Rationale for the Application of Specific HRM Practices

In this context, the application of specific HRM practices plays a crucial role in enhancing organizational performance and achieving business goals. The effective management of employees is critical to the success of any organization, as it directly impacts productivity, employee satisfaction, and overall profitability. By recruiting well-mannered and efficient employees, providing training to enhance their knowledge and skills, and fostering positive employee relations, HRM practices can contribute significantly to organizational efficiency and competitiveness.

Human Resource Management
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Human resource management
TABLE OF CONTENTS
INTRODUCTION...............................................................................................................................3
TASK 1.................................................................................................................................................3
LO1 EXPLAIN THE PURPOSES AND SCOPE OF HUMAN RESOURCE MANAGEMENT
REGARDING RESOURCING AN ORGANIZATION WITH TALENT AND SKILLS
APPROPRIATE TO FULFILL BUSINESS OBJECTIVES............................................................3
P1: Explain the goals of CEO and the purposes of HRM.................................................................3
P2: Explain the CEO strength and weaknesses of different approaches to recruitment and selection.
...........................................................................................................................................................5
M1: assess how the function of HRM can provide talent and skills appropriate to fulfill business.. .5
M2: evaluate the strengths and weakness of different approaches to recruitment and selection........6
M3: critically evaluate the strength and weaknesses of different approaches to recruitment,
selection, supported by the specific example:....................................................................................6
TASK 2.................................................................................................................................................7
LO2: EVALUATE THE EFFECTIVENESS OF THE ESSENTIAL ELEMENTS OF HUMAN
RESOURCES MANAGEMENT IN AN ORGANIZATION...........................................................7
P3: Explain to the HR manager benefits of different HRM practices within the firm for within the
employee and employer.....................................................................................................................7
P4: Evaluate the effectiveness of different HRM practices regarding raising organizational profit
and productivity.................................................................................................................................7
M3: Explore the different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context.....................................................................................11
D2: critically evaluate HRM practices and application within an organizational context, using a
range of specific examples...............................................................................................................11
TASK 3...............................................................................................................................................12
LO3. ANALYSE INTERNAL AND EXTERNAL FACTORS THAT AFFECT HUMAN
RESOURCE MANAGEMENT DECISION-MAKING, INCLUDING EMPLOYMENT
LEGISLATION.................................................................................................................................12
P5: Analyse the importance of employee relations in respect to influencing HRM decision-making.
.........................................................................................................................................................12
P6: Identify the key elements of employment legislation and the impact it has upon HRM decision
making.............................................................................................................................................13
M4: Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context..............................................................13
TASK 4...............................................................................................................................................14
LO4: APPLY HUMAN RESOURCE MANAGEMENT PRACTICES IN A WORK-RELATED
CONTEXT.........................................................................................................................................14
P7: Illustrate the application of HRM practices in a work related context with some specific
industry examples............................................................................................................................14
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M5: Provide a rationale for the application of specific HRM practices in a work-related context.. .14
D3: Critically evaluates employee relations and the application of HRM practices that inform and
influence decision-making in an organizational context..................................................................15
REFERENCE....................................................................................................................................16
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INTRODUCTION
Human resource management is the term used to elaborate formal systems developed for
the administration of people within an organization (Kramar, 2013). Human resource
management works for the human characteristics of an establishment. There are lots of
activities performed by the human resources management of an organization. Those
performances are selection, recruitment, training, development, etc. in a case of taking any
decision for the team. Human resource management plays a particular role. For each
organization, human resource management is very much important. Human resource
management deals with issues such as team's development, safety, benefits, employee
motivation, administration, employee relation, and Training, etc.
TASK 1
LO1 EXPLAIN THE PURPOSES AND SCOPE OF HUMAN RESOURCE
MANAGEMENT REGARDING RESOURCING AN ORGANIZATION
WITH TALENT AND SKILLS APPROPRIATE TO FULFILL
BUSINESS OBJECTIVES
P1: Explain the goals of CEO and the purposes of HRM
Human resource is the sector of an organization compact with the people. There are
various purposes of HRM in an organization. HR is the part of an organizational growth
within a group or team. Another goal is to train the employees as per the organizational need
or understanding. HR management is responsible for taking the decisions those are set
flexible working hours, information about the employee's needs, customer pleasure. Besides
all those purposes HR management encourages all the staff to enhance their career in they
workplace.
Definitions: HRM is the process of handling people in organizations in a planned and through
method.
HRM embraces the management of populaces in organizations from a macro perception.
Personnel management is critical ‘workforces’ focussed whereas human resource
management ‘resource’ fixed.
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According to some authors such as Ulrich and Lake in the 1990 define HRM as it is a
type of system that can be the organisational abilities and competitive benefits which helps a
firm or organisation to be knowledge and take advantage of within the new chances.
Human resource management referred as the management of people and works headed for
the preferred ends (Boxall, 2007).
The scope of strategic HRM: there is the variable range in HRM (Kramar, 2013).
These are employee hiring, remuneration, prospectus of employees, employee motivation,
industrial relation, employee maintenance.
Roles of HRM: 1) HR plays an important role as a strategic partner along with the senior and the
managers in the strategy performed.
2) HRM becomes a functional expert in the workplaces at time of taking any critical decision.
3) Human resource management acts as the agent of the employees within the organisation.
4) Human resource management perform a vital role in the business organisation as the champion
for the employees.
Theories of HRM:
AMO theory: it is one of the important theory. AMO is a formula of human resource
management. A is stands for ability, M is for motivation, O is for opportunity. Ability+
motivation+ opportunity = formula performance. This formula is mainly used to developing
the HR system. Basic principles of this theory is to identify the employee’s interest,
motivation, and the quality of their job or work.
Goals of HRM:
1. High commitment: behavioural commitment is to fulfil the goals and strong
attitudinal commitment indicate strong identification with the organisation.
2. High quality: delivering best quality of goods to the all clients with the help good
managerial behaviour and attitudes.
3. Flexibility: flexibility and presence of adaptable structure of organisation with the
capacity to handle the innovation.
4. Strategic integration: strategic integration helps to integrate the HRM issues along
with the strategic planning, different HRM aspects and perspectives of the making
decision making.
Hard and soft approaches:
The soft approach suggested to gain the employee promise, adaptive nature of
employees, through competing with rival accomplish organizational goals(Harney and Dundon,
2006). Employees are the essential asset for an organization like canary Whorf. Concentrate
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on the better communication, motivate employees, and lead them correctly came under the
soft approach of canary Wharf.
Hard approach: employees are regarded as an inactive element of production. In the
case of any issues, workers can be replaced from Canary Wharf(Canary Wharf move will allow
regulator to grow in light of increased inspections workload, 2014). They are treated as the
resource. The effectiveness of them helps to achieve goals.
P2: Explain the CEO strength and weaknesses of different approaches to recruitment and
selection.
 Strength: existing employee’s demand fewer requirements, old employees are more
informative than the new one. Former employees are much committed and
encouraged (Cultivate Former Employees, 2016). Induction session, training helps to
save the organization money as old existing employees are well experienced.
Promotion activities perform by the CEO of Canary Whorf.
 Weakness: lack of proper selection, qualified people, roam outside organization such
as canary wharf. The process of recruitment is much lengthy, costly. Preferred
candidate may be not perfect for the post (Fasang, 2006).
An organization like canary wharf followed few recruitment and selection process like
online recruitment, job advertising, corporate websites, attract employees, etc. Benefits of the
internal and external recruitment: Internal recruitment is a selection process while the
business needs to fill the vacancy since inside the existing employees. Advantages of inherent
benefits: existing employees are knowledgeable, they do not need another training session,
they are much committed to working, put all the motivation to work, less costly.
External recruitment applicable when the company like canary wharf shows its vacancy
for the suitable person who exists on the outside of the organization. Benefits of external
recruitment: an invention of new ideas for the organization, starting up the promotion system,
newly joined employees shows more potentiality than the old. Encourage all the existing staff
to motivate them for better work (Khorsheed, 2014).
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M1: assess how the function of HRM can provide talent and skills appropriate to fulfill
business.
Various HRM function is there to improve the organization like the canary wharf.
Those services are hiring, promotion, salary determination, benefits. Hiring new employees
according to the vacancy. Recruitment of employees helps to decrease the workload in the
workplaces. Hiring or employment is the essential to the function of HRM. Employee
promotion, reward facility, etc. contributes to motivating employees. Offering the premium,
promotional activities shows an impact on the employees as well as the organization.
Various benefits are the supply to the employees. Benefits are retirement facility, life
insurance schemes, and maternity leaves for the female employee and so on.
M2: evaluate the strengths and weakness of different approaches to recruitment and selection.
In an organization like canary wharf shows different approaches to recruitment and
selection. Those approaches have few facilities as well as drawbacks. Those strength and
weaknesses are internal and external recruitment plans:
Internal recruitment is a selection process while the business needs to fill the vacancy
since inside the existing employees. Benefits of inherent advantages: existing employees are
knowledgeable, they do not need another training session, they are much committed to
working, put all the motivation to work, less costly. External recruitment applicable when the
company like canary wharf shows its vacancy for the suitable person who exists on the
outside of the organization. Benefits of external recruitment: an invention of new ideas for
the organization, starting up the promotion system, newly joined employees shows more
potentiality than the old. Encourage all the existing staff to motivate them for better work.
M3: critically evaluate the strength and weaknesses of different approaches to recruitment,
selection, supported by the specific example:
Key strength of various approaches of recruitment and selection is recognise the
eligible candidate for the particular post. Selected candidate should be energetic, full of
potential, reach in performances. Recruiter have to identify the strength in the candidate for
increasing the organisations productivity. Candidate must be skilful, experienced, and
capable of doing any tough or simple work in the workplaces. Behaviour of the candidate
matter in the workplaces. Some recruitment process has weaknesses these are inefficiency,
narrow ides, time and expenses, online cumbersome. Those weaknesses lead the organisation
to the extinction, narrow ideas by the selected candidate can hamper any project or decrease
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the project quality. These are the strength and weaknesses of different approaches to recruit
or selection.
TASK 2
LO2: EVALUATE THE EFFECTIVENESS OF THE ESSENTIAL
ELEMENTS OF HUMAN RESOURCES MANAGEMENT IN AN
ORGANIZATION
P3: Explain to the HR manager benefits of different HRM practices within the firm for within
the employee and employer
HRM practices are the methods of attracting, motivating, and keep the employees by
ensuring them in an organisation. HRM practices mainly lead an organisation to achieving
the goals. Various types of HRM practices are training, career planning, Compensation,
performance appraisal, involvement of employees, HRM practices are more or less connected
to employee and employer’s performances. Again the employee’s performances related to the
organisational performances.in case of right HRM practices employees and employers
benefited. Accordi9ngly wrong decision by HRM can harm the total employment process.
Damaged employment process less the productivity of the organisation. Product quality,
working environment also affected by the fatal HRM practices
Recruitment and selection
BENEFIT FOR EMPLOYEE BENEFIT FOR EMPLOYER - COMPANY
Employees are getting job security Employers are getting efficient and skilled
employees
Gain knowledge and experience Identify potentiality of a successful leader
P4: Evaluate the effectiveness of different HRM practices regarding raising organizational
profit and productivity.
1. Learning, development and training practice:
1.1 learning: it’s an important HRM practice by the HR managers within the organisation.
Employees have to learn everything during the training session. Main purpose of learning
practice is to inform about all the important information about the organisation’s production.
1.2 training: another important human resource practice is training. Training sessions are
mainly conducted for the employees of the organisation. By the help of training process
employees got informed about the vital information.
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1.3 developing: proper training session and learning ability lead the employees to the way of
development. Employee’s development lead the organisation to the advanced position in the
competitive market.
Learning, development and training: learning development and training is naturally
associated with the HR department. It is also known as the specialist function. It also has
specific roles with in the HR department of any organisation. One-fifth portion of learning
and development is referred as the generalist HR activities. It is broadly attached with the
business strategy. Learning, development and training is lead the organisation such as canary
wharf to the huge number or productivity by the accurate training, and developing their skills.
The three most effective learning and development practices done by HR for improving the
skills of employees.
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The use of external sources like conferences and events which can make more positive
impact on the skills of the employees.
It all about the development of the employees by learning and development programs
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2. Flexible working options:
2.1 work from home: HR department of a particular organisation offer this type of facility for
the needy employees. Employees are allowed to work from the home with providing good
quality of work.
2.2 flexible working hours: providing flexible working hours to the employees in the
workplaces. Organisation should offer flexible working time to all the employees as they also
have personal life along with professional life.
2.3 Flexible shifting timing: shift time is very much important for the employees in the
workplace. Organisation should be careful about their employees problems about the shift
timing.
Benefits of flexible working:
The company has seven causes to make a more supportive, flexible working
environment for its business. Those benefits are:
 To make attractive and sustain a vast range of efficient people
 To improve business outputs and increase productivity
 To increase job gratification
 To enhance engagement and commitment
 To attract stakeholders specially investors
 To reduce health care expenses
 To be better corporate citizen
More than 75% of staffs’ opinion is that work-life balance achieving is very important for the
canary Wharf.
Effect of the HRM practices on the activities depend on the employee’s reaction to
HRM practices. In case of raising the organisational productivity HRM practices plays and
vital role. People management totally depend on the organisational strategies provided by the
HR management. HRM arrange training session, induction classes to improve the
productivity of that particular firm. Employees are motivated, encourages, informative
through various HRM practices by the HR managers.so in this way HRM practices shows its
impact on the employees and employers of an organisation.
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M3: Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.
Method for the selection and recruitment practice
Preliminary Screening: The preliminary screening process done by the recruiter, such as the
qualified person would be called by him for the preliminary screening interview. There are so
many applicants who have given the application for hat job. The employers determine
sufficient interest based on the number of applicants. If the employers have got the
applications which can be managed like 100. Then it can be reviewed for qualified
candidates. Basically small business organization have adopts this method for selection or
the candidates in less time by setting the criteria of experience of minimum years.
Method for human resource planning
Forecasting basics: The each organization have a specific need of employees. The number
of employees and quality of those employees is decided by the human resource management.
The HR do forecasting for making sure about the necessity of the employees and their quality
regarding the profiles in the organization. It has so many statistical calculations and also so
much of practical stuffs are included in it so small business organizations can do it so easily.
The sales and production projections are used in the demand and supply forecasting. There
are two approaches for the assessment of these things one is quantitative and qualitative.
D2: critically evaluate HRM practices and application within an organizational context, using
a range of specific examples.
Different HRM practices are leadership, mentoring, knowledge and performance
evaluation, incentives method, meeting management, internal communication etc. These are
applied by the HR managers to improve the productivity. HRM able to start up incentive
system for the employees, retirement plans for the retired employees. Etc.
Leadership: leadership means the power of controlling a team or group of people with a
common aim. In HRM practices leadership is important to conduct a group of employees.
Leader is responsible of any kind of phenomenon by his team members. He is able to train
the employees.
Mentoring: another HRM process is mentoring the employees for doing the job properly.
HRM hire few mentor for observing the work process in the workplace. Mentor able to order
or command over the employees. Moreover there is few effective HRM practices in an
organisation that re stated above.
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TASK 3
LO3. ANALYSE INTERNAL AND EXTERNAL FACTORS THAT
AFFECT HUMAN RESOURCE MANAGEMENT DECISION-MAKING,
INCLUDING EMPLOYMENT LEGISLATION
P5: Analyse the importance of employee relations in respect to influencing HRM
decision-making.
Employee relation is one of the significant function of the organization which is taken
care by Human Resource Department. Employee Relation Department concerns about
employee recognition, employee grievance, boosting the morality of the staffs for making
more lively and healthy working environment. ER staff also relates to fulfill the expectation
of the management and maintain the ethics and work culture. A well-developed Employee
Relation is necessary for a balanced relationship between the employer and employee and
healthy environment where all of them can be satisfied to neglect the conflicts of working
place for achieving the business goals.
The employees of an organization play a major role in influencing the decision-
making of Human Resource Management (Patil and Kant, 2012). If the group possesses a team
of good employees, who are the primary workforce of the company. The Canary Wharf
consists of a vast number of working employees who are the principle strength of the
enterprise. The relation among the employees contributes a company many effectiveness such
as the proper relationship helps the company as they can provide their workers a team work.
By successfully completing the teamwork, the company can get achievement effectively. If
the employees have a right relation with each other, they can positively complete their task
with group working. When they finish their job being in a team, they have to maintain a good
relationship with the workers, and by doing with the help of a team, they can save their
energy and mental work pressure. There are different types of factors that contribute to
influence employee relations (Welbourne, 2009). Those are an economic satisfaction of the
staffs, history of industrial relation, psychological and social satisfaction, legislations and
public policy. Other factors are negotiating attitude and skills of workers and management,
security and safety, better education and training of team working, appreciation and
recognition of the employees, participation in taking the decision, style of the management.
The HR management should apply those techniques to improve employee engagement in a
company.
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P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision making
Employment legislation is a part of laws or law that was made to govern the relations
between employee and employer and their rights in the working place. The key elements of
employment legislation are- working time, job information and salary, leave, employment
termination, forced labour and child labour, sectoral determinations, variation of primary
conditions of recruitment, sex discrimination, selection conditions Commission, monitoring,
legal proceedings and enforcement, etc. the act is applied to all the employers and workers of
the company.
The sex discrimination act helps to protect the workers against the sex or gender
discrimination such as: in an advertisement, in promoting staffs, in the choice of officers for
jobs, offering career development and training opportunities (Brewster, 2004). The Act cannot
be applied in some specific situations associated with Genuine Occupational Qualifications.
The working time directive: the Act provides the employees a guarantee of maximum
48 hours working in a week and weekly holidays. The staffs can select their option out of the
requirement of working time, and they can agree to work for a long time if they intend to do
that.
M4: Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organizational context.
As there is an increment of technology and international business, the employment
relationship has become a significant part of the business organization. There are a rapid
changing teams of workers in the company who are getting more variations day by day. The
new improvements in creating the greatest challenges for facing the supervisors and
managing employee’s relations have been spawned by the growth development of diversity in
the working place over past 25 years. A successful company needs for generating necessary
cash flow for the improvement of the enterprise that is not possible without the workforce
(Research on the institution of China construction employee based on relation theory, 2007).
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TASK 4
LO4: APPLY HUMAN RESOURCE MANAGEMENT PRACTICES IN A
WORK-RELATED CONTEXT
P7: Illustrate the application of HRM practices in a work related context with some specific
industry examples.
Human Resource Management applies some strategy for the growth and development
of the company. One of the significant tasks of the Human Resource Assistant is to publish
an advertisement for the vacant place of the Canary Wharf Company within the single page.
The HR assistant does that to save the company's money to satisfy the CEO of the office. If
the company can put their advertisement within one page, the public will be interested to go
through the gist of the advertisement properly. If in the case of the advertisement, they can
save money, their financial strength can be applied to the other issues of the company.
The Human Resource Management of the enterprise uses their practices on
productivity, turnover and financial performance of the organization. The contingency theory
indicates the organizational techniques that moderate the relation between company
performances and strategic HRM practices. HRM practices can create influence on the
company performance with different techniques while the most important methods including
formal training process, result from related appraisal, employment participation, and security
(Demirbas and Yukhanaev, 2011). The important jobs of the HR department are legal
requirements, fit with corporate techniques, contribution to the business organization,
strategic HR management, and Human Capital Management. HRM involves the genius to in
continuous procedure improvement and organizational development. The department helps
the staffs to gain the knowledge of the goals and tasks of the company.
M5: Provide a rationale for the application of specific HRM practices in a work-related
context.
Human Resource Management applies some strategy for the improvement of the
allover company. The management and the HR assistant recruit well-mannered and efficient
employees that help to increase the productivity of the company and the efficient staffs who
are the key support for the development of the company. HR assistant also provides some
training to make their employees well-aware and knowledgeable for the specific office job.
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The effective application of the HRM practices helps to make the company for earning more
profit and the enterprise becomes efficient to achieve their target market and goals.
D3: Critically evaluates employee relations and the application of HRM practices that inform
and influence decision-making in an organizational context.
In the decision making process of Human Resource Management, employee relations
play an important role for the company. The company is based on mainly on the good
relation of the staffs as they have good relation with each other, they can do team work
successfully and that’s why the improvement of the enterprise will be increased. HR
management takes any decision that becomes in favor for the staffs who are the chief strength
of the business. HRM practices help the employees to perform positively for the
improvement of the company. The workers of any organization know very well that HRM
takes any decision where the interests like rights and other related issues of the employees
will never be avoided by the decision making management.
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REFERENCE
Canary Wharf move will allow regulator to grow in light of increased inspections workload.
(2014). The Pharmaceutical Journal.
Cultivate Former Employees. (2016). Successful Fundraising, 24(6), pp.6-6.
Fasang, A. (2006). Recruitment in symphony orchestras: testing a gender neutral recruitment
process. Work, employment and society, 20(4), pp.801-809.
Harney, B. and Dundon, T. (2006). Capturing complexity: developing an integrated approach
to analysing HRM in SMEs. Human Resource Management Journal, 16(1), pp.48-73.
Khorsheed, E. (2014). My Engineering Students Neglect their Statistics Course Homework:
What Policies Should Introduce to Motivate them to do their Home Work?. International
Journal of Learning Management Systems, 2(2), pp.119-137.
Kramar, R. (2013). Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Brewster, C. (2004). European perspectives on human resource
management. Human Resource Management Review, 14(4), pp.365-382.
Demirbas, D. and Yukhanaev, A. (2011). Independence of board of directors, employee
relation and harmonisation of corporate governance. Employee Relations, 33(4), pp.444-
471.
Patil, S. and Kant, R. (2012). Organizational culture a HR strategy for successful knowledge
management. Strategic HR Review, 11(6), pp.322-328.
Research on the institution of China construction employee based on relation theory.
(2007). Chinese Business Review, 06(04).
Welbourne, T. (2009). HRM for HR professionals (or “HR for HR”). Human Resource
Management, 48(5), pp.675-676.
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