Function and Purpose of HRM in Organisation

This report discusses the function and purpose of HRM in an organisation, including recruitment and selection, HRM practices, and the effectiveness of these practices. It also explores the advantages of HRM practices for both personnel and employers.

Unit 3: Human
Resource
Management

Table of Contents
INTRODUCTION.................................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Function and purpose of HRM in organisation.............................................................................3
P2 Explain Strength & Weakness of recruitment and selection.........................................................4
TASK 2.................................................................................................................................................6
P3 Advantages of HRM practices for both personnel & employer....................................................6
P4 Discuss the effectiveness of HRM practices.................................................................................7
TASK 3.................................................................................................................................................9
P5 Describe the Importance of employee relation.............................................................................9
P6 Briefly analyse the key components of employment legislation.................................................10
TASK 4...............................................................................................................................................11
P7 Application of HRM practices in work related context..............................................................11
CONCLUSION...................................................................................................................................14
REFERENCES....................................................................................................................................15
Books & Journal:.............................................................................................................................15

INTRODUCTION
Human resource management is essential for organisation because they help acquiring
the manpower for the business. Many enterprise adopt HRM because they are the sources
through it policies procedure and other important activities are carried out in proper manner.
Bird a local shop headquartered in Oldham. The focus many on customer satisfaction and
provide quality of services to their clients. It is a wider and broader concept to be understood
properly so that difference between is done ineffective way. This report includes functions
and purpose of HRM, strength and weakness of recruitment as well as selection, HRM
practices, effectiveness of practices, importance of employee relation components of
employment registration and application of HRM practices. These are also responsible for
maintaining discipline within the management and organisation. Moreover, they are the
backbone of entity as important activities and distances are to be managed and maintain by
them. The report is further divided into two parts which activity one and two which is the
discussed in the main body. With the help of proper market research analysis HR manager of
company environment studies as well as tactics so that suitable candidates and other activities
are being carried out appropriately. Therefore, concept of HRM is wider and a deep
knowledge of market so that decisions are made with proper consideration.
TASK 1
P1 Function and purpose of HRM in organisation
Human resource manager play vital role in enterprise. In relation with bird, the
company also have Human resource department but with less workforce. Main duties and
responsibilities are specified to the HRM so that problem or issues do not occur in near future
(Malik, 2020). The manager of the corporation makes ensure that all the responsibilities are
being performed in well organised manner so that action workforce and policies are regulated
properly. There are various types of functions which are being mentioned below-
Functions
Recruitment- It is the first time and important function of HRM as because in this
identifying and search for the suitable candidate for the vacant job role are analysed &
recruitment function is being carried out with the help of various tools such as ATS which is
also known as application tracking system through which HR find the candidate for the
interview at wider level. Furthermore, it is a time consuming process but is carried out in well
organised manner and with proper market research so that capital of the enterprise and time is
used in effective way (Dundon, 2018).
There are very types of tools and techniques through which recruitment is done such
as with the help of social sites, online job portals such as LinkedIn, naukri.com, Facebook

and many more. As the chosen entity is expanding their business, then they need to use these
types of tools so that workforce for HRM is being examined properly.
Selection- Another function of HRM is selection which comes after the recruitment in
this process screening and selecting of candidate which part of the recruitment process are
being selected for the next stage which is final interview selection is also known as negative
process because elimination of applicants is being done and from which the most deserving
applicants all candidates are selected. This function is being carried out most efficient way so
that candidates who passed all the criteria for the job role are selected (Reiche, 2018).
Purpose
Business Environment- Business environment are crucial for every entity because
employees and management are able to work only when there is positive work environment
in the company with the help of positive surroundings desired common words are achieved
within a period of time in context to fusion corporation manager off of enterprise a shows that
every individual work with mutual coordination as well as cooperation. Main purpose of
HRM is to create a positive environment within the business so that activities, functions and
operations are properly. With this purpose companies able to produce an effective workforce
which also ensures and improve the progress as well as performance of business (Kim, 2020).
Growth & Development- Another name of human resource management is to
enhance the growth as well as overall development entity by increasing and improving the
productivity selecting the well efficient candidates. Organisational growth and development
is necessary which is to be developed and need to be considered as on-going process. HRM
department of firm provide unique measures so that higher growth is achieved by
management. To achieve both growth as well as development appropriate level of knowledge
and skills are required of the related field.
P2 Explain Strength & Weakness of recruitment and selection
Both the methods recruitment as well as selection approaches of HRM are essential
for positive result. Also both approaches have strength and weakness accordingly which they
are carried out by the management. With the help of market research and proper knowledge
of human resource it becomes easier to analyse and examine strength and weakness of
recruitment and selection approaches.
Recruitment methods
Approaches Strength Weakness
External recruitment
 In this approach
employees are hired
at maximum level
with the help of
different tools.
 Huge amount and
time is required give
this method which
districts other
departments focus on

 New ideas and
thoughts are
generated HR deals
with many
professional and
emotional people
which help them to
understand the
employees.
their activities.
 Sometimes through
the external
recruitment selection
of wrong candidates
is also done due to
which productivity
decreased.
Internal recruitment
 This internal
approach is cheaper
than the external one
as in this referral is
used for the job &
vacant post.
(Farndale, 2020).
 In this only limited
number of applicants
for referrals are
analysed and examine
for the job.
Selection methods
Approach Strength Weakness
Aptitude or skill test
 With the help of this
approach abilities and
skills of candid is
determined which
specifies that
individual is
knowledgeable.
 Through this critical
thinking of individual
and the person who is
taking test is
developed at rapid
scale.
 The conducted test is
not passed by every
individual and which
demotivates them at
depth.
 The candidates have
to wait for the result
which makes them
uncomfortable
(Abraham, 2020).
Interview
Presentations
 It is the most
common approach
which is being used
by HRM in which set
of questions are asked
from the applicant for
the specified job role.
 During this approach
 The result of this
interview process is
based on personal
perception and
decisions.
 This method of

a topic is given to
candidate and
individual has to
speak or gives
presentation over the
given topic with in a
limited time period.
This is useful as it
provides and shows
the knowledge of an
individual and public
confidence.
selection might it
describe the process
as the employee who
is taking condition
interrupt hand which
results in distracting
the individual from
topic
After the brief analysis of above matter it has been analysed approaches of
recruitment selection are to be used in most appropriate way so that sources and resources are
used effectively. Furthermore it is also important to select the most suitable approach so that
problems do not occur during the conducted process. Therefore it is essential for organisation
focus on HRM department for acquiring the well efficient workforce (Abraham, 2020).
TASK 2
P3 Advantages of HRM practices for both personnel & employer
HRM practices are to be considered as important part of HR because with the help of
these functions are carried out in well-defined manner. Moreover, this practice is also helps
employees to get increased so that goals and objectives are achieved properly. Various types
of practices are involved such as rewards, punishments, incentives and many more which
results in positive output. In relation with bird, they also use these practices as they help
employees and provide benefits to them. As the entity is expanding the business, then they
need to be active and focused towards the HRM practices so that all the functions as well as
operations are carried out appropriately (Zenou, 2020).
Flexible working hours- With the help of this practice it is easier to achieve desired
common. In context to bird, they also provide flexible working hours which make it possible
for employees and other staff to work in proper manner.
Benefits for personnel- Through this practice employees able to enhance and
improve their progress as well as performance which will also lead to higher productivity of
entity. For the more it also reduces the workload and stress level. Present use of flexible
working hours also results in appropriate decision making and correct use of resources within
the organisation
Benefits to employer- When there is flexible working hour’s positive relationship is
maintained between both the subordinates and employers which results in higher productivity
as well as achievement of assigned task the given period of time.
Workplace and design- Workplace in organisation need to be attractive and his food
so that personal are able to focus on their role and responsibilities. Moreover it is also seen

that which user entity provides a positive workplace design which increases the sustainability
of individual. Appropriate workplace as well as job design helps in delivering the output in an
efficient manner.
Advantage to employer- Workplace design and job are important for employer as
through which we can attract more new employees and efficient candidates which can
increase the productivity of enterprise.
Benefits to employee- There is president of a proper job design and roll personal are
able to work with encouragement and deliver positive output as well as results. Therefore, a
better workplace design also leads to positive environment and surroundings.
Training & Development- Further comes the training and development, which is
also most useful practice which is being used by many companies. Through this organisation
is able to increase and enhance the progress as well as growth of both employee and
employer. It is beneficial for birthday party because it makes them well aware and device the
job and assigned rose which they have to be fulfilled (Khantimirov, 2020).
Benefits to subordinates- With the help of training and development, personnel are
able to increase and enhance their skills as well as knowledge and become more proficient in
their job role which also assists them in eliminating the future problems.
Advantages to employer- Training and development is also beneficial for the
employer as through this practice in become easier to determine and examine the efficient
employees. Moreover, during this practice employer also are able to make decisions
regarding in management and other processes in appropriate way (Blom, 2020).
After examining the above paragraph it has been seen that practices. Therefore it is
essential to have a proper knowledge of HRM field so that these practices are applied in
proper way. Also resources and sources are used accordingly. It is duty of the manager to
make ensures that all the practices are being used with proper measures so that conflicts or
issues do not occur.
P4 Discuss the effectiveness of HRM practices
Each and every enterprise need to be aware about HRM practices so that organisation
provide to productivity is increased for longer period of time. With the help of Human
resource management, it is possible to use such practices in well efficient way without facing
any problem or issues. Furthermore, it is also important to analyse the effectiveness of such
HRM practices so that decisions and resources are used accordingly to increase the profit of
enterprise.
Motivational rewards- These are the most important part of HRM because
motivations as well as rewards are needed in every company and it is not possible for any
individual to achieve the goals without acquiring motivational rewards. In relevance with
selected enterprise they also provide motivation rewards so that employee receive and get
what they expect. Furthermore, with the help of motivation theories such as Maslow theory
an individual is motivated throw basic needs such as food, shelter, clothes and many more.

Motivational rewards can be form of incentives, bonus, and salary& health safety. This is
further includes the various factors which are discussed as follows-
Extrinsic and intrinsic rewards-
Every corporation establishes various programs and acquire motivational speakers to
increase and motivate employees within the organisation. Intrinsic rewards are those
motivation is done throw internal elements such as achievement, appraisal, pleasure and
many more. Whereas extrinsic is considered to be those in which motivation is being
imparted through salary, bonus, promotions, etc. This type of rewards provides beneficial to
the corporation and manager uses different methods of motivating members are individual so
that all the work is being carried out properly (Zhou, 2020).
Advantages-
 Both equally provide contribution to the entity and increase the productivity.
 They also results in motivating other applicants to give interviews for the vacant jobs.
 Assigned work and task are achieved prior to the deadline when motivation revolves
around the workplace.
Disadvantages-
 It is a time consuming process and mutual misunderstanding might disrupts the
business environment.
 Not every individual is motivated through these two factors. )(Johnstone, 2019).
Flexibility
In this, main motive is to provide the flexibility at workplace so that everyone in
entity with peaceful manner. In relation with chosen entity they can also use this properly so
that more workforces are attracted towards the business.
Advantages
 Employees participate in decision making and also generate new ideas and thoughts.
 Work is being carried out without any pressure and fear.
Disadvantages
 Mostly, flexibility is given in addition to the favourite one for the responsible
employee and which might leads to discrimination.
 There can be wrong use of giving flexibility which might cause problems to others.
Performance & rewards- Progress and performance are the crucial for business because
with the help of which it is possible to determine and analyse the growth of enterprise.
Performances rewards both provide profit to the corporation and which results in overall

development. It is essential to determine the performance analysis of business so that strength
and weak spot are examined. In relation with Chosen Corporation, performance & rewards
are being given and measured by superior authorities (Dundon, 2018).
Advantages
 It helps both employees employer and gives them analysis of their performance within
the workplace.
 Output is delivered at higher quality and quantity then the expected one when rewards
are given to employees.
Limitations
 Chances of getting negative behaviour are more when awards are not given to
subordinates.
 Low performance might demotivate both enterprise as well as staff members.
After going through it stated paragraph it is seen that effectiveness of HRM practices are
necessary to be analysed so that process of HRM is being carried out in most appropriate
way. Also it is being concluded that personal need motivation at every phase of business
without which they cannot perform. Therefore every HR manager always a sure that policies
and procedures are formulated and regulated by considering the above specified practices.
TASK 3
P5 Describe the Importance of employee relation
Each and every organisation adopts the employee relation so that a positive
relationship is developed and established between both the parties. Employee’s engagement
refers to subordinates intensity of excitement and motivation towards their specified job.
With the help of employee relation it is easy to manage and maintain rules as well as
regulations within the management. Employee relation is a positive step and which is to be
considered as priority by the selected organisation so that vision and mission are achieved
within a specific interval. Moreover, concept of employee relation has a deep impact on
HRM decision making (.Malik, 2020).
Importance-
 Increase productivity- When there is positive relationship and a mutual coordination
between the manager and employee the assigned work is completed properly without
any issues. Also so it leads to teamwork ok and work is divided between the members
of the team. As the productivity increases, more and more ideas and new thoughts are
also generated with the help of team building and brainstorming.
 Positive environment- When there is a present of employee engagement as well as
relation a positive environment at workplace is established which results to discipline

therefore many organisations deliver up mini trip for subordinates or vacation time so
that moral of staff members increases at rapid scale.
Customer relationship management- This stage specifies that, when there is employee
relation and subordinates are engaged towards the work then they provide more effort in their
work and which results in increase of sales as well as profit of the entity. And this also results
to encountering the customer with positive mind and thinking (Reiche, 2018). So, the above
matter specifies that employee relation is crucial for every organisation so that optimistic
results are achieved. Through the employee relation conflicts and errors are also so many
mind and which leads to working of business smoothly. It is also singer effective relation
between employer and employee contributes to the economic growth as well as overall
development.
P6 Briefly analyse the key components of employment legislation
Government play a vital role in business sector and affect the human resource
management decision making at depth. Legislations are enacted by the government which
depicts the rules and regulations to protect citizen of the society. In relation with selected
entity, the HR team is well aware about all the laws as well as legislations of government and
legal authorities so that at the time of contract or agreements no challenges for conflicts are
faced by employers. So, various types of key components of employment legislation are
explained below-
 Health and safety Act- This act specifies that safety and health of the individual
working in the organisation. This act also shows the various types of duties which are
needed to be performed by employers to protect the health as well safety at
workplace. Also, under this act health insurance and other benefits related with health
and safety or to be provided to the employees which are their rights it is responsibility
of the manager to check and analyse that all the hello facilities are being provided to
the staff members as well as labours (Kim, 2020).
 Equal & diversity act- In this act, main motive is to protect the employees from
being discriminated at workplace or outside the workplace and equal opportunities are
to be provided to them. The chosen firm provides equal opportunity to its every
employee so that they respect each other’s in terms of religion or culture. With the
help of equal and diversity act it is easy to carry out and get the work done from
employees in well-defined manner. Politics and discrimination is often seen at
workplace this is the reason why Bird adopted and is focused towards this act
seriously.
 Trade and Union Act- This act was implemented with aim of regulating and
protecting the rights of labour. Each and every labour can use their rights in proper
way through this act. In relevance with selected brand, they always provide fair wages

which and other amenities to the labour so that they do not face any problem during
their work.
Thus, government legislations are important to be considered by the legal authority of
company and department so that all the policies and decision making is done after
considering these components. Furthermore, this is also help in creating goodwill of
organisation in market at larger scale.
TASK 4
P7 Application of HRM practices in work related context
HRM practices play essential part in management practices through which
organization able to enhance their level of productivity. Bird is most famous corporation of
California and use applies HRM practices for organization development. Through, these
applications companies are able to maintain positive environment as well as relationship
within the management and at workplace (Farndale, 2020).
Training and development: It is organized by external member’s organizations. It
will use to measure the performance of the employer and then provides them training
according of requirement of their development level. Management department of Bird
conduct training programme to enhance the skills and capabilities of their organization
through which they easily attend their goals of corporation. Also, with the help of training
and development equity and efficiency of both employee as well as employer is increased
which also results in making decisions in well organised manner.
Retention: It is essential application for business organizations as to maintain the
position n market entities need to provide high quality of service and this is possible only
when employers work in effective way. For this purpose mangers need to provides rewards,
incentive and promote employers it will help in increasing motivating and bud trust of
employers towards the company. Bird organization also works towards their human resource
they motivate and influence their workers and employers by giving those rewards for their
best performances (Abraham, 2020).
Workforce planning: HRM practices will help in planning of workforce of the
organization. Plans are made regarding distribution of incentive and rewards on the basis of
performance of their workforce. In contact to Bird, their manger also formulates strategies
regarding workforce planning by using strategies of HRM.
Recruitment and selection: Recruitment is a process where job applications from job
seekers are accept and on the basis of these applications manger select best personal for

business organization. Management department of Bird recruit individuals on the basis of
measuring their skills, capabilities and academic qualification they select those personals
which suitable for job designation and provides help in competitions of organization’s
objective.
After a brief analysis of above paragraph it has been analysed that application of
HRM practices are in wide range which are specified in brief. Also these applications are to
be considered in most efficient way so that practice is related to work are carried out in
appropriate way (Zenou, 2020).
JOB SPECIFICATION
Job Offer letter
Job Offer letter
Company: Bird
Job Designation: Operation manager
Job objective: TO enhance the productivity level, efficiency rate of the organization.
Roles and responsibilities:
 Have qualities to manage and supervise the workforce of the organization.
 Have capabilities to motivate and influence employers towards achievement of
organization goal
Required skill and experience:
 Have bachelor degree in any stream
 Degree of management in HR stream
 Certificate of knowledge of computer
 Have attractive communications and leadership skills.
 2years experience working in any reputed business organization.

Organisation Name Bird
Job position Assistant Manager
Location U.S, Canada
Reporting person Head of Department
Roles & Responsibilities  Improve the work statistics and tactics for analysis
 Produce a well organised monthly report
 Increase the productivity and solve the problems
Working Duration 10.00 am to 6:30 pm
Accommodations given to employees Health benefits, better promotions within 6 months,
incentives , mini vacation trips
From the above stated both the job offer letter and job specifications it is examine that
application of HRM practices are to be used with proper consideration so that goals and
objectives are achieved within a period of interval. HR department of company needs to be
aware about what roles and jobs are vacant as well as which type of candidate will suit the
profile (Khantimirov, 2020).
CONCLUSION
After a brief analysis of above report, it has been concluded that human resource
management are the core asset of organisation. Various types of functions and operations are

to be carried out by HR manager so that objectives are achieved within a period of time. In
this present report, discussions have been made about type of key components, employee
relation, strength and weakness of recruitment and selection. The report gives the brief
knowledge about HRM process and functions which can be further used by the organisation.
Furthermore, it has been also seen that human resource need to be active and well aware
about market situation as well as trends so that purpose of giving job are well specified.
Therefore, HRM department is responsible for overall growth and development of the
company. Also, decision making is to be done after considering all the factors in elements
that affects the development of firm.

REFERENCES
Books & Journal:
Dundon, 2018. The (potential) demise of HRM?.Human Resource Management
Journal,28(3), pp.377-391.
Malik, 2020. HRM in the global information technology (IT) industry: Towards multivergent
configurations in strategic business partnerships.Human Resource Management
Review, p.100743.
Reiche, 2018. Cultural perspectives on comparative HRM. InHandbook of research on
comparative human resource management. Edward Elgar Publishing.
Kim, 2020. The Effect of Combination Patterns between HRM and Business Strategy on
Performance.The Journal of the Convergence on Culture Technology,6(1), pp.99-104.
Farndale, 2020. Human Resource Management Journal: A look to the past, present, and
future of the journal and HRM scholarship.Human Resource Management
Journal,30(1), pp.1-12.
Abraham, 2020.Strategic recruitment and selection in Malaysian small and medium
enterprises: unravelling the evidence of fit(Doctoral dissertation, University of
Nottingham).
Zenou, 2020. Board recruitment as a strategic answer: Do companies' strategies for
innovation influence the selection of new board members?.Strategic Change,29(1),
pp.127-139.
Khantimirov, 2020. Dissatisfaction after service failures as a realized transaction risk:
Customer opportunism as a function of external and internal rewards.Journal of
Retailing and Consumer Services,52, p.101896.
Blom, 2020. One HRM fits all? A meta-analysis of the effects of HRM practices in the
public, semipublic, and private sector.Review of Public Personnel
Administration,40(1), pp.3-35.

Zhou, 2020. Fostering integration through HRM practices: An empirical examination of
absorptive capacity and knowledge transfer in cross-border M&As.Journal of World
Business,55(2), p.100947.
Johnstone, 2019. Regulating work health and safety in multilateral business
arrangements.Australian Journal of Labour Law,32(1), pp.41-61.
Ramesh, 2018. The Process and Enforcement of Enactment Systems for Visakhapatnam Steel
Plant Employees as per the Norms of Industrial Labour Act.IJIRMPS-International
Journal of Innovative Research in Engineering & Multidisciplinary Physical
Sciences,6(3).