Human Resource Management: Functions, Recruitment Methods, and HRM Practices

This assignment discusses the functions of HRM, the strengths and weaknesses of recruitment and selection methods, the effectiveness of HRM practices, and the impact of employment legislation on HRM decision making.

Human resource
management

INTRODUCTION
Human resource management is an activity of administrating and administrating the
assets of the company like workforce, machinery and others which are used by the management
in production procedure. It play an important role in the firm because it help in providing skilled
employees through recruitment and assortment. It is advantageous for the company because it
help in building effective relation among the workforce and organisation so that the business of
the company running in effective manner (Buller and McEvoy, 2016). This assignment is based
on LMA Recruitment which is a small size company and headquartered in London, England.
This assignment will discuss about the motive and functions of HRM, capability and
imperfection of various recruitment and selection methods and effectuality of key elements of
human resource management. Further, will explain about the grandness of worker relations,
primal factors of employment statute law and the postulation of HRM activities in a work
affiliated context.
ACTIVITY 1
Overview of the company
LMA recruitment is a private company which provide a wide scope of recruitment
solution crosswise a broad variety of industries, involving HR, finance, general insurance, risk
and IT. This firm was established in 1999 and is headquartered in London, England. The firm
operate its business with the help of 56 employees and estimated annual revenue is $1M.
The purpose of the HR functions and the key roles and responsibilities of the HR functions
Purpose of HRM
The major purpose of HRM is to coordinated and managed the workers in the company
so that they can execute their duties and responsibilities in efficacious way (Chowhan, 2016).
Some purposes of HRM function are mentioned as under:
 To administrate the workforce of the organisation by creating appropriate regulation and
policies.
 To analyse the execution outcomes and premisses that ideally expedited desirable
outcomes.
 To recruit skilled an qualified workforce for the company which make their contribution
in development.
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 To assist in devise effective relation among employees and employers.
Functions of HRM
The HRM has several purposes in company in term of recruitment and assortment,
grooming and improvement, payroll management, execution assessment and others (Cook,
MacKenzie and Forde, 2016). Some of the functions are defined as below:
Training and development- It is an essential function of HRM which is used by an
organisation because it assist in providing good training and guidance to the workers regarding
their job roles so that employees can make betterment and development in their skills and
cognition or provide high level of productivity in their work. The management of LMA
recruitment also make concretion on this function and they conduct training and learning
sessions to their workers so that they gain information about new things and improve their
knowledge so that they can use it in their work and provide effective outcomes.
Compensation and benefits- The LMA Recruitment offer efficacious recompense to its
workforce which is advantageous for both. Because it encourage workers to execute well and the
recompense can be in the protection advantages, inducement, incentive, astonishing perks, gift
vouchers and others.
Evaluation of the Strengths and weakness of recruitment and selection
Recruitment and selection is an activity of choosing, selecting, hiring and recruiting
people to fill the vacant positions of the difference department of a company. In LMA
Recruitment, the HR function if the company hire employees during the time of requirement.
Recruitment mentions to the activity of screening the source from where expected
workforce may be chosen. It can a the procedure of inquiring the potential workers an
challenging them to employ for the jobs in an organisation. In LMA Recruitment, the
administration of the organisation use both internal and external method of recruitment (Donate,
Peña and Sanchez de Pablo, 2016).
For external recruitment, the administrator utilises the several approaches of marketing to
provide information about job vacancy like web advertisement, TV, social media, email, campus
recruitment, magazines etc.
Strengths Weaknesses
With the help of external recruitment, the It is time taking activity because the company
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company can get fresh skill input with better
competition and well qualified candidates
which can help in organisation success. It
provide variety of applicants so the company
have more opportunities to get a good
candidate.
provide information to the applicants regarding
the vacant posts by using different marketing
tools. There are high risk in this process and it
consume more cost due to usage of different
marketing tools (Farouk and et. al., 2016).
For internal recruitment, the management of the company use publicity, transfer,
workers referral, internal advertisement, freelance to full-time worker etc.
Strengths Weaknesses
It is time and cot saving process because the
management of the company does not conduct
any recruitment process and use marketing
tools to provide notification regarding job. It
also help in maximise the employee
engagement.
It create restitution to enter new talent and the
company does not get fresh skills employees.
So there are limited skills and approaches
which make contribution in business of the
company. It also restrict the innovation and
creation in the company.
Assessment of the approach to workforce planning and resourcing
Workforce-planing and resourcing
Workforce planning is a procedure of managing resources like workers and employees
of the company so that they can perform their duties and responsibilities in efficacious way. It is
an ongoing process which is utilised to adjust the necessities and precedence of the company
with those of its employees to assure it can follow its legitimate, regulative, service and
manufacture needs and impersonal of the firm. There are several approaches of workforce
planning which are defined as under:
Performance management- In it, the management of the company measure the execution
of the employees regarding allotted and assigned work, duties and responsibilities. So that it can
be analyse that they are performing their work in effective manner or in term of accomplishing
the desirable goals and outcomes.
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Rewards systems- It is an activity of motivating workforce so that they can perform their
duties and work in more efficacious or appropriate manners (Hassan, 2016). In LMA
Recruitment, the administration of the company monitor or analyse employees work
performance so that the management can reward according to that. When employees are
rewarded, they feel encouraged and they make more focus on their work and execute it adequate
way.
Recruitment and selection- It is an effective approach of workforce planning which play
a crucial role in managing the workforce (Kianto, Sáenz, and Aramburu, 2017). In LMA
Recruitment, the management of the company hire and recruit skilled and knowledgable workers
so that they can assist an organisation in running effectively in agonistic business environment or
accomplishing set business objectives.
Benefits of different HRM practices for both employer and employees
In human resource management, there are several practices and activities which are
beneficial fro both employees and employers. Some of them are defined as under:
Compensate and benefits- Respective practice mentions to the recompense and other
pecuniary and non pecuniary goodness passed by a firm to their workers. The major benefits of
respective practice for employee that it satisfy their needs and provide motivation level to afford
one of their best attempt in constructive way. On other hand respective practice proved beneficial
for employer to gain productivity from them in order to increase possible outcomes from them.
Training and Development-It is one of major practice to give potential cognition and
competency to their workers to remain competitive in marketplace. By using respective practice
employee gain motivation as it contributes towards its career growth in positive manner. On
other hand for employer gain highly efficient workforce that helps to vantage agonistic benefit in
optimistic way.
Flexible working practise- Flexible working practices is very crucial and demand of time
as it helps them to balance their corporate and household life in order to vantage possible
outcomes to remain competitive in marketplace. In context of respective organisation they
provide remote working to their employees so that they can work out of the office premises in
positive manner and remain optimistic to give one of their best endeavour in organisational
development and enhancement in affirmative way. By using the concept of employer of choice
which based on providing the fantastic work culture that helps in increasing the creativity by
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attracting superior employees within the organisation to remain competitive in marketplace (Noe
and et. al., 2017). In flexible working arrangement includes the employees to choose the time
frame in which they want to work, certain kinds of time limit to start and finish the work.
Respective activities within the organisation not only proved beneficial for an employee but also
for employer in order to gain potential outcomes. Respective practice proved beneficial for
employer to maintain the motivation of employees so that the can maintain their life and give one
of their best efforts in achieving organisational goals and objectives. For employee it is
significant to give positively for organisational works and activities for gaining growth in career.
Effectiveness of the different HRM practices with referencing to increase profit and productivity
There are several HRM practices and they are beneficial for the companies in different
manners (Presbitero, Roxas and Chadee, 2016). Some of HRM practices are defined in context
of LMA recruitment as beneath:
Training and development- It is the major and crucial activity of human resource
management. Organisations organise and conduct training and learning sessions and programs so
that they can provide information bout new things like technologies etc. It is beneficial to the
company as well as employees because with the help of it they can make enhancement and
increment in their knowledge and skills. This will help in performing their duties and
responsibilities in more improved way and provide outcomes in case of increasing profitability
and productiveness.
Performance appraisal- It is an other essential activity of HRM and within this activity
the administration of organisation can organise appraisal activity on annually and half yearly
basis to monitor the employees performance. So that firm rewarded them according to it. If is
beneficial to the workforce because when the employees are rewarded for their good
performance, they feel motivated. For example in LMA Recruitment, when the employees are
rewarded for their better execution then they perform their work by utilising their all efforts and
effectiveness which assist in maximising the profitability and productivity.
Evaluation of the effectiveness of employee relations and employee engagement
Employees relations refers to the involvement of the workforce in the work and how they
are engaged with each other when they are worked regarding the same task in accomplishing
common gaols. It can be a process of maintaining the organisations attempt to administrate the
relation between the workers and employers. Employees relations are effective to generate a
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strong influence upon the determination devising because there are various issues in the
company where an individual can unable to devise determination for the efficacious moving of
the organisation (Psychogios and et. al., 2016). If there are good relation among the employees
of the company, then it help in reducing the chances of conflict and issues between the
workforce. Effective communication system is play a crucial role to make sure the workers that
there is no discrimination within the firm. With the help of it , the workers feel encouraged and
execute their work in well defined manner.
Key elements of employment legislation and the impact is has upon HRM decision making
Employment legislation indicate to those rules and legislations which are formed by the
national authorities to operate the business of the companies in efficacious way and supply
employees rights to them within the company (Vanhala and Ritala, 2016). Some employment
law and their influence upon HRM determination devising are explained below in context of
LMA Recruitment:
Health and Safety Act, 2005- This act regulate as workforce responsibility towards
health and safety in working environment. Keeping the health and safety in a company,
administrators should utilize efficacious evaluation in the firm to prevent risk and failure. In
LMA Recruitment, the management of the company of the company can offer different health
and safety related perks like life insurance, sick leaves and others. If the management will not
properly follow this act then it affect the HRM decision making because employees turn over can
be generate due to safety and security reason that negatively influence the company.
Equal pay Act, 2010- This law was formulated by parliament of UK in 2010 so that the
organisations treated their employees and workforce equally and provide similar rights to them.
This legislation covers non-discriminatory bonus, execution supported advantages in both
monitory and non monitory. If the management will not properly follow this act and not pay
similar amount to the employees who are working on same positions (Williams and Lee, 2016).
Then it affect the company in negative manner because due to it, the employees relations are not
goods and the team work will not perform in adequate manner.
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ACTIVITY 2
A job specification for a position in the organisation
In LMA Recruitment, the gentleman of the company can utilised diverse documents to
the find out skilled and qualified applicants for a particular job position. The documents are
mentioned as beneath:
Job Specification
Job details
Post: Human Resource Assistant
Company: LAM Recruitment
Job purpose: The administration of the company find out to utilize an HR assistant who have
effective and good management and abstraction skills. The talented candidate will be
accountable for offering management help to the division, helping with the recruiting process,
scheduling new workers orientation and grooming and entering of a high volume of
employment records into the company HR information.
Roles & responsibilities:
 Enter employment information into computer database.
 Track and update hourly workers leaves of absence.
 Help HR supervisors with the recruiting activity, considering submitting job postings
online and planning applicants interview
 To organise interior emplacement, installation, training and learning programmes for
newly hired candidates.
 Assist in devising plans, argumentation and regulation for the welfare of the
organisation.
Requirements:
 Knowledge about HR systems and database.
 Degree in Human resource or affiliated field.
 Effective communication and customer service skills
 Aware with person tracking information systems an asset.
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A CV for one of the position
Curriculum Vitae 1
Personal description
Name: Strewn Martin
Address: Oxford street, London, UK
Contact No: 044-444-4444
Email id: [e-mail]
Career objective: To increase my skill set for my individual development and to verbalise best
efforts for the growth and success of the company.
Qualifications:
 Bachelor's of administration in human resource management form a well established
university.
 Master's of administration in human resource management with the specialisation of
organisational behaviour.
Experiences:
 2 years experience as Human resource executive in a better-known firm of UK.
 1 year experience as Human resource manager in a consultancy organisation.
Functions and duties:
 Offering grooming programs to the workforce to ameliorate and increase their abilities
and cognition.
 Formulating and implementing the plans, policies and regulations.
 To work by making coordination with HR team to get information about previous
process and policies of the organisation.
Knowledgable Areas:
 Good knowledge about MS Excel and MS word.
 Appropriator information about Power Point.
Personal Information:
Date of Birth: 13 February 1995
Language: English and French
Hobbies: Reading Novels, Horse ridding and playing Piano
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Curriculum Vitae 1
Personal description
Name: Alice Anderson
Address: Hertfordshire, London, UK
Contact No:033-333-3333
Email id: [e-mail]
Career objective: To increase my competencies set for my individual development and to
present best effectiveness for the growth and success of the company.
Qualifications:
 Bachelor's in Business Administration form a well recognised university.
 Master's of Business Administration with the specialisation in International Marketing.
Experiences:
 2 years experience as Marketing executive in a well known firm of UK.
 1 year experience as marketing manager in a consultancy organisation.
Functions and duties:
 Supporting sales and lead generation efforts.
 Developing a pricing strategy that increases profitability and market share by
considering customer satisfaction.
 Developing and managing advertising campaigns.
Knowledgable Areas:
 Good knowledge about MS Excel and MS word.
 Appropriator information about Power Point.
Personal Information:
Date of Birth: 3 August 1982
Language: English and French
Hobbies: Travelling and reading
Documentation of preparatory notes for interviews
To conduct the interview it is very crucial to prepare notes to coordinate various kinds of
works and activities that are Be prepared and it can be possible by accumulate several questions
that come into mind and acknowledge about their competency level (Bratton and Gold, 2017).
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After that take five copies of resume and put one of best formal dress that look sober. With the
listen actively and keep eye connected to show level of confidence to interviewer so that
desirable results should be incurred in positive manner.
To prepare some general questions that could be asked during the interview process that
are:
 Tell me about yourself?
 What are the alternate source of hiring?
 How do you manage conflict between employees?
 What methods do you us when following instructions?
 How do you maintain the calenders of the HR management team?
So preparation for interview is very much important for the interviewee in order to gain
desirable outcomes from the whole process.
A job offer latter to the chosen candidate
Mr. Joseph Ronaldo
Oxford street, England, UK
Dear Mr. Martin Luther
We are blessed to communicate you that you have been chosen to work for LMA Recruitment
within HR function as HR Assistant.
Job Duties and responsibilities:
 You are accountable for supporting administrative utility of the company.
 You are answerable for day to day actions and information.
 You are responsible to conducting and organising grooming and learning programs for
newly hired workers.
Reporting: HR Manager
Basic salary:$20,000 per month
Work Hours: Your working hours will be 09:00 Am to 06:00 PM
Vacations: 1 day vacation in a weak.
Compensation and benefits: The complementation accumulation involve health insurance, life
and disability insurance, sick leaves and others.
We are delighted to transmit you this offer latter to be authorised from you in order to start job
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from 1 January 2020.
Sincerely
Joseph Ronaldo
An evaluation of the process and rationale for conducting appropriate HR practices
From the above defined information regarding different application or documents which
are used by the management of a company to hire and select a person for a specific job role. For
example, to recruit a person, firstly, the administration design a job specification so that they can
provide information to the people about the job role which are opened by the company to filing
the vacant positions. In LMA Recruitment, the manager of the company conduct recruitment
process and provide job specification to the candidates by using different marketing tools
(Brewster, 2017). After that they select CV's of different people and organise interview to sort
out skilled and knowledgable applicants. After selecting qualified candidates they provide job
offer latter to them so that they aware about their joining date, working time, pay and others.
CONCLUSION
Human resource management is an crucial aspect for company because it help in
managing and controlling the human resource of the company so that they can perform their task
and work in effective manner. The management of the company hire and recruit skilled and
qualified employees so that they can make their contribution in the growth of the company by
using their fresh talent. Different HRM activities are good to workers and employers like training
and envelopment, compensate and benefits, flexible working option etc. with the help of them
they can improve their skills and company get knowledgeable employees for operating business
operation. Different employment legislations are effective for the company so that it can operate
its business in legal manner and removing discrimination by offering equal rights to the
employees.
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REFERENCES
Books & Journals
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Chowhan, J., 2016. Unpacking the black box: understanding the relationship between strategy,
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Cook, H., MacKenzie, R. and Forde, C., 2016. HRM and performance: The vulnerability of soft
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Online
LMA Recruitment. 2019. [Online]. Available Through:
<https://www.glassdoor.co.in/Overview/Working-at-LMA-Recruitment-
EI_IE1036062.11,26.htm>.
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