Employment Legislation and HRM Practices

This assignment delves into the world of employment legislation and human resource management (HRM) practices, highlighting their significance for organizational success. Through a comprehensive review of literature, including books and journals such as the European Journal of Operational Research and the International Journal of Human Resource Management, it examines how HRM can effectively manage stakeholder pressures and contribute to corporate social responsibility (CSR). The assignment also touches upon employee engagement, effective performance management, and gender identity inclusion in the workplace. By analyzing case studies and research papers, this document provides valuable insights into the importance of HRM practices in driving organizational success.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Purpose and Scope of HRM........................................................................................................3
Key roles and responsibilities of HR..........................................................................................4
Assessment of Approaches.........................................................................................................5
Approaches of effective engagement..........................................................................................8
Evaluation of key aspects of employee legislation within the organization...............................9
Job offer letter.............................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
Books and Journals...................................................................................................................11

INTRODUCTION
Human resource management is a common term used to formal system that is devised for
management of all the people within an organization. Management is a framework of procedures
and framework which are used to ensure that fulfilment of all the tasks that are required to
achieve organizational objectives (Pitcher, 2015).
Personal management can be defined as maintaining, using and obtaining a satisfied
workforce. It is one of the most significant part of management which is concerned with all the
workers or employees at work with their relationship within the organization (CHENG, 2016).
There are various difference between personal management and human resource management
such as: Personal management is a traditional approach of managing all the workforce people
and was concerned about personal development, whereas HRM is a modern approach of
managing workforce people and is concerned with managers of all the levels. Personal
management is a routine function while HRM is a strategic function. Priority of personal
management is efficient management whereas priority of personal management is human values
and individual needs of a person. There are various types of skills that are required in HRM
which are divided in into two hard skills and soft skills. Hard shills can easily be quantified or
easily taught while soft skills cannot be quantified. Examples of hard skills are: typing speed,
degree, certificate, foreign language etc. Examples of Soft skills are: communication, leadership
flexibility etc.
In this assignment functions of HRM with their key roles and responsibilities are
explained. Assessment of workforce planning, recruitment and selection process, training and
development, performance management and reward system are discussed. Different approaches
of effective management are also discussed and evaluation of all the employment legislation that
can benefit the organization is also done. In this assignment roles and responsibilities of HRM
such as recruitment, training, professional development, appraisals, resolving conflicts,
maintaining work culture etc. will be discussed in details.
MAIN BODY
Purpose and Scope of HRM
Human resource management is the coordination of employees of an organization in
order to achieve specific business objectives, fulfil staff needs and maintain satisfaction of
employees(Guerci, Longoni and Luzzini, 2016). HRM accomplishes this through use of

processes, people and technology that focusses on both internal as well as external parts of an
organization.
Functions of HRM
There are four main functions of Human resource management, such as:
 Recruitment and selection: In this assessment of future requirement of man power is
done with the help of inventory chart of man power followed by the selection and
recruitment process. A clear and descriptive job description is required to lure people
with required skills for the correct and required job position (Noe and et.al., 2017).
Recruitment and section is one of the most important process required in every organization as it
reduces the cost of mistakes like engaging unmotivated, incompetent and under qualified
employees. So, Requirement and selection of qualified employees who can fulfil the job criteria
is one of the most basic function of HRM.
 Orientation: The basic fundamental step for employees in order to adjust themselves
with the new employer and the new job they need orientation programs to be organized,
so that they can understand the goals and objectives of the organization. Providing
intensive Orientation is one of the basic function of human resource management, so that
they can help their employees in understanding ways of achieving both long and short
term goals of an organization. This orientation programs help the employees in
understanding their job role and description, duties, organizational structure etc. so that
they can actively participate in the organizations
 Maintaining good working Conditions: It is one of the main function as well as
responsibility of Human resource management to provide good working condition to
their employees so that they can understand and like their working environment and
workplace. It is the main duty of HR department to motivate their employees so that they
can contribute in achieving the goal of the organization. They can build a system where
employees are provided with both financial or non-financial benefits to the employees
(Ozturk and Tatli, 2016).
 Managing employee Relations: Major function of HRM is to maintain and manage good
relations with and within the employees. They should have the ability to influence work
outputs and behaviour of their employees. HR department can organize various activities
that can help them to know their employees at both professional and personal level.

 Training and development: One of the main unavoidable function of Human resource
management is to provide training and development to their employees. By providing
training to their employees they can improve performance as well as knowledge of their
employees, so that their work can be improved efficiently.
Key roles and responsibilities of HR.
Role of HRM
There are few roles of human resource management in the organization in order to
manage people and resources of the company, such as:
 Working together: HR professionals need to work together in order to develop skills of
employees. Their main role is to advice managers as well as supervisors to assign
employees with different roles within the organization.
 Commitment building: They need to suggest strategies in order to increase commitment
of employees towards the organization (Jamali, El Dirani and Harwood, 2015).
 Building Capacity: HRM help a business in developing competitive advantage through
building company capacity in order to offer unique set of products and services to their
clients or customers.
 Addressing issues: Human resource management need to develop strategic planning to
address all the changes, needs and changing competitive market.
Responsibilities of HR professionals
HR professionals have many responsibilities on them in order to manage their working
environment which are:
 Participating in planning and development: HR professionals need to participate in
development, identification and execution of their corporate goals and objectives. HR
professionals need to align their work with the business in order to achieve company
goals and objectives.
 Provide carrier assistance to the employees: HR professionals need to conduct employees
evaluation so that they can help them in advancing their carriers. They can help the
employees in improving their work, responsibilities according to the company and market
demand (Sarvaiya, Eweje and Arrowsmith, 2018).
 Find and recruit employees that can help in achieving company objectives: HR
professionals should Work on pre and post advertisements in order to interview job

candidates to fill the open position in the organization. This will help them find the right
candidate for the job.
 Ensure no cyberbullying at work: The main responsibility of HR professional is to ensure
that there is no influence of internet bullies on employees of the organization. They need
to deal with cyberbullying in order to eliminate negative activity from workplace.
Assessment of Approaches Work Force planning: Workforce planning is a process of forecasting and analysing
workforce needed by the business for both present and the future (De Bruecker and et.al.,
2015). It is important to optimize the talent needs of the workforce as it can impact the
business results. It helps in assessing the plan developed so that it can get the desired
results as successful workforce plan can provide various benefits starting with clear
supply issues and talent demand. Workforce planning should align business with all the
needs of HR in order to retain current talent.
Strength:
◦ It helps in developing list of all the internal strength of the workforce, agency or
division like Strength of having experienced staff members or providing good
training program for employees.
Weakness:
◦ Workforce planning might get affected by all the internal factors negatively for
example lack of procedural manual.
 Recruitment and planning process: Recruitment is a process of finding and hiring
potential candidates for a vacant position in an organization (Foiji, Hoque and Khan,
2019). In recruitment and section process following steps are followed such as:
◦ First of all recruitment planning is done where vacancy is identified i.e. number of
positions to be filled, duties etc., after this job analysis is done where job information
is collected and analysed accurately, After this Job description is created for the
candidates to understand the duties needed to be fulfilled, then job specification is
given to the candidates in order to understand their roles and responsibilities and
lastly job evaluation is done.
◦ Recruitment strategy is another step in recruitment process where recruitment strategy
is created for hiring of the resources. While making a recruitment strategy HR need to

consider following points such as: type of recruitment, geographical area, recruitment
sources. After considering these points following steps are followed in developing
recruitment strategy such as: setting up a board team, analyse HR strategy, available
data collection and analysing and based on these points' recruitment strategy is made.
◦ When the recruitment strategy is made search for the right candidate is done through
job adverts, word of mouth etc.
◦ After searching screening or short listing is done where filtration of applicable
candidates is done by setting up various parameters and conduction interview.
◦ After this evaluation and selection process is done where all the applicants are
interviewed.
◦ Lastly evaluation and selection is done where final candidate is selected and salaries
etc. are discussed.
◦ This discussion is done on the basis of all the terms and conditions, policies etc. of the
organization as most of the organizations has flexible working conditions, provide
bonuses or incentives etc. to their employees. So, Salaries and other discussions are
completely based on the policies, rules and regulation of the company.
Strength:
◦ Correct and appropriate employees can be selected within the budget of the company
or in other words, can easily select or choose appropriate employees for the desired
hob position.
Weakness:
◦ It is a time consuming and long process and still this process does not give any surety
whether an appropriate candidate will be selected or not. Training and development: It is important in the workplace to expand the knowledge of
all the employees and develop opportunity for them to grow so that employees can
enhance their performance and work more efficiently (De Bruecker and et.al., 2015).
Strength:
◦ Improves employees performance.
◦ Improves satisfaction and morals of an employee and bring consistency in their work.
Weakness:
◦ Costly process

◦ Lack of seriousness of trainees can become a reason for waste of time and money. Performance management and reward systems: This system helps in maintaining and
increasing performance of all the employees. It can be done by providing continuous
feedback on their work, by rewarding them for any achievement whether it is financial or
non financial reward.
Strength:
◦ Staff can be encouraged to improve their performance more in order to achieve any
reward or performance appraisals.
Weakness:
◦ It is a time consuming process where all the employees are needed to be given proper
time in order to evaluate their performance.
Approaches of effective engagement
There are various effective employee engagement approaches, out of which few of them
are discussed below: Flexible organization: Flexible organizations are workers can easily adopt in the
customer's needs, effectively complete their work and expedit decision making whereever
necessary. Flexibility in organization helps the organization to adapt rapid changes in
economy or technology. This can be done by promoting and explaining new ways of
doing business to the employees, by bringing some changes in the company policies etc.
Benefits:
◦ One of the main benefit of flexible organization is that it enhance competitiveness in
the organization. Flexibility in an organization helps the organization to accept all the
changes and enhance competitive environment (Mone and London, 2018).
◦ It also helps the employers in building better team where skill set of all the employees
will be enhanced. Flexible working condition: it helps and allows all the employees as well as employers to
make arrangement in their working condition which suits them. This helps the employees
to maintain their work and life in order to give efficient and productive results to the
organizations.
Benefits:

◦ One of the main benefit for the organization is that they all the employees get
motivated to give their best efforts and results in order to achieve desired goals of the
organization.
◦ Employers can negotiate all the changes in terms and conditions according to the
work and working condition of employees.
HRM practises; there are few HRM practises that helps an organization in achieving their goals
every year.
 Safe and healthy workplace ensures that all the employees feel safe and healthy in the
organization which can be done by HRM team be conducting frequent surveys.
 Open book management system can help in sharing of information such as sales,
contacts, company policies, new clients, management objectives, personal data of
employees etc. so that employees of the organization are as enthusiastic as the
management of the business are.
 Bonuses linked to performance can helps to understand their role and improve their
performance in order to achieve the target so that company hits a certain level of
profitability.
 Fair evaluation system can help the employees to develop a well defined relationship
with their employers and the organization where performance f all the employees are
tracked every year and growth and development in their performance is observed.
Evaluation of key aspects of employee legislation within the organization
Employee legislation is important to be developed in an organization in order to develop
employee and employees relations as well as it is beneficial in maintaining rights of all the
employees and employer in the workplace (Kaliannan and Adjovu, 2015). Following are the
legislations that should be implimented at the work place.
 Minimum wages: Minimum wages are the minimum for all the employees or workers
according to the national minimum wages Act, 1998 defined by the government. All the
employees should be paid accordingly so that no one is paid less. This will motivate the
employees to work harder in order to achieve the desired target and will help the
organization in keeping their employees satisfied.
 Sex discrimination: Sex discrimination act, 1975 should be applied in all the organization
in order to protect all the employees against discrimination on the grounds of gender

whether it is in job advertisements, selection of employees for job, offering training and
development to the employees. This will motivate both the gender employees to work
with more dedication for the organization (Employment legislation, 2019).
 Disability discrimination: This disability discrimination act 1995 is applicable to the
organizations who has employees more than 20 persons. Those organizations are required
to accommodate disabled persons and need to treat them equally. This will motivate
disabled employees to work with more dedication so that they can fulfil all the
responsibilities given to them (Kang and Sung, 2017).
 Trade union: Trade union Act 2016 is applicable to all the organization to make freedom
of collective and association harder. It is basically a labour law which helps in
maintaining employer and employee relationship.
Employee and employer relationship: For a healthy relation between employee and employer
follow up all these legislations is important so that all the employees feel satisfied and
relationship between them can be enhanced. It should be mutually respectful. The degree in their
relationship should be friendly without any ego and a line should be drawn between both of them
i.e. both of them should avoid getting too close to each other.
Benefits to the organization:
 All the workers or employees will work with more dedication in order to achieve their
targets.
 Relationship between employees and the organization will get enhanced.
Motivation in work place:
Motivation at workplace is extremely important as it motivates the employees to efficiently work
and achieve targets. Motivation in workplace can increase overall productivity and output of an
organization. Employees at workplace can be motivated with the help of various motivational
theories like Maslows motivational theories focuses on all the baisc needs of an individual etc.
there are various types of rewards that can be provided to employees on achieving any target.
These rewards can be tangible and non-tasngible. Tangible rewards can be: bonus, incentives etc.
Non-tangible rewards can be recognition, promotions etc.
Job advertisement
JOB OPPORTUNITY

HR Professionals and Admin Staff Required
A well established super marketing company “ASDA” is seeking the experienced, passionate
and energetic personnel to fill the following position:
1. Human Resource Manager
Qualification in Masters of Business association along with the professionalism degree in
Human Resource.
At least two years of experienced candidate will be eligible. Good communication skills and a
proper Knowledge of Microsoft office will be required. 3 to 4 vacant positions are available for
HRM
At least three traceable employment references are desirable.
2. Administrator
Proven Work experience as an administrative Officer or a similar job role will be required. 5
members are required.
Full command over an office Management Software like MS office (MS EXCEl and MS
WORD specifically) is required.
Strong organizational skills with problem solving attitude will be desired.
Interested candidates matching with the above criteria may email us along with the updated CV
and covering later and two passport size photographs at [e-mail] or
you can call us on 123456789.
We hire on the basis of knowledge and skills within a personnel and provides an equal
opportunity to every employer.
CV
CURRICULUM VITAE
JOE CLARK P. SANTOS
1567 Lardijabed Sampalok, South Dhakota
CEL#: 123456789
Email: [e-mail]

OBJECTIVES
To obtain a position of Senior HR Manager where I could effectively apply my skills and
knowledge which I have acquired. To work in an challenging environment where I can get the
opportunity to show my strengths over the team.
WORK EXPERIENCE
Local legislative staff under the Human resource team at the abc Pvt. Ltd.
I also have 1 year of experience at Bijung Ltd. I also have training experience at Crystal Tower
Hotel pf accumulated 600 training hours at Mabini city Phillipines, Uk
SPECIAL SKILLS
Good communication skills
Professional Skills
MS Office (MS PowerPoint specially)
HRM skills
CERTIFICATES
Philippines HR company at T.G.I. Gloria, Institution of Management Studies.
PERSONAL INFORMATION
DOB: Marhc 18, 1990
Place of Birth: Catablingan Generat Nakkar, South Dhakota
Age: 28
Nationality: Filipino
Gender: Male
Civil Status: Roman Catholic
Job offer letter
Here job offer letter of Human resource manager will be explained.
To
Mr. ABC
Subject: Offer letter for Human resource manager

Dear Mr. ABC,
We are happy to offer you the position of Human resource manager on the following terms and
conditions.
 Your probation period will be of three moths starting from the joining data, however it
can be cut short based on your performance.
 Your pay during the probation period will be £2500 per month.
 You are not entitled with any leaves with pay during your probation period.
Best regards,
XYZ,
Head HR,
Adsa
Interview questions
Ques 1 Where do You see yourself in a next five years?
Ques 2 Why do you think this company is fit for you?
Ques 3 Tell me something about your last experience?
Ques 4 Have you encountered conflicts of personality at work in the past and if it happens in
ASDA then how you overcome such tense situations?
Ques 2 Being an HR, you got various requests, queries and phone-calls at the same time so
would you able to manage such things patiently?
Recruitment and selection for cost effectiveness and efficiency
Personnel Recruitment and selection process is supposed to acquire the Personnel
vacancies which the company is looking for a particular profile. In order to hire the candidate to
fill the vacant position of the company, there are various selection process performed by the
HRM. It may consists of internal or external recruitment. This process may takes few days or it
may take few months. These actions may aids the costs to the process. There are different ways
that evaluates the Recruitment and selection process in order to prove it either the cost effective
or efficient.
Newspaper

It is most approachable and cost effective recruitment process. This selection process is
efficient and also cuts the cost as advertisement of the vacant position in the company helps in
bringing multiple candidates. Newspaper is an efficient way to attract the eligible candidates.
Poster
This may helps in bringing many applicants together and this way is as similar as the
process of newspaper. This is also a cost effective method to attract large number of people. It is
the efficient way to call for the vacant positions in an organization. This is an most effective and
efficient method.
Word
This is the method to grab the multiple applicants through a e-mail or text messages via
phones. Word can also be in the form of social media advertisement. Is cost consuming and
inefficient method of selection and recruitment.
Television
This consumes lot of costs as television advertisements are too much expensive but is one
of the most efficient way to attract people for the vacant positions. A traditional form of
advertising which can easily allows people to target specific geographic neighborhood. As
people with all the age group takes keen interest in watching television so this is most efficient
way to communicate about the vacant position.
Radio
A catchy jingle and a quick headline can enhance a radio ad's effectiveness. It is most
efficient methods to attract the people at the age of 40 to 60. this is the best way to advertise the
product through the means of the radio channels.
Magazine
It consumes the cost and it is not an effective way to attract candidates. Generally it takes
lot of time to grap the vacant positions of the organization.
CONCLUSION
From the above assignment it has been summarized that there are various functions of
human resource management that are needed to be fulfilled for effective management in the
organization and for that they have some roles and responsibilities which they need to fulfil.
There are various approaches of effective engagement that benefits both the organization as well
as the organization and lastly evaluation of employment legislation is done.

REFERENCES
Books and Journals
CHENG, C.K.E., 2016. Addressing student learning difficulties by learning study: A personal
knowledge management perspective.
De Bruecker, P., and et.al., 2015. Workforce planning incorporating skills: State of the
art. European Journal of Operational Research. 243(1). pp.1-16.
Foiji, M.H., Hoque, M.A. and Khan, M.B.H., 2019. Strategic Potential of e-HRM in Outsourcing
HR Functions. International Journal of Business and Social Research. 9(2). pp.01-10.
Guerci, M., Longoni, A. and Luzzini, D., 2016. Translating stakeholder pressures into
environmental performance–the mediating role of green HRM practices. The
International Journal of Human Resource Management. 27(2). pp.262-289.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business
Ethics: A European Review. 24(2). pp.125-143.
Kaliannan, M. and Adjovu, S.N., 2015. Effective employee engagement and organizational
success: a case study. Procedia-Social and Behavioral Sciences. 172. pp.161-168.
Kang, M. and Sung, M., 2017. How symmetrical employee communication leads to employee
engagement and positive employee communication behaviors: The mediation of
employee-organization relationships. Journal of Communication Management. 21(1).
pp.82-102.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Noe, R.A., and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender employees
in the UK. The International Journal of Human Resource Management. 27(8). pp.781-
802.
Pitcher, J., 2015. Sex work and modes of self-employment in the informal economy: Diverse
business practices and constraints to effective working. Social Policy and
Society. 14(1). pp.113-123.

Sarvaiya, H., Eweje, G. and Arrowsmith, J., 2018. The roles of HRM in CSR: strategic
partnership or operational support?. Journal of Business Ethics. 153(3). pp.825-837.
Online
Employment legislation. 2019. [Online]. Available through:
<https://businesscasestudies.co.uk/business-theory/people/employment-
legislation.html>