Importance of Employee Relations in Decision Making

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.
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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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