HRM Practices at Metropolitan Police Organization

Metropolitan Police
organisation

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1:.................................................................................................................................................3
P1: Purpose and functions of HRM-...........................................................................................3
P2: Strength and weaknesses to different recruitment approaches-............................................4
LO2:internal labour market..............................................................................................................5
P3: Benefits of different HRM practices for employee and employer-......................................5
P4: Impact of HRM practices for raising profit and productivity-..............................................6
P5 Importance of employee relation in respect to influencing employee relation .....................7
P6 Key elements of employment legislation and the impact on HRM decision ........................8
P7 Application of HRM practises...............................................................................................8
Part 2 ...............................................................................................................................................9
CV.............................................................................................................................................11
Preparatory notes for interview .....................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Management (HRM) is responsible for managing organizational employee
workforce, such that it is able to increase the overall work productivity of the organization.
Metropolitan Police organization is the chosen organization for the evaluation in this report.
Metropolitan Police organization is a crowd funded organization which perform operations like
counter terrorism and many others. Evaluation on the purpose the functions of HRM is being
done in this report, with that analysis on the strength and weaknesses of different HRM approach
is also being studied within the report. Analysis on benefits to different HRM practices to
employee and employer is also being done within the report. With that study on different HRM
practices in terms of raising organizational profit and productivity is also being analysed within
the report.
MAIN BODY
LO1:
P1: Purpose and functions of HRM-
Human Resource Management (HRM) is responsible for managing organizational activities and
developing organizational work culture, through which company can achieve high work
productivity.
Functions of HRM- HRM at metropolitan police organization is responsible for performing
several functions, which include services like monitoring the overall work productivity,
recruitment and selection, monitoring changing market trends, developing organizational work
culture, strategy development and many others (Hanić and Jevtić, 2020). Through these
functions HRM tend to make sure that it is able to improve the overall work productivity of
organization.
best fit vs best practice- It is the contingency approach of HR practices on which bases
strategies are being chosen accordingly. The best fit approach tend to showcase that working
strategy is being chosen on the bases of organizational working conditions, through which
appropriate improvisations can be made accordingly. Whereas the best practice is the universal
HR principle which provide organization optimal business performance, due to which current
working process is being evaluated in this approach. Best fit approach will be highly beneficial

for metropolitan police station because the organization has to make sure that it is able to identify
the weak performance areas and make concentrated efforts to tackle them.
Labour market- Labour market is an place at which the workers tend to interact with each
other. Also at labour market employee tend to compete with each other, so that achieve the best
skilled labour. Whereas labours make sure that it is able to accomplish a desired higher job
profile (Stach and et.al, 2017).
Internal labour market (ILM)- This is an internal administrative unit within metropolitan
police organization, in which the pricing and allocation of labour forces is being governed by the
set of administrative ruler and procedures. Through this organization tend to ensure that it is able
to achieve high work productivity.
Impact of technological advantages upon the HR practices- HR has to make sure that it
utilizes the technological advancements, through which it can monitor the organizational
activities more efficiently. This will be highly beneficial for the organization because through the
use of technological advancements inter-department communication can also be improved.
P2: Strength and weaknesses to different recruitment approaches-
Internal recruitment- It is an organizational recruitment process in which candidates are being
selected from within the organization, it can be accomplished by promotion and other
recruitment means. This is highly beneficial step because employee are aware of the
organizational working process. Due to which their engagement towards achieving target is also
high, but company faces limitations in promoting itself through the process of recruiting.
External recruitment- In this process of recruitment candidates are being selected from the
external organizational environment (Soria and et.al, 2017). With this step company tend to
promote itself to the wide range of candidates, through which positive brand image is being
developed. With that metropolitan police organization can also be resourced with new talent and
skill.
Main methods of selection- The process of selection of candidates is being done on several
bases which include the activities like, evaluation of CV of the candidate. In which crucial
information about the knowledge base of the candidate is being identified, with that a proper job
interview is also being conducted by which validity of data can be assured. This is then further
carried to group discussion in which candidates vocabulary and contribution within the group is
also being identified.