Human Resource Management and Recruitment Practices

The provided document is a collection of sources related to human resource management (HRM) and recruitment practices. It includes research papers, articles, and online resources that discuss various topics such as employee engagement, flexible work schedules, and workplace health and safety. The assignment also covers HRM principles, policies, and legislation in the UK, including the Data Protection Act 1998 and the Work Health and Safety Act 2011. Additionally, it touches on the advantages and disadvantages of flexible work schedules and provides information on workplace awards, such as those received by Microsoft Corporation.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
a) Explaining purpose of HR function and its importance to organisation............................3
b) Strengths and weaknesses of current selection methods ...................................................6
c) Evaluating potential improvements for enhancing selection process ...............................7
TASK 2 ...........................................................................................................................................7
a) Creating a person specification for job role of Receptionist..............................................7
b) Advantages and disadvantages of current methods of advertising job in organisation.....9
c) Recommendations on job advert for the vacancy of receptionist ...................................10
TASK 3 .........................................................................................................................................10
a) Evaluating benefits of training and internships provided by Microsoft...........................10
b) Identification of flexible working arrangements in Microsoft and its benefits ...............11
c) Evaluating how organisation motivates employees through the way of designing job roles
..............................................................................................................................................13
TASK 4 .........................................................................................................................................14
a) Meaning of employee engagement and its importance in effective relations ................14
b) Key approaches of engaging workers discussed in summit and how these improves
communication in organisation............................................................................................15
c) UK employment legislation affecting HR decision making ...........................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
HRM is a systematic approach of managing people in the company. It is very
commonly called as Human Resource (HR) department of a firm . The present
assignment is divided into segment in which part 1 will discuss the purpose and scope
of human resource management, strengths and weaknesses of selection methods in
Chocolate Presence, a company based in North Yorkshire manufactures and sells tailor
made chocolates for presents and greetings etc. Further, a job specification will be
created for the role of reception in firm, advantages and limitations of current methods
of advertising of job vacancies will be highlighted.
The other segment is part 2 which will discuss the benefits of training and
internships to graduate by Microsoft to employees and organisation. An evaluation will
be done of flexible working arrangements in Microsoft and how this is beneficial to
organisation and employees will be determined in this assignment. Lastly, the report will
cover how the company motivates its workers by the way it designs job roles.

TASK 1
a) Explaining purpose of HR function and its importance to organisation
Human resource management is a well defined and systematic process of
planning, organising, directing, monitoring and controlling the human aspect of the
organisation (Bratton and Gold, 2017).
Human resource function of management is concerned with the effective
management of employees within the organisation. It ensures smooth and seamless
flow of talented and skilled personnel in company along with taking care of their needs
of growth and development (Brewster and Hegewisch, eds. 2017).
The purpose of HR function in Chocolate Presence is to provide required staff to
company. The main aim is to align human capital with organisational goals and
objectives. The HR department's objective is to bring the required transformation and
changes for bringing the effectiveness and efficiency in organisation. It ensures that
proper compliances of laws has been done and a suitable working environment exists
based on business ethics for the employees (Brewster, 2017).
Scope of HR department is very broad as it plays different functions such as:
Human resource functions :
Rewards : The HR department is responsible for setting remuneration, benefits and
rewards for al the employees in the company. Reward is used as a tool for motivating workers
for outperforming the tasks allotted to them. Example financial perks such as bonus, incentives,
paid holidays etc.
Performance management : The human resource of Chocolate Presence develops an
environment at workplace where people are enabled to preform to their best capabilities. The
management process consist of stages that is coaching, analysing, corrective actions and
termination. This management is concerned with activities that ensures that operations in the
company are conducted in such a way that best meets the organisational goals in the most
effective and efficient manner.
Employee training and Development : This function is one of the crucial practise of
HRM. Establishing training programs and providing opportunities to the employees for their
personal and professional growth. This helps in achieving employee satisfaction, competent
workforce and developing dedicated employee strength.

Illustration 1: Scope of HR function
(Source: Human Resource Management. 2019)
From the above diagram, it can be clearly seen that HR performs the functions of
building teams, enhancing employees skills through proper training development,
appropriate staffing, establishing employee motivation schemes. It ensures that
company's policies are properly complied for achieving the organisational goals in the
most structured way.
However, problems arises when the HR department works towards
organisational development by integrating employees' interest with organisational
objectives. The HR focuses too much on achieving organisational goals that it overlooks
the needs and requirements of its employees. This creates employee's dissatisfaction
with job that ultimately reflects in employee turnover (Brewster, 2017).

Planning and recruiting staff for fulfilling staff needs of organisation. It conducts
research for potential candidates that best meets the requirement of different
departments such as production, marketing, finance, designers etc., through a long
comprehensive recruitment process. This helps in providing a talented and competent
workforce to organisation.
It focuses on employee retention and enhances employee engagement by
meeting their needs financially and non financially. It makes efforts in motivating
employees and works on them by providing them necessary trainings. This helps
them in their professional development through which organisation develops. It plays a
role of watch dog and makes sure that proper adherence is made in complying business
policy, rules, legal laws and of course the business undertakes the most ethical
behaviour in its workings (Mone and London, 2018).
The HR department holds great significance in Chocolate Presence because of
the following reasons; It helps in strategic management as human factor directly affects
Chocolate Presence success. The department is concerned with employment retention
as high employee turnover decreases productivity, profitability and customer
satisfaction. The compensation structure is prepared by HR department which is best
suited for company, employees and which is in accordance with market rates. This
helps in attracting highly skilled people in organisation and also retaining them. It plays
a role of mediator between employee and organisation and helps to meet the needs of
both components of business. Employee satisfaction, settling of disputes, employees
training and professional development are all vital duties and responsibilities of HR
department of Chocolate Presence (Jaiswal, 2018).
The company is having certain issues lately. Because of the lack of knowledge
and experience of employing talented and competent workforce of company's owner, it
is facing problems such as high employee turnover. Also, as per the opinions and
feedbacks from old and regular customers, the firm is not able to create products which
it used to produce in terms of quality. The jobs are also filled internally and no external
methods of recruitments are employed. This restricts company in having fresh and
young people with creative thinking in organisation's environment (Brewster, Mayrhofer,
and Morley,eds., 2016).

The future plans of company are expanding its operations. It desires to retain its
competent employees and also desires of acquiring highly skilled and talented
professionals for enhancing the quality of its products in the future. It plans to introduce
technology in recruitment and selection process such as posting jobs on online portals,
using an integrated management information system for effectively managing
employees' databases. It desires of operational efficiency which would lead to cost
effectiveness. It plans for sustainability, longevity, achieving customer satisfaction and
building a loyal customer base.
All these could be achieved by effective HRM practises such as bringing the
most talented and suitable workforce who could carry out operations with efficiency.
Making employees satisfied through appropriate motivation techniques such as financial
and non financial like recognition etc. Training and developing employees for helping
them in shaping their career. Such practises will help Chocolate Presence in achieving
its desired business objectives.
b) Strengths and weaknesses of current selection methods
Selection is a process of choosing the right person for the right job. More
specifically, a person is chosen as per its skills and qualification which best meets the
requirements of a particular job.
Chocolate Presence is currently employing a selection strategy where candidates
are chosen on the basis of written tests and an informal personal interview of 15
minutes. It conducts maths and comprehensive tests which requires a candidate to
score 50% for getting into interview. The hiring test are common for all posts in the
company.
Strengths: The procedure is useful as technical knowledge is being assessed by
written tests. These tests set the base for preliminary selection of people for interview
round.
The informal chats with potential employees helps in making them comfortable.
This in turn creates an environment in interview room where people tell about
themselves more openly without getting nervous. Right persons are selected for higher
positions by assessing mathematical, problem solving abilities (Torchy and Dany,
2017).

Weaknesses: Informal interviews leads to biased decisions. Structured
interview sessions leads to gathering information about people in more organised.
Informal interviews sometimes leads to omission of important questions that are needed
to be addressed by candidate.
These omissions lead to faulty selection of people for the required job roles in
company.
Conducting these tests involve large documentation, time, administration cost.
The tests when assessed manually increases result time which may be subjective in
nature.
Several candidates have compliant about the viability of tests and informal chats
as the decisions formed from these methods are biased and subjective in nature. This is
the reason why newly recruited people are not even completing their probationary
period. This is because job roles are not matched with candidates skills and
qualifications.
c) Evaluating potential improvements for enhancing selection process
Adoption of technology in selection process. For example, tests must be
checked by customised software that rules out the probability of error, omission, biasses
etc. This would satisfy the potential candidates that they are being judged
systematically. It will also result in quick decision making regarding selection of
candidates.
The employment of technology in the selection process brings efficiency in HR's
routine work. Computerization of work eliminates the need of more manual power of
performing the activities of screening the applications. This in turn reduces the cost of
operations of company (Stone and et.al., 2015).
A formal and structured interview system would help Chocolate Presence in
selecting the best people for organisation which can best meet firm's objectives.
Questions prepared in advance helps in eliminating the omission of important questions
during interviewing people. Information gathered by structured and formal interviews are
more reliable and a more meaningful conclusion could be drawn out of it.

A formal interview session should be made that is at least of 30 minutes where
hypothetical situations needs to be given for understanding human behaviours, solving
queries of candidates with regards to job roles, package, candidate's expectations from
proposed job etc. These things could be adopted by company in future for its growth
and development.
In formal and structured interview system panel of interviewers asks the
questions from the candidates in which the starting questions are icebreakers for
relaxing the person. The interview gets intense when it moves forward. This structured
system helps in assessing useful information about the potential candidates in the very
organised way. Employees in HR department could be trained regarding how they
should conduct a formal interview.
The selection process must have Group discussion round where
communication skills of candidates could be efficiently assessed. People at level must
possess good communication skills for maintaining coordination, harmony, and
effectiveness in organisation's communication system. This method also the asses the
self confident a person possess.
This method of selecting is people is necessary because it helps in assessing the
divergent and creative thinking of people involved in group discussion. It also highlights
the analytical skills of interviewees regarding how they analyse the topic and how they
present the topic (Dipboye, 2017).

TASK 2
a) Creating a person specification for job role of Receptionist
Chocolate Presence
Person specification : Receptionist
Reporting to : Administration manager
Department: Administration
Salary package : £15000
Qualifications
Must be of 18 years age
Must have a bachelor's degree in any field.
Experience
Must have an experience of minimum 2 years in related field
Skills
Strong communication skills
Excellent knowledge of MS Office
Presentation skills
Interpersonal skills
Time management skills
Key roles
Ability of pleasantly meeting and greeting clients
Booking meetings and making arrangements for couriers
Efficiently management of phone calls
Managing administrative paperwork
Customer support service
Management of stationary
Technical abilities
Efficient handling telephone switchboard and
applying of IT facilities
Working on customised administrative software
Responsibilities

Ordering refreshments as and when asked by authorities
Allocation of visitor badge
Maintaining attendance log
Personal qualities
Self resilience
Team player
Ability of prioritising work
Keen to learn new things
Budget for advertising the job of receptionist
Expenses Amount (£)
Advertisement in newspaper 500
Advertisement on Job portals 1500
Administrative expenses
Printing and Mailing 600
Telephone expenses 200
Office supplies 100
Salary to staff 2000
Total expenses 4900
b) Advantages and disadvantages of current methods of advertising job in organisation
Chocolate Presence is applying different methods for advertising its job
vacancies such as posting internally to existing employees, their friends and families. It
also circulates its job vacancies on the notice board outside the organisation on its main
entrance site. These methods have their own benefits and limitations which are
discussed below:

Internal advertisement of job vacancies: It is basically communicating to
existing employees regarding various vacancies. The company asks for their referrals
and are provided with incentives if their referrals are selected.
Advantages
This method of advertising involves very less cost and consumes less time as
compared to other methods such as paid advertisements on TV, newspaper, journals,
social media etc.
This method is also suited because employees have experienced and talented
professionals in their social circuit. Recommendations from exiting employees gives a
sense of surety to company regarding potential candidates' competency.
Communication of job within the organisation motivates people to polish their
existing skills for applying for the post of higher position. This way employees indulge in
self learning activities and become more competent that eventually helps in firm's
success. Eliminates the extra documentation and paperwork at searching stage of
recruitment process (Furnham, 2017).
Disadvantages
This method limits the options for the available job role. It also creates unhealthy
competition in the Chocolate Presence.
Posting on Notice board outside organisation: The mentioned method has
following advantages and disadvantage which are stated below:
Advantages
It is less expensive and time consuming as compared to advertisements methods
such as communicating job through newspaper, magazines, job portals etc. Employees
or visitors can recommend potential candidates who are competent enough for a job.
This reduces HR's efforts of searching and identifying desired candidates.
Disadvantages
This method is inefficient in providing pool of desired applicants for the job
vacancies of higher and complex positions. Also, people do not give much attention to
these notices on the physical boards at the entrance site of Chocolate Presence. This
eventually leads to wastage of time, money and others efforts by employing this method
in its advertising strategy.

c) Recommendations on job advert for the vacancy of receptionist
Being a Human Resource Officer in Chocolate Presence, it is recommended to
use more of digital platforms for advertising its job vacancy of Receptionist. The
company needs to apply various methods such as on job portals and in newspaper so
that large of variety of candidates could be identified and screened. This increases the
probability of placing right people at the right job (Mura and et.al., 2017). There will be
discussions regarding costs and time of recruitment but it will be covered when a person
who is highly experienced and skilled is employed at the post.
Also, it is recommended to post the vacancy internally rather than on outside
bulletin board. This is because staff in the company tends to read all the notices put on
internal board. It creates self motivation amongst the existing staff when juniors in the
administration department feels that they are suitable for the role of receptionist.
Another reason for opting this method that existing staff also refers experienced people
they know from social groups (Furnham, 2017). This is advantageous in the sense that
such referrals rule out the unnecessary time and energy of searching the people
suitable for job, in others it eliminates HR's functions of searching people from the
scratch.

TASK 3
a) Evaluating benefits of training and internships provided by Microsoft
Microsoft is renowned for providing the most valuable internships and training
programs to freshers and graduates. There are different reasons why company chose to
do so as these training programs not only benefits the employees but it also proves
beneficial for the company. These benefits are discussed below:
Benefits to the employees:
The trainings and internships polishes a person's academic and organisational
skills. This helps employees in developing their career path. Productivity of people
increases. For instance, employees are kept updated regarding new technology, how to
use it etc., through appropriate training sessions. This helps employees in performing
their job duties with more efficiency.
Personal and professional development is one of the main advantage of
trainings and internships. Graduates and employees in Microsoft evolves themselves by
attending such programs and becomes more competent candidates for the organisation
(Mura and et.al., 2017).
Employees gets more satisfied with jobs when they see themselves growing
and realising that Microsoft is responsible towards them. It is a general fact that
employees of Microsoft are highly satisfied with company's policy of training and
development. On the job and off the trainings are provided to employees and graduates
by Microsoft depending upon the nature of the training and internships.
Benefits to Microsoft :
It helps in retaining employees in organisation and reduces the employee
turnover ratio. Highly satisfied employees desires to stay in such a company where staff
and its growth is one of organisation's priority. This also helps in attracting highly
competent and talented workforce.
Trainings regarding how to behave and how to adapt ethical behaviours helps in
improving and maintaining healthy relationships between the workers of Microsoft.
Leaderships qualities are developed in people which makes ready people to step into
the shoes of others. Efficiency and productivity of organisation increases in the
sense that employees are trained who performs the tasks effectively which eventually

reflects in organisation's profitability and productivity. Less supervision is required
when people in Microsoft are trained and updated. This reflects in operational
effectiveness in terms of energy, time and cost (Deery and Jago, 2015).
b) Identification of flexible working arrangements in Microsoft and its benefits
Flexible working arrangements are the policies of Microsoft where employees are
given great freedom of scheduling their work for fulfilling their job obligations.
An employee of Microsoft Corporation can opt various flexible programs such as
part-time workings, job sharing in which employees voluntarily shares each others
duties of full-time position, flexibility in working hours in which employees can
manages its punch in and out times from range of available hours of working as per the
needs. There is also flex place arrangement where employees are given liberty of
fulfilling their job duties from home, remote areas or otherwise. Each employee is
provided with laptop with appropriate settings such as “touch down spaces” for
supporting this arrangement. A work compressed week facility is available to Microsoft's
employees where standard work of employees is compressed in fewer than five days
(workplace awards, 2019).

Illustration 2: Flexible working arrangements
(Source: The Advantages and Disadvantages of Flexible Work Schedules, 2019)
Benefits to employees:
It helps employees to meet their personal and family requirements and needs
which leads to better work-life balance. It provides employees to have greater control
over their time schedule. It develops the feeling in employees that they are being
valued by company by satisfying their needs. Various studies show flexibility in working
environment increases the productivity of employees. It helps employees to work in
usual hours while staying at home.
However, it leads to no clear delineation between work and home for the
employees. Work gets mixed up the personal lives which at times reduces the
productivity and efficiency of people working at home.
Benefits to Microsoft:
It helps in motivating employees and boosting their morale. It eliminates the risk
of absenteeism and the trend of late coming by employees or tardiness. Such policies
of flexible working arrangements assist company in satisfying employees which in turn
reduce employee turnover. Further, it builds reputation that company have a family
friendly working place (Bezzina and et.al., 2017).
For example: providing these arrangements to employees helps them in carrying
out their duties at home in cases, where employees have the emergency situations for
which he could have taken a leave. Similarly, when employees are sent to business

trips or by any other reason goes out of city, these arrangements helps in delivering
their job obligations. This is how productivity of employees increases that eventually
helps in company's efficiency.
However, disadvantage of thee arrangement is that many employees takes
unjustified benefits of this flexibility. They tend to ignore the work and rather indulge in
other activities like watching Netflix on their computer screen with email screen open.
c) Evaluating how organisation motivates employees through the way of designing job
roles
Possessing a workforce that is highly motivated is considered as a significant
asset to the company. Microsoft focuses on motivating its employees through effective
designing of job roles (Jaiswal, 2018.). This is done by it because job design is one of
psychological theory of motivation which provide the systematic allocation of various
tasks to groups and teams within Microsoft. A job is designed by organisation that have
five core characteristics of influencing people in company. These are mentioned below:
Skill variety represents the skills and talents required for performing duties of a
particular job. Employees are motivated when they apply range of skills in their jobs
instead of doing repetitive work.
Identity of task is described as degree to which a particular person in
responsible of completing an identifiable task covering starting to ending points.
Staff in company is motivated by this factor in the sense that an employee
desires to work on a project or task if it is well identifies with that particular task from
starting point. It creates curiosity and desire in employee to complete that task for
achieving outcomes (Chowhan, Pries and Mann, 2017).
Task Significance states the importance of a particular job or task that have the
capability of impacting others within and outside the Microsoft. Workforce is motivated
when they are given the jobs that have high significance and which can impact
organisation in a crucial way.
This motivates them to perform their duties with utmost efficiency. For instance,
when staff feels that their work or activities are going to be neglected and overseen,
they tend to less motivated in performing that task (Brewster and Hegewisch, eds.,
2017).

Autonomy states that degree to which an employee has the freedom of perform
the task. Employees feels motivated when they are conferred with power of taking
decisions regarding the tasks allocated to them. When extreme interference of higher
authority occurs, people tends to get frustrated and their motivation level gets reduced.
Job feedback is degree to which staff in Microsoft obtains direct feedbacks from
higher authority and colleagues on the way how tasks were performed. People in
company requires feedback to stay on track and remain motivated for performing its
duties in the most efficient manner (Harrington, Warren and Rayner, 2015).
All these factors in a job motivates employees in Microsoft to out perform their
roles and responsibilities for achieving personal and organisational objectives.

TASK 4
a) Meaning of employee engagement and its importance in effective relations
Employee engagement can be described as the emotional attachment of
employees towards their job duties and towards the company. In simpler terms, it is the
extent to which a person in an organisation feels emotionally committed and
enthusiastic enough to make a difference to company. A positive engaged employee
represents that they do care about the company (Albrecht and et.al., 2015).
Microsoft considers employee engagement as an effective tool of building and
maintaining healthy employee relations. HRM practises such as providing training and
development, motivation, financial benefits for performing well are treated as factors of
building and improving employee engagement. This practises have mutual benefits for
employees and organisation by which relationship among them gets enhanced. The
concept is important because highly engaged employees of Microsoft helps in boosting
productivity of company (Albrecht and et.al., 2015).
Employees who are highly involved in the company are emotionally connected to
their work and performs their duties passionately, achieves greater targets which
eventually results in higher customer satisfaction (Lin and et.al., 2016). Giving proper
attention to people's needs in organisation helps in retaining them. A highly
enthusiastic and passionate employee is considered as a person who prefers
continuous learning, always makes efforts in doing work more creatively and quickly.
This way it contributes to organisation's efficiency and profitability (Harney, Dundon and
Wilkinson, 2018).
So, when employee become whole heartedly committed towards organisation, it
gets reflected on organisation's performance and this happens Microsoft makes efforts
in recognising what a person needs and how to satisfy it. By this way it enhances
employee relation of Microsoft leading to success and development of both parties.
b) Key approaches of engaging workers discussed in summit and how these improves
communication in organisation
The company in its latest employee engagement summit focussed the point
Sustained Engagement through Empowerment. The summit discussed some ideas
regarding how to engage employees in organisation. Six companies participated in this

summit where executives shared ideas and approaches for improving employee
engagement and ultimately enhancing communication system within their respective
organisations.
Types of organisational communication :
Formal communication : The communication flows in a structured manner
which is predefined by the top management. A scalar chain is applied for
communicating the information within the organisation. Upward communication where
subordinate communicates with their superior authority in the form of reports,
grievances etc. Downward communication where superior authority communicates with
lower level of workforces in the form of instruction, orders etc.
Informal communication : In this type of organisation communication,
employees communicate without any formal structure. Communication takes place in
the form of grapevine i.e., anybody can talk to anyone irrespective of the position and
authority.
In the summit, companies said that they focus on creating an informal
communication channels where employees can talk to anyone without restrictions. This
is one of the strategy they are using for empowering employees by providing such
flexibility in the communication system in the organisation.
Jason Warnke, Global Social Enterprise lead in Accenture discussed that
collaboration ability of colleagues is the base of organisation's productivity. The official
in summit addressed that Microsoft's 365 applications such as Skype, Outlook, word are
used for effectively communicating in the organisation. The organisation promotes a
culture of equality, a culture of empowerment where people are given freedom in their
working such as flexible working arrangements, no dress code, open communication
system throughout the company, etc., it all leads to employee satisfaction. Meaning of
which high engaged and committed employees are developed.
Understanding employees needs and satisfying them is one of the basic way of
engaging staff. Blending work with some mind freshening activities, updating
employees’ skills and paving a way for their development is an essential tool by which
workforce is engaged and retained in Microsoft. Formulating and implementing
incentive policies and programs for recognising the performances of workers. Setting

short them targets and goals for employees to achieve them helps them to get engaged
in their duties (Whittington and et.al. 2017).
These approaches help in improving communication employees empowering
includes involving of subordinates in the decision making process of the company
(Karanges and et.al., 2015). Such activity of taking inputs of employees helps in building
an effective communication system in organisation. Empowering people by using
technology also helps in enhancing communication. Using of intranet software for
effectively communicating with different departments in the company (Stone and et.al.,
2015). Building an open door policy would motivate employees in easily approaching
higher authorities which would make the communication policies more effective in
organisation.
The company uses democratic approach in managing people and for
empowering its employees where it involves all of its staff members in their critical
decision making process. This approach has led the company in achieving employee
satisfaction and has made it to retain them in the organisation.
c) UK employment legislation affecting HR decision making
There are different employment laws and regulations that are to be considered
by the HR of Microsoft while recruiting people, providing them training and development
and rewards. The following are some laws that affects decision making of HR:
Equality Act 2010, states that each and every employee needs to be treated
equally at the workplace. The provisions of this act says that no discrimination must be
made on the basis of gender. There must be an equality of payment at the workplace.
The HR of Microsoft have to consider this law while recruiting people. The people are
selected as per the calibre and on the basis of gender. Similarly, rewards, salaries are
to be fixed in such a way that does not reflect any discrimination factor. For example,
the company should abide by the law of providing wages prescribed in act as minimum
wages and salaries (Hunter, 2018).
Work Health and Safety Act, 2011 provides the framework for the protection of
employees’ health, safety and welfare. The act includes provisions of safety for people
such as contractors, trainees and apprentices, employees, workers etc. The HR
department of the company have to formulate its strategies regarding training. It has to

also build and working environment that is free of hazardous substances. A regulation
related to it requires compulsory provisions regarding elimination of dangerous
substances at workplace (Work Health and Safety Act 2011, 2019).
Data protection Act 1998, provides for the protection of employees’ data by the
company. The HR department of Microsoft have to ensure that no leakage of
employees' data takes place at workplace in any manner. Non compliance of this act,
attract huge penalties under this act along with actions taken by employees under its
human rights for claiming the damages (The 8 principles of the Data Protection Act
1998: a summary for small businesses in the UK, 2010).
CONCLUSION
From the above project report, it can be summarised that human resource
management is the backbone of any organisation in any sector. No single company can
be found out without having a well defined HR department. A part of the segment
concluded that Chocolate Presence needs to apply more formal and organised
interview structure for better selection of people that can needs the needs of company.
It can apply the latest technology in its HR operations for better performing the activities
of recruiting skilled people.
The other segment of the assignment concluded that effectively managing
employee engagement leads to reduction in employee turnover as people are highly
satisfied with their jobs in Microsoft. The company puts lots of efforts in training its
employees so that they could highly competent and skilled personnel for out performing
their tasks. The organisation also designs it jobs such as variety skills, task significance,
freedom of taking decisions are included in job's structure that motivates employees in
carrying out their duties passionately.

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