Importance of Employee Relations in Decision Making

This document discusses the purpose and function of HRM, the strength and weakness of recruitment and selection approaches, benefits of HRM practices for employers and employees, effectiveness of HRM practices for raising profit and productivity, importance of employee relations in decision making, key elements of employee legislation and its impact, and key aspects of employee relations. It also provides insights into the recruitment and selection process, talent management, and training and development. The document is relevant for the subject of Human Resource Management and is applicable to the course code XYZ123 at ABC University.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
P1) Purpose and function of HRM...............................................................................................1
P2) Strength and weakness of approach in recruitment and selection.........................................2
M1) Human resource managers provide talents skills and business objectives..........................3
M2) Strength and weakness of approach to recruitment and selection.......................................3
D1) Strength and weakness of approach to recruitment and selection........................................3
P3) Benefits of HRM practices for employer and employees.....................................................3
P4) Effectiveness of HRM practices for raising profit and productivity.....................................3
M3) Different methods of HRM practices...................................................................................3
D2)evaluate HRM practices ........................................................................................................3
P5)Importance of employee relation affecting decision-making.................................................4
P6) Key elements of employee legislation and its impact...........................................................4
M4) Key aspects of employee relation .......................................................................................4
P7)Applications of HRM ............................................................................................................4
M5) Specific HRM practices ......................................................................................................4
D3) evaluate employee relations and application of HRM practices .........................................4
CONCLUSION................................................................................................................................4

INTRODUCTION
Human resource management is link between the employees and employers of the
company. Unilever company is performing recruitment and selection process which includes
training and development of employees of the organization. It looks into the internal affairs of
company which builds strong relation between the employees and employers of company.
Employee satisfaction is prime motive of the management which will have effects on work
performance of company. Company is also benefited through effective working of employees
and human resource management have improved relationships with employees as well.
Management looks after the functions like and recruitment, training and selection process.
Managers also build motivation of employees of the company and also includes employee
engagement and decision-making process is efficient for company. Various laws and have to
followed by company which includes laws relating to the minimum wages, employment act, data
protection act and laws relating to equal pay.
LO1
P1) Purpose and function of HRM
Soft and hard models of Unilever consists of employees and the company. Soft models
are concentrating on employees of company, employees must try to concentrate on self, which
includes satisfaction and trust and commitment regarding company. Hard model consist of
employees but performance of employees of company. Workforce planning includes the process
of analysing and planning workforce employees demand and targeted talent of employees must
be included. Resources of human resource managers includes of staffing and employees
compensation and designing the work and working culture of the company.
Human resource managers have the ability to identify the right people for the right post.
Recruitment is done through the qualifications and skills of employees of company. Managers
try to achieve right people on right time. Human resource managers of company Unilever have
the power to identify the needs of employees because these mangers are selected for recruiting
and selecting the employees of the company. Interviewer also calculates the skills and
knowledge in the candidates which is satisfied for post or not. Managers of the company has
certain functions like behaviour of employees and the working culture of the employees. Right
place includes the place for the candidates where the skills of the candidates are tested and used
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not wasted. Employees want to learn something from every company so company must also try
to test employees and give them experience regarding work of company.
Recruitment of candidates is done by the human resource managers and these managers
are look after the employees in the company. Recruitment is followed by selection process which
have interviews and selection round for candidates to clear the rounds for post. Later the selected
candidates are provided with training and development for the post these employees of company
are provided time to time motivation. Employees satisfaction regarding the working culture and
work, employees of the company must try to give their best in the office premises. Training
period on every company is different as per the post but Unilever has different time period for
different post.
P2) Strength and weakness of approach in recruitment and selection
Recruitment and selection process have different steps which are to be followed like
recruitment is started through recruiting the candidates through internal and external sources,
internal sources like candidates are informed for the vacancies in companies which will tell
friends and relatives about that, external sources includes placement agencies, and
advertisements in newspapers. Interviews are conducted through job analyses and description of
job in the advertisements. Candidates as well company need to provide right information to the
candidates and candidates must provide specifications to the interviewer. Methods of selection is
done through selection process of the company. Unilever have selection process of screening of
candidates and examination process. Application form is to be filled by candidates then
candidates have to clear the examination round and then interview round. Candidates applying in
company must need provide the details of previous work and qualifications (Luo and Wang,
2017).
Competency approach focuses on learning and skills of employees which are tested
through the interviews in company through these employees of company are provided with
opportunities to develop the skills and something new. Employees are getting help from mentors
and as well it meets the needs of employees. The approach only focuses on the needs of
employees and it only motivates the learning skills but employees of the company need to also
need to give importance to learning styles (Mertens and Beblo, 2016).
Contingency approach focuses on the work performance of the employees which includes
the position and skills of employees as well behaviours of employees while time of pressure and
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also at different times. Through this the employees are provided with the effective leaders and as
well it helps the company to plan and share something new ideas to the company. Through
following the approach recruitment is easier for the managers. Contingency approach leads to
building leadership qualities among employees of company (Becker and Smidt, 2015).
M1) Human resource managers provide talents skills and business objectives
HRM is recruiting the candidates through internal and external recruitment process, these
employees further opted for selection process which includes test and oral examination and
interviews with managers then the candidates are offered with job. Employees of organization
are provided with the job benefits and reward policies which is motivation employees and
employees are improving the work performance which is benefited for company (Kostunets,
2016).
M2) Strength and weakness of approach to recruitment and selection
Competency approach is based on employee satisfaction which will include personal
space of employees in office and behaviour of employees in company. It has strength of support
of mentors and it fulfils need of employees and company while skills of employees are not given
importance.
Contingency approach is focusing on building leadership qualities among the employees.
Approach focuses on the work performance of employees of company and skills of employees of
company. Its strength is focusing ion leadership qualities while it ha weakness of no satisfaction
of employees in company (Rubery, Keizer and Grimshaw, 2016).
D1) Strength and weakness of approach to recruitment and selection
Unilever is focusing on working culture and employees satisfaction, company is
recruiting the candidates through placement agencies and company is looking into easier and
small process for selecting the candidates.
Unilever has slight focus on this approach also through these approach while recruiting
leadership qualities are tested if selected in interview round then only candidates would be hired.
LO2
P3) Benefits of HRM practices for employer and employees
Productivity is increased due to human resource managers in company it has various
benefits for employees of company like flexible working hours and company must try to invest
in employees satisfaction. Employers are also benefited because employees satisfaction gives
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better working culture and improves in work performance of the employees. Employers are
benefited by building better image of company in market (DeNisi and Murphy, 2017).
Profitability is increased due to recruiting skilled employees it is beneficial for employers
and company. Due to increase in profitability the employees of company are expecting some
incentives and bonuses. Employers are also benefited by increasing the sales turn over company,
employees are benefited by success parties of company and promotion as well motivation.
Employees of company are hired from different countries which have different skills
through team work one would, learn something from colleagues while employers can use those
skills for company welfare (Schopman, Kalshoven and Boon, 2017).
Employees which are selected in recruitment process are provided with training programs
where the work of employees is explained to them and training is provided to employees,
employees of company are intended to learn something new and gain experience. Employers of
company also build leadership qualities among them which is providing new experiences to them
as well company is also training employers how to train employees.
Flexible working options is for employees as well employers, working conditions effects
the working of the employees of the company. Flexible working conditions includes better
effective working culture and better working facilities, if employees of company are satisfied it is
beneficial for employees while not it would not be as beneficial (Kaur, 2016).
P4) Effectiveness of HRM practices for raising profit and productivity
Performance appraisal is an effective way to give views on employees job performance
and contribution of employer towards the company. The work performance of the company must
be reviewed and employees of the company must be appraised, performance of employees
evaluates the skills and development as well as improvements in the performance of employee.
Career management is comprising careers of employees of the organization which is
planning to gain experiences in the company and it includes the activities of the employees
which provides the financial stability to the employee and employee or an individual gain
experience (Ye, de Salas and Ollington, 2016).
Training must be provided to the employees of the company which includes the
employees which are trained according to the employees. New employees which are recruited
through the recruitment process have to be trained and explained about the work and job
description.
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Rewards for better work must be given to the employees of the organization. (Rewards)
includes the incentives and the bonuses with various other rewards which are performance
appraisal and motivation among every employee of the organization.
recruitment process includes the candidates which are recruited through the process and
selected to work for the company. Recruitment process includes the selection of the candidates
and training to development of the employees (FORÉS MONTESINOS, 2017).
M3) Different methods of HRM practices
Unilever is learning and training the employees of the organization. Job motivation
among employees is must for the employees to improve performance of the organization.
Training and motivation of employees is also useful for the company because the employees of
the company are concentrating on the performance and it will leads to profits in the company.
D2)evaluate HRM practices
Performance appraisal and training and development are the HRM practices which have
been used by the Unilever. It is useful for the company because it laid that the company is trying
to achieve the objectives by implementing the human resource planning in the company
(Chadwick, Super and Kwon, 2015). Performance appraisal is the best way to motivate the
employees of the company which will improve the image and goodwill of the company.
LO3
P5)Importance of employee relation affecting decision making
Identifying the decision which is to be taken by the employers which will give an
opportunity to the employees to identify the decision of the leadership. Through these process
employee relations are strongly build by the company (Chelladurai and Kerwin, 2018).
Employees of the company must gather accurate information regarding the employees of
the company. Decision must be based n the facts and figures. Employees must try to analyse the
decision of the company whether it is useful for the company or not. Through this the employees
of the company are motivated to participate in the company decision-making process.
employees of the company must try to identify the alternatives which will give
motivation to the employees to raise right alternatives among every one in the company.
The employees of the company must try to present the decision with an evidence which
could be the proof of your research regarding the project. Employers of the company must try to
motivate the employees of the organization (Rees and Smith, 2017).
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Alternatives must be presented and those alternatives must be tested and right action must
be taken by the company for the employees as well as employers of the company must praise the
employees of the company. Through alternatives the employees must be praised by the company
for their contribution in the projects (Kesti and Syväjärvi, 2015).
Every decision must be reviewed and looked and checked again and again for welfare of
the company. Through this decision-making process the decision-making power in the
employees of the company is increased.
P6) Key elements of employee legislation and its impact
Sex discrimination act is stating about the company must not discriminate in the
employees of the company, which includes discrimination on basis of gender or discrimination in
basis of colour. Discrimination on basis of gender or sex is not supported by the companies.
Employers of company must not support discrimination on basis of sex, if supported employers
of company may be punished on basis of sex discrimination.
Equal pay act states about that the employees of the company must be provided equal
salaries as the post and skills. Employers of company must look into the laws relating to the
employees of company.
National minimum wage states about the employees of any company must not be paid
less than the minimum wages, any employees found registering compliant about this that
company would be laid penalty under the act. Minimum wages to employees must be provided
within the particular time period.
Data protection act states about the company employees details and personal data
regarding them must be kept confidential. Some employees in company are from other countries,
status of employees must be checked and whole immigration process must be completed. Data of
all employees and candidates which have applied in the company must be kept safe and secure, if
not company will be charged with penalties under the act.
M4) Key aspects of employee relation
Employee relations are maintained through the effective communication between the
employees of the company. Culture of the company must try to be according to the employees of
the company. Rewards and feedbacks must be given to employees regarding the work done
which is encouraging them to do better. Employee relations are maintained strong due to
encouraging team work between the employees of the organization.
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LO4
P7) HRM practices in the company
Recruitment and selection practices in the company Unilever is the employees need to be
recruited through the internal ways or external ways like the placement agencies. After
recruitment and selection process the employees of the company are through which the
candidates of the company must try to clear the selection process and after that the employees of
the company are under the training and development period which are selected through the
different selection process with the examination round through which employees of the company
are selected under the training period.
Blue collar labour workers are working less than compared to the white collar labours.
The employees of company are divided among the collar, white collar labour are working behind
the desk. White collar labour are working his hands dirty which includes manual labour. White
collar workers are with suit tie and these employees work at the desk. Blue collar workers are
engaging in manual labour and agriculture, with construction and mining as well. These workers
are wearing jeans and might have blue collar while working for the company. These workers are
working and may get the work done while working for the company. The workers are working
for the company which need to be encouraged and motivated time to time. Workers of the
company need to work effectively and have effective communication between the employees of
the company. Workers need to be appraised for the performance of the work done by them.
Rewards are given to the employees of the company for the welfare of the company
because these employees motivates the employees to work for the company. These employees
are motivated through giving rewards like incentives and bonuses to the employees of the
company. Rewards given to the employees of the company are working for the welfare of the
company. The rewards given to the employees of the company must be needed to work for the
company and the employers of the company need to be work and referred to work according to
the employees of the company.
Designing and placing of the job advertisements: A proper job advertisements need
company details, job tile and the reasons why the candidate would apply in the company. The job
advertisement for the company would have the positive impact on the candidate. The benefits of
the jobs and the perks in the job must be mentioned in the job advertisements. It will help the
company to invite the candidates.
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Job description for HRM manager
Job title: Human Resource Manager
Essential duties:
Handle the human resource managers
Provide the compensation and benefits to the employees
Provide the training and development to employees
Hire the candidates through the recruitment and the selection process.
Education:
Master’s degree in human and resource management
Communication skills and it skills
Must be able to work under pressure and be flexible
Must have the knowledge of the word, PowerPoint and excel.
High school degree.
Requirements:
Perform the job efficiently and successfully
Must be able to talk and listen carefully and also perform the work given.
Experience in the management field
Person specification of HRM manager
Criteria Essential Desirable
Attainment Masters in human resource
management
Knowledge Knowledge of the ms word
and excel.
Knowledge about the database
and about the macro media
applications as well.
Relevant experience Experiences in the
management and working with
the team.
Experience of working in the
meetings.
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Disposition Work under pressure and also
work independently.
Candidate must be flexible for
work.
Skills required Presentation skills include the
presentation in the meeting.
It skills includes the
knowledge of the word power
point and excel.
management skills include the
managing the work of the
meeting and also work under
pressure
maths skills
Communications skills which
include the verbal and written
as well.
CAREER OPPORTUNITY
HR manager needed
Unilever is the company and is looking for the human resource manager.
Requirements
Position: 1
Age: 20 to 30 years
Experience: experience of the at least 1 year
Skills: strong in communication and must have the time management skills and must know
about the team management.
Company would also increase or decrease the candidates without the notice .
Send your CV till 23 November 2019
HR manager
Unilever limited
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job offer letter
Job offer letter
Unilever company
date 23\11\2019
nane of the candidate: XYZ
dear XYZ
i am pleased to offer you the employment and the HRM manager in the company. A detailed
job description is attached to the letter and the position would begin on 1\ 12\2019. The hours of
work are form 8 hours and 48 hours per week at the rate of the $ 500 per month.
I would accept this offer letter of employment please sign and return one copy to us.
I look forward for the working with you.
Documentation of the preparatory notes for the interviews and the notes:
Preparatory notes are playing the vital role in improving the performance of the candidate in the
interview. It consists of the questions which are going to be asked in the interviews and the
interviewer also has the list of the skills and the abilities of the candidate.
Job offer to the selected candidate: Job offer is made for the selected candidate for the
right post. The offer consist of the responsibilities of the candidate and the detailed description of
the job as well. All the detail which are necessary for the candidate regarding the job is
mentioned in the job offer.
Evaluation of the recruitment and the selection: The recruitment and the selection
process is consisted of the recruiting the candidates the and selection the candidate for the job
role. The recruitment and the selection process is useful for the candidate because the candidates
would express themselves for the job rile and also show the skills and the abilities of the
candidates.
M5) Specific HRM practices
Human resource managers are able to work for the company Unilever because these
managers working and motivating the employees of the organization through which the
managers are able to select the right candidates for the employees of the organization. These
employees are working for the welfare of the company. Recruitment process includes the talent
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and skills which need to be present in the candidates. The recruitment proce4ss includes the
selection process as well. Selection process is conducted for the employees of the organization
which provides the employees to work for the company as well. These employees are trained and
personally developed in the training and recruitment process.
D3) evaluate employee relations and application of HRM practices
HRM practices are giving the employees of the organization which includes the decision-
making process. Motivation in the employees of the company is encouraging the decision-
making power in the employees of the company. These practices are motivating the employees
of the organization through the rewards and bonuses among the employees. The employees of
the organization are motivating the new employees which are new for the company. Performance
appraisal is the biggest way to encourage the employees of the organization.
CONCLUSION
Human resource management is trying to implement the human resource planning in the
company. The managers of the company are focusing on the performance of the employees,
which is improving by motivating them, rewards must be given to employees for their work and
employees of the company must be trained as per the post. Recruitment and training must be
included in the process of human resource planning. Recruitment has the process of selecting the
candidates as per the skills and qualifications which then are selected by the human resource
managers which are following the process of selecting the candidates through the examination
round and then interview round. Managers of the company must follow the rules and regulation
regarding the employees act. The employees of the company must be trained and developed
according to the company work must be explained to the employees of company and employees
satisfaction is the prime motive for the employees of the organization. The human resource
managers are willing to perform for the company as well the company employees are motivated
to work for the company through performance appraisal and the rewards given to them. These
employees need better working condition to work for the company.
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