Human Resource Management: Purpose, Functions, and Practices

This document provides an overview of Human Resource Management (HRM) in the context of Microsoft Corporation. It covers the purpose and functions of HRM, advantages and disadvantages of recruitment and selection, benefits of HRM practices for employers and employees, evaluation of HRM practices in terms of productivity, and the significance of employee relations. The document also includes examples from Microsoft Corporation.

HUMAN REOSURCE
MANAGEMENT

Contents
INTRODUCTION......................................................................................................................3
TASK 1......................................................................................................................................3
P1 Purpose and functions of Human Resource Management................................................3
P2 Advantages and disadvantages of recruitment and selection............................................4
TASK 2......................................................................................................................................6
P3 Explain advantages of HRM practices for employer and employee.................................6
P4 Evaluating effectiveness of HRM practices in context of organisation and its
productivity............................................................................................................................7
TASK3.......................................................................................................................................8
P5 Significance of employee relation.....................................................................................8
P6 Key factors of employee legislation..................................................................................9
TASK 4....................................................................................................................................10
P7 Application of HRM practices........................................................................................10
REFERENCES.........................................................................................................................12

INTRODUCTION
Human resource management is process of recruiting, selecting, training, managing and
retention of workforce in an organisation. Human Resource department of business is
responsible to carry out these activities effectively (Noe and et. al., 2017). Microsoft is an
American technology multinational company situated in Washington, it develops, produces,
license, sells and supports software and computers. In this report purpose and functions of
HRM, merits and demerits of approaches to recruitment and selection. Explanation of various
HRM practices and its benefits for employee and employer. Evaluation of effectiveness of
various HRM practices in organisation related to profits and profitability. Analysis of
employee relations and its importance in decision making and identifications of elements in
employee legislations. Application of HRM practices in working context using specific
examples of organisation.
TASK 1
P1 Purpose and functions of Human Resource Management
Human Resource Management is concerned with activities from recruitment till
retirement of employees in an organisation. It is importance for company in terms of
attainment of business objectives and mission. Microsoft Corporation deals in computer
software and electronics related service which is American Technology Company located in
Washington. There are different objectives and activities of HRM which are applicable in
planning workforce, some of them are:
Employed recruitment and selection: One of basic functions that human resource
management performance is recruiting and selecting workforce for the organisation. In this
function the main purpose is to select skilled and knowledgeable candidate so that they can
work in direction to achieve organisational objectives. Microsoft Corporation has different set
policies and procedures that are followed in the recruitment and selection process (Mondy
and Martocchio, 2016).
Workforce management: after selecting the staff it is equally important that company is
able to retain them for long. This is due to the reason that recruitment and selection process

involves investment of time and money by the organisation. To do this Microsoft Corporation
motivate and engage their employees in decision making
Compensation: this function is carried out by human resource department who is responsible
to provide extra monitory and non-monetary benefits to the efficient employees. Microsoft
Corporation provide vacation vouchers, movie tickets, dinner vouchers, family vacations,
ETEC inform of the compensation for the employee.
Training and development: this function insures that there is no gap between the required
and current skill set of unemployed. The purpose is to enhance skills in terms of technique,
behaviour, attitude, productivity, etc. Microsoft Corporation makes sure that require training
sessions are given to employees whenever needed so that they can work with productivity
and efficiency (Bratton and Gold, 2017).
Staffing needs: human resource department main purpose is to recruit new employees and
retain existing workforce. For this we recruit by announcing job positions including their
duties and responsibilities in the marketplace. This purpose is integrated with other
departments of the organisation as they communicate with HR department about their
demands for new employees in Microsoft Corporation.
Performance appraisal: the purpose of HR department is to create and evaluate
performance appraisal system in business and its operations. This process is essential to
measure the efficiency and productivity of the entire organisation to find out productive and
non-productive workforce. It is important that Microsoft Corporation insures that the whole
procedure is simple but effective in terms of measuring overall productivity of the company.
P2 Advantages and disadvantages of recruitment and selection
Recruitment: it is process by which candidates are invited to fill the vacant jobs in
the organisation so that suitable and right applicants can be selected. There are different
sources by which recruitment is done in Microsoft Corporation, are as follows:
Internal recruitment: in this current or existing employees are given preference to fill
the vacant job in an organisation (DeCenzo, Robbins and Verhulst, 2016). Microsoft
Corporation does this with the help of promotion, Transfer, reference of employees, former
staff, etc.

Advantages: internal recruitment are said to be most cost-effective for organisation. It saves
time of employer and recruiting and selecting candidate outside the organisation. It boosts
morale of existing employees by offering them better job positions in existing environment.
Disadvantages: it reduces the chances of new and innovative talent flow in business. It is not
necessary that every job positions can be filled from internal sources of recruitment. This can
also lead in a rise of conflict between employer and employee.
External recruitment: this includes inviting candidates from outside the organisation
so that more number of applicants can come for job profiles and best one is selected. There
are different sources like advertisement, campus recruitment, Consultancies, walk in
interviews, etc (Stewart and Brown, 2019).
Advantages: it gives a fair chance to every candidate to compete and get selected for a
position in Microsoft Corporation. It allows flow of new and creative ideas to be innovative
in the market place. This type of recruitment is suitable for every job profile.
Disadvantages: it is one of the most cost incurred process and lengthy process in execution.
This can decrease morale of the existing employees in an organisation which can lead to
employee turnover.
Selection: it is a process by which screening of the invited applications are done so that right
person is selected for the job (Wilton, 2016). Microsoft Corporation incurred this process by
different ways, some of them are as follows:
Formal selection: in this type of selection proper procedures and steps are followed by the
management so that right personnel is chosen for the current job profile in an organisation it
lays down structured and a sequential steps by which candidate pass and get selected for the
next step.
Advantages: it insures that the best candidate is selected from the pool of applicants. It
increases the chances of success in whole recruitment and selection process for Microsoft
Corporation.

Disadvantages: it is a lengthy process and incurred lot of course along with engagement of
employees and organisation. This leads to wastage of course, funds and resources and does
not ensure that suitable candidate is selected.
TASK 2
P3 Explain advantages of HRM practices for employer and employee
Human resource management activities are used by both the employers and
employees in Microsoft Corporation so that controlling measures can be applied to improve
the overall performance of organisation. Basic activities of HRM that HR department of
Microsoft Corporation is to hire, trained, pay, employee benefits and other management
related process and also dismissal (Morgeson, Brannick and Levine, 2019). Without
coordinating efforts of both the employers and employees with HRM practices, employees
may have negative behaviour and this will lead to trouble in controlling their attitude.
Retaining skilled employees: Microsoft Corporation is efficient in providing easy access and
flexibility for benefits of employees. So that management of Microsoft Corporation can have
retained talented and qualified staffs for to work in direction of organisational objectives.
Encouraging Positive Behaviour: Microsoft Corporation provides positive and healthy
working environment which provides favourable conditions for their employees with the help
of HRM practices. This leads to increase in level of motivation of staff which leads to more
productivity for overall business operations. The negative side of this culture is that the
employees start to gets dissatisfied in such situation Microsoft Corporation maintains positive
culture in working environment and that are aligned with employment regulations and laws.
Developing Employees: HRM practices main objective is to encourage employees of
Microsoft Corporation so that they work towards adding values to company image. It will
have competitive advantage for business as there is increased knowledge and skills sets of
staff. HRM practices need to be one of effective operation which provide assistance
employees to enhance and develop their abilities with the help of education and training
(Nankervis and et. al.,2016).
Improving performance management system: Microsoft Corporation HR department
practices of HRM helps in motivating employees so that their productivity and overall

performance of business can be increase. It also helps in maintaining balance between the
employers and employees. The performance management systems of HRM helps
organisation in recognising and rewarding efficient and creative employees.
Developing strong relations: Building and maintaining positive relations with employees
helps Microsoft Corporation to monitor and direct their performance. It also helps in
evaluating their performance and takes corrective decisions necessary to control negative
attitude and behaviour (Banfield, Kay and Royles, 2018).
Building Flexible Workplace: Microsoft Corporation HRM practices reflect modifications
in the working environment workplace. Existing employees of organization have experience
the changes that were before and current working environment of company. In today’s
scenario workforce is more diverse in elements and so are there skills sets. So HRM practices
of organisation ensure that they maintain more flexibility due to retaining policies of
Microsoft Corporation. It provides flexible working environment which includes flexible
design of, task assignment, formation of teams and mode of communication. This type
environment employees can perform with motivation and achieve organisational objectives.
P4 Evaluating effectiveness of HRM practices in context of organisation and its productivity
HRM practices have been efficient for Microsoft Corporation in context of increase
organisational profit margins and productivity. Since HRM practices have been executing in
business by HR department in the company it has resultant in increase in profitability and
productivity by the following aspects:
Innovating and high performing workforce: Any Company which promotes HRM
practices leads to innovation in working environment and motivated which results in enhance
business operations of Microsoft Corporation this increase productivity and profit margins.
Effective execution: Managers and leaders can play significance role in directing,
prioritising goals and roles of the team members (Guest, 2017). HRM helps Microsoft
Corporation in recruiting appropriate candidates at the right job positions. They help by
working effectively and leading the company to be leader in industry with enhanced profit
and productivity.
Team and individual goals with communication channels: Microsoft Corporation HR
department practices of HRM helps in setting and attaining both personal and collective goal,

to attain goals. The process of communication has changed due to technology over some
years, the HRM assist employees with effective method of communication.
Effective rewards drive performance: When monetary rewards are related directly to
productivity and efficiency employees works with motivation to attain tasks. That’s helped
Microsoft Corporation in increasing its profits after application of HRM practices in
controlling process.
Collaboration: Productivity and profitability of Microsoft Corporation starts improving
when outside parties and stake holders collaborate with the company and willing to share
innovative ideas and creative collaboration tools. It is function of HR department which helps
in developing methods in order to increase collaboration and sharing process (Tung, 2016).
Non-monetary factors: Other than monetary benefits Microsoft Corporation management
provides non-monetary factors as well to improve employee motivation and loyalty towards
organisation. such factors are recognition, appreciation, feedback, and continuous learning
opportunities.
Updating employee skills: As present business environment is competitive in nature and to
cope up with international level of competition, Microsoft Corporation has introduced
essential changes. This is done by continuously developing current skills so that future
expectation can be fulfilled. It is responsibility of company’s HR manager to identify
personnel with less effective skills.
So it is clear from above discussion that different practices of HRM is essential in increasing
Microsoft Corporation profit margins and overall productivity.
TASK3
P5 Significance of employee relation
Decision making in Microsoft Corporation is that every personnel at Microsoft
Corporation shares relationship with each other. A interactive and friendly workplace helps in
motivating employees which is not easy to measure in monetary terms. It is important that
workers are comfortable in business environment so that they can work together as collective
unit in direction of common goal (Sheng, and McDonough, 2019). Some of employee
relations are as the follows:
Shared tasks among workers: In Microsoft Corporation strong relationships between
employees exist so that work load can be distributed which results increase productivity. It is

difficult sometimes to perform certain complex tasks and divide it into teams so that desired
results can be accomplished. If team members builds and maintains relations with each other
it will assist them to complete the task with collective efforts.
Decreasing conflict: Good relationship between team members of Microsoft Corporation
minimise chances of confusion and thus leads to less conflicts between them. This leads to
increase in trust and assist each other in performance to attain goals and objectives og
organisation. They consider colleagues as friends or companion and not as competition to
compete and win against them. As a result of this relationship productivity is enhanced and
helps HR department to make effective decision and strategies (Rees and Smith, 2017).
Loyalty of employee: Friendly and interactive working environment in the Microsoft
Corporation assisting company in retaining employee and increasing their loyalty. This
increases their motivational level to perform job role assigned to them with more willingness.
Their motivational level leads to increase in efficiency and overall productivity of business
operation can be seen which results in higher returns for company. this factor comes up with
another advantage of decreasing employee turnover rate which reduces recruitment cost.
Ensuring communication: Effective and proper communication in Microsoft Corporation
ensures that employees at every level is treated with same equality and that there is no
discrimination in any perspective. This makes them more motivated to perform their
respective duties effectively and attain personal and company’s goals. Proper communication
tools help company’s HR department to effectively perform HRM practices and take strategic
decision on time.
All above points shows that good and positive employee relationship between employees and
with management will help Microsoft Corporation HRM practices in decision making.
P6 Key factors of employee legislation
Like other multinational companies operating at global level, Microsoft Corporation also
ensures that it maintains employment legislation in every practice of HRM. From recruitment
process and retaining employees in company creates critical impact on HRM decision
making. Some of the elements of employment legislation are the follows:
Defining positions: Before recruitment process starts it is important that company has to
define job positions with the help of job description and specification. It also contains
information regarding their rights and responsibilities in job position they will hold in
Microsoft Corporation in context to HRM decision making.

Proper compensation: There is need that Microsoft Corporation define their compensation
policies and procedures in relation with employment rules at the time of selection. It should
ensure that details regarding minimum wages, working hours, responsibilities, benefits, etc.
Ensuring equality: Microsoft Corporation must ensure that in recruitment and selection
process contains equality in every perspective. There will be no discrimination on the basis of
sex, religion, caste, colour, rituals, etc. If there is any type of discrimination on the basis of
criteria employees have legislative rights. HRM practices of company can effectively
influence workforce and their behaviour in positive manner so that they can ensure equality
(Chessell, Charters and Stretton, 2017).
Time of work: It is important that workforce is aware about their working hour in company
which includes daily and weekly working hours. In case if they work overtime duties it is
essential that they get proper and adequate compensation for work. Microsoft Company
should allow employees to take proper leave and distribute workload.
So these legal regulations need to be implemented by Microsoft Corporation while recruiting
and retaining employees as they are one of the important assets who contribute and have the
positive impact on HRM practices and decision making to ensure success for the company.
TASK 4
P7 Application of HRM practices
There are different HRM practices which have various application in the organisation
and for its success or survival in the industry. Some of them are follows:
Social Media Recruitment: Recruitment process is one of the major function that takes
place in every organization and in present scenario there are number of technological aspects
and implementation of different media platforms. Some of methods used with the help of
social media are video interviewing, online screening, etc. These are considered to be
effective and should be taken into account instead of traditional. One of the crucial
advantages in using social media is that they are cost effective and less – time.
Tracking System:It is helpful technology which impacts the process of recruitment for
Microsoft Corporation. Although managers and recruiters identifies it as one of the most

effective tools in scanning resume of candidates. In case of applicants it has demerit that
resume of individual less chance to get considered. So there is a need that expertise to use this
technology of tracking system and screen out suitable resumes so that talent management is
efficiently managed in an organisation.
Mobile Recruiting: A huge number of candidates finds it most beneficial mean by which
recruitment process can be effective and objectives of Microsoft Corporation are achieved.
For effective resume, the career page is optimized to be effective and used in best possible
way. This allows new and existing candidate to get positive responses from organisation
(Manogaran, Thota and Lopez, 2018).
Job Boards: This is not a new technology in the process of recruitment while applying it has
undergone changes in technology with advancement in effectively utilisation of recruitment
tools. The mobile recruitment defines that in mobile technological aspects, the career pages
are required to get more effective and efficient. Sharing invitation of job profiles on social
media assist user to receive the messages, seen and access using mobile phones.
In this report, HR manager as a job role is to be chosen for which prepared some
document such as JD, PS, interview questions, offer latter and so forth in order to make
correct recruitment and selection.
JOB DESCRIPTION
Job details
Post: HR Manager
Company: Microsoft
Job Purpose: The candidates must be capable to manage human resources in an
organisation that can helps in maintaining their efficiency as well as potentiality. Also, they
must be able to provides better practices in order to get high employee engagement.
Roles & Responsibilities:
 Able to manage effective hiring and selection process.
 Prepare strategies and practices for human resources which properly aligned with
entire strategy of Microsoft.
 Manage payroll and compensation plan for employees.

PERSON SPECIFICATION
Post: HR Manager
Department: Human Resource Department
Key: It shows that what is required as an evidence.
(A): Application form, (R): Role, (I): Interview
Attributes Essential Desirable
Qualification and
Experience
Bachelor or Master degree in
the field of management.
Minimum 3 years of
experience as a HR job roles.
Master degree in
management.
5 years of employment
experience in HR department.
Skills and Knowledge Knowledge of database as
well as HR system.
Fluent communication skill.
Presentation and negotiation
skill.
Ability to create strategy
along with the knowledge of
leadership styles.
Active listening skill and
management skills.
CV of two candidates:
Curriculum Vitae
Name: Peter Smith
Contact details: 04512446
Email ID: Address: [e-mail]
Key skills:
 Excellent communication skill.
 Good problem solver. Active listening skill.
Employment experience:
Company Name: ABC Limited

Duration: 5 years
Position: HR Executive
Educational qualification:
Post Graduation: Masters In Business Administration
University of Harvard, United States
Year: 2014
Curriculum Vitae
Name: Jim Johns
Contact details: 01452646
Email ID: Address: [e-mail]
Key skills:
 Politeness and patience. Good interpersonal skills.
Employment experience:
Company Name: XYZ Limited
Duration: 4 years
Position: HR Assistant
Educational qualification:
Post Graduation: Masters In Business Administration
University of Columbia, United States
Year: 2014
Interview Questions:
 Tell me about yourself?
 What are the roles and responsibilities of HR manager?

 Why we hire you?
 How you will effort to develop better relationships among workers?
 What skills you have which makes you a deserving candidate?
Job offer letter
15th February 2020
Peter Smith
Microsoft
Dear Peter Smith,
Congratulations Mr. Peter, you have selected for the position of HR manager in our
organisation as we are truly impressed by your knowledge and experience that will assist us
in justifying the correct job position. Kindly, join us on 16th February, 2020 and brings all
original documents with you.
We are greatly excited to meet you.
Best regards,
Olivia Jones
Evaluation of entire process and HR practices:
From the entire process of recruitment and selection process it can be viewed that it is
considered as a most effective approach because it helps in managing the whole process step
by step as it includes various applications. This will helps in getting best knowledge and
talent among the available candidates as per the requirements. Whereas, it is less effective
also because it consumes more time and costs while making selections by following all steps.
Conclusion
It is concluded form the above report that many factors related to human resource
management have been discussed and explained in order to consider which is more effective
HRM practice in increasing business and its operations productivity and profitability. The
impact of the HRM practices in decision making has impact of good relations between
employer and employees in decision making with examples. In addition to these practices

employee’s right and responsibilities are abide with different legislation power and
regulations of the workforce in the company.

REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chessell, A. E. and et. al., 2017. Method, apparatus and software for managing the
generation of process events by a software process. U.S. Patent 9,703,666.
DeCenzo, D.A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Manogaran, G., Thota, C. and Lopez, D., 2018. Human-computer interaction with big data
analytics. In HCI challenges and privacy preservation in big data security (pp. 1-
22). IGI Global.
Mondy, R. and Martocchio, J. J., 2016. Human resource management. Pearson.
Morgeson, F. P., Brannick, M. T. and Levine, E. L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Nankervis, A. R. and et. al.,2016. Human resource management: strategy and practice.
Cengage AU.
Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Sheng, X. and McDonough, J. C., FMR LLC, 2019. Efficient resource management using
mobile devices and wearable devices. U.S. Patent Application 10/289,970.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. Wiley.
Tung, R. L., 2016. New perspectives on human resource management in a global
context. Journal of World Business. 51(1). pp.142-152.
Wilton, N., 2016. An introduction to human resource management. Sage.