Human Resource Management Practices

The provided study emphasizes the significance of Human Resource Management (HRM) in achieving organizational goals. It discusses various HR functions that influence employee relationships, engagement, and flexibility in working environments. The report also touches upon employment legislation affecting decision-making processes and its integration with technologies to improve recruitment and selection procedures.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Purpose and roles of Hr functions...........................................................................................3
2. Approaches of hr practices......................................................................................................4
3. Different methods of hr practices............................................................................................5
4. Approaches of employee relation, engagement and flexible working and its effectiveness...7
5. Key aspects of employee legislation.......................................................................................9
6. Employee relation and employment legislation affect to decision-making..........................10
TASK 2..........................................................................................................................................11
7. Application of HRM practices at work context....................................................................11
8. Evaluate the use of technology improve the recruitment and selection process...................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is a term which is used to describe formal system the
management of people within the organization. The responsibility of human resource manager
falls into three major area that are staffing, developing and compensation/benefits to employee in
system (Albrecht and et.al., 2015). Present study is based on the “Aviva” is the largest insurance
provider in UK and its turnover of over £55 billion in 2017. It has about 33 million customers
across 16 countries. Study lays emphasis on the purpose and roles of hr function and assess the
approaches of hr functions. Report will highlight the different methods of hr practices and
effective approaches of employee relation, engagement and work flexibility in structure. In study
will also dissuasion on the key aspects of employment legislation which is affect to decision-
making and employee relation. It is also highlighted the hr practices in work related context.
Furthermore, it will evaluate how technology will help to improve the recruitment and selection
process of the administration.
TASK 1
1. Purpose and roles of Hr functions.
The purpose of hr functions of Aviva is to manage the employee needs for improving
productivity and profit of the business. Purpose and roles of hr functions are as follows:
Training and development
It is the function of hr parctices. There are methods of training which are on-the-job and
off-the-job training method. The main purpose of hr manager of Aviva to organize the training
and development program for increase the performance of employee. It is used to develop the
skills, knowledge and ability of employee (Bailey and et.al., 2018). It is significant to hr manager
to organize the training and development program to meet with business objectives.
The role of training and development is to improve organization culture. Role of this to give
effective and useful training to their employees for develop their performance. Human resource
manager has responsible for planning and administer program to ensure that employee have
proper skill and knowledge to compete effectively and successfully meet the organisations
objectives.
Recruitment and selection

Recruitment and selection process is important function of the hr practices which is
helpful to hire the best candidate in Aviva. The main purpose of this function is place the right
candidate at right place at right time at right cost.
The role and responsibility of recruitment and selection is to hire the right candidate for right
post (Boon and et.al., 2018). It helps to increase business productivity and profit and decrease the
cost of training. Human resource manager has the responsible to focus on development of an
interested package of policies with the effective management of people.
Performance appraisal
It is important function of human resource management and it aids to evaluate the
performance of employee and then conduct process of appraisal. That helps Aviva in managing
employee motivation. Purpose of this function is to evaluate the employee performance for their
job role regards to company profit and success.
The role and responsibility of performance appraisal is to identify the need of training and
development and help to take decisions of promotion (Bratton and Gold, 2017). Human resource
manager has responsibility to ensure a smooth implementation of appraisal process.
2. Approaches of hr practices.
Approaches are help to Aviva to successfully meets with objectives and goals.
Workforce planning
It is important for Aviva to ensure that they have right people at right job. There are three
approaches of workforce planning: 1st is Workforce is the continuous process which is help to
employer to analysis the needs of organisation by employees. 2nd is Workload is the ongoing
process of mapping resources of organisation. 3rd is Competency is the framework of knowledge,
skills and attitude that is required for the people in organization (Guest, 2017).
Manager of Aviva uses the workforce approach to analysis the needs of employees in
organization. This approach is beneficial for organisation to analysis the requirement of
employees at various post.
Recruitment and selection
That process helps to find the best candidate in organisation. These are two approaches of
this: 1st is internal process is the easy and simple process of hiring candidate for organization. 2nd
is external process is best for organisation because of new candidate have new ideas for growth

of company which includes campus placement and direct interview. Selection approaches are
such as aptitude test and interview of candidate (Kehoe and Collins, 2017).
Aviva uses the external recruitment process to hire new candidate for the office and that include
aptitude test and interview in their selection process.
Training and development
It is the methodology to organise training program to develop employees towards growth
and roles of job. It has two approaches to train their employees which are: 1st off-the-job
approach which is included the business games and seminars. 2nd is on-the-job approach that is
includes job instruction and job rotation.
Manager of Aviva uses the job instruction training which is related to on-the-job training
approach. By this approach manager give proper and step by step instructions for doing work.
Performance management
This help to company to manage their employees and performance at workplace. It has
two approach to manage the performance of employee which are, 1st is behaviour, it is effective
and focus on employee behaviour and efforts towards job and work. 2nd is result, it is depends on
performance outcomes.
Hr of Aviva uses the result approach to analysis the performance and manager the performance.
Rewards system
It is help to motivate the employees towards successfully meet with business objectives.
That includes compensation, benefits, pay increase and cash prizes (Lendzion, 2015). Aviva
provides non-financial rewards to motivate their employees and give rewards which is depends
on the employee performance and situation.
3. Different methods of hr practices.
Hr practices are helpful to improve employees skills and knowledge through leadership
quality.
Reward system
Reward system help to organisation to be a more competitive and also help to enhance
motivation of employees towards the company. There are two methods of rewards system that
are as follows:
Monetary reward system Non-monetary reward system

This reward system give as per employee good
performance. That includes:
 Pay increase
 Cash prize
 Compensation
 Benefits
It is the best way to motivate their employees.
By these employees are highly motivated and
contribute well to achieve goal of firm
(Markoulli and et.al., 2017). That include:
 Promotion
 Transfer
 Feedback
For example: Arcadia group uses the monetary reward's system to motivate their employee by
giving cash prize, compensation and benefits. Meanwhile, Aviva uses non-monetary rewards
system to motivate their employee by promoting, transferring. By these employees are highly
motivated towards the company goals.
Recruitment and selection
It is the process of searching and hiring the candidates for the organization. There are two
methods of this practice which are as follows:
Recruitment Selection
Internal process External process
It is the easy and simple
process of selecting people
which is depends on
performance of employees.
 Promotion
 Transfer
 Job posting
 Screening employee
It is good and effective process
of hiring candidate for their
vacant post in the organization.
By this management able to
find right and best candidate
for post (Marler and Parry,
2016). That includes:
 Campus placement
 Direct recruitment
 Advertisement
 Employee agency
It is the process of select the
best candidate for the
organisation's vacant post by,
 Aptitude test
 Interview
 Presentation
 Group discussion
For Example: Arcadia group uses the internal process of recruitment like promotion and
transfer of employees and select the employee which is depends on result of presentation and

group discussion. Meanwhile, Aviva uses the employee agency and direct recruitment process
of external recruitment method and selection which is based on Aptitude test and interview of
employee.
4. Approaches of employee relation, engagement and flexible working and its effectiveness.
Approaches are effective and useful for the Aviva to improve productivity and its profit.
Human relation approach of employee relation
Peoples has replaced into industrial relationship between the employer and employee. It
is necessary to organisation to create good relations with employees. Employees want their job
security, effective and best payment and opportunity of participating in every activities which are
related to the decision-making process. In that employer have to eliminate the negative elements
of relation which are affect to both employer and employee relationship. Positive relation always
help to make effective and best relation with employee. Its help to Aviva to improve their
business results with effective performance of employee (Nankervis and et.al., 2016). This
approach is helpful for creating positive relations within the organisation and also help to achieve
business goals and successfully meet with Aviva's objective.
Sirota's three factor model of employee engagement
Employee relation and engagement is most important part of organization which is
analysed the basic understanding of motivation. This model has three factors that are effective
for build effective employee engagement. Description of every factor are as follows:

Equity/fairness: Meaning of this factor is to treat their employees equal. It is most important tool
of motivation and also make effective relations with employees. Employer treat their employee
equal according to work result, then employee feel motivate by this fair treatment. This helpful
for creating effective and strong relations with employee (Sirota's three factor model of
employee engagement, 2018).
Achievement: Achieve goal and face challenges, employer need to match employee capability
and skills. In that employer give chance to their employee for taking extra responsibility of work
task. By this employee feel good and the part of the team. By this they try to give their hard
contribution this will help to stable effective and positive relations within the organisation.
Camaraderie: This refers make good and friendly working environment at workplace. This help
to Aviva to make good relationship with their employees by making good and friendly
environment. Friendly environment always increase trust of employee on employer.
By using this model in Aviva are able make effective relation and strong employee
engagement. For maintain employees engagement, company can provide the chances to
employee, give fair treatment according to performance and create friendly work environment.
Atkinson flexibility model
Illustration 1: Sirota's three factor model
(Source: Sirota's three factor model of employee engagement.
2018)

This refers the flexible working environment in organization. It is effective for Aviva to
stretching improve and maintain range of motion and performance of employee. There are two
dimensions are as follows:
Employment flexibility: This concept help Aviva manager to make flexibility in employment.
Employees are flexible for their work and do their work effectively to successfully meet with
business objectives (Atkinson flexibility model, 2017). In that management have to make flexible
working environment by applying new software at workplace.
Work flexibility: It refers the flexibility within the organization. Aviva uses the new technologies
at workplace that allow more flexible production process. In that company can allow to their
employee do work from home.
This model help to create more flexible work environment at Aviva which is help to
increase profit and productivity of organisation.
5. Key aspects of employee legislation.
Laws are affect to employer and employee of Aviva.
Worker's compensation act 1906: These laws says give compensation, insurance,
benefits and rewards to their employees. According to workers compensation act, management
of Aviva focus on employee's compensation which is help to boost morale and build trust.
Illustration 1: Atkinson flexibility model
(Sources: Atkinson flexibility model. 2017)

Employees are working, at that time they injured badly, in that management of Aviva have pay
compensation against the injuries.
Employees rights act 1996: This act says provide basic rights of employment to
employee. In that includes employment, leaves, documents (Noe and et.al., 2017). Employee
want joining documents. In that case manager of Aviva have to give proper related documents its
privilege of employees.
Safety and healthy act 1974: according to this act employer of Aviva have to provide
safe and healthy work environment to their employees. In that includes safe working condition,
flexible working time and hours.
6. Employee relation and employment legislation affect to decision-making.
Analysis the employee's relation with organization and impact of employment legislation
on decision-making.
Employee relation with organisation
Employee relation plays an important role in the organization. Success of organization is
depends on the positive relation between employer and employee of firm. Positive relation
always give positive impact on decision-making. For making positive relation with their
employees management of Aviva provide rewards give effective and valuable training to their
employee like compensation, cash prize and promotion (Rees and Smith, 2017). This will help to
motivate their employee for their good result. It is the important duty of manager of Aviva
eradicate the conflicts from team work and encourage positive relationship with employee. This
process help to maintain the positive relation with employee. This will help to successfully meets
with business objectives and also to improve productivity and profit of Aviva.
Impact of employee legislation
Laws are affect to the Hr practices of Aviva but it is important to apply in companies
rules and regulation. In that includes employees’ rights act, workers compensation act and safe
and healthy act. That are the act which are affect to Aviva's decision-making. For example:
employees want leaves for their personal reason. In that case management have to give paid
leaves according to employees rights act. By this company have make changes according to act
which is introduced by law. Governments laws are always affected to Aviva's internal decision
making process, because management have to make polices according to acts and regulation of
laws (Wilton, 2016).

TASK 2
7. Application of HRM practices at work context.
HRM practices are help to achieving objectives of firm and also improve productivity.
Job description
Job title Human resource assistant
Report to Aviva's human resource manager
Roles (main purpose) Check over attendance records
Managing human resource
Responsibilities Job application
Scheduling interview
Making hiring documents
Qualification Graduate in human resource management (CIPD)
Person specification
Title of job Human resource assistant
Date: 21 February 2019
Qualification required Essential Desirable Met
Graduate in human resource
management
MSc human resource
management (CIPD)
Yes
Yes
Need of experience
3 year experience in hr
assistant post
Yes

2 year experience in
administration and Hr
software
Yes
Personal characteristics &
conduct
Time-managing skills,
multitasking, team work and
collaboration.
Effective communication
skills
Yes
Yes
Interview questions
1. Tell me about your experience and how they might prepared you for this position?
2. How do you maintain the calendar of Hr management team?
3. How will you manage conflicts between employees?
4. Do you have any experience of Hr software?
Job letter
Offer letter
Aviva public limited company
(CEO)
London, UK.
February 23, 2019
Mrs Jack
(London)

Mrs Jack,
Aviva is pleased to inform you that are short listed for Human resource assistant.
Reporting to manager starting date is 26 February 2019. We are offering you full-time job
position with effective payment which is £30000 per year. Your expected working days 5 and
working hours 7 (10 am to 5 pm).
If you accept this offer, please sign this letter and revert back on our official mail I'd.
Thanks and regards
Human resource department
Aviva Public limited company
8. Evaluate the use of technology improve the recruitment and selection process.
Technologies are help improve the recruitment and selection process of Aviva.
Technology
It is help to improve recruitment and selection process. I t provide useful and specific
details of job openings. This help improve screening of employees without any wastage of time.
By this improve interview process of candidate through automated interview scheduling and
online interview.
Online resources
It is play an important role in recruitment and selection process. Online resources is
effective for the recruitment and selection process that includes many web pages and official
blogs are provided proper information to employer (Wright, 2018). Company put information
regarding their vacant post on webpage and job seekers see this post at webs. In that they directly
apply in company and manager of Aviva call for interview. By this online resources help to
improve recruitment and selection process of Aviva.
Social network
Social network is effective for post any comments at Facebook, twitter and Instagram.
Today's generation mostly use this social media. In that manager of Aviva post information
regarding their vacant post on these sites. Seen this post by job seekers then they call directly it

companies contact number. By this social network help to Aviva to improve their recruitment
and selection process.
Digital platform
It includes like websites, application and media. This help to improve their recruitment
and selection process of Aviva by post opening at Digital platforms. By this manager of Aviva is
able to hire global level candidates for their vacant post (Albrecht and et.al., 2015).
These all are help to improve their recruitment and selection process of Aviva. It helps to
improve productivity and profits of employee.
CONCLUSION
From the above study it had been concluded that hrm played important role in
organisation to meet with their business objectives. Report has been covered by the purpose and
roles of Hr functions which has affect to employee by hr practices. Different methods of hr
practices that helped to organization to maintain employees needs and trust. In report also
discussed on models of employee relation, engagement and flexibility of working environment.
That has effective for the company to improved their relation with employees. Study had been
covered by the employment legislation affect to decision-making process of company. That
included by worker's compensation act, employee rights act and safe and healthy act. By that
company have to make changes according to laws and regulation. All hr practices implemented
in work related context and technologies helped to improve recruitment and selection process of
company.

REFERENCES
Books and journals
Albrecht 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.
Bailey and et.al., 2018. Strategic human resource management. Oxford University Press.
Boon and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1).
pp.34-67.
Bratton and Gold, 2017. Human resource management: theory and practice. Palgrave.
Brewster and et.al., 2016. International human resource management. Kogan Page Publishers.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Kehoe, R. R. and Collins, C. J., 2017. Human resource management and unit performance in
knowledge-intensive work. Journal of Applied Psychology. 102(8). p.1222.
Lendzion, J. P., 2015. Human resources management in the system of organizational knowledge
management. Procedia Manufacturing. 3. pp.674-680.

Markoulli, M. P., and et.al., 2017. Mapping Human Resource Management: Reviewing the field
and charting future directions. Human Resource Management Review. 27(3). pp.367-
396.
Marler, J. H. and Parry, E., 2016. Human resource management, strategic involvement and e-
HRM technology. The International Journal of Human Resource Management. 27(19).
pp.2233-2253.
Nankervis and et.al., 2016. Human resource management: strategy and practice. Cengage AU.
Noe and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Wilton, N., 2016. An introduction to human resource management. Sage.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
ONLINE
Atkinson flexibility model. 2017. [Online]. Available through.
<https://www.businessballs.com/organisational-culture/flexible-firm-model/>
Sirota's three factor model of employee engagement. 2018. [Online]. Available through.
<http://www.free-management-ebooks.com/news/sirotas-three-factor-theory/>