Functions of HRM and Evaluation of HRM Practices

Task A&B
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK A...........................................................................................................................................3
1) Purpose and functions of HRM and benefits of different HRM practices for employer and
employee.................................................................................................................................3
2) Approaches to recruitment and selection and evaluation of their strengths and weaknesses.5
3) Functions of HRM to fulfils business objectives and evaluation effectiveness of different
HRM practices to raise organisational profit and productivity..............................................8
4) Evaluation of different methods used in HRM practices by providing examples.............9
TASK B.........................................................................................................................................10
1) Design of job specification...............................................................................................10
2) CV....................................................................................................................................11
3) Interview questions, interview notes................................................................................14
4) Job offer letter..................................................................................................................14
5) Evaluation of process and rationale for conducting specific recruitment related to HR
practices................................................................................................................................15
6) Analysis of importance of employee relations. ...............................................................16
7) Identify the key elements of employment legislation. ....................................................17
8) Critical analysis of key aspects of employee relations and their application in HRM
practices................................................................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20
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INTRODUCTION
Human resource management is defined as strategic approach for proper management of
people in organisation so that competitive advantage can be achieved (Azari, Ozger and Cavdar,
2019). This is designed for maximization of employee performance with relation to business goal
and objectives. It is function of administration with focus on motivating, hiring, maintaining,
training and developing working force of organisation. This is managed by Human Resource
(HR) manager who is liable for providing training to employees, performance appraisal,
recruitment, reward management and so on. Main motto of HR is assisting organisation to
achieve success as well as growth through their people or working force in appropriate manner.
It is very important for organisation to have skilled and knowledge employees so that they can
attain goal and objectives.
The given report is based on Mont Rose College of Management & Science (MRC)
which was established in 2006 at Ilford area of London, United Kingdom. It is higher and further
education college that focus on providing teaching, public service and research in context to
education, development of student and continuing education. Principal of college is Bilal Sheikh
and deputy head is Sayeda Zain. This is the foundation which provide better future as well as
value to students in effective manner. The main aim of report is to discuss about purpose and
scope of HRM in terms of resourcing business with skilled and talent force to attain business
objectives. It also evaluate effectiveness of key elements in context to business. This report
analyse internal as well as external factors which affect HRM decision making including
employment legislation. It also highlights about job specification, CV, interview questions and
offer letter. The process of recruitment is performed along with importance of employee relation
in organisation.
TASK A
1) Purpose and functions of HRM and benefits of different HRM practices for employer and
employee
Human Resource Management (HRM) is defined as practices of hiring, managing,
recruiting and deploying employees of organisation. It is also called as Human Resources (HR)
who is liable for creation, putting and overviewing policies through workers as well as
maintaining relation with them (human resource management (HRM), 2020). It is very important
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for MRC to run their college by following proper workforce planning and resourcing. Some of
functions and purpose of HRM are described below:
Functions of HRM
Each and every organisation is formed of people, HRM is to acquire service of
individual, developing skills, motivating them for attainment of goal and objectives. MRC has to
follow different functions of HRM for proper workforce planning as well as resourcing. They are
mentioned below:
Managing Employee Relations- Employees are regarded as pillars of organisation so it
is very important for MRC to maintain good relation with them (5 Major Functions of Human
Resource Management, 2020). With proper relations, employees can influence work outputs and
behaviours. If respective organisation can maintain effective relationship with their employees
then they can easily attain goal and objectives. Along with this, it leads to better workforce
planning and resourcing of business.
Maintaining Good Working Conditions- HR manager has to focus on maintaining as
well as providing good working conditions and environment for their employees so that they can
give their best to attain goal and objectives (Bader, Reade and Froese, 2019). It is very important
in college to provide good working place so that teacher can teach in better manner to students
for their career development and success. With better conditions, workforce planning and
resourcing is possible as per their skill and knowledge possessed by them in effective way.
Purpose of HRM
Each and every functions of HRM purpose to follow for positive results. There are
different functions of HRM such as training & development, recruitment & selection, managing
employee relations, maintaining good working conditions and so on (Baldwin, 2019). Main
purpose of managing relation with working force is strengthening employee and employer
relationship by resolving as well as identifying workplace issues, measuring their morale,
satisfaction and input to business. Teacher teaching at MRC should posses effectiveness
relationship with other people so that they can provide better education to students in appropriate
manner. On other hand, purpose of maintaining good working conditions is to enhance
productivity of employees performing at MRC provide them with better health, energy and
create happiness within themselves. It is responsibility of HR manager to take feedback from
employee so that they can improve themselves in better manner to attain positive results.
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Benefits of Different HRM Practices
HRM practices are those activity which assist manager as well as employees to improve
effectiveness of business. It consists of setting expectations of work, monitoring performance of
working force, assisting performance of employees, appraising and rewarding for good
performance. The different HRM practices includes providing security to working force, training
in relevant skills, fair compensation based on performance, skill monitoring & training and many
more (Functions & Practices of Human Resource Management, 2020). These provide benefits to
employer and employees of MRC.
Benefits to Employer
Security to Working Force- This practice of HRM provide benefits to MRC employer
in terms of enhancement of brand value and goodwill. It also assist employer to give their best
efforts in order to attain goal and objectives in effective and efficient manner.
Training in Relevant Skills- It is very important for MRC to conduct training on regular
basis for their employer to know about requirement of their students and apply those in their own
college (Bos-Nehles and Veenendaal, 2019). Employer includes manager, CEO, principal all
should update themselves to enhance their skills and knowledge regarding particular field.
Benefits to Employee
Fair Compensation- As each and every employees perform work for money so they
should be provide fair compensation based on their performance. If MRC follow such practice in
their college then their employees work in better manner to provide education to students and
creates loyalty and trust towards their working place.
Skill Monitoring & Training- It is the important practices which should be followed by
MRC. The working employee skills should be monitored on regular basis and provide training if
they lack in any areas. This provide benefit to employee for better work performance.
2) Approaches to recruitment and selection and evaluation of their strengths and weaknesses
Recruitment
It is defined as procedure to hire as well as find most suitable and qualified candidates for
given job opening or vacancy in cost and time effective mode (Campanella and et. al., 2020).
This is method of searching for potential employees and encouraging them for applying to given
jobs in enterprise. It is regarded as process that start with identifying need of business in relation
to job vacancy and finish with introducing new employee to business.
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Approaches to Recruitment
The approaches to recruitment are described below:
Internal Recruitment- It is defined as source of recruitment that motivate employees of
enterprise in order to apply for opening vacancy within business place. Here, job opening are
informed through word of mouth, internal advertisement within organisation. It is used by
business to create motivation among skilled employees, reducing turnover, cost reduction to
achieve competitive advantages. This can be used by MRC for hiring skilled and capable
employees within same workplace for positive outcomes. It includes transfer, employee referrals,
promotion, demotion, retired employees (Internal and External Sources of Recruitment, 2016).
These all are performed within same workplace to hire capable and known person to
organisation. This approach has some strengths and weaknesses such as:
Strengths Weaknesses
 When internal employees are provided
higher post then their morale rise for
better work performance.
 Internal recruitment leads to promote
employees as they feel happy as well as
secure for opportunity of advancement.
 This discourage people who are from
outside for joining business.
 There is high chances of rising conflicts
among candidates because many
undeserving employees get chance for
promotion.
External Recruitment- It is defined as external source of recruitment which focus on
motivating potential as well as skilled candidates to business in order to apply for job opening in
effective manner (Cooke and et. al., 2019). The vacancy are informed through external source
such as media advertisement, factory gate recruitment, campus placement, walk-ins interview,
management consultants, employment exchange, casual callers, recruiting, deputation,
professional association. This can be used by MRC for hiring new post of receptionist for their
college in appropriate way. Such method can help them to hire capable and skilled employees for
work performance. It carry both strengths and weaknesses such as:
Strengths Weaknesses
 It creates opportunity to select best and
suitable candidates from pool.
 It is time consuming as well as
expensive method along with there is
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