Human Resource Management Practices

This document provides an in-depth analysis of human resource management (HRM) practices and their application in a work-related context. It covers essential topics such as employment legislation, HR manager roles, and key responsibilities, highlighting the importance of these practices in maintaining a healthy and productive workplace.

UNIT 3
HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCES EMPLOYEE INDUCTION MANUAL

Introduction
Human Resource Management (HRM) plays the most important role in an organization as
it involves practices such as employee recruitments, employee selection, assessing employee,
and firing employees. The HR managers have the responsibility to keep balance between the
recruitments and resignation process; while keeping the employee number same. The
objective of HRM is finding the appropriate employee for the vacant post. Identifying the
right employee, evaluating the employee and sending them for the appropriate training are the
function of a HR manager. In this paper, the function and purpose, strength and weakness,
advantage, relevance, regulations regarding HRM have been described.

LO1: The Purpose and Scope of Human Resource Management
P1. The Purpose and the functions of HRM, applicable for workplace planning and
resourcing an organization.
Human resource management is a process of hiring, selecting, staffing or providing proper
training and motivation to workplace for the purpose of enhancing effectiveness of
employees and for achieving maximum productiveness of an organization. Achieving the
organization’s goals through properly utilizing human resources should be the main purpose
behind human resource management (Pfeffer., 1995). HRM plays an influential role in the
growth and the healthy development of an organization such as Appirio.
Human resource management is primarily concerned with the functions such as hiring and
selecting, human resource analyzing, providing training, rewarding, performance analyzing
and evaluating, motivating and compensating.
Key functions of Human Resource Management
Job Analysis: Job analysis should be the primary operation of any business organizations
like Appirio. To simply put, it is the process of analyzing the job itself, to measure out the
requirements and qualifications needed to identify the person who is suitable for the job.
Recruitment and Selection: The most important function of HRM should be hiring and
selecting ideal candidates to ensure the goals and objectives of an organization. Identifying,
recruiting and interviewing, selecting the most qualified, skilled and experienced candidates
is crucial for company’s accomplishment.
Training and Development: Providing proper training can help the employees to gather
skills and knowledge to carry out their duties effectively and efficiently. Training and
development programs are necessary for enhancing the productivity of workplace
environment within Appirio.
Compensation and benefits: The goal of this function is to motivate the employees and to
ensure a healthy workplace. A reward system be crucial for maintaining a friendly, healthy

environment between the employees and the managers. Giving out promotion, bonuses, job
security, holidays etc. attracts and motivates employees.
Communication and Employee engagement: Communication plays a key role in any
workplace to maintain a good relationship among the employees and the employers.
Communication leads to well-balanced and friendly work environment. The HR managers of
Appirio must maintain employee engagement and communication to eliminate any workplace
hostility.
P2. The Strengths and the weakness of different approaches to recruitment and selection.
Recruitment is a process of finding the right person for the right job. Picking up the potential
candidates among the swarm of applicants and selecting the most skilled and knowledgeable
person to by interviewing them is crucial for any business organization such as Appirio.
Potential candidates can be recruited through both Internal and External means. So, there are
2 different approaches to for recruitment, internal recruitment & external recruitment. Both
approaches have their own strengths and weaknesses (Pfeffer., 1995).
Internal recruitment is when an organization or a company recruits employees from within
the borders of that organizations, through pre-existing employees by mostly the using the
method of promotion or transfer (Mohapatra and Biswal, 2016).
Strengths
Internal recruitment is less time demanding between the two approaches. The process is cost
efficient and cheap & will be beneficial for Appirio. By promoting an employee, Appirio can
create motivation and can retain the existing employees. It builds loyalty among employees
and increases moral.
Weaknesses

A key disadvantage being the position gap, which is created through promoting an existing
employee. It creates a constant loop whenever someone is promoted, a new recruitment is
need to fill the gap. It limits the potential new idea, innovations and creativity by rejecting
outsourcing. It can lead to work environment hostility
External Recruitment occurs if Appirio decides to hire an employee who is not considered
as a staff and isn’t part of the organization. All kinds of job applicants fits this description.
Only best and appropriate candidates are selected for the cause (Morley and Collings, 2014).
Strengths
It creates an opening for potential new opportunities and innovation through the acceptance
of the new generation of employees. It welcomes fresh and new perspectives and ideas by
hiring someone from outside the box. Hiring pre-existing highly talented and more
experienced employee from other companies can be most crucial for any organization’s
success.
Weaknesses
It is a highly time consuming process. Reviewing resumes, conducting interviews, and hiring
the most appropriate candidate can be considered a long process. It is also the cost heavy
method. All of the above mentioned processes aren’t cost friendly by any means.

LO2: Effectiveness of the key elements of Human Resource Management in an Organization
P3. The benefits of different HRM practices within an organization for both the employer and
employee.
Human resource management practices are one of the, if not the most influential process of
building a strong and healthy, friendly work-environment between the employer and the
employee. HRM practices can be considered as the key to maximizing productivity to ensure
achievement of an organizations goal. Effective HRM practice between co-workers and
managers can create pleasant and favorable work environment within Appirio.
There are over a dozen benefits can be acquired by implementing and using effective HRM
practices and activities in the workplace, if Appirio decides to properly utilize them.
Benefits of Implementing Effective Human Resource Practices
Creating favorable and pleasant workspace environment: Providing all kinds essential
commodities and facilities can remove monotony and encourages employees to work
comfortably, which leads to satisfactory results. Installing comfortable work furniture and
modern equipment can quite favorable.
Compensation and rewarding are one most important practice to motivate and for retaining
an employee. Providing both financial and non-financial benefits can ensure a loyal and
satisfied employee (Mohapatra and Biswal, 2016). Promoting, offering bonuses, giving half
day and day offs is the key to maintain a strong employee and employer relationship.
Providing security benefits both the human resources and the organization in the long run.
As it helps an organization to retain its staffs and builds loyalty between the employees
towards the organization.
Effective Recruiting and Selection brings out the most talented and appropriately suited
individual for the job position. Effective practices such as this maximizes the productivity
and the success rate of the whole operation and helps the organization to build a competitive

ground. Recruitment directly creates countless job opportunities which encourages potential
employees to work harder.
Fair evaluation system is an important practice that evaluates the performance of individuals
which can directly motivates an employee to contribute even more effort towards achieving
the goals of an organization.
Appirio can achieve above stated benefits by implementing effective HRM practices.
P4: Effectiveness of different HRM practices in terms of raising organizational profit and
productivity.
The main purpose of Human resource management is to maximize the productivity of an
organization through properly utilizing and optimizing the effectiveness of its employees.
HRM practices and activities such as recruiting, staffing, performance monitoring, providing
proper training and development, rewarding and compensating etc. directly influences
organizational profit by maximizing its human resource productivity. In short, HRM practices
are the key to driving profits in a business organization such as Appirio.
Proper Training and Development: In order to improve employee’s skills and to broaden
work-efficiency knowledge, providing training programs are mandatory. These programs
build more effective and efficient employees and offer them opportunities to become better
contributor to the goals of the company.
Greater Communications & Engagement: Establishing an open communication between
the employer and the employees can improve the relationship between two parties. The
higher ups should engage with the staffs more often (Morley and Collings, 2014). HR
managers should open up to offering and accepting feedback so that the employees feel as if
they are truly part of that company.

Reward System: Evaluating every employee and rewarding them according to their
individual performance can drive a motivated employee to work even harder for the
company. This is one of the key driving force of maximizing productivity and profitability.
Providing proper tools and equipment are needed in order to build an ideal workspace for
the employees to do their best at what they do.
Monitoring & Measuring Productivity: HR managers should monitor and measure
productivity of the workstation to ensure the best output. Monitoring what jobs are suited for
whom, what amount of time it takes them to complete their task and what amount of effort
are going in etc. should be a managers priority (Arthur, 2020). Managing targets and
benchmarks must be considered when measuring productivity to maximize profit.
In terms of increasing organizational profit and productivity, effectiveness HRM practices are
vital for Appirio.

LO3: Analyse internal and external factors that affect Human Resource Management
decision-making, including employment Legislation
P5. The importance of employee relations in respect to influencing HRM decision-making.
Balancing a healthy employee-employer relation in an organization like Appirio should be a
first and foremost objective for maximizing profitability and achieving organizational goals.
Building and maintaining strong and healthy work relationships are necessary for retaining an
employee. Organizations such as Appirio can be heavily benefited by a strong employee-
employer work relationship, even in major decision making process.
The importance of a stable employee relation in the aspect of decision making within Appirio
is identified as follows
Shared responsibility is a major advantage of well-balanced HR relation. If, heavy
responsibilities like decision making and company running can divided among employees,
the pressure ad work of running a huge organisation like Appirio can achieve increased
productivity (Pfeffer, 1998). Work load and responsibilities should be divided and distributed
properly by using an evaluation system.
Encouraging teamwork and forming and assigning groups to solve critical issue, not only
increases productivity and profitability, as well as increases morale and help building
stronger relations among co-workers.
Time efficiency is another big factor comes into play when a tough action like decision
making is collectively divided. As decision making is one of the most time consuming
process, the higher ups from Appirio can use their saved time on other important activities to
maximize productivity (Pfeffer, 1998).
Increased number of inputs is achieved when every staff is working together as unit. The
more brains the operations has, the more inputs will be generated when coming up with
decisions. Welcoming opportunities, ideas and different solutions must be considered.

Increases in productivity and profitability is achievable if individual employee is properly
utilized and given proper training to withstand even the most difficult of tasks. Constant
employee engagement also plays a vital role in order to overcome even the greatest
difficulties within the business organization
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Employment Legislation is a combination of laws that causes an impact upon the activities
of the workplace and creates regulation within the relationships between employees and
employers. Employment legislation must be complied by every individual within Appirio or
any other business organization. Employment legislation includes laws like ‘Equal Pay Act’,
‘The National Minimum Wage Act’, ‘The Employment rights Act’ and ‘Gender
Discrimination Act’ etc. (Joynt and Morton, 2012).
The key elements of Employment Legislation includes
The Employment Rights Act 1996, covers the rights of employees such as parental leave &
maternity leave, unfair dismissal & grievance, payment workplace flexibility etc.
The equality Act 2010, eliminates all types of discrimination in the workplace and identifies
all the unfair workplace conditions against Employees.
National Minimum Wage Act 1998, protects all currently employed individual’s rights to
minimum wage without experiencing any sort of workplace discrimination. Govt. regularly
maintains it in line with inflation.

Health & Safety at Work Act 1974, covers rights to all sorts of occupational health, safety
and welfare. This legislation ensures the safety of employee from all sorts of harm in the
workplace.
The Maternity and Parental leave Regulations 2000, is the legislation that governs the
rights of employees to take time off for maternity and also covers the rights of parental leave.
In terms of decision making, Employment legislation holds quite the impact over business
organizations which houses massive labor force such as Appirio. Labor legislation protects
the employees from unfair discrimination within the workspace.
All of HR individual and staffs of Appirio must comply with acts of regulations and laws. If
broken, ignored or directly disobeyed, the individual will be immediately penalized.
Employment Legislation promotes fairness and equality and eliminates all sorts of
discrimination and governs maternity and parental leave and pay policies (Arthur, 2020).
It provides the blueprint for ideal workplace and environment for both the employee and the
employer alike and helps them maintain a steady, well balanced work relationship which is
essential for effective decision making.

LO4: Apply Human Resource Management practices in a work-related context
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples.
HR manager plays a vital role in increasing productivity of a workplace along with tackling
vital and essential issue of an organization like Appirio. Issues such as recruitment and
selection, performance maintaining, training and development can be dealt by an ideal HR
manager. HRM practices provide all the actions necessary to effectively achieving company
goals and maximize profitability (Arthur, 2020).
Job Title: Human Resources Manager
Job Brief: Appirio is looking for an HR manager to oversee all aspects of HR practices
HR Manager Job responsibilities:
Implementing HR strategies aligned with the overall business strategy.
Managing the work structure by developing and updating job requirements and job
descriptions for all positions.
Managing HR practices such as recruiting, selecting, hiring, orienting and training, promoting
or demoting employee,
Enhancing the organization’s human resources by evaluating employee relations and
implementing HR policies and practices.
Conducting job evaluations, preparing pay budgets, overseeing individual pay actions.
Building and maintaining a positive and healthy work environment.
Assessing employee training needs and overseeing training programs.
Implementing employee benefit and reward system by evaluating individual employee.
Ensuring legal compliance by monitoring and implementing employee legislation.
HR Manager Qualification Requirements:
In-depth knowledge of labor law and HR Practices. HR asset oriented and results driven. In-
depth knowledge of HR system. Active Listening and monitoring skills, competent
leadership, research and analyzing skills. Organizational and management driven expertise.

HR Manager Education and Experience Requirements:
Bachelors’ Degree in Human Resources, Management or related field
3+ years of experience in a supervisory role.

Conclusion
To sum it up, an organization cannot run properly without the position of a HR manager and
the HR practices they contribute to the organization. They have the responsibility to collect
the talent and place them in the appropriate vacant post. The role of a HR manager is really
important as the overall performance rate and outcome of the organization depends on his
judgment.

References
Arthur, D., 2020. Recruiting, Interviewing, Selecting, and Orienting New Employees.
AMACOM.
Green, P., 2015. Building robust competencies: Linking Human Resource Systems to
Organizational Strategies. New York: Jossey-Bass Publishers.
Joynt, P. and Morton, B., 2012. The global HR manager. London: Institute of Personnel and
Development.
Morley, M. and Collings, D., 2014. Contemporary databases and new directions in HRM in
MNCs. Bradford, England: Emerald Group Pub.
Mohapatra, S. and Biswal, G., 2016. Strength, weakness, opportunity and threat of self help
groups.
Pfeffer, J., 1998. The human equation: Building Profits by Putting People First. Boston, Ma:
Harvard Business School Press.
Pfeffer., 1995. Competitive advantage through people. Mcgraw Hill.