What is HRM?

8 Internal and external recruitment 10 TASK 212 P3 Benefits of various HRM practices within organisation for both employers and employees 12 P4 Effectiveness of HRM practices in terms of raising organisational profits and productivity 12 TASK 313 P 5 Importance of employee relation in respect to influence HRM decision making13 P6 Key elements of employment legislation and its impact upon HRM decision making14 TASK 416 P7 Application of HRM practices in a work related context using specific examples 16 CONCLUSION 18 RE

Human Resources
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
What is Human Resource Management ?..............................................................................1
Strategic Human Resource Management ..............................................................................3
What is Hard and Soft HRM ?...............................................................................................6
Global context .......................................................................................................................7
What is recruitment and selection ?........................................................................................8
Internal and external recruitment..........................................................................................10
TASK 2 .........................................................................................................................................12
P3 Benefits of various HRM practices within organisation for both employers and employees
..............................................................................................................................................12
P4 Effectiveness of HRM practices in terms of raising organisational profits and productivity
..............................................................................................................................................12
TASK 3..........................................................................................................................................13
P 5 Importance of employee relation in respect to influence HRM decision making .........13
P6 Key elements of employment legislation and its impact upon HRM decision making. .14
TASK 4..........................................................................................................................................16
P7 Application of HRM practices in a work related context using specific examples........16
CONCLUSION .............................................................................................................................18
REFERENCES..............................................................................................................................19

INTRODUCTION
Human resource management can be simply defined as the procedure of selecting, hiring,
inducting workforces within an organisation. In broad terms, it is commonly used for describing
formal systems which is devised to manage people effectively. Thus, it can be said that HRM
plays an important role in running a venture. This can be referred as strategic approach to the
efficient administration of company's personnel in order to accomplish competitive edge of firm
(Krot and Lewicka, 2012). Therefore, the human resource manager is initially associated with
administration of company;s people within firm that highlight on system and policies.
Responsibility of HR mainly fall into three categories such as: Employees compensation,
staffing, benefits and designing work. Major purpose of HRM is to maximize productivity of
company by optimizing the effectiveness of their staff members. This report is based on JP
Morgan Firm which is an investment and commercial bank founded in 1871. This assessment
will emphasise HRM and strategic HRM along with distinct human resource management
approaches such as HARD and SOFT HRM etc. It will also assess distinct recruitment and
selection procedure along with their strengths and weaknesses.
TASK 1
What is Human Resource Management ?
HRM is referred as practice of recruitment and selection of staff members, providing
orientation and induction, education and training, performance of appraisal, compensation and
benefits to personnel within JP Morgan Firm in order to manage workforce efficiently. Apart
from this, major role of the same is about managing people in the company and work culture.
Purpose of HRM
The domain of human resource manager generally falls under three main areas that is
recruitment, worker recompenses & benefits and defining or designing work. Basically, the
primary purpose of HRM is to upgrade the existing level of production of an enterprise by
optimising the performance of its personnels (Hendry, 2012). Apart from this, some of the other
essential purposes of human resource management are described below : Utilisation of resource : The HR professional of JP Morgan is liable for taking care of
issues regrading usage of assets within venture. Employers is liable for examine whether
appropriate resources are used for carrying out jobs or not. In case of any
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mismanagement in the company, HR will rearrange different framework of workplace
and provide assurance that each resource are being utilised in effectual way. Maintaining employee relation : This is very important to create healthy relationship
with staff members since they are the only one who help in completing regular chores of
a venture. If employees remain unhappy by the terms and conditions of enterprise, then
overall work may get hampered badly (Benabou and Tirole, 2011). Therefore, employer
of JP Morgan should also focus on generating good relations with personnels so that they
can retain them for a long time period. Staffing : This is nothing but employing worker under an organisation on the ground of
some criteria. HR used to carry on identical task of hiring according to the requirement
of venture. The major motive of doing so is to build strong as well as skilled work-
forces. JP Morgan require to concentrate on this area as without employees a single task
can not be performed. Thereby, Human resource manger of this venture ought to focus
on duty of staffing in order to perform their work appropriately.
 Acting as advisers : HR also acts as an adviser for a company. They generally are having
ideas about what should be implemented within association for its upliftment. Ideas
associated with wages, professional functions, leave management and many more are
presented by them.
Function of HRM
There are few essential functions of human resource management system which are :
 Training and development : HR department used to arrange training and improvement
sessions for entire workers who are performing within in venture. Those employees may
be newly recruited or are already a part of organisation. The primary motto of offering
preparation classes to new individual is to make them learn all concepts affiliated with
their official task (Bagnoli and Megali, 2011). At the similar time period, old personnels
is also being trained so as to improve their current skills and qualifications. This bring a
positive environment since people show interest in learning new things because it is
beneficial for their personal as well as professional life.
 Recruitment and selection : These are two significant functioning of HR division.
Managers generally recruit as well as select right individual for particular post. In first
process of recruiting, they contribute in determining and making the expected participants
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to apply for vacant positions. On the other hand, while selecting employers basically
choose eligible candidate for that designation.
 Assignment of jobs : HR also play the role of in – charging suitable duty to specific
member on the basis of their past records, experiences, skills, educational qualifications,
abilities & so on. It is to be noted that if designation of job is not done accurately, then it
may negatively impact on productivity of association (Bloom and Van Reenen, 2011).
Therefore, this is considered as most complicating task which is being provided by HR
management only.
 Orientation : This is treated as one of the vital functioning of human resource
department. Employer used to create a perfect surrounding for freshly employed
personnels as it is difficult for them to adjust in a new environment. So, for feeling them
stress free, supervisor try to make arrangement of attracting orientation programmes
wherein introduction from rest members is being done. The main aim of carrying out this
is to settle workers in appropriate manner so that working would be started afterwards.
Strategic Human Resource Management
Strategic human resource management can be outlined as linkage of human resources
with strategical aims and objectives. This is generally done for improving the business
performances and developing better organisational culture that helps in fostering innovation,
flexibility and competitive benefits. In an enterprise, SHRM means including and accepting
functions of HR as a strategic partner in the creation and execution of firm's strategies via several
activities like employing, selecting, grooming and rewarding workers (Boxall and Purcell, 2011).
JP Morgan should also introduce similar concept in their business action as this will assist
them in gaining predetermined goals. By the implementation of this practice, management of JP
Morgan should focus on rewarding, developing, attracting and retaining staff members for the
benefits of both personnels and organisation overall. Human resource department which practice
Strategic HRM don't work independently they interact with other divisions also for
understanding their ambitions and objectives. Hence, this can be proclaimed that strategic HRM
of JP Morgan firm include typical personnel determinants such as discipline, recruitment and
payroll along with performing with worker in adequate and collaborative manner in order to
emphasise retention, improvise work experience and quality as well as enlarge the employment
benefits for both employer and worker of company.
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Approaches of SHRM
This has been found that strategical human resource management majorly includes two
approaches. These are mentioned below :
 It primarily emphasizes HR activity with competence based performance actions.
 It focus on connecting HR activities with bringing profitability to the enterprise.
Features of Strategic Human Resource Management
There are various key characteristics of SHRM which are listed following :
 It give significance to HR participations and interventions. The reason for giving
importance is that issues occurring within corporation could be resolved in a easy going
way.
 There is a relationship between practices or policies of human resource system and the
entire ambition of company.
 Most of the liabilities of higher management are delegated down the line.
Importance of SHRM
In this modern and digital era, competition is touching the level of sky and is
continuously increasing day by day. Therefore, companies are now concentrating on programs
related to human resource since these are focused on long term goals. The major aim of HRM is
to enhance the productivity of staff members by centralising on the exterior as well as interior
obstructors. But this is to be noted that strategic human resource management not only concerns
with the attainment of corporation-al goals, on the other hand also give importance to the entire
improvement of manpower. This mission is completed by offering unique training classes to
freshly joined as well as already existed workers (Brewster and et. al., 2016). In addition to this,
hereby while taking final decisions on important subjects associated with commerce,
contribution or involvement of personnel is also done. Besides this, management of games is
also being carried out so that people feel relax and learn to balance their mental level. Thereby, it
can be depicted that overall worker feel to stick with the venture and henceforth they work hard
for enhancing net production of corporation. In SHRM, employers working under department of
human resource used to play an essential part. They aid in identifying main HR regions whereby
strategies could be executed for long run. Additionally, it also emphasize on the communication
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amongst member present in up-most management and HR. This in turn assist in getting aware
about the requirements of the employees along with inspiring them also.
Advantages of Strategic HRM
Some of the benefits of SHRM are described below :
 SHRM helps in determining and analysing extraneous possibilities to develop and threats
of human resource management. Through understanding and analysing upcoming
menaces, JP Morgan Firm can prepare themselves properly to avoid further problems and
struggles. At the same time, identification about golden opportunities aid them in
expanding their current business. Therefore, it can said that, company can easily achieve
a clear commercial scheme along with vision for the future.
 On the basis of vision, managers can recruit, inspire as well as retain persons within their
workstation (Budhwar, and Debrah, 2013). This would impact positively on the entire
performance of organisation. Thus, employers working under JP Morgan should hire
personnels on the ground of mission or vision of corporation. Afterwards, it is the duty of
HR professional to motivate workforce in order to contribute best in attaining the
ambitions efficaciously.
 When company wish to observe closely the performances of their workforce, they are
advised to implement SHRM. From this, manager can keep close eyes on working of
employees and cater them suitable training and development programmes for own
welfare.
 By generating correct strategical techniques with the assistance of SHRM, a venture can
provide satisfaction to expected consumers.
Barriers of SHRM
This has been found from an investigation that there are different obstacles to the
implementation of successful strategical human resource management. The major one is nothing
but the absence of growth scheme and the failure to execute one. There are few other barriers
which are described below :
 Higher resistance due to the lack of coordination from lowermost line.
 Limited resources, revenue and money.
 Vulnerabilities to legislatives alterations.
 Instant as well as rapid structural changes.
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 Economical and market pressure impact on the adoption of strategic HRM.
What is Hard and Soft HRM ?
Human resource management is considered as administration of a company's personnel
and people. The division is liable for selection, attraction, rewarding, training and assessment of
worker along with ensuring employment laws compliance within a workplace. In regard of
managing the workplace issues and disputes, this is fundamental for organisation to adopt
numerous methods and ways of HR management which are available and are accessible
according to the firm's nature and structure. These approaches are academic in nature and
Henceforth, this can be claimed that basically there are two broad approaches to human resource
management i.e. elaborated as below:
Hard HRM : This is a human resource approach in which personnel are treated as
resources of business organisation such as buildings and machinery (Dalal and et. al., 2012). This
is strongly associated with the planing of corporate business understanding what are the required
resources of company, how can firm reach to them and how much it will cost. Focus : the major focus of Hard HRM is to identify the demands and requirements of
workforce of business along with managing and recruiting as per it. Key Features : Main features of human resource management is to accomplish short term
changes in numbers of worker and consider minimal communication. The main
communication structure of such companies are from higher to lower level. Pay : Such organisation who employ Hard HRM optimise minimum wage standard and
are enough capable to hire as well as retain their employee as per their requirements.
 Appraisal Framework : Main focus over appraisal system is concentrated on creating
judgements in relation of staff whether it is bad or good.
Hence, this is basically the typical style of human resource management which often
contains taller structure of organisations and suits autocratic style of leadership when it comes to
directing and leading people of organisation. For example,
Soft HRM : It is an approach of human resource management whereby employees are treated as
most important resource within commerce and is also considered as a source of competitive
advantages (Fine, 2012). It is to be noted that treatment of personnels is done as an individual
and their necessities are planned consequently.
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 Focus : Here – in, the major focus of HRM is on the basic requirements of workforces,
their roles, encouragement along with motivation , giving rewards & so on (Ford and
Richardson, 2013). In aspect of time scale, soft HRM takes a long term perception since
employees are prepared well for attaining the prolonged aims and objectives of company. Key features : Workers are inspired and empowered for seeking delegation and taking
responsibility. Appraisal structure : In this system of appraisal is also focussing on addressing and
determining need of training & development of entire workforces.
 Pay : This comprised of competitive pay framework along with appropriate rewards
affiliated with presentation. For example, sharing options, profit shares.
Global context
In the context of globalization, an enterprise whether it is small or large have been stop
from the order of local government and they have became global and it has been enhancing
workforce diversity and make sensitive culture which emerged in current time period. These
factors are lead an organization towards development of international human resource
management. Along with this, such organization are mainly consider through unaffected for
transaction in all over the wide network at global level (Hendry, 2012). It is the one way and it is
depend on organization which does not heard about this in better way. There are some
interdependence which occur among corporations in different functions and areas. HR are facing
various issues and problems at global level in effective manner. There are such issues and
problems involved in global level such as global competition for goods and services, risk and
privacy, issues related to culture, challenges regarding leadership, also managing all international
project by the human resource manager. Many of the HR abilities and competencies apply to
local human resource practitioners, incremental global skills which are required for human
resource to deal with some major issues or disputes. HR manager need to enhancing their
business in other location.
What is recruitment and selection ?
Recruitment is considered as an eminent part of HRM. This is not carried out without
correct strategic planning. It can be defined as a procedure that offers the corporation with a pool
of skilled job participants from which to select.
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Significance of recruitment : Recruiting plays a vital role in building strong worker base. A
large number of unemployed people having best skills are available in United Kingdom. With
the help of similar process, company can attract those persons by providing them proper
information about the vacancies and salary (Huselid and Becker, 2011). By this way, employer
of specific venture can attain desired employees. This in turn aids in improving productivity
since personnels which are chosen may contribute a lot in development of quality based products
and services. On the other side, recruiting is chiefly intended to upgrade the quality as well as
quantity of applications for a designation. This is done for improving the possibilities of getting a
suited person for the job.
There are commonly five steps involved in the process of recruitment of JP Morgan are
following :
1. Recruitment Planning
2. Strategy development
3. Searching
4. Evaluation and control
Strengths of recruitment procedure :
There are various types of process of recruitment such as internal and external which play
important role in fulfilling particular vacancy of organisation (Krot and Lewicka, 2012).
Manager consider in-sourcing or outsourcing for find most suitable candidates for a specific post
of business. There are some major strengths of recruitment process such as:
 Recruitment is essential in filling vacant post or job by appointing suitable candidates.
 This process help in attracting more applicants towards organisation for the purpose of
fulfilment of job requirements.
 Company use recruitment process that support to find, shortlist, select and appoint
talented people so that task or work be completed.
 J.P. Morgan has considered various methods of recruitment and selection process for
attracting fresh talents and experienced persons who are able to perform any critical task
and achieve goals with appropriate way.
 Recruitment is one of the best way to brings new innovative ideas and creativity by
selecting skilled individuals among various applicants in an adequate manner.
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 This process creates large pool of candidates who have better qualities, skills,
knowledges and abilities to work hard and complete targets.
 It is beneficial in finding best candidates for JP Morgan which facilitate to select them for
fulfilling particular job within time frame.
Weaknesses of recruitment process :
Besides strength, there are some weak factors of recruitment process. These are mentioned
below:
 It is a lengthy procedure since examination of appropriate candidate take long period of
time.
 This is expensive in nature, thus, JP Morgan have to invest high sum of money.
 It is very confusing as there are so many options present in nation and world too. Hence,
hiring of correct nominee creates difficulties for mangers.
Selection process : This can be defined as the activity of putting correct applicant on right
designation. This is playing crucial role in development of an enterprise as without worthy
personnel, quality work could not be done (Marchington and et. al, 2016). This leads to
dissatisfaction of consumers which ultimately give negative complications on whole business.
Thus, it is important for each and every association to arrange effectual selection procedure. JP
Morgan can involve following steps while selecting employees :
 Giving invitation to applicants
 Receiving applications from those people
 Arrangement of written test
 Taking psychological exam
 Personal interview
 Final selection
Advantages of selection procedure
 It help in recruiting appropriate candidate for correct post without any confusion.
 Quality standard may get higher when talented personnels work for the association.
 Company can easily satisfy their clients as candidates employed would give best efforts
in manufacturing goods and services.
Weakness of selection process
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 This consumes more time since candidate have to go through step by step procedure after
passing each level.
 Sometimes discrimination happens during final selection on the ground of sex, age,
colour, religion, etc. This create depression in other eligible participants since they were
prepared a lot for similar examination.
Internal and external recruitment
Recruitment is basically done in two ways i.e. internally and externally. When an
enterprise seems to fill their vacant posts by hiring people within its own workstation, it is called
internal recruiting. On the other hand, in case of external candidates are searched from outside
the business for filling vacancies.
Methods of external recruitment :
Some of the methods of internal sources are following :
 Transfers : This include shifting of individual from existing job to other identical job.
Herein, there is no alteration in the ranking, duties and prestige.
 Promotions : This is the process of moving the position of a worker from lower level to
higher level. It also increases the responsibilities, image as well as wages of that person
(Meredith Belbin, 2011).
 Present employees : The current workers of a concern are provided information
regrading probable vacant places within organisation. Thus, these personnels are
commanded to suggest their relatives, friends or other candidate who are known to them.
Advantage of internal recruiting
 It helps in improving the moral of workers.
 While selecting people from inside venture, no fault may occur since mangers know each
and every employee personally.
 This also assist in promoting loyalty amongst workforces.
 Minimum investment is required since there is no need of travelling here & there. Thus,
travelling cost get saved effectively.
Disadvantages of internal recruiting
 This creates discouragement in capable candidates from external environment as they are
not permitted to join here.
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 Company may lack in innovational and creative ideas since old employee might present
improper strategies.
Methods of external sources : Advertisement : Company generally give advertisements in newspapers, journals, TV
channels, etc. for seeking attention of large number of people towards the vacant position. School, universities and colleges : In this method, employers visit various educational
institutes and arrange placement programmes for the purpose of selecting eligible
candidate (Nielsen and Randall, 2012).
 Former workers : In this case, those personnels who have been left the organisation due
to some genuine reason, then they might be taken back when they are concerned for
joining.
Advantages of external recruitment Accessibility of suitable persons : Extraneous sources give a wider choices to
management. Thus, correct person could be hired according to the criteria of specific
designations.
 Bring fresh ideas : By the involvement of new civilians within company, innovational
constructs may be developed. In addition to this, suggestion regarding doing something
new might be presented by them.
Limitation of external recruitment Economical : This technique of recruiting is proved to be economical for corporation
since it is necessary to offer training to new workers. Thus, require more money in
arrangement of such session (Purce, 2014).
 Issue of maladjustment : By the introduction of newer candidates, vulnerability of
mismanagement would increases as they may not adjust in that environment. Thereby
complications occurred for employers.
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TASK 2
P3 Benefits of various HRM practices within organisation for both employers and employees
Human resource management practices are being used in JP Morgan since it is proved to
be beneficial for both managers as well as workers. This can be better understand by following
mentioned points :
Benefits for employees
 Career growth : JP Morgan has provided various opportunities to their staffs which is
assisting in receiving proper improvement in respect to professional career.
 Healthy working station : Employers of corporation are responsible for creating
positive surrounding within workstation. The main reason of doing so is to reduce the
level of stress from the mind of workers.
 Motivation : JP Morgan is focussing primarily on motivating personnels as it will help
in increasing the productivity of venture. For raising inspiration level, they are making
incentives and bonus plan for employees.
Profit for employers
 Reduction in conflicting situation : By executing HR activities, managers of JP
Morgan noticed that there is decrement in disputes since they become able to interact
closely with their team members.
 Stronger workforce : By offering training facilities for newly recruited workers,
employers are trying to build a quality based team so that company may not face any
kind of loss. This aids in creating a good image of supervisors in – front of owner of
company.
P4 Effectiveness of HRM practices in terms of raising organisational profits and productivity
JP Morgan are taking use of various practices of HRM for making improvement in their
existing production and net profit. Some of the activities used by them are listed below :
 Learning, development and training practices : Company is catering several option for
preparing to sub- ordinates. Innovational techniques of learning are being arranged so
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that people may become more skilled and talented. This will directly help in upgrading
overall productivity and profitability of venture.
 Payment and reward management : JP Morgan is implementing various reinforcement
and payment methodologies in order to increase the devotion of associates towards work .
In this context, their main motive is to raise manufacturing capabilities as company wish
to attain predetermined goal of earning high amount of money.
 Employee performance management and monitoring : Supervisors are having
responsibilities to monitor working or presentation of group members so as to show them
correct path if they would choose incorrect one. This will also contribute in increasing
entire income of JP Morgan since quality of production may improved. When customers
receive better standard of services, then they get completely satisfied and as a fruitful
result prefer JP Morgan while looking for using bank and finance related facilities.
Thereby it can be said that sales level of this firm get increased which provide high
profits to them.
TASK 3
P 5 Importance of employee relation in respect to influence HRM decision making
Employees are considered as soul of every organisation since these individuals because
almost all of the business operations are performed by them only. Workers of JP Morgan are
attempting to reach each mission and vision of corporation by giving their best. Thus, it is
necessary for managers to maintain healthy relationship with staff members. By doing so,
venture can seek attention of more and more person towards workstation. This assist in rising
attendance of associates as they feel satisfied by receiving a positive environment. It is to be
noted that improvement in employee relations will also impact optimistically upon the process of
decision making of referred organisation which is mostly managed by HRM department.
Workers feel their importance when they receive the opportunity of taking part in creating
significant decisions. On the other hand, productivity of venture may be hampered if employees
would not present in determining or giving appropriate conclusion in context to commercial
activities. Some of the strategies utilised by JP Morgan in improving engagement of workers are
describe below :
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 Setting challenges : Team leaders of company is creating particular challenges for staff
members so that they show interest in facing them. This will automatically raise
participation of workers in achieving aims and objectives of venture.
 Reward management : Managers are giving rewards to those persons who are working
appropriately at JP Morgan in the form of compensation, support, additional holidays,
certificates, etc. This is attracting personnels in doing better work as an outcome.
 Permitting employees to work from home : In order to rise involvement of workforces, JP
Morgan is also giving permission to workers to finish their official chores from homes
also.
Besides above mentioned techniques, Trade unions is also assisting in increasing
engagement as well as building positive relationship with work – forces. The primary goal of
trade unions is to play the role of negotiator within organisation. They basically negotiate with
managers regarding the matters associated with employees and other associates. In addition to
this, people present in specific trade union also stand for requirements and political interest of
those personnels who are not receiving their fundamental rights. Thus, it can stated that
significance of entire workforce is being presented by these associations. This is beneficial for
overall venture as from this, relationship amongst employers and workers get more strengthened
which optimistically impact on production of company.
P6 Key elements of employment legislation and its impact upon HRM decision making
The main components present in employment legislation are explained below :
Equality : Government of United Kingdom are making legislations for removing the
concept of discrimination from corporate world. In this context, they have build Equality Act
2010. The main motive of implementing similar law is to ban phenomenon of partiality which is
happening against adults within work - station on the ground of age. It is to be noticed that this
norm came into action on 1st October 2012. Afterwards, no one is permitted to discriminate
personnels on the basis of age. In addition to this, some of other provisions offered after its
enactment are :
 Providing safeguarding against any kind of harassment, direct as well as indirect
favouritism, victimisation in companies, educational institutes, services & public
functions.
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 People can claim if they are facing gender discrimination while attain payments or salary
from corporation.
 Presenting new power to tribunals related to employment for giving suggestions in order
to empower and benefit the entire workforce.
This is to be noted that above mentioned legislation related to employment is influencing
on decision making of HRM. Employers should consider these rules and regulations while
treating their team members at JP Morgan. Decisions must be made according to these norms. If
managers are going to violate any policy, they would be considered as guilty as per the laws of
Equality act 2010.
Health and safety : Legal bodies has made certain principles for providing safe and
secure working surroundings to personnels. Health and Safety at Work Regulations 1999 were
framed for the reinforcement of similar norms like Health and safety at work act 1974. The
motto of this law is to cater basic facilities to workers who are performing at certain organisation
in order to earn livelihood. Each and every company is forced to obey all polices which is
designed under identical acts. For example, employers are obligated to develop healthy
environment by making it free from random accidents. In respect to this, they are also
responsible for arranging free medical services like First Aid, allocation of experienced health
professionals, etc. at workstation. In addition to this, hazardous substances such as insecticides
and pesticides must be kept at out of reach from common civilians, work on danger prone
locations is needed to be prohibited for reducing the number of accidents, Beside the same,
safety is concerned with assurance of security of job.
This is impacting on decisional making of HRM since they have to follow all such
policies for running business in ethical and smooth manner. If they would not abide these norms,
company will be declared as culprit since in the eyes of government. Therefore, JP Morgan
should take care of these regulations in order to remove illegal activities from their workplace.
TASK 4
P7 Application of HRM practices in a work related context using specific examples
An employer plays an important role in an organisation since they are the only one who is
liable to create strategies associated with upliftment of association. They have to hire suitable
15

candidates for filling vacant positions at work station. In this way, management are arranging
below listed programmes :
Agenda for training seminar intended for receptionists at Corinthia Hotel London
 To develop organisation effectively
 To raise production level of Corinthia
 To generate feeling of satisfaction in consumers
 To enlarge business internationally.
Interviews questions
Interview questions created by employers are following :
 What is your good name ?
 Tell me about yourself.
 Have you worked ever on the designation of receptionist at a hotel ?
 According to you, what are the roles and responsibilities of this job ?
 What is concierge ?
 What would you do for this hotel ?
Job advertisement
Requirement of skilled 'Receptionist' at Corinthia Hotel London
Qualification :
Bachelor's degree from a recognised university
To apply:
Candidates are needed to upload their request along with CV and current photograph on the
authorised website of hotel before by 25th August 2018.
Email address : www.corinthia.com
Contact number : XXXX7062623487
Job specification documents
Qualification MBA in Hotel management.
Bachelor's degree from recognised university.
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Experience Must have experience of 3 years in five star
hotel.
Areas of expertise Should be familiar with 2 to 3 language
excluding mother tongue.
Command on communication skills.
Other qualities Attractive personality.
Strong commercial skill.
Appropriate interpersonal skill.
Personal specification
Areas Needed criteria Learning Result
Qualification and training Conveying ability with newly
recruited personnels
Capable to execute entire
induction procedure.
Experiences Rendering best quality services
to customers
Stress handling skill
Must have played role
related to management.
Skills and knowledge Good communication as well
as interpersonal qualities
Able to develop & generate
innovational opinions and
strategies.
Personal characteristics Proactive, Team leading
capabilities, self-confident,
optimistic attitude, etc.
Creating definite power and
attributes to perform within
an organisational culture.
CV
Name :
Father's name :
Contact number :
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Email address :
Key skills:
5. Creativeness
6. Familiar with the role of receptionist
7. Having modern cognition related to computer
8. Know to work under a team
9. Enthusiastic to learn new works
Experience:
 Worked 5 years at the post of receptionist at a famous five star hotel known as 'The
Lanesborough'.
CONCLUSION
By going through above based report, it can be summarized that HRM practices have
different benefits for employees and employer. For workers, it provide attractive and essential
training as well as improvement sessions wherein they easily develop their professional skills.
On the another side, it caters specific jobs to mangers also. In addition to this, opportunities of
coming closer to work forces are provided by different HRM practices to supervisors. This
assignment has covered all such aspects properly. It is also enlightening that how HRM practices
raising profit and productivity of firm. Several methods of recruiting has been described which
help companies in attaining correct personnels. JP Morgan should focus on these techniques of
internal and external recruitment. Besides this, report is also explaining different types of HRM
that is soft and hard along with proper example.
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