Human Resource Management and Performance

This assignment delves into the concept of human resource management (HRM) and its impact on organizational performance. It draws from a range of academic sources to discuss topics such as strategic HRM, employee engagement, the role of technology in HRM, and the importance of considering demographic dissimilarity in understanding employees' perceptions of HR practices. The assignment aims to provide insights into how HRM can be leveraged to positively impact organizational performance.

Human
Resources
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P.1 Definition, function and approach of HRM..........................................................................1
P.2 Different approaches of recruitment and selection...............................................................2
TASK 2............................................................................................................................................3
P.3 Benefit of different HRM practices......................................................................................3
P.4 Evaluate the effectiveness of HRM practices.......................................................................4
TASK 3............................................................................................................................................5
P.5 Employees relation................................................................................................................5
P.6 Employment legalisation......................................................................................................6
TASK 4............................................................................................................................................7
P.7 Job advertisement..................................................................................................................7
Training seminar agenda ............................................................................................................7
Job specification .........................................................................................................................8
Person specification ...................................................................................................................8
C.V. ............................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCE.................................................................................................................................10

INTRODUCTION
Human resources' management is help to increase the internal level of performance and
manage organisation performance. In this context human resources' management is most
important part at the time of decision making in organisation. In this report is focus on different
approach are use in work place and skills of worker in company. The report is based on the BT
organization (Paillé, and et.al 2014). This organisation is basically located in united kingdom
and provide different kind of telecommunication area. In this structure is focus on human
resources practices and employment legalisation, both are most important factor in organisation
and assistance to modification the plane of carrying into activeness in marketplace.
TASK 1
P.1 Definition, function and approach of HRM
Human resources' management is help to manage the human resources in organisation. It
is also called as HR department. Human resource management is help to focus on three most
important area is employees performance, benefit and staffing. It is help to design the working
environment in organisation. In this context human resources' management is help some
important function are as follows :-
 Recruitment and selection :- Recruitment is the operation of bewitching, showing, and
choice potential and well-qualified nominee based on verifiable criteria for a specific
occupation in organisation (Oke and et.al 2016). Recruitment and selection is most
important factor in organisation, it is help to reduce the cost of mistake such as an
unmotivated employees and under-qualified employees in work place.
 Making good working environment :- In organisation is to be focus on maintained the
level of carrying into action in market. It is the social control of the human resource
administration to supply good on the job conditions to the worker so that they may like
the geographic point and the activity surroundings. It is help to manage the internal and
external working condition and manage internal work (Budworth, and et.al 2015). In
organisation human resource management is come up with system to provide financial
and non financial activity to set up the interior working surround.

Every such kind of activity is help to manage internal and external working environment. In
work place function is help to manage work force and administration department. In this way,
company is focus on some approaches are as follows :-
 Hard and soft approach :- In this context this king of approach is most important and
manage internal working environment. In this way, this approach is focus on two
different aspects is hard and soft. In hard approach treat employees simple as the
resources of business. Strong link with corporate business planing and manage internal
and external working condition (Budworth, and et.al 2015). In soft approach employees
are the most important sources in business and help to manage competitive advantages in
working culture. It is focus on long term workforce planing and two way communication
in organisation.
P.2 Different approaches of recruitment and selection
In working situation is to be focus on most important function is recruitment and section
in organisation. It is help to use some approaches in work place and manage internal carrying out
action in working surroundings. Internal accomplishment refers to the operation of a nominee
being chosen from the existent manpower to take up a new business in the selfsame structure,
possibly as a publicity in work place (Sheehan and et.al , 2014). In this context is to be focus on
some approaches of recruitment and selecting are as follows :-
 Internal sourcing :- In organisation internal sources of recruitment and selection is to be
focus on some new vacancy for internal employees in work place only. In internal source
of recruitment is focus on the internal employees and focus on each and every employees
work in organisation. It is help to human resource department that there is no training is
to be needed in working environment.
Strength Weakness
It is help to manage internal working
environment.
In this approach of recruitment is negative
impact on outside candidate.
It is help to reduce the training cost in
organisation. (Sheehan and et.al , 2014)
It will be some time expensiveness in working
environment.

 External sources :- In external sources of recruitment is focus on the outside candidate
and call for the interview in organisation. In this context human resource's management is
help to newspaper, magazine and tread publication for advertisement and manage the
working condition in organisation. With the help to all such item more and more
candidate is to be participate and apply for the respective post in organisation. In this
context organisation is to be used in some important method for recruitment and selection
of in work place. In this way important method are as follows :-
 Systematic method :- In systematic approach is help to manage effective recurrent and
selection programme in work place. Organisation can plan of attack recruiting with a
activated or proactive attitude, response quickly to new job infinite as they arise or
winning the time period to build a pool of eligible nominee before new positions open up
in organisation (Storey and et.al , 2014.). It is help to manage the best candidate for the
open position and focus on more hiring in systematic way.
TASK 2
P.3 Benefit of different HRM practices
Human resource management is most important factor and manage the working
condition. HRM practices execution assessment, career administration, preparation, reward
system, and accomplishment and structure innovation commodity invention, procedure invention
and administrative innovation all such activity is to be incudes in the working environment.
Human resource administration is focal point on the intrinsic and extraneous activity and pull off
the impermanent environment in structure. In human resources practices is focus on the
motivation of employees and career management in work place. In this context motivation of
employees is most important factor and help to increase the level of production and working
activity (Albrecht and et.al 2015). Motivate employees is improved working capacity in future
working environment. It is help to manage the working environment and change the level of
carrying into action in market. In human resources' management is open, flexible and career
management style in working environment. This occurs done the activity of development
extended preparation course of instruction in impermanent condition. In this context benefit of
HRM practices are as follows :-

 Developing employees :- In organisation human resources' management is help to
manage the internal and external environment and development of employees in
organisation. In this context HRM practices is help to development of employees in
working environment. It is help to work is to be done in effective manner in
administration. Hard-hitting organise capitalize on this optimistic outcome of HRM by
portion worker better in working condition.
 Promoting positive behavioural :- In human resource management is help to manage
behavioural activity in organisation and improve organisation behavioural in work place.
In this context organisation work force planing is most important to solve internal
problem in organisation (Albrecht and et.al 2015). In a broad sense, HRM pattern
reinforce and pay-off desired worker action. The flip side of this coinage involves ways
that director don't reinforce or reward worker' unenviable action.
All such kind of factor is help to manage internal and external working condition and manage the
level of performance in organisation. It is help to manage the working condition and improve the
organisation performance in work place.
P.4 Evaluate the effectiveness of HRM practices
Human resources' department is most important factor and better the plane of carrying
into action in working environment. As per the HRM practices is to be focus on some important
points are as follows :-
 Employees performance management :- In this context human resource management
practices is help to manage the internal and external working environment and manage
the employees' performance in organisation. In this context employees performance
management is most important part in work place. Human resources' management is
focus on each and every employees in organisation and manage the level of performance
in market (Purce and et.al , 2014). All such factor is focus at the time of HRM practices
and improve the effectiveness in working condition. It is continues process is focus on
manager and employees are work together in structure. It is focus on the plan, review and
monitor of the employees in administration.
 Learning and development of employees ;- In work place manager is to be focus some
important part is learning of employees about the working environment. In this context
learning is most important part in work place and manage the internal and external

working condition in organisation. Learning is help to development of employees in
working place. Many establishments assess their worker carrying into action on a yearly
or period basis in order to define definite areas that need betterment in working condition.
It is help to improve the internal and external working environment and manage the work
force planing in organisation.
TASK 3
P.5 Employees relation
In working environment is to be focus on employees' relation in organisation. It is help to
manage the internal and external on the job environment. In this context employees relation is
most important factor and help to accomplish the work on time. Managing the strong employer
and employee relation is help to increasable growth rate and achieve success in market. In
working environment is to be focus on improve the level of effeminacy and increase the value of
market. In organisation employees relation is help to manage working environment and manage
the working condition (Purce and et.al , 2014). In working condition employees relation is help
to manage the internal and external working environment and increase the performance level in
market. In BT organisation is help to use some strategy to improve the employees' relation in
organisation. In this context organisation is to be meet some objectivity in work place. In this
context use some strategy are as follows:-
 Improve communication :- In this context employees are improved reactional with
effective communication in organisation. In this way employees are thinking power is
strong and improve the organisation performance in market. Have day-to-day
organization meetings to innovate important message to employees, and permit worker to
inquire questions as well. It is help to change the plane of carrying into action in market
and improve employees relation in administration.
 Share the vision :- In this context is to be focus on share the vision in organisation and
help to increase the performance level in market. To make employees feel better about
the organisation, it is most important to share organisation plane in works place. The
establishment also should view a tuition compensation system that will assistance worker
in farther their teaching while on the job for the troupe. It creates a smarter manpower

and fold worker mental state (Jackson and et.al 2014). It is help to marinated the
performance level in market and maintained the growth rate in work place.
 Career development :- In this context decrease organisation need to take active role in
staff career development. It is help to encourage the manager to work closely with
employees in organisation. It is focus on the improving the staff skills and solve any
problem in organisation is to help increase the performance level in organisation. It is
help to create smart work force and manage the internal working environment in
organisation. It is help to increase the employees moral in organisation. It is help to
maintained the growth rate in market.
P.6 Employment legalisation
In work place is to be focus on internal and external working surroundings and
maintained the level of carrying into action in work place. Employment legalisation is one of the
most effective work and manage working environment. In employment legalisation is to be focus
on some rule and regulation which is help to improve the working condition. In this factor BT
organisation is to be focus on it and help to maintained the level of carrying into action in market
(Jackson and et.al 2014). In this context employment legalisation is help to improve the level of
working condition. In employment legalisation is help to protracted some illegal factor in
corporate world. It is also helped at the time of decision making in organisation and manage
working environment. It is labour law and help to maintained the relationship between workers
and employees entities in organisation. In this context United Kingdom labour law regulates the
relations between workers, employers and trade unions. It is help to manage the internal and
external working condition in organisation and manage the need of the organisation. It is to be
focus on some important factor are as follows ;-
 Diversity :- It is to be focus on farmworker of discrimination of law and help to manage
the which is help to protect employees for unfair treatment in organisation and promote
fair and more equal society in working condition. It is help to manage the internal and
external working environment and increase the level of performance in market.
 Data proaction :- In organisation is to be focus on protraction of data in organisation and
help to manage the internal working environment. To protract data is one of the most
important part in organisation and help to proaction data in work place. It is kind of act in
working condition and provide safety in working environment (Stone, and et.al 2015).

Data Protection Act relation how your face-to-face information is utilized by coordinate,
enterprise or the governance and help to protract the data in working environment and
provide safety in working environment.
 Equality :- In working environment is to be focus on equality act in work place. All the
member in organisation is equally and manage the internal working environment. It is
help to manage the profit and marketing habit in organisation (Stone, and et.al 2015). In
this way each and every worker in organisation is equal and well-kept the carrying out
level in market and help at the time of decision production in structure.
TASK 4
P.7 Job advertisement
Requirement for staff faculty
Advertisement for experienced faculty in financial time of business lecture at UCL.
Post- Lecturer
Required qualification:- Masters in commerce financial business.
Required experience:- At least 4 years experience in any finance department
 Candidate can apply for vacancy with CV and two passport size photographs till 12th
February 2017 on accessed link.
 Shortlisted CV and applicants would be called by organization through email or phone
contact.
 Interview will be held on 15th February 2017 at UCL college,
Training seminar agenda
Employees trading name
trainee name
Rto name
About the training plan
In this report is to be focus on all the training program in 5 star hotel and leadership topics. The
training plan is to be development by RTO. The training plan is working document is to be

focus on each and every activity about the growth and future development.
Job specification
Post:- Nurse position
Report to be sent to:- HR manager of hospital
Objective for job:- To contribute my working efficiency in nurse staff.
To use my skills and knowledge through nurse staff.
Responsibilities:-
 To perform my working abilities by nurse filed.
 To support other faculties for positive environment of organization.
 To establish good relationship with other members.
Person specification
Knowledge
Experience as chief position for 2 years.
Skills
 Activity skills
 Problem solving skills in cooking filed.
 Hard working
Educational qualification:-
Masters in hotel management
C.V.
Personalized information
Name :- Johan Anderson
contact no :-
Email id :- [e-mail]

Professional qualification
 M.B.A.
 B.B.M.
 CIPD level second advance certificate in photographer.
 Approved instructor of photographer and provide training to other.
KEY SKILLS
 Active listening between opposite parties
 Excellent photographer skills.
Experience
 Photographer in Zara magazine.
CONCLUSION
Form the above report is to be focus on the human resource department and some
function to improve the level of performance in organisation. In this report is focus on human
resources' management is most important part at the time of decision making in organisation. In
this report is focus on different approach are use in work place and skills of worker in company.
The report is based on the BT organization. As per the above report is focus on the employees'
relation in organisation. It is help to manage the internal and external on the job environment. In
this context employees relation is most important factor and help to accomplish the work on
time. It is focus on improve the level of performance in working environment and manage the
organisation growth.

REFERENCE
Books and journals
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performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Oke, L., 2016. Human Resources Management. International Journal of Humanities and
Cultural Studies (IJHCS) ISSN 2356-5926. 1(4). pp.376-387.
Budworth, M.H and et.al 2015. Looking forward to performance improvement: A field test of
the feedforward interview for performance management. Human Resource Management.
54(1). pp.45-54.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Darwish, T.K and et.al 2016. The impact of human resource practices on actual and perceived
organizational performance in a Middle Eastern emerging market. Human Resource
Management. 55(2). pp.261-281.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Lester, G.V and et.al 2016. Harnessing Global Mindset to Positively Impact Advances in Global
Leadership through International Human Resource Management Practices. In Advances
in Global Leadership (pp. 325-349). Emerald Group Publishing Limited.
Hui, C., Lee, C. and Wang, H., 2015. Organizational inducements and employee citizenship
behavior: The mediating role of perceived insider status and the moderating role of
collectivism. Human Resource Management. 54(3). pp.439-456.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Brewster, C and et.al 2016. International human resource management. Kogan Page Publishers.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.