Unit 3: Human Resource Management

Unit 3: Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Purpose and functions of HRM in planning and resourcing 300..........................................3
P2 Strengths and weaknesses of approaches of recruitment and selection ................................6
LO 2.................................................................................................................................................8
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................8
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity................................................................................................................9
LO 3...............................................................................................................................................10
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making......................................................................................................................................10
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making........................................................................................................................11
LO 4...............................................................................................................................................12
P7 Illustrational of the application of HRM practices in a work-related context, using specific
examples...................................................................................................................................12
Provide a rationale for the application of specific HRM practices in a work-related context.
..................................................................................................................................................14
CONCLUSION.............................................................................................................................15
REFERENCES .............................................................................................................................16

INTRODUCTION
Human resources management is an important business function which involve multiple
activities and duties of the HR manager in context to the effective management of human
resources with in the organisation through which organisation can meet their success and goal
achievement objectives (Shen, Dumont, and Deng, 2018). Workforce such as the employees
and task management staff are the key factors of organisation and recruitment, selection, training
and performance management is accomplish by the effective HRM functions. DIAGEO is
British multinational alcohol beverage company, it 9is operating in more then 180 countries,
headquarters in London, England. In this report different aspects of HRM functions is going to
be evaluate in context to the selected organisation. Such as the purpose and main functions of the
HRM is going to be evaluate in prospect to the workforce planing and resourcing. Then different
strength and weakness of the HRM approaches is going to be asses. Benefits of HRM practices
are going to be evaluate related to the employers and employees. Effectiveness and importance
of HRM functions in context to raising organisation profit is going to be asses. Key elements of
employment legislation and importance of employees in context to HRM decision-making.
Implementation of HRM practices in work related context.
LO 1
P1 Purpose and functions of HRM in planning and resourcing 300
Meaning of HRM
HRM (human resources management ) is the essential human resources management
system of the business organisation, which pay important role in the workforce planning and
resourcing of the workers in context to the specific work role needs of the business activities. HR
manager have to accomplish various practices in order to build best and productive for force for
organisation. Such as they have to plan for the workforce by analysis the business requirement,
they have to make job role vacancy related the organisation requirement then they have to
conduct recruitment and section. After selection proper training and performance management
have to be done by HR manager (Hameed, and et. al., 2020).
Significance and Purposes of HRM

Purpose of the HRM practises in planing and resourcing is to meet the organisation
requirement related to the workforce of productive employees on the basis of particular skills
requirements and to manage the high performance level by the aid of appropriate training and
motivation activities.
Best Fit’ approach Best Practice
According to this approach
organisation rewards and
employees management
activities should be aliened in
context to business strategies
(Lei, Khamkhoutlavong, and
Le,2021).
Under this HRM approach there should be separate HR polices
which involve the bundle of rearward system. Which focus on
highly motivated employees. DIAGEO HR manager is
following this approach in context to meet competitive edges.
Hard models of HRM Soft model of HRM
HRM practices are divided in
to two models first one is hard
model approach which
involves the management of
employees performance by
strict actions such as the
stresses and fear of job loss.
This involves the management of employees performance with
in the aid of motivation, reward's and encouragement which is
known as the soft or positive way of performance
improvement. Both of these models are important which has to
be implement according to the situation.
Functions of HRM
Within the DIAGEO organisation HR manager functions in context to planing and
resourcing is that, they have to accomplish their responsibilities of employees job role analysis,
workforce recruitment planing according to that then resourcing of skills candidates for selective
job role by effective method's of recruitment, selection. Another objective of workforce planing
is training and encouragement of employees for productive performance which has to be done by
the HR manager as their essential function (Taamneh, Alsaad, and Elrehail, 2018).