Benefits of HRM Practices for Employee and Employer | Desklib

Human Resource
Management

Contents
INTRODUCTION.......................................................................................................................................3
PART 1.......................................................................................................................................................3
P1 Purpose and functions of HRM which are applicable to the workforce planning and resourcing a
company..................................................................................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection................................5
P3 Benefits of different HRM practices in a company for both the employee and employer..................7
P4 Evaluation of the effectiveness of different HRM practices in terms of increasing organizational
productivity and profit.............................................................................................................................9
PART 2......................................................................................................................................................10
P5 Analysis of the importance of employee relations in respect to influencing decision-making of
HRM......................................................................................................................................................10
P6 Identification of the key elements of employment laws and its impact on HRM decision-making...12
P7 Illustration of the application of HRM practices in the work-related context, using particular
examples................................................................................................................................................13
CONCLUSION.........................................................................................................................................17
REFERENCES..........................................................................................................................................18

INTRODUCTION
The Human resource management is defined as a strategic approach which is taken by the
organization in order to manage the people so that it can gain a competitive advantage. This
practice is mainly designed for increasing the performance of workforce in their company. As
the employees are considered as the valuable asset of the company because they are behind the
growth and success of the organization so it is very essential to employ the talented workforce
and then manage them efficiently so that they can contribute in accomplishment of the
organizational objectives and targets. Every organization has the human resource department
which is entrusted with the task of managing the personnel in order to make them motivated so
that they can give their 100%. The main role of HR is mainly to recruit and hire the efficient
employees, reward them for their performance, provide sufficient training and development and
managing their performance so that their productivity is enhanced. There are many legislations
being formed to protect the rights of employees from any exploitation. Every legislation framed
helps in motivating the employees and enhancing their efficiency so that they can contribute to
achievement of organizational goals (Sweis and et. al., 2020). The organization chosen for this
report is British Airways, leading airline company which is established in the year 1974 and is
headquartered in London. This report is split into 2 parts of which first will cover the functions
and purpose of HRM, different approaches of selection and recruitment, various HRM practices
and its advantages and the effectiveness of these HRM practices. The second part shall cover the
importance of employee relations, different employment laws and application of HRM practices.
PART 1
P1 Purpose and functions of HRM which are applicable to the workforce planning and
resourcing a company.
HRM management is defined as the process of recruiting people, giving adequate
training, motivating them, compensating them and planning such strategies together with policies
so that they can be retained in the organization. In today's time, there has been major changes in
the way the HR works as there has been given ample amount of importance today HRM in the
company (Anh and et. al., 2019).

Workforce planning can be referred to as a process which involves analysation,
forecasting and the planning of employees demand and supply, assessing gaps and then
determining the target talent management so that there can be right people hired in the
organization with the right amount of skills at the right time so that the goals of the organization
are fulfilled.
The purpose of HRM is illustrated thereunder-r
 The main purpose of HRM is to frame and develop the effective programs for employee
benefits so that they can be retained in the organization. This will also help in attracting
the skilled and talented workforce in the company.
 Another aim of HRM is mainly to identify the needs of recruitment which involves
identification of duties of job, skill set required and other requirements relating to that job
position.
 Another purpose of HRM is to motivate the employees so that they can perform
effectively in order to accomplish the goals of the company which can result in
development and growth of the organization (Obeidat and et. al., 2018).
The function of HRM is discussed below
 The main function of human resource manager is mainly to attract the workforce in the
company and bring out the best of them. This is considered as the most essential function
as the potential and qualified workforce is recruited that can help in accomplishing the
organizational goal in an effective manner.
 Another function of HR is identification of the future needs as to what type of workforce
is required, in what quantity and many others. The HR planning is same as the workforce
planning as this involves adaptation of the systematic procedure in order to recruit the
effective staff.
 The HR manager has also another function which involves giving sufficient amount of
training to the employees so that they can improve their existing skill set and develop
new knowledge so that they can give their best in performing their job roles.