Human Resource Management Practices and Policies

This assignment involves analyzing human resource management practices, policies, and techniques. It covers topics such as employee engagement, human resource management practices, and competitive advantage. The assignment also discusses the impact of advertisement-image congruity on applicant attraction and the role of knowledge-oriented leadership in knowledge management practices and innovation. Additionally, it touches on work motivation in tourism and hospitality students and resource management in clouds.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and scope of HRM...................................................................................................1
P2 Explain strength and weaknesses of different recruitment as well as selection process........2
TASK 2............................................................................................................................................4
P3 Benefits of HRM for employees as well as employers..........................................................4
P4 Effectiveness of several human resources management practices.........................................6
TASK 3............................................................................................................................................7
P5 Importance of workers relations in respect to influencing HRM decision- making process.7
P6 Key elements of employees legislation..................................................................................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices...............................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources management is a practice of deploying, managing, recruiting,
organising, hiring all company staff members. HR manager has played vital role with in an
organisation which help to enhance employees performance in long run. In this assignment
choose Unilever in order to identify human resources impact on enterprise performance at
market place. It is a British firm which are run their business activities at international level
approx 190 nations. It is a one of the largest consumers goods company (Abdullah and Zulkifli,
2015). They have 400 own brands like knorr, lipton, lux, rama, hellmann's, sunsilk, surf and
rexona or many more. It was established in the year 1930 and around 16900 employees are
working here in the year 2017. This report covers purpose as well as scope of HRM and its
effectiveness. It also includes internal and external factor that affect human resource
management decision making process.
TASK 1
P1 Purpose and scope of HRM
Within an organisation, human resources management has play critical role like
controlling, managing, organising the manpower at work place. Each company hire HR manager
to handle all staff members in an effective manner. They are conducting training program to
enhance employees capabilities and skills. Through this, firm are capable to produce higher
quality goods and services resulted achieve goals, objectives in limited period of time. The main
function of HRM are detail below:
Recruitment and selection: It is a primary function of human resources manager that
they are hiring candidates according to their needs and wants. There are two method of
recruitment internal as well as external sources, firm select best method according to their
requirement thus help to hire talented staff members resulted achieve aim in given time frame
(Albrecht and et. al., 2015). There are several selection method like interview, group discussion,
focus interrogation etc. It help to select best candidates and those are able to increase
productivity in long run.
Training and development: It is the HR manager responsibilities to analysis employees
performance and match it with desire work. By this process they are identify gap between actual
and desire performance accordingly human resources assistant organising training program. Thus
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help to enhance staff members skills, knowledge, capabilities, abilities, productivity and many
more. So that, they are capable to produce higher quality product and services resulted gain
market position in long period of time.
Employees relation: Within a work place /there are several issues arise that create
negative impact on labour performance so that it is a HR management responsibilities to develop
healthy working environment at work place through this they are able to build positive
relationship among employees resulted reduce conflicts and enhance workers satisfaction in long
run.
Motivation: Through motivation strategies, HR executive motivate workers resulted
increase performance, self confidence, moral, loyalty toward firm, productivity, satisfaction and
many others (Baum, Schäfer and Kabst, 2016).
Compensation and benefits: According to staff members performance, HR assistant of
Unilever has provide compensation as well as benefits to all employees. It is a kind of motivation
method in which organisation has motivate their workers by offering them monitory benefits.
HRM Purpose: The main purpose of human resource management are explain as
follows:
 By hiring HR management, Unilever are able to build healthy relationship among all
employees and make them dedicated as well as connected with their role at work place.
 Using staffing process in order to get professional skilled and highly passionate about
their work among all labours resulted achieve high quality performance and produce
product to achieve set target.
 They are identify performance level of employees and accordingly provide them
appraisals through this HR executive able to retain individual at work place in long
period of time (Baum, 2015).
 By HRM practices, organisation are able to established healthy and safe working
environment with in firm.
P2 Explain strength and weaknesses of different recruitment as well as selection process
There are various kind recruitment as well as selection method used HR management to
hire best applicants for an organisation. Each one method have their own strength and
weaknesses so that they are select approaches accordingly. There are two kind of hiring sources
are explain in detail:
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Internal sources of recruitment: In this method, HR manager has to recruit candidates
from within work place through promotion, demotion, transfers, references and many others
method. By this activities, firm are able to achieve higher employees satisfaction and produce
high quality product resulted gain market position.
External sources of recruitment: In this method, HR executive has to hire applicants
from out side enterprise. Some important external sources are placement agencies, campus
recruitment, job fair etc. By this, organisation are capable to get talented candidates and spread
new blood at work place resulted gain innovative working thought (Bratton and Gold, 2017).
Here are explain external and internal sources of employees with is weakness as well as
strength in detail:
Recruitment
method
Strength Weaknesses
Internal  It save time, money and many
other resources of the company.
 Through this, Unilever are able to
motivate their staff members.
 Reduce conflicts among staff
members.
 Build healthy relationship at
working place resulted get higher
productivity.
 It enhance performance of workers
in long run.
 It can not promote new
employment in the nation as
well as at work place.
 Reduce innovating thing
resulted old method decrease
quality of product (Brewster
and Hegewisch, 2017).
 Demotivated employees those
are not promoted.
External  Spread new blood at work place
thus help to implementing
innovating things.
 Get new talent according to
market demand.
 Increase competition with in
company resulted enhance each
 For external source,
organisation has wants lot of
money and other resources.
 Some time candidates provide
wrong information to
interviewer and can not able
to performance task
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one staff members performance
(Cascio, W., 2018).
effectively which create
negative impact on
organisation presentation.
Selection method: There are several type of selection method are available at market
place which are used by Unilever in order to select best candidates for their organisation. Each
one method has their own strength and weaknesses, some are explain as follows:
Selection
method
Strength Weaknesses
Interview  It help to identify candidates
real personality apart from their
CV.
 Interviewer select applicants
according to job role
characteristics.
 It takes a lot of time and
resources.
 Sometime interviewee can
provide wrong information
related to their experience
and personality traits.
Aptitude test  It help to identify analytical
skills capabilities for candidates.
 Some time, aptitude test
question can not related to
work role (Chelladurai and
Kerwin, 2017).
Group
discussion
 Group discussion help to
identify individual personality
with out asking any question.
 Applicants mislead interview
group penal resulted they
select wrong candidate.
TASK 2
P3 Benefits of HRM for employees as well as employers
Human resources management has played vital role with in a work place so that both
employees as well as employers wants HR manager in order to manage all staff members in an
effective manner. responsibilities of HRM has divided into two type for owner and labour. Both
are related through human resources execute. There are various benefits of HRM are explain as
follows:
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Employer benefits: Strategic management: Human resources management of Unilever has made policies and
plan in order to direct all workers. They are communicating vision, mission, goals,
objectives etc. of the company to employees so that they are work accordingly. Through
these activities, firm are capable to enhance their performance at market place and
achieve aim in limited period of time effectively. Establish healthy working environment: By hiring employees, firm are capable to
established healthy work place. It is very compulsory to implemented this strategies
because it is a law in United Kingdom (Donate and de Pablo, 2015). So the employer are
free from any kind of conflicts by government as well as labours. Safe and risk management: HR assistant has check out safety instruments on time to
time basis at work place so that reduce chance of uncertainties as well as losses. They
also help in managing risk at work place in relation to shortage of employees, strike of
labour, conflict between management and staff members etc.
 Employees satisfaction: HR manager are appraising each individual at working place in
order to provide them satisfaction about their job. Through this, they are able to make
staff members more loyal toward an organisation resulted produce high productivity
work.
Employees benefits: Workers relations: Within a work place, human resources manager has build healthy
relationship between workers so that it reduces conflict and enhance performance. For
this, they are make strong communication network for increase transparency of
information and each one staff members are easily share their experience to each others
(Grobelna and Marciszewska, 2016). Training and development: It is a human resources manager's responsibilities to
organising training event for their labours for increase their professional skills,
knowledge, capabilities etc. Through this, enterprise are capable to achieve goals and
objectives in limited period of time.
 Conflict resolution: HR management has develop rule and regulation for reducing
conflicts resulted enhance performance as well as productivity of employees in long
period of time.
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P4 Effectiveness of several human resources management practices
In Unilever, human resources management has some role and responsibilities like
recruitment, selection process, doing appraisals, organising training events, provide
compensation benefits and many others. So that, they are manage all staff members in order to
achieve goals and objectives in given time frame. Along with this, administration are capable to
increase individual performance as well as productivity that help to get adequate profits. There
are various kind of tactics that implemented by HRM to have adequate manpower for an
organisation are explain as follows:
Selection and recruitment: It is primary work of HR executive through this they are meet
organisation requirement related to manpower. There are two method of recruitment internal and
external, Unilever has used both according to situation because both have their own benefits. In
order to select best candidates, enterprise have several different approaches like interview,
aptitude test, group discussion, living testing, case study game and many others (Jennings and
Stadler, 2015). Management select best mode of selection applicants according to job
requirement because each one job role has different.
Motivation tools: With out motivation, no one employees may work effectively. So that,
HR assistant has develop motivational factors promotion, higher learning, healthy working
environment, equal opportunities practices, compensation policies etc. like with in a work place.
Through this, enterprise has able push employees interest toward their job and enhance quality of
work resulted staff members are able to achieve their set target in limited period of time.
Performance assessment:
Training and develop: Firstly, human resources executive has analysis gap between
actual and desire performance of employees. For this, there are several method like observation,
performance accounts, supervisor feedback etc. that help to identify real performance. After
analysing the gap, HR manager are conducting training program according to needs, wants,
requirement of workers (Marchington and et. al., 2016). Through this, enterprise are capable to
enhance professional skills, knowledge etc. resulted increase productivity in long period of time.
Develop healthy and safe working environment: It is a HRM responsibilities to
established healthy and safe working environment in order to reduce their conflicts and develop
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self confidence among staff members. Through this, organisation are able to achieve goals and
objectives in given time frame.
TASK 3
P5 Importance of workers relations in respect to influencing HRM decision- making process
Employees relations: It can be define as organisation efforts in order to manage
relationship between labours and employers. Through this activities, firm has implemented fair
as well as consistent treatment for all staff members so that they are committed toward their job
and become loyal to firm.
Human resources manager has develop this relationship for enhancing employees
satisfaction about their duties. There are several benefits of employees relations and its impact on
HRM decision making process are explain as follows:
 Human resources executive has develop strategies as well as plan to manage all labours
resulted management decision making process are effected.
 By developing healthy relation among staff members, administration take decision
related to work and all workers has agree on the same. So that, firm are capable to
achieve goals in given time frame (Ones, Viswesvaran and Schmidt, 2017).
 HR executive has formulate policies, rules etc. and it is a liability of all labour to follow
them. Management has implemented change easily because of HR regulation, so that they
are able to produce innovative product and services for clients. Through this, they are
achieve higher customer's satisfaction and sustainability in long period of time.
 HR assistant has organising training program to improve labour performance as well as
productivity. Thus develop healthy employees relationship among staff members
effectively. Through this, administration decision related to used advance technology to
produce higher quality goods and services positively effected. So that, organisation are
get core competencies benefits as compare to their competitors at market place.
 Company has develop strategies to implemented changes at work place. positive
relationship management and labours has help in this process in order to gain market
position and profitability (Shen and Benson, 201).
 Management are using appraisals method to analysis all workers performance
accordingly they are offer benefits like promotion, transfer, compensation, bonus etc.
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Through this, they are able to develop healthy relations between management and
employees. It effect decision of all appraisals and its method.
P6 Key elements of employees legislation
Government of United Kingdom formulate act and laws to protect rights of subordinates
and take care that members get adequate conditions in workplace. Management of Unilever
frame policies and strategies in according to regulatory bodies; thereby make system function in
legal manner. Along this, employer duty is to make appropriate decisions and change tactics in
respect to country in which firm has established its branches. Thus, these are various employee
legislations which are considered by administration are described below:
Anti Discrimination Act, 1977: This act is developed by government to manage and
regulate human resource practices of every organisation. It is essential that employer provide fair
treatment and opportunities to all members in respect to their skills and capabilities (Stone and
et. al., 2015). Management should not be discriminate subordinates on grounds of age, gender,
caste, religion, caste and other background aspects. Along this, they even need to provide
compensation to employees in respect to targets and outcomes generated by them.
Health and Safety Act, 1974: Human resource responsibility is to provide secure and
healthy working environment to staff to make them perform activities in effective manner.
Superiors need to provide adequate guidance and instruction to workers in according to duties
assigned by seniors. They even require to inform employees about machine and its process
which help labours to execute activities adequately. This protect employees from risks and
uncertainties that might occur if they don't have accurate information about tools and techniques
implemented in system.
National minimum Wages Act, 1998: This act is concerned about minimum wage that is
determined by government of United Kingdom. It is essential that organisation provide adequate
compensation to members in respect to their work, so that individuals have appropriate money to
maintain their living standards (Albrecht and et. al., 2015). For example, person above 25 years
than management require to set £7.83 per hour while candidates which are of age below 24 years
need to get £7.05 per hour. This benefits human resource to have skilled and competent members
and make them perform tasks effectively.
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These are various legislations which are formulated by government to direct companies
and govern decision-making of management. Human resource of Unilever consider these acts
and make appropriate policies to give adequate working conditions and environment to
subordinates. This helps company to enhance image and reputation in market; thereby attract
people to have sufficient workforce in organisation.
TASK 4
P7 Application of HRM practices
Human resources management has develop plan to hire and select appropriate candidates
according to requirement. Unilever has vacant position of HR assistant in their organisation. In
order to full fill these post human resources executive make job specification and find out the
best mode like newspaper advertisement, internet, social media site, job portal etc. to publish it
in public. Job specification for HR assistant are detail below:
Job Specification
Job Details
Post: Human resources assistant
Area of Function: Human resources department
Job Aims
 Formulate HR policies, rule and regulation.
 Execution of activities to enhance employees performance as well as productivity.
Roles & Responsibilities
 Establish healthy relationship among employees and employers.
 Improve firm's image and construct it as a brand
 conducting training program.
Curriculum Vitae
Name:
Contact No.:
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Address:
Email:
Objectives
Skilled and competences to make HR policies. Able to enhance employees performance,
productivity in long run by providing them training.
Qualification:
 Graduate
 MBA in Human resources
Experience:
One years experience in P & G.
Skills:
 Efficient communication skills
 Able to develop positive working environment.
 Interpersonal capabilities.
Preparation of interview: They are prepare for three stages before, at the time and after
interview process. In this, HR executive prepare questionnaire which includes each kind of
question to identify interviewee personality traits (Abdullah and Zulkifli, 2015). In order to
select candidates they are several techniques like personal interview, aptitude test, group
discussion and medical examination.
Offer letter: HR manager prepare offer letter in which they includes all role and
responsibilities of employee those are selected.
Evaluation: The main role of HRM in firm are training and development in which they
increase workers knowledge, skills that help to produce high quality goods and services resulted
gain higher profitability as well as sustainability
CONCLUSION
As per above report, it can be comprehended that human resource plays essential role to
organise activities that is recruitment, selection, compensation, training and development. This
are practices which are executed by employer to have adequate manpower in organisation to
conduct business operations in according to accomplish goals and objectives. Management
require to acknowledge strengths and weakness of recruitment techniques; thereby select best
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tools. Along this, they even need to anticipate effectiveness of HRM practices and importance of
employee relations. Executive need to make appropriate decisions and formulate policies in
respect to legislation and laws of government. This benefits firm to select alternatives and use
quality tools and techniques to improve market goodwill and image.
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REFERENCES
Books and Journals
Abdullah, L. and Zulkifli, N., 2015. Integration of fuzzy AHP and interval type-2 fuzzy
DEMATEL: An application to human resource management. Expert Systems with
Applications. 42(9). pp.4397-4409.
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Baum, M., Schäfer, M. and Kabst, R., 2016. Modeling the Impact of Advertisement‐Image
Congruity on Applicant Attraction. Human Resource Management. 55(1). pp.7-24.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management. 50. pp.204-212.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
Grobelna, A. and Marciszewska, B., 2016, April. Work motivation of tourism and hospitality
students: implications for human resource management. In Proceedings of the 8th
European Conference on Intellectual Capital, ECIC. pp. 95-103.
Jennings, B. and Stadler, R., 2015. Resource management in clouds: Survey and research
challenges. Journal of Network and Systems Management. 23(3). pp.567-619.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Ones, D. S., Viswesvaran, C. and Schmidt, F. L., 2017. Realizing the full potential of
psychometric meta-analysis for a cumulative science and practice of human resource
management. Human Resource Management Review. 27(1). pp.201-215.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Stone, D. L. and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
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