Importance of Employee Relations in HR Decision Making

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1 Purpose and the functions of HRM........................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................2
P3 Benefits of different HRM practices within an organisation.................................................3
P4 Effectiveness of different HRM practices .............................................................................4
Task 3...............................................................................................................................................5
P5. Analyse the importance of employee relations which is respect to Human resource
decision making..........................................................................................................................5
P6. Elaborate the key factors of employment legislation and its impact in human resource
decision making:.........................................................................................................................6
Task 4...............................................................................................................................................7
P7. Demonstrate the tender of Human resource Management practices as in work related
context, by using specific examples............................................................................................7
CONCLUSION..............................................................................................................................10
REFRENCES ................................................................................................................................11

INTRODUCTION
Human resource management is that kind of practices or approach that helps in managing of
people within an organization. They hold responsibility for making effective management
within an company. Also assistance is provided as competitive advantage is hold by various
firms within it. The main aim is to manage people with performance and providing them job
satisfaction due to which employees gain more productivity. Bentley is the organization that has
been taken in the file. This is an leading car manufacturing international firm and was established
in the year 1913 in UK. This mainly deals through manufacturing of cars with various kinds of
models involving designed done by firm. The following file covers HRM functions and practices
with benefits and disadvantages. Also in this file effectiveness of HRM practices with
importance of employee relations, impact of labour relation on HRM and application is covered.
MAIN BODY
P1 Purpose and the functions of HRM
HRM practices helps an organization in developing various aspects of it with the helps of
functions that has been discussed as follows:
Functions Job design and analysis: It is an primary function of Human Resource Management. In
this description over duties, roles, responsibility and operations required for the job is
been explained. Further hiring of employees at right time on right place with right skills
is designed under this function (Ling and et. al., 2018). Hiring and process of selection: The process is followed when drafting and job
requirement is analysed. As soon as candidate applies process to recruit begins. As per
this hiring of skilled workforce that is able to maintain environment in an organization by
meeting goals and objectives of an organization. Training and development:After making hiring process candidate over particular profile
is necessary for building through training and development which makes development of
candidate over particular profile in effective manner. This is done at the time when
boarding of employees is been impacted over theoretical as well as practical knowledge
for profile.
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 Compensational Benefits: This is the role of human resource which keeps track records
of each employee within a firm. This makes attendance, payroll, salary, incentives and
non- monetary benefits in it. It is considered to be an important practice with fairness
over employees working on same profile. Performance management: Human resource holds responsibility for keeping records in
order to make sure that employees performance. In this benefit is been hold by employees
in making promotion, increment of salary with extra benefits and various other thing.
This helps an organization as employees get motivation and work with efficiency. Managerial relations: It is the function of human resource to maintain the relationships
between employer and employee. This is done by examining the daily targets of the firm
and maintaining coordination between so that they work cooperatively among themselves
in order to meet the objectives of the firm.
 Labour relations: It the major role in human resource management because it involves
the legal procedures like proper rules and regulations and policies about labour relations.
These are to be followed by the firm on a strict basis so that the employees can
understand the deepness of this role of HR.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Approaches of recruitment External approach: This is defined as the approach under which an human resource
making hiring or recruiting people from outside an organization. In this strength, skills of
workforce, innovation thinking, new ideas from new people, diversification of employees
within an organization makes benefit in selection criteria. Its weaknesses involves mainly
internal workforce and expensive with internal approach (Korff, Biemann and Voelpel,
2017).
 Internal approach: As per the function approach is done where human resource is been
done over hire or recruit over people from inside of an organization. In strength includes
less costly and external approach which makes more satisfaction within existing
employees to make recruitment of high profile. Motivation is made even more harder
work. Its weaknesses should include skilled people as less number within efficiency is
determined.
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