Human Resource Management Policies & Practices

This assignment requires a critical analysis of the role and impact of Human Resource Management (HRM) policies and practices on employee attitudes, organizational performance, and trust using selected journal articles as references. Key topics include HRM policy roles, internal-external recruitment sources, human resource accounting, strategic HRM engagement, HRIS adoption in public sectors, work hour implications, high-involvement work practices, and the mediating role of trust.

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Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1, M1 Functions and purpose of HRM.....................................................................................1
P2, M2 Approaches of recruitment and selection along with their strengths and weaknesses...3
D1 Critically evaluate the strength and weakness of different approaches to recruitment and
selection.......................................................................................................................................4
TASK 2............................................................................................................................................5
P7 Implementation of HRM activities in the context of organization........................................5
M5 Rationale for the selection of your chosen platform considering the impact technology....6
TASK 3............................................................................................................................................7
P3 Benefits of human resource practices in the context of employer and employee..................7
P4 Significance of HRM practices in increasing organizational profitability and productivity. 8
M3 Different methods used by Tesco in terms of developing its employees.............................8
D2 HRM practices with regards to training development..........................................................9
TASK 4............................................................................................................................................9
P5 Significance of employee relations in HRM decision making..............................................9
P6 Employment legislation and its impact on HRM decision making.....................................10
M4 Key aspects of employee relations management and employment legislation...................10
D3 Critically evaluate employee relations and the application of HRM practices...................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
...................................................................................................................................................13

INTRODUCTION
Human resource is one of the important elements for business organization in which they
helps in attaining overall goals and objectives (Bacon and Voss, 2012). It helps in managing all
the workforce at workplace which leads in accomplishing its objectives in appropriate manner. In
this manager play important role because they use various human resource techniques to satisfy
employees needs by eliminating all the issues which exist in the company. Along with this HR
department considered various task as well as activities to improve performance level of the
company and which activities are management of compensation, performance, recruitment and
selection and many more. By using this manager of the company easily determine people skills
and abilities as per company requirement. Present report is based on different institutes and
companies case study. It will define that how different activities take place in Woodhill collage,
Tesco and ITV. Along with this various purpose and scope of HRM practice is also mentioned.
Effectiveness of human resource management techniques is also mentioned in this report.
Furthermore, various internal and external factors also discussed which helps manager in their
decision making.
TASK 1
P1, M1 Functions and purpose of HRM
Human resource management is one of the important activity within the organization
which is used by the manager enhancing the productivity of the company by improve their
performance level. In this context there are various training and development programs which
develop by the HR manager to make their workforce very productivity and capable. In context of
Woodhill collage, human resource function play important role to filled vacant post by recruiting
skilled as well as capable candidates so that they effectively perform their task and get positive
outcomes. With the help of this, HR department produce high level of workforce which leads in
completing al the task inappropriate time frame. In this context there are some various function
of HRM in Woodhill collage are as follows: Planning: It is one of the important function of HRM in which manager formulate a
future action plan according the need of the company (Banks and Kepes, 2015). In this
manager use as well as manage various strategies to implement all the policies in most
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appropriate manner. With the hep of this Woodhill collage easily know about all the new
as well as vacant vacancies. Staffing and organising: It is core function of manager, if they has a plan than they
know about how many people are recruit within the organization (DeNisi, Wilson and
Biteman,2014). This is important process which is done by the manager which leads in
effectively organizing the people at workplace and attain positive outcomes by them. Employee benefits and compensation management: It is also an important function in
which manager provide better services as well as compensation to their employees in
order to get their satisfaction level. With the help of this they make happy and satisfied
workforce at workplace which direct contribute in improving their performance level at
workplace. Training and development: It is one of the important function of HR manager ion which
they tries to make capable employees. It is possible by providing them qualitative training
and development programs which aid in improving their performance level and also
boosting their skills and knowledge. With the help of this they easily attain their target in
appropriate time frame. Employee relations: Human resource manager is important for organization in which
they engage with resolving as well as eliminating all the problems of the people at
workplace. They always tries to maintain healthy and positive relation among all the
workforce so that productivity and profitability of the company is automatically
enhanced.
Purpose of workforce planning: Human resource planning is important in every sort of
corporations as it enables supervisors in monitoring performance of manpower that will
ultimately helps employer in achievement of their targets in short duration of time. this activity
also ensures identification of needs that here is training and development program is needed
which affects quality working of workforce.
Hence, all the functions are done by the HR department which aid in making capable as
well as skills people at workplace. By this company easily attain profitability level and improve
their productivity. Along with this, there are some main purpose of HRM which help company to
attaining positive outcomes. All these are as follows:
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 Employee motivation: The main purpose of HRM is to provide better motivation to the
employees which directly contribute in improving their performance level. In this HR
manager provide various benefits and rewards which helps in motivating workforce in
which they easily attain their goals and objectives in appropriate manner (Dul, Ceylan
and Jaspers, 2011). In context of Woodhill collage, management of the company assess
the overall performance of the workers and than provide then rewards as per their
performance. With the help of this they easily enhance their productivity level (Giauque,
2015). Policies and procedures: It is also important for company to maintain decorum and
discipline in which HR manager make as well as define effective rules and policies at
workplace which helps in maintaining ethical environment at workplace of Woodhill
collage. Communication: It is also important for collage in which they communicate with various
management level in order to complete their task with more efficiency. With the help of
this Woodhill collage easily improve attain positive outcomes.
 Improvement in efficiency and effectiveness of people: In this HR manager provide
training and development programs to their workforce in order to increase ability of the
workers so that they easily complete their task and attain positive outcomes.
All these are important for HR manager to provide their employees which helps in
enhancing their performance level in most effective manner. By this manager easily attain
positive outcomes in systematic way.
P2, M2 Approaches of recruitment and selection along with their strengths and weaknesses
Various approaches are used by the company to recruit best as well as capable people
within the organization. In this manager use best methods which helps in selecting best people
which directly contribute in overall success of the company. Along with this, every business
organization wants to recruit best candidates who have high level of skills. With the help of this
company attain all the desirable goals and objectives in appropriate manner.
Along with this recruitment is an effective process for every business organization for searching
potential candidates with better skills and knowledge to fill vacant job vacancies within the
company. With the help of this company recruit right candidates for right place which helps in
improving overall performance of the firm. By this manager easily complete their task in
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appropriate time frame. In this context there are some recruitment and selection techniques
which used by the manager of Woodhill. Which are as follows with various advantage and
disadvantage are as follows:
Internal Source: It define an effective way in which company reduce their expenditure
and motive their workforce (Internal and external sources of recruitment, 2011). In this manager
assess overall performance of the people and provide them new post as per their capabilities.
Along with this, in this method manager does not needs to define any kind of induction programs
in order to understand the company needs. In this context there are some advantage and
disadvantage of using this method are as follows:
Advantages Disadvantages
 This methods helps in enhancing the
employees motivational level and also
get their commitment towards the
company.
 By using this manager of the company
able to boost up worker efficiency
level.
 It reduce expenditure of the company.
 This method helps in increasing the
employees interest towards their job
and responsibilities.
 It reduce the chances of innovative
ideas and activities.
 It define various conflicts among all the
employees due to promotion activities.
 It increase demotivation among
workers who are not selected for better
position.
External Source: This method is also effective for business organization in which they
introduce new job which is totally differ form another job profile. In context of Woodhill, they
use this method to recruit right teacher with their higher qualification (Gill and Meyer, 2011). By
using this techniques HR manager determine the pool of talent and also tries to recruit capable
people who are able to required post. In this they conduct an interview session to find out best
candidates towards the vacant job profile.
Advantages Disadvantages
 The main advantage of using this  The main disadvantage of using this
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method is to include new and
innovative mind who are able to
increase creativity.
 By using this manager of the company
recruit more skilled and capable talent.
 With the help of this manager easily
select best as well as qualified
candidates within their organization.
method is that manager does note
measure overall performance of the
people.
 It is most expensive method as compare
to another method.
 This method increase overall cost of the
company because it required training
for new candidates.
D1 Critically evaluate the strength and weakness of different approaches to recruitment and
selection
According to Innocenti, Pilati and Peluso (2011), recruitment and selection is more
important activity for business organization which is conduct by the manager to recruit best and
capable candidates. In this two methods are used by the manager to complete all the task in
appropriate time frame. In this first methods is internal recruitment, in this manager tries to find
capable people form existing workforce. On the other side, external source is also used by
manager in which they recruit right people within the institutions. In this process various issues
are addressed by the management to evaluate the effective performance in which they easily
getting best candidates within the company.
TASK 2
P7 Implementation of HRM activities in the context of organization
The job advertisement towards the management and market as follows:
JOB VACANCY
Vacant seat (Teaching): 3
Topics: Marketing and Management
There is various job vacancy in Woodhill collage and it is one of the biggest as well as best
institution in UK. It is best opportunities for all those candidates who are interested to make a
part of this educational company in order to increase their career growth. So that collage
management provide platform and inviting you to be a part of the collage.
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Qualification required:
 Bachelor's in Marketing and management
 More than 4 years experience in same field
 Better interpersonal skills
 Best knowledge in management of people.
Salary: 13,000 to 19,000 pounds per month.
All the qualifies applicants can easily apply for the post. Along with this interested people
forward their CV with include all the letter stating on collage email id by 15 February 2018. the
selected people will be called for text and interview.
This advertisement post by the Woodhill collage on the website of jibs.ac.uk. Along with
this organization also post their separate notification a well as information in news paper. On the
other side, for top level management of the collage a individual specification and description of
job is also mentioned below:
PERSONAL SPECIFICATIONS
Experience Essentials Desirable
Lecturer experience 2-5 years Minimum 3 years
Technical knowledge Essentials Desirable
Best computer skills Any certified skills as well
as knowledge in computer
B tier
Educational qualification Essentials Desirable
Bachelor's in Marketing and
management
Masters in same field
Phd
Minimum requirement of
masters and Phd in
management
A tier
Personal qualities Essentials Desirable
Communication skills Have knowledge in various English (UK), Spanish
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Leadership skills languages
Reporting times: 9:30 to 6 p.m
Job specification:
MARKETING AND MANAGEMENT STAFF JOB DESCRIPTION
Job description: The selected candidates have a responsibility of effectively manage all the
students as well as deliver best lectures. Mainly he need to be a role model in educational
institute.
Staff member is expected to:
 Needs to certificate in marketing and management field. Have experience in teaching field.
Requirements:
 Best communication skills
 Additional knowledge in technologies
 Certificate in management field.
M5 Rationale for the selection of your chosen platform considering the impact technology
In today's time every company take helps from another companies to recruit capable
people within their organization. With the help of this manager get right people for right job at
right time. By this company attain all the desirable goals and objectives in set time frame. Along
with this, introduction of technology also important for company in which various profiles define
to recruit right candidates (Nabrzyski, Schopf and Weglarz, 2012). In context of Woodhill
collage , they use effective technology which aid in reducing cost of the advertisement in order
to make smooth process to attain better results.
TASK 3
P3 Benefits of human resource practices in the context of employer and employee
Training and development is an effective concept which helps in improving employees
skills and knowledge. Basically it is important activity for each and every workers to boost up
their efficiency which directly contribute in improving overall performance of the company.
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With the help of this company easily increase ability of performing their activities in most
effective manner.
Training Development
This activity helps in improving skills of
employees at workplace.
One of the main advantage of development
activities is to boosting learning level at
workplace.
This activity done for short time period. This activity is complete in long time period.
Every companies conduct training programs for improving performance level of the
employees at workplace which directly contribute in overall success of the company in most
effective manner. In context of Tesco, it is important duty of a manager to make their workers
capable so that they easily handle their consumers and provide them netter services. With the
help of this employees face any kind of uncertainty in order to improve overall performance
level of the company (Osman, Ho and Carmen Galang, 2011).
Along with this, there are various benefits of HRM practices which are considered by
department of the company. For this Tesco invest lot of resources to enhance employees
performance as well as capabilities in order to maintain better decorum at workplace. Along with
this, various methods are also used by the company to determine the training needs of the
employees in which they easily achieve desirable goals and objectives in effective manner.
Further Tesco provide better job training and development activities to the staff members which
considered jib rotation, mentoring, coaching and more which aid in completing all the task and
work in specific time frame.
In this identification of needs in very easy for manager of the company. In case of new
market they have to provide as well as give cultural and environment training which aid in
enhancing the capabilities of the workers at workplace. With the help of this company attain
profitability level by delivering quality services to their customers.
Along with this there are some benefits of training are as follows:
 The main advantage of training is to increase the employees performance at workplace.
 It helps in increasing satisfaction level of the employees towards the job position.
 Training helps in encouraging employee morale in which they easily accept all the
challenges in order to improve their performance level.
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 In increase employee contribution within the organization.
Identification of training needs:
Training is one of the effective methods for business organization to improve employees
performance at workplace. With the help of this workers easily attain its goals and objectives in
given time scale. One of the main advantage of training is to increase skills and knowledge of
workers in which they easily improve their overall performance level. In this context there are
some training needs are identify: Organizational analysis: In this after setting business activities company requires
training because they have to provide knowledge to its workers so that they work
effectively. In this context, TESCO company, manager provide training as per daily basis
and organizational needs and analysis. Task needs analysis: It is also an important to provide better training to its employees
which helps in performing allocate task in effective manner. For attaining better results, it
is important for manager to provide training session to its workers as per their
performance so that they easily determines their needs and improve their performance
level.
 Manpower analysis: It is also important for TECSO to identify the employees needs. In
this they believes to appoint right person at correct place which helps in increasing the
working ability of the employees at workplace.
P4 Significance of HRM practices in increasing organizational profitability and productivity
HR department position candidates according to job specifications and their capabilities
so that they are able to perform activities effectively. They should determine their current
workforce and then conduct appropriate sessions to provide them adequate skills required to
carry out activities and complete it on time (Shaw, Park and Kim, 2013). As a result manager is
able to offer quality offering to customers and making them satisfied by their services. In
TESCO, superiors required to have skilled workforce to manage their branches which are
established in different countries. Executives uses structural program to keep employees
connected with their firm and encourage them to perform their tasks as specified by system. This
tool help company to improve their employees performance and profitability. As employer frame
rules and regulations in respect to performance management, compensation, training and
development. This help manager to direct their subordinates to function and accomplish results
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as per prescribed standards. Human resource department is required to have complete
information about their current workforce and positions that are remaining vacant so that they
conduct recruitment process and select individual which suit for job profile.
Manager organise employees and determine their roles and responsibilities which they
are required to perform so that they are able to attain targets within specified time limit. They
even inform subordinates about tasks which are more importance and to be completed first.
Superiors should keep making improvement in their system, implementing updated tactics so
that they are able to manufacture products easily by using resources efficiently. This help
TESCO in delivering quality items and as per customers requirements so that they are able to
earn adequate profit. Company is able to prosper as they have skilled workforce through which
they are able to handle market complexities in better way (Sparrow, 2013).
M3 Different methods used by Tesco in terms of developing its employees
It is more important for business organization to attain its goals and objectives in
appropriate manner. The development programs helps in attaining desirable results. In context of
Tesco, the main objectives of business is to improve employees skills and abilities in which
manager of the company prepare an effective plan to develop their performance level in positive
manner. Along with this, operational level of the business provide better job training and
coaching to their employees in order to develop their capabilities and make them able workers
who easily take any kind of challenges. Further, feedback is also taken which leads in evaluating
the variances which needs to fix by the company. All these events required finance to complete it
effectively which directly contribute in improving the productivity level of the company.
D2 HRM practices with regards to training development
As per Sturdy (2011), HRM practices are more important for Tesco to improve their
performance level in which manager apply various methods which leads in increasing the
profitability level of the company at market place. Basically it includes training, rewards,
development of people, compensation and many more which helps in maintaining better working
environment. With the help of this company improve employees abilities and capabilities which
helps in maximizing profitability level of the company.
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TASK 4
P5 Significance of employee relations in HRM decision making
Employee relation is one of the important activity foe business organization in which
company put their positive efforts to manage better relationship among all the employees and
employer. With the help of this company attain positive results and also improve overall
performance of the company. Along with this, company provide them fair and consistent
treatment to entire workforce in order to increase their loyalty towards the job within the
company. Further, Superiors is required to keep their employees connected with their job and
dedicated towards their tasks. This term had originated from industrial relations in which they
make them carry activities through which firm benefits. In ITV, administration include their
subordinates in decision making process, giving importance to their opinions. Employer should
have complete knowledge about their workers requirements and timely sort their grievances.
Employee relations had benefit ITV in following ways: Enhance Social Welfare: manager is required to direct their workers to manufacture
products and services through which they are able to satisfy their customers by fulfilling
their requirements timely. Communication: superior should provide complete information to employees about their
duties. They are required to have healthy relationship with staff so that they discuss their
problems and are able to perform their tasks effectively (Troshani, Jerram and Rao Hill,
2011). Positive Working Environment: subordinates function properly if they get good
surrounding in ITV.
 Customer and Employee Satisfaction: superiors should keep their workers motivated
towards their duties and manufacture items as per customers demand.
Therefore, this can be comprehended that employee relations help in encouraging
employees to function effectively so that ITV is able to offer quality products and services to
customers. This help management to accomplish their goals and objectives by making their
system function properly.
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P6 Employment legislation and its impact on HRM decision making
Employer main objective is to improve their subordinates performance by providing them
adequate skills and knowledge. They should provide them positive working environment so that
they carry out appropriate activities. Executive is required to safeguard their system from any
problem, hazard and discrimination in accordance to government laws. These are various
policies which ITV follows in their system : Health and Safety Act 1974: Employer of ITV required to take care that they provide
good working conditions to keep them dedicated towards their work. They should take
care that they are performing their tasks properly (Wagstaff and Lie, 2011). Equal Pay Act 1970: HR should treat all members equally and do not discriminate them
on ground of their gender, race or background. They are required to compensate their
employees according to their job position and capabilities. RIDDOR 2013: Superiors of ITV should provide complete information to government
about all injuries and disease that have occurred in their premises.
 Equality Law 2010: Employer provide equal opportunities to all employees so that they
are able to utilise their knowledge. They should distribute duties according to their
workforce abilities at workplace of ITV.
Administration is required to follow these regulations so that their system function properly as
they provide adequate environment for subordinates, keeping them safe from difficult situations.
M4 Key aspects of employee relations management and employment legislation
Employee relations is an important concept for business organisation which define the
relationship between employee and employer (Flamholtz, 2012). For enhancing productivity of
the company, it is important duty of HR department to eliminate all the issues and grievances
within the company so that workers easily improve their performance level and attain desirable
results. In context of ITV, various policies are used by the HR manager to maintain healthy as
well as positive work environment among all the employees and management. On the other side,
all the employment legislations are also helps in evaluating standardising market practices which
helps in boosting up people empowerment.
D3 Critically evaluate employee relations and the application of HRM practices
According to Wickramasinghe, V. and Gamage (2011), employee relations play
important role in business organization which helps in achieving positive outcomes in
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appropriate manner. If all the employees are the satisfied with business and its environment than
they easily improve their performance level because the management of the company provide
them quality services. Satisfied employees are highly contribute in overall success of the
company. In context of ITV, they provide better training and development programs to their
employees in which they complete their task and attain better results in specific time period.
Along with this, skilled and capable employees are able to boost up overall performance of the
company.
CONCLUSION
From the above mentioned report, it can be concluded that HRM is one of the important
activity for business organization to improve employees performance at workplace. In this HR
department play important role in making capable as well as satisfied workforce which leads in
attaining overall target in appropriate time frame. In this various activities and policies are used
by the management to increase the productivity level of the company as per its requirement. This
project covered three different case studies which based on Woodhill, ITV and Tesco. It define
that all type of business organization use HRM and its tools to increase the productivity level of
the workforce which is in attaining desirable goals and objectives. Further, various recruitment
and selection approaches are also used by HR department to select capable employees for their
vacant job position. With the help of this they improve performance level of the company at
market place.
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REFERENCES
Books and journals
Bacon, T. and Voss, L., 2012. Adaptive coaching: The art and practice of a client-centered
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Banks, G. C. and Kepes, S., 2015. The influence of internal HRM activity fit on the dynamics
within the “black box”. Human Resource Management Review. 25(4). pp.352-367.
DeNisi, A. S., Wilson, M. S. and Biteman, J., 2014. Research and practice in HRM: A historical
perspective. Human Resource Management Review. 24(3). pp.219-231.
Dul, J., Ceylan, C. and Jaspers, F., 2011. Knowledge workers' creativity and the role of the
physical work environment. Human resource management. 50(6). pp.715-734.
Giauque, D., 2015. Attitudes toward organizational change among public middle managers.
Public Personnel Management. 44(1). pp.70-98.
Gill, C. and Meyer, D., 2011. The role and impact of HRM policy. International Journal of
Organizational Analysis. 19(1). pp.5-28.
Innocenti, L., Pilati, M. and Peluso, A. M., 2011. Trust as moderator in the relationship between
HRM practices and employee attitudes. Human Resource Management Journal. 21(3).
pp.303-317.
Nabrzyski, J., Schopf, J. M. and Weglarz, J. eds., 2012. Grid resource management: state of the
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Osman, I., Ho, T. C. and Carmen Galang, M., 2011. The relationship between human resource
practices and firm performance: an empirical assessment of firms in Malaysia. Business
Strategy Series. 12(1). pp.41-48.
Shaw, J. D., Park, T. Y. and Kim, E., 2013. A resource‐based perspective on human capital
losses, HRM investments, and organizational performance. Strategic management
journal. 34(5). pp.572-589.
Sparrow, P., 2013. Strategic HRM and employee engagement. Employee engagement in theory
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Sturdy, A., 2011. Consultancy's consequences? A critical assessment of management
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530.
Troshani, I., Jerram, C. and Rao Hill, S., 2011. Exploring the public sector adoption of HRIS.
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Wickramasinghe, V. and Gamage, A., 2011. High-involvement work practices, quality results,
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Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
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Online
Internal and external sources of recruitment. 2011. [Online]. Availaible Through:
<http://kalyan-city.blogspot.in/2011/07/internal-and-external-sources-of.html>.
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