Role of HRM in Employee Development and Recruitment Approaches

Recruitment
Process

Table of Contents
INTRODUCTION.................................................................................................................................3
TASK 1.................................................................................................................................................3
P1. Describe the main function and role of HRM that are appropriate in employees development of
administration....................................................................................................................................3
P2. Evaluate the power and weak spot for diverse approach of staffing and appointment.................5
TASK 2.................................................................................................................................................6
P3. Explain HRM practices with its benefits for manager and member of staff.................................6
P4. Demonstrate various HRM practices used for raising organisational income and output............7
TASK 3.................................................................................................................................................9
P5. Examine the significance of interpersonal relations of workers in HRM decision-making.........9
P6. Recognize the key elements of employ legislation with its impact on business...........................9
TASK 4...............................................................................................................................................10
P7. Provide illustration for application of HRM practices in work-related context..........................10
CONCLUSION...................................................................................................................................13
REFERENCES....................................................................................................................................14

INTRODUCTION
The Human Resource Management is described as the procedure of recruiting and selecting
more of employees in an organisation to increase the division of work for improving efficiency.
Human Resource plays a key role in building, strengthening and altering customs of business to
remain stable in perfect competition market. The organisation that has been selected for this project is
Deloitte Touche Tohmatsu Limited for providing its multinational professional services network. It is
headquartered in London, United Kingdom and affords more responsive and personalized service
(Ajgaonkar, D’Souza and Mukundan, 2020). This project describes main purpose and functions of
HRM which are applicable in workforce planning. It evaluates strength and weakness for different
approaches of recruitment and selection with its HRM practices that are beneficial for employer and
workers. Additionally, it analyse the importance of employees relation and key elements of HRM
legislations with its application in business.
TASK 1
P1. Describe the main function and role of HRM that are appropriate in employees
development of administration
Human Resource Management:- This is defined as the ability of managers for hiring new
candidates by selecting their applications for filling the vacancy in an organisation. Managers of
Deloitte focus on this as to create job opportunities for recruiting more people in business to improve
efficiency.
Functions of HRM:- There are five functions of Human Resource Management which are
described as under:-
 Planning:- The planning means to strategise an innovative idea for developing unique
product in global market by competing with its rivalries. Managers of Deloitte focus on this
as to produce specialised goods and services that are capable in capturing the whole potential
market.
 Organising:- It is described as the procedure through which managers analyse the vacancy in
business that lacks in accomplishment of success economically. Managers of Deloitte
implements recruitment and selection process to fill the vacancy for goal achievement.
 Staffing:- The new candidates who are interested in specific criteria of job fill the applicants
of company. Managers of Deloitte hire and select the person on the basis of its skills,
capabilities, qualification and experiences (Colding and Barthel, 2019).
 Directing:- The duty and responsibility of supervisor is to direct and guide worker about its
roles which will lead company to achieve success. Managers of Deloitte instruct employee
with description of office environment and aware of supervisors, leaders and sub-ordinates.
 Controlling:- It is the process in which manager monitor and control the actions performed
by their workforce in achieving specific target. Managers of Deloitte track and identify the

errors in activities of workers and develop strategic decision to control it with corrective
measures.
Differentiate between Best Fit Approach and Best Practice is as under:-
Basis Best Fit Approach Best Practice Approach
Definition The Best Fit Approach mostly
emphasizes managers for
developing HR strategies that are
appropriate in various
circumstances of business.
The Best Practice Approach is
defined as public health strategy
which supports evidence such as
research, expert opinion and
theoretical rationale.
Approach It is a contingent approach. This is considered as universal
approach.
Workforce Planning:- This is defined as the process of ensuring an organisation which
maintain record of current and future access of human capital that will be needed in performing
actions effectively. Deloitte managers implement workforce planning for creating strategy by
analysing the needs and actions of workers to hire more employees in future (Danso, 2020).
 Physical and Mental Labour:- The physical labour refers as the labour which are physically
strong and have artificial intelligence to perform their actions effectively. Managers of
Deloitte focus on this as they are capable in doing their task with proper quality and time
management.
 Skilled and Unskilled Labour:- It is described as the high skilled workers which do their
activities with restriction of errors and vice-versa for unskilled labours. Managers of Deloitte
focus on this as to co-operate them with each other that result in reducing the possibility of
mistakes.
 Productive and Unproductive Labour:- The productive labour have capability to perform
task with engagement and involvement in order to achieve specific target. The unproductive
workforce used to waste time in their conflicts, distrust, miscommunication, etc. Managers of
Deloitte focus on this by motivating them through monetary and non-monetary rewards.
PESTLE Analysis:- This framework is described as external macro-environment of business
surroundings which affects activities of an organisation either positively or negatively. Managers of
Deloitte implement this as to analyse the elements that can be favourable or unfavourable for business
to sustain in perfect competition market (Decuypere and Schaufeli, 2020).