HRM Report: Analyzing Dext Information Technologies and Services

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Dext Information Technologies and Services, a medium-sized enterprise. The report begins by outlining the purpose and functions of HRM, emphasizing its role in workforce planning, resourcing, and achieving organizational goals. It then delves into the strengths and weaknesses of different recruitment and selection approaches, evaluating their effectiveness. The report further explores the benefits of various HRM practices for both employers and employees, focusing on their impact on organizational profit and productivity. Key aspects of employee relations, employment legislation, and their influence on HRM decision-making are also assessed. The report concludes by illustrating the application of HRM practices in a work-related context, providing a rationale for specific approaches and evaluating employee relations and the applications of HRM practices. The analysis covers topics such as HRM planning, performance management, learning and development, and rewarding systems, with specific examples related to Dext Enterprise, highlighting the importance of HRM in fostering a positive work culture and ensuring employee satisfaction and retention. The report also evaluates different HRM practices and their effectiveness in raising organizational profit and productivity.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.....................................................................................................................................2
MAIN BODY.............................................................................................................................................3
TASK1........................................................................................................................................................3
P1. Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization.............................................................................................................................................3
M1. Assessing how the functions of HRM can provide talent and skills.................................................4
P2. Strengths and weaknesses of different approaches to recruitment and selection..............................4
M2. Evaluating the strengths and weaknesses of different approaches to recruitment and selection.......5
D1. Evaluation of the strengths and weaknesses of different approaches to recruitment and selection.. 5
TASK2........................................................................................................................................................6
P3. Benefits of different HRM practices within an organization for both the employer and employee.. .6
P4. Evaluating the effectiveness of different HRM practices in terms of raising organizational profit
and productivity.......................................................................................................................................6
M3. Assessing different methods used in HRM practices........................................................................7
D2 Critically evaluate HRM practices and application within an organizational context, using a range
of specific examples................................................................................................................................7
TASK3........................................................................................................................................................7
P5. Importance of employee relations in respect to influencing HRM decision making..........................7
P6. Key elements of employment legislation and the impact it has upon HRM decision making............7
M4. Evaluating the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context......................................................................8
TASK4........................................................................................................................................................8
P7. Illustrate the application of HRM practices in a work related context...............................................8
M5. Provide a rationale for the application of specific HRM practices in a work related context.........11
D3. Evaluating employee relations and the applications of HRM practices..........................................13
CONCLUSION........................................................................................................................................13
REFERENCES........................................................................................................................................14
Books and journals:...............................................................................................................................14

INTRODUCTION
Human Resource and people who are working in the organization are the most resources
in the management. It is a function of management which is concerned with recruiting, training,
motivating, and managing people in the organization. When there is need of talented staff in the
organization, HRM will source the suitable candidates (Chandler, J., 2017). It also focuses on
managing illness problems, vacation time, bereavement leave as well as other daily issues
without causing any need of contribution of senior staff management. This will help to resolve
issues among employees and make decisions which are appropriate for the employees. The
report is going to prepare on the Dext Information Technologies and Services which is a medium
enterprise introduced in 2010. The company has it’s headquarter in London, United Kingdom.
The respective company puts powerful tool which are for real time and accurate insights to
support other companies to be more profitable and productive (Chase, R. B., Shankar, R. and
Jacobs, F .R., 2018). Dext Company has its specialties in receipt processing, invoice processing,
accounts payable automation, bookkeeping efficiency as well as expenses management. As a
medium enterprise, the company involve 201-500 staff members in the organization. So the
HRM is to make sure that operations in the company will go in smooth way; and provides
training to their employees to ensure that they will do their work in an effective manner.
MAIN BODY
TASK1
Purpose and the functions of HRM.
Human resource management is the management to develop coordination among
employees of the organization to achieve common goals and fulfilling the needs of staff and
maintain the satisfaction of their employees. HRM focus only on internal parts of the Dext
Enterprise such as how an organization can use their employees, processes or the technologies in
an effective manner.
Purpose of the HRM:
 To achieve organizational goals: It is important for an effective HRM to fulfill the goals
of the company and to meet the requirements of the company. Organizational objectives
may include staff requirement, payroll management, workforce handling, training and
development and many more.
 Work Culture: Work culture plays a significant role in the performance of the business
plus to define HRM (Dekker, S., 2017). To create a positive vibes in the organization
empowering employees and quick operations helps a lot.
 Employee Motivation: HRM helps employers to keep motivating to their staff by giving
powers to them, taking feedback and reviewing on things, involve them in decisions,
meet personally and many more.
 Retention: It is the top priority for HRM to keep employees motivated and retained.
HRM focuses on the training and development of the employees to keep them retained so
that good state of employee turnover is maintained.

Functions of Human Resource Management:
 Human Resource Planning: Human resource planning is all about the future
requirements of the organization that what kind of employees does the company require
and how many. This will help in recruiting, selecting and to manage performance and
provide proper learning and training.
 Performance management: Managing performance is essential to make sure that
employees are staying productive and engaged (Demirkan, I., 2018). Good performance
management showing the good leadership, provide open feedback and setting down the
clear goals to the employees.
 Learning and development: Human resource management enables the employee to
develop their skills and talent so that it will be helpful to meet the requirements of the
organization.
 Rewarding: Compensation and rewarding are the integral part of the organization to
attract the right candidate for the right job and to the company. Rewards included
salaries, wages but also the opportunities for growth and career, recognitions,
organizational culture, status, satisfying work life balance.
Functions of HRM can offer skills and talent.
Learning is very vital to enhance the skills of their staff and making organization in
effective learning environment. A good HR manager spends time for the continuous learning to
their employees and give them more experience. This will help in creating revenue and a
successful position in the marketplace. HR experts give his best to discover the new ways to
enhance the effectiveness of the organization and employees in their job roles and to secure them
to adapt in challenging business environment. To enhance the skills and talent of the employees
training may be directed in two methods such as on the job as well as off the job training. On the
job training is the training which provide during the job because it helps to learn regular business
operations and polishes the concepts of the organization (Eriksson, M. and Spångberg, J., 2017).
While off the job training is given to specific employees who can contribute to increase the
intellectual capital and skills by advancing modern knowledge such as research practices or
operations with advanced technological equipment. Human resource management plans an
effective training and development program for the employees so that they can identify their
career goals that can also reflect their business policy. After providing effective training to the
employees they recognize more responsibility to manage their own careers. Training and
development program is critical for the success and the productivity of the organization.
P2. Strengths and weaknesses of different approches.
Recruitment: Recruiting is a process in which business managers identify, attract,
interviewing, select, hiring an on-board employees. In simple words; it is the process in which
needs of the business employment are to be identified with the purpose to filling it. HR manager
is responsible for all such activities.
Internal Recruitment External Recruitment
Strengths: This method of recruitment is a
cost effective method and can
This will help the business as
new employees bring new ideas

post the moral of employee. It
also helps to retain top talent
and reducers the turnover of
employees
and opinions. New employees
comes with fresh enthusiasm
and skills.
Weaknesses: The drawback of this method is
that it may limit the number of
the possible talent (Flynn, R.,
2019). And minimizes the
chances to get ideas and
perspectives that outside
applicants can bring.
It takes time and it involves
high engagement in the process.
Employees who are newly
recruited are not familiar to the
business.
Selection: While selecting an employee is a process of identifying right person from a list
of many candidates (Gaur, A. and Kumar, M., 2018). Selection is the process in which different
strategies are engaged to help manager to decide which candidate is best suitable for the
particular job.
Strengths of Selection process:
 It helps to avoid any business while recruiting the right entrant.
 By this process it helps to remove the applicants who are not capable for the job roles and
who are lacking with their knowledge, proficiencies and abilities.
 It provides a policy to assess the candidates further through reference checking and strict
verification.
Weakness of Selection:
 Sometimes the process is unreliable as employees were not honest at the test.
 Employees will demotivated as this process removes the candidates which are not
suitable for the job and also by the cause of limited seat numbers.
M2. Evaluating the strengths and weaknesses.
It has been evaluated that recruitment aims to create job opportunities for the job seekers.
This process is simple and candidates requires to submit their application without any hustle
from the company. By recruitment process, the HRM department needs to select only appropriate
applications and this process doesn't take time and efforts also it is budget-friendly for the
candidates. But on the other hand; selection will reject all the unsuitable application (Genovese,
A. and Et.al., 2017). This process of selecting candidates is insensitive and complicated; also it
takes time to select the right candidate to the right job.
Critical evaluation of the strengths and weaknesses
Quick decision making is one of the resilient example of internal recruitment. Managers
give direct promotion to their employees is one of the internal recruitment example. To recover
any vacancy a HR manager transfer their employees from one place to another or from one
position to another. But the drawback of this method is that fresh ideas is lacking and employees
do their job with the same mindset and enthusiasm. Advertisement is an appropriate method to

invite candidates to get into the process of recruitment but on the same time it takes a lot of
searching and screening and to find right possible candidate as a result the process gets more
expensive.
TASK2
P3. Benefits of different HRM practices.
Benefits of HRM practices to employees:
 Create a positive environment: One of the key roles of HR manager is to make sure
about impact of the workplace environment (Gürel, E. and Tat, M., 2017). Positive work
environment provides employees confidence to speak up about their difficulties they are
facing in the teams or the company.
 Drafts and revise employment policies: Another benefit of HR practices is with
employee policy. Such policies do more help than business comply with labor law and
employment law.
Benefits of HRM practices to employers:
 Conflict management: HRM practices play the role of mediator or counsellor to resolve
the conflicts which have been rising between team members or among other employees.
By HRM practices; an employer take the right course of action to make sure that nothing
gets out of the hand.
 Health and safety: HRM practices provides different policies and procedures to the HR
manager. It helps to ensure that employees understand the risk of carrying out specific
activities.
 Training and development: It helps the HR manager by providing various tools and
techniques to train and develop the individual to enhance their skills.
P4. Evaluating the effectiveness of different HRM.
Different practices of HRM help to maximize productivity and performance of
organization, few are listed below:
Raising organizational productivity: HR is the person who plays the role of selecting
the right candidate to the right job and then examine whether he is working happily or not. Also,
employee understand his work and able to balance his personal life as a result satisfied employee
worked as an asset for the organization and it leads to increase in productivity of the
organization.
Raising organizational profits: HR manager should know the skills of their employees
and trained them accordingly so that they can work effectively and efficiently for the company.
Employees performing task and activities and keep them motivated will result in a maximization
in the profitability of the company. In the context of Dext Enterprise it provides the training and
development to their employees that builds the confidence while in working and increase the
overall productivity.

It has been evaluated that HRM practice is beneficial for both the employees and
employers of the company (Kaplan, A. and Haenlein, M., 2019). It helps to fill the gaps between
management team and employees and make them together to achieve the organizational goal
with a cost and time effective manners that helps to generate the profits and increases the
productivity of the Dext Enterprise.
M3. Assessing different methods used in HRM practices.
 360 degree feedback: In HRM practice; it is one of the most standard method to get
feedback from their employees. The employee’s reports, peers, direct managers and
managers from other departments that the employee discussed with on an assignment and
ask them to give their feedbacks and the employee’s performance, their deliverables,
work ethic, behavior and general capability. For examples; holistic report from remote
working employees.
 Management by Objectives: In this method; employers and employees come together in
the start of every year, quarter and about the goals and the processes which are required
to accomplish those goals for the coming financial period (Hegtvedt, K. A., 2018).
Example; helps in managing monthly or quarterly reports.
 Delight employees with the unexpected: It is one of the greatest methods to delight
the employees in the organization by doing unexpected things in the forms of
compensation, rewards, gifts, certificates and more. Employers should not only
provide to the top of performers but also others for their motivation and boosting
their potential to work hard.
D2 Critically evaluate HRM practices
It has been evaluated that HRM practices helps managers to make communication with
employees that will also build good relations with them. It will support employees by recognition
of their efforts and hard work. To motivating employees, managers provide compensation and
rewarding, health benefits are the good example of HRM policies.
TASK3
P5. Significance of employee relations
Employee relations is a term which are used to define the relations between employers
and employees. The main objective of every employee relations strategy is to enhance their
relationships and collaborations in the Dext Enterprise.
Employee engagement: It has been researched that organizations which have better
employee communication have much increased rates of engagement of their employees.
Employee satisfaction: Employees who have more engagement in the company are
more satisfied than those who are less engaged (Jabbour, C. J. C. and Et.al., 2019).
Communication between employee and employer impacts in a positive way that also satisfy their
job.

Employee experience: Having good experiences of the employees is one of the biggest
evidence of a healthy workplace culture. Open and clear communication helps employees to feel
motivated and involved in which leads to higher productivity.
P6. Key elements of employment legislation and the impacts.
Legislations laws and other regulations such as equal pay act, the employment rights act,
national minimum wage act, sex discrimination act, disability discrimination act and many more
must be obeyed by Dext enterprise at the time of making decisions especially for HRM team
because it can change plan or any decision which are introduced by the HR manager. There are
various key elements which are considered in the employment legislation which are mentioned
below:
i. Wages and remuneration: It legalizes payment of wages to employees of the
organization. This act provides a remedy against an authorized deductions which is
made by employees and it gives right to employees for the delay in paymnets.
ii. Working conditions: It provides right of safety from injury or accident. It ensures
employees health and safety at work. It helps to controlling that keeping and use of
highly flammable substances at work.
iii. Social security: This provides a system of old age benefits for employees, advantages
for victims of industrial accidents or unemployment insurance. It provides relief for
dependent children and mothers, disable employees and more.
iv. Working time regulations. This facilitates employees to work not more than 48 hours a
week on average. The act also called working time regulations or working time
directive. This act also prevents child labor.
v. Sexual harassment.
vi. Affirmative actions.
vii. Trade unions.
viii. Welfare, safety and health.
Employment legislation impact when HR managers take decisions regarding recruitment
and the entire company. Decisions regarding safety measurements and workplace designs of the
employees where the HR peoples should submit with the minimum requirements (Keegan, W. J.,
2017). Legislation also controls the policies for payroll and other remuneration or benefits which
are planned with the working planning and time scheduling. Moreover; employment legislation
also impacts the policies for social security of the business which depends on the situation and
the characteristics of the job.
M4. Evaluating the key aspects of employee relations management and employment legislation.
It has been evaluated that employment legislations or laws provide a safe-shield to the
employees of any company that where they are working, the work culture is safe and secure, they
will get satisfaction from their employers as they make them to involve in an open
communication. Fair wages also a great part of employee’s satisfaction (Letcher, T. M. and
Vallero, D. A. eds., 2019). It provides an equal opportunity and provides benefits to both
employee and employer in the organization by creating a nonviolent relationship also it creates
enthusiastic and positive management which ultimately provides an invitation to the success.

Managing employee relation is crucial element of any business. When employees work together
there is a chance of conflict arise between employee because of mismatching opinions or it can
be any reason which leads to conflict.
TASK4
P7. Illustrate the application of HRM practices in a work related context.
Here is the most ordinarily and broadly used HRM practice- Recruitment and selection is
demonstrated from the practical work related view point of Dext Enterprise for the new vacancy
for account manager.
JOB SPECIFICATION
Job title: Account Manager
Report to: Branch Manager
Job summary: To provide long-term and trusting relationships with clients. The role is to
supervise a portfolio of assigned customer, smartly look out new opportunities and develop new
business with new and existing clients.
Responsibilities:
 Keeping the record of clients
 Prepare account status in reports
 Build new relationships with clients
 Negotiate contracts to increase the profitability
 Convey the message clearly and confidently Give recommendations as and when required Maintain trusted advisor relationship with customer stakeholders, key accounts and
executive sponsors Assist with challenges and issues
Qualifications:
 Excellent customer handling skills

 Good interpersonal and managerial skills
 Ability to solve the problem if arise High school diploma or degree equivalent Negotiation abilities Excellent experience with CRM software. Proven work experience as a Sales Manager, Key Account Manager or relevant role.
PERSON SPECIFICATION
Essential skills:
 Good communication skills both verbal and written
 Strong multi-tasking skills
 Basic knowledge of computer Efficient administration
Desired skills:
 Should be flexible and adaptive while working
 An understanding of importance of good confidentiality practice
Patience and caring attitude is must
JOB ADVERTISEMENT
We're HIRING !!
Account Manager (Full-Time)
It is an opportunity for people to join Dext and become part of Dext's family. We have vacancies for
full-time Account Manager in our company.
5 days a week and addition with various benefits. Training and equipments will be provided. Last date
for applying is 10th May, 2021.
Pay and Benefits
-London Living Wage
-26 Days Annual Leave
Contact us today
If you are interested in our organisation or have any friend or

-Benevolent Pension Scheme relative who is interested for the same please either:
send you CV to 99 Cliftorn Street, London, United Kingdom,
EC2A 4, GB
or email it to [e-mail]
Preparatory notes of interview:
Every organization has a department of human resource management in which they
appointed a HR manager for interviewing and to analyze the character and attitude of applicants.
Here are some questions for the purpose of Account Manager in Dext Enterprise which are as
follows:
Q1. What are the job roles of Account Manager?
Q2. How a Account Manager meet the expectations of clients?
Q3. Describe your previous job roles?
Q4. What do you do in you daily routine or how you spend you time?
Q5. Do you feel restless after work hard for you company?
Q6. Tell me your process how you close a new client?
Q7. How you maintain a good relationship with clients?
Q8. How do you experience with salesforce?
Q9. How do you react when your client not responding you or how you deal with them?
Q10. Can we get a feedback or review from your past clients?
Q11. What is the most common objection you get at your former company?
Q12. How do react with challenges and issues?
OFFER LETTER
Dext Enterprise
15th May, 2021
LMN
Dear LMN,
We are grateful to notify you that you have been nominated for the post of Account
Manager in our organization as you have passed all the rounds. Now the last background check
and references are to be done for cross verification. We are more impressed with your

background and also like to formally offer you the position.
CTC 16000
Gross 15496
In-Hand 15380
Security Deduction* 1250*12
PF Deduction No
ESIC deduction Yes
This is a full time position from 5 days working and around 9 hours a day. As per our
conversation, you can join from 17th May 2021, please acknowledge this mail as a sign of your
acceptance. In case of quarries feel free to contact.
Sincerely,
HR Manager
CV
CURRICULAM VITAE
Navvy Soy
125 Main street
London, UK 10045
[phone]
[e-mail]
ACCOUNT MANAGER
Summary: Creative with tally skills with minimum five years of experience to manage the
professional trading accounts, expert in maintaining bookkeeping.
Achievements:
 Improved engagement of community of followers for clients.
 Develop inbound traffic for client’s website by up to 32 per cent.
 Maintain accounts for the clients.
 Use analytics tools to boost the reach to website.
 Collaborate closely and thoughtfully with the web production team.
 Highly create must track the feeds and reviews
Professional Experience:
UYR TY Firm, New York, MD
Account Manager (February 2021-Present)
Develop and manage online financial accounts for the company considering GYU Co., 145 Co.,
and KUI Co.
Notable Achievements:
 Develop and monitor benchmarks to measure the impact of overflow of inventories and
stock.
 Collaborate with various functional units and heads to develop and manage
interdepartmental accounts team.