Evolution of HRM: HRM Functions, Recruitment and Selection Process

This report explores the evolution of HRM, focusing on HRM functions and the recruitment and selection process. It includes a case study of British American Tobacco (BAT) and discusses traditional and contemporary approaches to HRM. The report also examines performance appraisal and management, as well as the role of HRM in maintaining employee relations and developing human resources.

EVOLUTION OF HRM HRM FUNCTIONS RECRUITMENT AND
SELECTION PROCESS
INTRODUCTION
This report is based on the
case study of British American
Tobacco PLC (BAT).
Company works in
manufacturing sector and
manufactures tobacco and
cigarette. It is one of the
leading cigarette
manufacturers in the world
with its headquarter in UK.
Human Resource Management
(HRM) is a process to recruit,
select and hire employee's for
meeting different positional
requirements of the
organisation structure. It also
TRADITITIONAL
APOPROACH
Traditional approach of HRM
involve planning, job analysis,
recruitment and selection,
maintaining employee relation,
performance appraisal,
compensation management
and training and development
kind of activities.
The philosophy of the
traditional HRM approach is to
sustain and develop employees
of the company in order to
achieve higher growth of the
company (.Prikshat, Salleh
and Nankervis, 2016).
Performance Appraisal
Performance appraisal
is defined as a process to
analyse the performance of
human resources in the
organisation. It's about
assessing the productivity of
human resources of the
company. To evaluate the
employee performance two
techniques can be used.
Goal Theory Locke and
Latham 1979: This is an
effective theory to set the goal
that needs to achieve in order
to prove the efficiency. This
theory guides that goals must
be clear and challenging
enough as well (Madden and
et.al., 2018).

involves sustaining and
developing the skills of human
resources in the organisation.
Evolution of HRM
Evolution of HRM is
considered as the development
of HRM in corporate
organisation structure. HRM
has evolved over the period of
time due to the following
approaches.
Taylors Scientific Approach:
This approach is an efficient
HRM approach that involve
providing suitable
environment to employee's in
order to meet all the
responsibilities attached with
the job roles (Hauff, 2019).
This also involve providing
suitable resources to
employee's so that they can
meet the responsibilities
effectively.
It focuses over character likes
training and development,
recruitment and selection and
other associated
characteristics.
CONTEMPORATY
APPROACH
Contemporary Approach of
HRM is also call as modern
approach that emphasis over
taking competitive advantages
by developing potentials of
employee's and also focus over
recruiting skilled employee's
for meeting the needs of
different organisational
positions in the company.
The philosophy of modern
HRM approach is to sustain
human resources of the
company in such a way that
organisation can take
competitive advantages in the
market by improving skills and
abilities of employee's in
organisation.
It involves developing human
resources in such a way that
organisation can take
competitive advantages in the
target market.
Employee's must carry the
clear vision towards its goals
and also the goal must
challenge as well in order to
improve the potential of
employee. This theory also
focuses over commitment that
drives the employees to
achieve high potentials. This
model also emphasis over
taking feedbacks as well in
regard to overall improvement
and development. Feedbacks
must also measure the
complexity of tasks as well.
Expectancy Theory Vroom
1964: Expectancy theory is an
effective theory of employee
motivation that focuses over
the expectations of employees
attached with the outcomes.
This theory drives the
employee motivation with the
outcomes associated with the

Administration Management:
Administration management is
a crucial aspect of HRM in
company. HRM of BAT
company focuses over
managing entire administration
in order to meet all its roles
and responsibilities. Managing
administration involves
meeting various human
resources needs and also to
provide suitable work culture
that can drive employees to
perform more efficient tasks.
Behavioural Management:
Behavioural management is a
crucial aspect of the HRM
approach used in BAT
Company. This approach
focuses over developing better
work relations with human
resources of the company in
process to drive them to
perform more efficiently (Obi,
Leggett and Harris, 2017).
This also involve maintaining
better relations with human
resources of the company
which also involve solving all
issues of employee's as well.
This theory mostly focuses
BAT company can utilise the
contemporary approach of
human resource management.
Contemporary approach is an
advanced approach that
focuses over expanding the
growth potentials of company
by improving human resources
of the company. This approach
carry more growth potentials
as compare to traditional
approach.
Recruitment and selection
process of HRM is segregated
in the following parts.
Job Role: Operations structure
of the BAT company has
requirements of Logistic
Manager. Logistic manager
needs to take control over all
supply chain management
system operate by the
company.
Selection Process
work. As per the theory in case
the corporate organisation
wants to motivate its work
force it must cope up with
employee expectations
attached with the job role in
respect to incentives, bonus
and salary structure.
As per the organisation culture
of BAT company Expectancy
Theory Vroom is more
suitable theory of employee
motivation. This theory
focuses over meeting the needs
of employee's by giving
suitable outcomes based on the
employee performance and
productivity.
Performance Management
System
Performance
management system is an
approach used to manage
employee performance in the
organisation. IT also involve
assessing the performance of
employees based on the
outcomes or productivity. It
comprises with supervision
and performance review.

over building employee
loyalty.
Organisation Environment
Organisation
environment is considered as
the culture, tradition and work
principles of the BAT
company. Management of
BAT company focuses over
maintaining an effective work
culture in the organisation
structure of the company.
Company management try to
give employee oriented
atmosphere in the organisation
that enables human resources
of the company to express the
skills and talent efficiently.
Organisation environment of
the BAT is open system that
give freedom to innovation
and creativity in work
practices and culture.
HRM Functions involve
activities like recruitment,
selection and sustainability of
human resources. It also
involves activities related to
training and development of
employee's in order to improve
the skills and abilities of
Selection process is
divided in the following parts.
Aptitude Test: HRM take
Aptitude Test in the beginning
to assess the academics
intelligence of candidates.
HRM ask different questions
based on the objectives based
format.
Group Discussion: HRM
further take Group Discussion
round to evaluate about the
total personality of candidates.
In this process HRM give a
topic on which all candidates
need to express the views.
Personal Interview: This is
the final stage involve in
recruitment and selection
process. Based on previous
performances of candidates
few candidates get shortlisted
for this round (Budhwar and
et.al.,2019).
It involves interviews form top
management of the company
to analyse the overall potential
of candidates. Based on the
employee performance
Logistic Manager is appointed
in the company.
Supervision: Supervision is a
process to guide the
employee's in order to perform
more efficient tasks. It enables
stoop management to
supervise and control the
actions of employee's in
process to meet the duties and
responsibilities attached with
the designation.
Performance Review:
Performance review is a
process that involve assessing
the employee's productivity
time to time. Taking feedbacks
of employee performance is a
crucial aspect of the
performance review. IT also
involve making suitable
changes that can improve the
productivity of employees in
the organisation. Meeting the
needs of employee's and also
to solve employee grievances
is also a suitable aspect of the

human resources in the
company. HRM functions can
be based on either traditional
approaches or contemporary
HRM approach.
Performance Management
Performance management is a
process that involves
reviewing about employee
performance by comparing it
with previous performances.
It about to give rating to
employee's by measuring the
current performance standards
in comparison with the
previous performances and
also to focus over different
methods like training and
development in order to
improve the performance of
employee's in BAT company.
performance review.
CONCLUSION
This report concludes
about the different HRM
approaches such as Taylor
scientific approach,
administration management
and behavioural approach.
Organisation functions has
also defined in this report.
Recruitment process like
aptitude test, personal
interview and group discussion
has summarised in this report.
Methods of performance
appraisal has defined.

REFERENCES
Books and Journals
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Hauff, S., 2019. Analytical strategies in HRM systems research: a comparative analysis and
some recommendations. The International Journal of Human Resource Management, pp.1-
30.
Madden, A. and et.al., 2018. Using narrative evidence synthesis in HRM research: An overview
of the method, its application, and the lessons learned. Human Resource Management.57(2).
pp.641-657.
Obi, C. N., Leggett, C. and Harris, H., 2017. National culture, employee empowerment and
advanced manufacturing technology utilisation: A study of Nigeria and New
Zealand. Journal of Management & Organization. pp.1-23.
Prikshat, V., Salleh, N. M. and Nankervis, A., 2016. An exploratory study of HRM roles and
competencies in Vietnam, India and Malaysia. In Asia Pacific human resource management
and organisational effectiveness (pp. 111-145). Chandos Publishing.