Human Resource Management Job Specification

The provided document is a job specification and description for an Assistant to Human Resource Manager at B&M. The role involves generating powerful training and development programs, using efficient motivation methods to enhance employee morale, and achieving objectives in short durations. The document includes a job summary, role, and responsibilities, as well as a person specification with essential and desirable criteria. It also provides a detailed CV for Mrs. Julia Mathew, including her qualifications, experience, and achievements.

HRM
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Functions and purpose of HRM and application of workforce planning..........................3
P2 Strength and weakness of different methods to selection and recruitment.......................5
P3 Benefits of HRM practices for both the employee and employer.....................................7
P4 Effectiveness of different human resource management practices...................................9
TASK 2..........................................................................................................................................10
P5 Importance of employee relations in respect to influencing HRM decision making......10
P6 Key components of employment legislation and its impact on HRM decision making. 11
P7 Application of Human resource management practices in work-related context...........12
CONCLUSION..............................................................................................................................15
REFERNCES.................................................................................................................................16
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INTRODUCTION
Human Resource Management (HRM) define as all the resources from selection of
employees till the end point and all the activities involved for managing the human power for the
accomplish the organization objectives. The major work involved in HR managements is
personal selection, during any causalities to the employees provide fair compensations and as per
the skills or capabilities of employees define their works and responsibilities’. The organization
can achieve their objectives when employee’s skills, experience are properly utilised. HR
management basic missions to access, promote, maintain the skills, adjust the work force with
business transactions (Anderson, 2013). It’s role of HR managements first to hire the right
candidates for job, then provide proper training so that skills of employees always increase and
lastly examine the performances of each employees according to that rewards are given. HRM
department present in every type of organization whether it is profit base organization or Non-
profit base organizations. When HR management work in effective manners it always provides
positive outcomes like increase the profits, growth of organizations in market etc. To understand
the HRM function properly we consider the HRM system of B&M European Retail Value S.A)
one of the leading retailer industry in United Kingdom and establish in year 1978 was formed in
1978 employing over 30,000 staff. With such large number of staff, the HRM departments act as
important role in managing the employees.
TASK 1
P1 Functions and purpose of HRM and application of workforce planning
In organization the employees act as skillful and consist various experiences in
respectively, these employees work together for accomplishment of organization objective and
individual objectives. HR managements involved major functions i.e. adopted the best recruiting
process so that excellent employees selected for respective works in organization, when suitable
candidates are recruit proper training session, induction classes and webinar is conducted so the
skills of candidate improve in best manners.
Purpose of Human Resource management: Most common function of managements is
to enhances the knowledge, skills, working ability of each and every employee so the
organization can easily achieve their objectives. To understand the purpose of HR managements
are describe below:
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Internal customers management: One of prior function of HR managements to select the
best candidates, hence they used effective recruitment policy to invite the desire workforce and
maintain in organization for long time.
Matrices: The HR managers of B&M organization prefer to utilize the metrics
approaches to calculate the cost or expense incurred and encourage whole level of organization.
Staffing: The B & M consist number of employees in their organization, so it necessary
the work-forces they select have the capabilities to perform their task in proper manners. The
mangers require to recruit those candidates how posse some knowledge or skills (Aswathappa,
2013).
Benefits of management: To develop the safe and secure environments among the
employees the HR managers always keep in their mind about employee’s benefits. This benefit
provide safety to employees when any casualties arises during performing the tasks. The HR
managers facilitates following benefits retirements policy, gym & fitness memberships,
reimbursements allowances, paid parking, discounts on auto and other types of insurance, as well
as other fringe benefits and perks.
Employee relation: In organization the HR mangers always try to establish steady &
stable relationship between the top managements and staff members so that both help each other
for attaining the organization objectives.
Laws: the HR managers always comply all the law and order in refer to the employee’s
benefits.
Functions of HRM: Some of the important function of human resources managements are
explained below:
Training and development: One of the crucial function of HR department to provide the
competent training and development program so the employees skill and knowledge enhances
accordingly. These training and development program related improve the capabilities of all
employees so the organization objective achieve in effective and efficient manners. Main motive
to increase the company sales and generate more revenues by preparing the suitable employees.
The training program used On-the-job and Off-the-job model (Brewster and Hegewisch, 2017).
Industrial or employee relations: In industry the HRM managers always maintain
peaceful relationship with labor workforce because some conflicts arise it directly impact on the
production process and then sale of organization decrease. The strong and healthy relationship
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between employees and employers always increase the organization revenues and act as growth
platform for business.
Compensation and benefits: The B& M organization the salaries and wages distribute
among the employees according to their position in business and what level they performing
their jobs. The HR managers decide the salaries and minimum wages by proper examine current
markets. The HR mangers also take suggestion from top managements and treasurer
departments while fixing the salaries.
Recruitment and Selection: The main or we can say major role of HR manager to
appoint those candidates which are best suitable for the vacancy. After use of proper recruitment
process right candidates is selected for the right jobs. When skillful or knowledgeable candidates
is select the organization can utilize his or her skills for achieving the objectives and earn
maximum profits from the markets (Cascio and Boudreau, 2010).
Application of workforce planning: In industry number of labor work forces is required
through this applications location the HRM managers classify the need of workforce and
according to the needs and requirements labor forces is It develop a clear scene of talent supply
and demand problems by expense area.
P2 Strength and weakness of different methods to selection and recruitment
The HR management uses the recruitment and selection method attain the best candidates
from number of application for jobs. First the HR management attract number of candidates for
applying the job positions with help of recruitment methods. When large number of application
received the HR, managers goes to further step i.e. Selection methods, under this method the
application receive in recruitment methods for the job where securitizes and suitable or
knowledgeable candidates is selected. Both recruitment and selection method help the Hr
mangers to hire skillful candidates for vacant jobs. In recruitment method 2 techniques is used
and brief description given below:
Internal: Under this vacant job fill by HR mangers by enhancements of positions of current
employees of the organization (Chelladurai and Kerwin, 2017). The internal recruitment transfer
the current employees to different location of organization, if existing employees performing
well then promotion in job positions, the existing employees inform their relatives regarding job
vacancy etc. Below the strong and weakness of this approach is specified:
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Strengths Weakness
1-The existing employees well known to the
organization behaviours and environments.
2- Under this approaches the HR manager not
required development programs.
3-Employees establish peaceful and
understanding with other employees.
organization well aware about the employee’s
false points.
HR received less number of applications.
Lack of skills and experiences from other
candidates.
External: This approach recruits the right candidates apart from the internal organization. All the
intelligent or eligible candidates are attracting from outside sources. Under this, Managers make
advertisements in newspaper or online mode, visit the colleges or education association to hire
the skillful candidates, some organization make contract with recruitment agency for filing up
the vacancy. Below the strong and weakness of this approach is specified:
Strengths Weakness
 Number of talented candidates able to
participate in recruitment’s process.
 Due to huge amount application from
outside the chances to get talented
candidates is increase.
External approaches required long
duration for recruiting
This process always used the
advertisements due to which cost also
increase
Selection: When recruitment is done and number of application where received now the
selection process start. Under selection process according to the job vacancy the desirable
candidates were chooses or elected. The selection process used Two method for evaluation of
applications and they are describe below:
Systematic: under this approaches The HR managers of B&M follow the systematic methods
which includes jobs scrutiny, explanations, advertisements marketing, supervision, contenders
the applicants, proposed new ideas and lastly initiate the new employees to perform the works.
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These process mostly used by organization in this approach according to that some strength and
weakness show which describe below:
Advantages Disadvantages
 It always shows large quantity of
interest from the candidates.
 Due to proper process there is less
chances of rivalry among them
employees.
 Having lots of step, it always takes long
time in selecting the candidates.
 This approach includes numbers of
expenses.
Unsystematic: As name define its function under this HR managers elect the candidates
through descriptions shown in CV or Resumes of the candidates. This approaches also have
strength and weakness which specified below:
Strength Weakness
 Always helpful to candidates who show
the interest in empty job positions in
Business.
 This approach always boosts the
employees to increase their skills and
experiences.
 Show negative effects on organization
existing employees if wrong candidates
get selected.
 Always create struggles situations
among the top managements and lower
managements.
P3 Benefits of HRM practices for both the employee and employer
HRM Practices: The main function or work of HR managements to select the right
employees and maintain the between the employee’s objectives and organization objectives so
the business run in smooth manners without any conflicts. Because every organization need the
human power or skills to achieve the organization goals and maximize the profits.
Some of the HRM practices specified below according to the benefits of employees and benefits
of the employers:
Four types of Human
resource management
practices
Benefits to Employees Benefits to Employers
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Training and development Both training and
developments programmes
made by HRM is always act as
platform to the employees to
increase it capabilities, skills,
knowledges and way to work
in organizations. In training
the main focus given on
enhancements of existing skills
and learn more new
experiences. And in
developments program moral
and values of employees is
motivated.
When employees work in best
way because proper training
and development provide in
results it increases the
employees’ way work or
achieving the targets and for
the employers it results in
maximisation of profits or
revenues, increments in
productions, more focus on
target achievements in given
time periods (CHUANG and
Liao, 2010).
Employee performance
management and monitoring
The employee’s involvements
in achieving the organization
target is highlights by
performances managements.
and monitoring. The
employees easily share their
view or communicates with
employers regarding any
improvements required or not.
The employers use the
Performance management and
monitoring in following way:
The things which are not
essentials they pay less
attentions.
Less numbers of revival and
struggle situations arises
Payment and reward
management
Rewards given to employees
in either monetary or non-
monetary by employers
according to the performances,
hence the employees always
work in such manner s they
The employers used the
rewards tools to use the
employees’ skills or
experiences to achieve
organization targets and
increase the profits earning of
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receive maximum rewards
from the employers (Daley,
2012).
organization. The rewards
given by employers always
motivate the employees to
work for the organizations
benefits.
Flexible working options The HR managers always
practices in defences or
security of employees working
in organizations. As number of
employees work in B&M the
HR mangers practices to
provide maximum number of
facilities so less number of
employees left the company.
The facilities include work at
home, comprise in working
time, part-time work, home
etc.
When less number left the
company, the employers focus
towards essential organization
works. Adjustable working
environments overcome the
employees work hardships and
they work more effectively.
P4 Effectiveness of different human resource management practices
As we understand the HRM practice useful for both employees and employer multiple
ways. All the practices play vital role in different situation in B& M organization and provide
positive outcome less turnover of employees, job satisfactions and maximize the current profits.
The main 4 HRM practices describe below:
1. Training and development: One of highly perform practices of HRM is providing the
efficient Training and Development programs which helps in generating large number
of revenues and in short duration achieve the organization goals. In B&M number of
employees works hence it necessary the HRM practices training and development
program routine basis (Fulton and et. al., 2011). The Training and development
always help the employees to increase their present skills and experiences so that
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accomplish the given target in effective and efficient manners. The training and
developments programs always benefits for organization as well as employees.
2. Employee performance management and monitoring: Through this practice the
employees’ performances is properly evaluating by performance managements and
monitoring this program open the gates for employees and employers to communicate
each other and share views regarding the set targets. The B& M Hr managers always
use this practice to understand the employees’ behaviours or nature and according to
that formulate the strategy which satisfy both employers and employees.
3. Payment and reward management: The B& M company run their business in
number of countries therefore number of employees work and perform their jobs
accordingly. The Hr managers always rewards their employees when they perform in
organization in efficient manners. The rewards and payments managements play
crucial role to push forwards the employees to work to perform their task in best way
in given time.
4. Flexible working options: The B& M company have multiple level of managements
in which various employees working. According to that adjustable or flexible
working options practices by HR managers so the situation of hardship is eliminating
The Company offers perform the job at home, compromise the time with colleagues,
rotation shifting, part-time and annual hours systems. This flexible option decreases
the chances of employee’s turnover and company profits or revenues increase
accordingly.
TASK 2
P5 Importance of employee relations in respect to influencing HRM decision making
Employee relation: When employees relationship with organization and employers is
steady and stable then working environments for both employees and employers is favorable.
The strong and loving relationship always provide loyal and trustworthy employees in the
organization which is essentials for development of origination. When there is strong and
powerful relations between the employees then chances of conflicts , fights and rivalry is less
because when issues is arises the employer and employees resolve the grievances with mutual
understanding and discussion.
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Importance of employees relations: The requirements of strong and favorable relationship
between the employees and employers are specified below.
 The Good relation of employees remove the conflicts and establish mutual
understandings.
 The employees show interest in work and take less leave from the organizations.
 All the employees work in enterprises as family members.
 The duties and responsibilities among the employees equally delegated.
 The employees easily understand the need of other employees because of strong relation
among them.
 The Good relation between the employees and employers increase the profits and less
number of employees left the jobs (Glendon, Clarke and McKenna,2016). In short duration or stipulated time company generate maximum profits and generate
more sales.
Employee relation influence on human resource management decision making: The HR
managements of B& M company define ways in which effective decision can used: Accomplish goals and objectives: when Strong and good relation of employees present in
organization it always supports in achievements of organization objectives in given time
periods. The HR managers facilitates different training sessions and development
induction program which improve the skills of the employees and as results set goals
easily achieve. Establish strategies and policies: When managements formulate new strategies or make
modification in existing the strategies and plan they need proper participation of
employees and good relation employees always help in making effective strategies.
 Reduce conflict and misunderstanding: When Effective employee relation is established
in organization all the conflicts and misunderstanding is solve by mutual consent and
proper discussions.
P6 Key components of employment legislation and its impact on HRM decision making
Numbers of laws and order are established for the protection of the employees and its
duties of HR manager of organization to follow these law and order to avoid the conflicts. The
B&M company follow the laws and some are specified below:
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1. Equality Act, 2010: This legislation focuses on equal rights of the employees, there
should be no discrimination among the employees for their sex, colour, religion
culture, age and gender. All the employees in organization treat equals
2. Working time regulation act, 1998: this legislation points the working time or hours
in organization. The managers used to follow the law and order and fixed accordingly
the working hours or time. The organization can force the employees to work beyond
the set business time or working hours and organization find of doing this suitable
action will take under this regulation act.
3. Health and safety act, 1974: The Hr mangers always keep in mind about the health
and safety of employees. In some organization hazardous and danger substances is
manufacture then it’s duty of organization to take proper measures for the safety of
the employees working. Due to any reason employees is injured while working then
according to this legislation Hr managers provides compensations and benefits.
4. Minimum Wages act, 1998: under this legislation the B& M organization offer fair
and minimum wages to the labour and staff members.
P7 Application of Human resource management practices in work-related context
As we well aware about the importance of Human resource management roles and
responsibilities in every organization they start work from recruiting the candidates, then
selection of right candidates and other important process so the organization use the skills of
employees to achieving the set targets, they also maintain the balance between the organization
objectives and individual objectives so the he conflicts not arises (Purce, 2014). The B& M HR
managers always evaluates the performances of employees and according to that various strategy
adopted so the employee’s motivation level is high and organization profit and productively also
enhances simultaneously.
JOB SPECIFICATION
organization: B&M
Job title: Manager-Assistants of Human Resources Management
Qualification: - Post diploma courses in Human resource
Essential Criteria:
 Experiences of various departments of organization.
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 Abilities to increase collaborations and knowledges of working forces.
 In time examine the situation and make suitable arrangements accordingly.
Desirable Criteria:
 3.5 years knowledge or skill in retail industry.
 Brilliants and desirable information about the communications.
 Administrative skills
JOB DESCRIPTION
organization: - B&M
Department: Human-resource-management
Job Title: - Assistant to Human resource manager
Job location: United Kingdom
Job summary
B& M well know organization of retails Industry. Required those candidates have abilities to
achieve the company targets in given time periods, excellent communication skill to handle the
customers and work easily in stress situations.
Role: -
 Generate the powerful training and development programmers so the numbers of
employees improve their skills.
 Use Efficient mode of motivation to enhances the moral level of employees.
 Achieve the objectives or targets in short duration of time .
CV
Name: Mrs. Julia Mathew
Contact no.: 36563867352
Email: [e-mail]
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Qualification:
MBA University of Warwick 85.00%
Graduation University of Warwick 72.00%
High education London Covent school 95.25%
Secondary education London convent school 86.48%
Personalized information
Father's name: Mr Josh Mathew
Mother's name: Mrs. Angelia Mathew
Achievements:
 Employee of the month
 Appraisal
 Reward management
Person Specification
Person specification
Basis Essential criteria Desirable criteria
Training and qualification Basic information and
knowledge about human
resource management.
Clear concepts related with
human resource management
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Experience Working under pressure and
handling various employees.
Experience of working in a
busy working environment.
Knowledge and skills Attention to detail Good entrepreneurial skills
Personal characteristics Polite, confident
Ability to work as a team
Good communication and
leadership skills
Special requirements Ability to travel from work Driving licence and knowledge
to use a car
CONCLUSION
From the above given project report, it can be summarised that concept of human
resource management is related with manage employees and their actions at workplace so
company can achieve its set goals and objectives. One of the main benefit of this concept is that
it helps in select right individual for right job at right time. Different methods of recruitment and
selection are there that can be use by manager to fill vacancy at workplace. Further, various
HRM practices are there that provide various benefits to both employer and employees working
in enterprise.
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REFERNCES
Books and Journals
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