the best advantage and result goals. 7
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Benefits of HRM practices for employee. Individual development :HR practices is connected with the employee development where the aim of each practice is to enhance the work efficiency level of an employee. This is the first benefit that HR practices has been given to employees to get to know different learning and information in the context of different opportunity task.For exampleTraining and Development makes employee more educate skill full and knowledgeable to perform the particular task. Increasing employee morale :Another benefit of HR practices to employees is it maintained the employee interest with the organization objective. This is the another benefit that employee get from the good practices of HRM (Mura and Horvath, 2015). Promoting positive behaviour :HRM good HR policies are the another reason due to which employees have always connected with the same firms. Such environment makes employees behaviour positive and optimistic. Such situations happily consisting the work opportunity and gain the different gain opportunity. Financial and non Financial :this is the another practices by the organization that effectively gain the advantage for the better environment and also the makes Evaluating the effectiveness of HRM practices in terms of profit and productivity. Learning and development Human resource management is the essential business opportunity and gain that certainly helps to make the business environment more productive and efficiently work. However, The HR policies and procedures are always meeting the company needs and wants according to different aspect or the development process (Noe And et.al., 2015). Effective working and healthy HR policies has always beneficial for the tasking opportunity work performance. HRM increases the profitability of the organization in different context as per given below: EffectiveHRMpoliciesandpracticeshireandselectthebestcandidateforthe organization after posing both hard and soft skills needed requiring for the task. This influencing task performance can make the better performance and task. It also helps to gain the different objectives and gain the different developing performance (Sparrow, Brewster and Chung, 2016). In other words, the impact of HRM policies on the company performance is been given high range of developing styles and also provides the best source of outcomes for the better development of objectives and task. 8
The flexible organisation In order to gain productivity HR should invest on employees' performance such as give them training and development, give them rewards and recognition and ensure the rewards for the productive employees all such practices and environment helps to develop the profitable outcomes. Another way through HRM gain the environment is to provide the good working environment which is free or safe from ensuring the work compliances etc. all such measures make the study more productive for the development. Minimize the threat of litigation Another effectiveness of HRM practices is that it helpful to reduce the threat or uncertainties from the working environment (Brewster and et.al., 2016). HRM effective organization policies can helpful to protect the business environment from the uncertainties happened within the working culture. HR manager can help to make the secure environment to resolve the employee issues before escalate and become a serious problem. This is how HR manager gain the productivity environment in the business. This is how HR can improve profitability growth for the business. HRM policies and procedures also helpful to monitors the company work culture and performance of employees. Every organization has distinct company culture, it would help to maintain the employee morale and sustained the employee relationship with others. These practicescanalsoveryhelpfulforthecompanytomaintainthecompanyprofitability. Recommend the HR strategies are the most significant growth for the organization to gain the business opportunity and gain (Cascio, 2015). Effectiveness of Training & development to organisation ďˇIt helps to trained employees or new candidates as per the choice of the requirement. ďˇIt improves the individual skills and existing strategies. ďˇIt helps to introduce staff commitment and motivation. ďˇIncreased job performance and employee satisfaction. ďˇIt helps to develop the customer satisfaction ďˇincreased the value of employee. 9
TASK 3 Key aspects of employment legislation that impacts HR decision-making. Employee relations refers to the relationship between company and employees that are working in the organization. Management should ensure that there must be healthy relationship between employees and employer so that, productivity will improve (Heyes, J. and Lewis, 2015). Employment Legislation - It is a very wide area as it covers all the areas of the relationship between employer and employees of the company. Employment laws includes different types of administrative, federal rules and regulations. The major aim of developing employment legislation is equal treatment of employees regarding all the aspects such as equal employment opportunity, fair salary etc. Terms of Employment are agreed between employer and workers at the time of recruiting the staff. Such as job responsibilities, sick days, salary etc (Gibson, 2015). EmploymentLegislationinUKregulatestherelationshipbetweenemployees, management and trade union. These regulations define the rights of employees regarding minimum wages, working time, right to participate in decisions that is collective bargaining, right to get equal treatment by employer etc. Human Resource Manager of Merrill Lynch should consider all the elements of various employment legislations at the time of taking decisions related with human resource of the firm (Guest, D.E. and Clinton, 2017). These are as follows - Equality Act, 2010 - Equality Act was implemented on 1stOctober 2010. Main objective of the Act is to prevent discrimination among employees in the organization, to improve discrimination law and to support the equality of the workers etc. The Act has replaced other laws like Equal Pay Act, 1970, the Employment Equality Regulations, 2003 etc. One of the major element of Equality Act, 2010 is equality that is, Manager of Human Resource Department in Merrill Lynch should ensure the equality among all the workers of the organization during the process of recruitment and selection. There must be no discrimination among candidates on the basis of caste, religion, sex etc (Griffiths, E. and Vaughan, 2016). Equal Pay Act, 1970 - The Act defines that men and women should receive equal amount of compensation for similar type of work or similar job position. The Act is mainly related with sex discrimination regarding payment. It does not deals with discrimination on the basis of pay. 10
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The Disability Discrimination Act, 1995 - The Act is applicable to the companies that employs over 20 employees. Employer is responsible to support the needs of disabled persons and to provide the right to access transport, education facility etc. Health and Safety Act, 1974 - The Act has defined the structure for regulation of welfare, health and safety at the workplace within UK. It covers the responsibility of employer, contractors and employees at work and those who are responsible to manage them. Human Resource Manager of Merrill Lynch should take all the necessary steps for protecting the employeeâs against the use of dangerous substance while offering services to the clients. Health, safety and wellness of the staff are important factors of the perception of employees towards the fair treatment by the management. Initiatives for health and safety of the employeeâs is a part of Human Resource Management approach. Employer of Merrill Lynch should utilize the resources in programmes forpromotinghealthandsafetyoftheworkerssuchaspreventivemeasures,wellness programmes, disability management etc. Health and safety of the staff should be a part of overall strategy of the firm. It will help to improve productivity of employees, to increase level of staff retention and to prevent loss of time of workers etc. It will also supportMerrill Lynch to achieve the objectives of the organization (WingâFai, Gill, R. and Randle, 2015). Evaluation of employee relations and use of HRM practise. Factors influencing employee relations ďˇEmployee relations get influenced by industrial history ďˇEconomic satisfaction and dissatisfaction can also affect the HRM practices. ďˇSocial psychological satisfaction can affected by the HRM relations. ďˇNegotiating skills and attitude of management and workers.ďˇPublic policy and regulations can affect the employee relation. Employee relations - Employer and employee are interdependent on each other. The employee relationship should be mutual and strong because more the workers will be happy it will help to improve the productivity of staff. It includes individual as well as group relations. The term individual 11
relation means relation between workers and employer (Daykin, 2018). Whereas, collective relations means relationship between association of employer and trade union. Elements of employment relations -There are mainly three parties involved they are: ďˇEmployees ďˇEmployer ďˇTrade Unions and other associations ďˇGovernment agencies etc. ďˇThe process of industrial relations involves- Various types of disputes and the mechanism to resolve them. It also includes participation of employees at their workplace. Collective bargaining between Trade Union and representatives of employer. ďˇThe result of industrial relations include : It will result in collective agreement between employer/their representative and employees/trade union etc. Or tribunal will take decision for resolving the dispute. ďˇStrategies for improving employee relations. ManagementofMerrillLynchshouldtakestepsformaintainingbetteremployee relationship in the company. Such as - ďˇLeader should influence the employees to discuss the tasks with each other. They must be given authority to take decision. ďˇManageroftheorganizationshouldmakeeffortsformaintainingeffective communicationamongworkers.Thiswillhelptoremovemisunderstandingsand confusion (Dingwall, R. and Frost, 2016). The above strategies will help Merrill Lynch to improve employee relationship in the firm. This will help to promote productivity of work. Trade Union - Trade Union is a union made up of workers. One of the major aim of trade union is to protect the interest of the members of the group. There are some activities of trade union such as securing the increase in salary of employeeâs etc. are not just for the benefit of members of the union but for all the workers of the organization. The role of Trade Union are not just related with the workplace but, there are some other work of trade union such as lobbying etc. that helps to modify the laws of UK and to obtain new rights for the employees (Lewis, D. and 12
Vandekerckhove, 2018). Generally, in UK the working of trade unions are not dependent on any employer of the firm. Importance of Trade Union in UK - Trade Union performs various activities for protecting the interest of the members. These are as follows - ďˇCraft union will represent skilled workers that belongs from similar occupation. ďˇGeneral union will represent unskilled workers that belongs from different occupations. ďˇThey help to negotiate the terms and conditions with the employer of the company. Such as terms related with compensation of employees etc. ďˇOne of the major role that trade union play is discussing the major changes that takes place in the firm such as redundancy of workers etc (Magntorn, J. and Winters, 2018). ďˇTrade Union act as a link between employees and management and helps to discuss the grievances of members with the employer. ďˇThey also play a major role in providing information and advice to the employees. Such as financial advice or legal advice etc. Manager of Merrill Lynch should make efforts for improving the relationship with trade union. This will help to improve the performance of workers and provides benefits to both employees and to employer. There must be proper communication between organization and workers for resolving any type of conflicts etc. If there is effective communication between employee union and company, it will help the employer to develop the best strategies for handling the disturbances of the market. It will also result in better working relationship. Improvement in relationship will help in better negotiations with the management (Lewis, D. and Vandekerckhove, 2018). TASK 4 Applications of HRM practices in a work related context along with specific examples. HRM business practices are the set of activities and documents which contains some specific development results that affectively work for the betterment and maintained the work objectives. That effectively manage and work and select the employees productively. Job Specification for HR business manager 13
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Job specification is the HR essential document that specify the actual requirement for the job profile in which manager mentioned the all requirements of the company from the candidates (Emerson and et.al., 2016). In other words, Job specification has consists the roles and responsibilities of the vacant position. Job Specification Job Title :HR business manager Report to :Department Manager Job Overview :Merrill Lynch looking for a competitive HR business manager who is confident and have good experience of work in previous firm. Roles & Responsibilities ďˇCandidate is responsible for developing the business strategies ďˇDelegate work to subordinates as per their skill set. ďˇSupervise the activities and monitoring the employees activities. Preferred Qualification ďˇBachelor degree in Management ďˇHave experienced of 2-3 years ďˇMaster in Business Administration. What we offer to employees ďˇA competitive working environment.ďˇAttractive salary + incentives and bonus. Person Specification. Person specification is the another HR document which either prepared by the company or an individual to measure their own desired and actual skills (Emerson and et.al., 2016). In other words, person specification is a description of the qualification, skills, experience and knowledge, and other attributes which a candidate must posses to perform the job duties. Area of responsibility RequirementEssentialDesired Candidate should have 14
Leadership & Management skillsofmanaging work in over pressure Shouldhavehandled theteamof5-10 people. Good understanding of equalityissuesand how they work Technical Skills Efficient in Microsoft office and excel. Prompt in Data base & cloud. Abletopromote businessthrough digitalization. Planning & Organization Efficientinplanning the business plan. Efficient in organizing andstaffing employees. Excellentinmarket trends and demand of the customers. Budget ControlAbility to control the unnecessary expenses. Abilitytoapplythe cost-cutting techniques. 15
Efficienttomake budget plan as per the required cost. CONCLUSION The above Report has outlined that there are different objectives and functions of Human Resource Management that helps the Manager ofMerrill Lynch Firm to manage the workers so that, objectives of the firm can be achieved. Further, the Report has outlined various advantages and disadvantages of methods of recruiting employees such as internal and external methods. It has also described benefits and limitations of selection methods that firm uses for appointing candidates on vacant job positions. Moreover, the Report has explained various Human Resource practises that helps to improve the performance of the staff and to achieve goals and objectives of Merrill Lynch. The main aim of developing employment laws and legislation is to provide equal treatment of employees regarding all the aspects of the employment such as equal employment opportunity, fair salary etc. Equality Act, 2010 helps toensure the equality among all the employees of the organization. There are various strategies that helps to improve employee relations such as promoting communication etc. Trade Union in UK plays a major role in undertaking various activities for protecting the interest of the workers. Better relation with trade union helps to improve productivity of the work. However, the overall study has been concluded that how much human resource management plays a most important role within the organization who is a responsible for maintaining the employee relation & sustaining the business aims and objectives. Study also sustaining and leading the business gain in order to maintain the efficient work efficiency within the business organization. However, the study concluded that how much business get affected in terms of positive and negative manner without the support of employees. 16
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Lewis, D. and Vandekerckhove, W., 2018. Trade unions and the whistleblowing process in the UK: An opportunity for strategic expansion?.Journal of Business Ethics.148(4). pp.835- 845. Lewis, D. and Vandekerckhove, W., 2018. Trade unions and the whistleblowing process in the UK: An opportunity for strategic expansion?.Journal of Business Ethics.148(4). pp.835- 845. Magntorn, J. and Winters, L. A., 2018.European Union services liberalisation in CETA(No. 0818). Mura, L. and Horvath, P., 2015. Some aspects of human resource management.SGEM 2015: 2nd,11. Nankervis, A. R. And et.al., 2016.Human resource management: strategy and practice. Cengage AU. Noe, R. A. And et.al., 2015. Human resources management.Instructor,2015. Noe, R. A. And et.al., 2017.Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge. Stewart, G. L. and Brown, K. G., 2019.Human resource management. Wiley. WingâFai, L., Gill, R. and Randle, K., 2015. Getting in, getting on, getting out? Women as career scramblers in the UK film and television industries.The Sociological Review.63.pp.50- 65. 18