Human Resource Management: Purpose, Functions, and Practices

Unit – 3
Human Resource
Management

Table of Contents
INTRODUCTION......................................................................................................................3
TASK 1......................................................................................................................................3
P1. Explain the purpose and functions of HRM that are applicable to workforce for
planning..................................................................................................................................3
P2. Describing strength and weakness of different approaches for recruitment and selection
................................................................................................................................................5
TASK 2......................................................................................................................................6
P3. Describing the benefits of different HRM practices within organisation for both
employer and employees........................................................................................................6
P4. Evaluate the effectiveness of various HRM practices for raising organisational profit
and productivity......................................................................................................................6
TASK 3......................................................................................................................................7
P5. Analyse importance of employee relations to influence HRM decision-making............7
P6. Identify the key elements of employment legislation that impact HRM decision making
................................................................................................................................................8
TASK 4......................................................................................................................................8
P7. Illustrate the application of HRM practices in work-related context, using specific
examples.................................................................................................................................8
CONCLUSION........................................................................................................................11
REFERENCES.........................................................................................................................12

INTRODUCTION
Human Resource Management refers as the strategic decision process of managers for
maximising the performance of their employees to achieve organisation goals and objectives
efficiently. The organisation selected for this project is Unilever which provides the nutrition,
hygiene and personal care with its brands that lead customers to feel and look good in their
livelihood (Berman and et.al., 2019). This project explains the purpose and functions of HRM
that are implied by workforce for achieving success. It further evaluates the strength and
weakness of different methods and procedures for recruitment and selection that are essential
in HRM practices for both employer and employees. Additionally, it determines the
effectiveness of various HRM practices for maximising organisational revenue and
profitability ratios. This project also examines the key elements of employment relations,
legislation which impact upon HRM strategic decision making by illustrating the application
of HRM practices in work-related applications.
TASK 1
P1. Explain the purpose and functions of HRM that are applicable to workforce for planning
Human Resource Management (HRM):- It is defined as the strategic decision
making procedure implemented by managers to execute for goal achievement. The HR
managers of Unilever implement HRM as to gain competitive advantages to remain stable in
global market.
Functions of HRM:- These are categorised into five functions of HRM which are
described with reference to Unilever is as follows:-
 Planning:- This is referred as the first procedure for an organisation to develop new
idea for strategic decision-making to attain success by competing with rivalries. HR
managers of Unilever strategise innovative ideas to improve their internal strength to
overcome weakness by analysing and researching for current and future needs of end-
users.
 Organising:- It is the process in which workers are diversified with their tasks and
activity to perform in achieving specific target efficiently. The HR managers of
Unilever decentralise the activities of employees through various departments which
increase effectiveness by performing their specialised task.
 Staffing:- This procedure includes recruitment, selection, placement, orientation,
training and development of employees properly fills the vacancy that reduce delay in
accomplishment of goal. HR managers of Unilever focus on this function by
recruiting and selecting the right candidate at vacant place with prescribed job through
its qualification (Bratton and Gold, 2017).
 Directing:- It is the process which directs and manage the actions performed by
employees through quality management for satisfying needs, desire and wants of end-
users. The HR managers of Unilever direct employees to complete their task with

eagerness and time management for being awarded by tangible and intangible
rewards.
 Controlling:- This is explained as the procedure to control the actions performed by
employees through rectifying the errors with new idea of corrective measures. The
HR managers of Unilever monitor the activities performed by workers that create
opportunity for growth and stability of business.
The comparison between Best Fit Approach and Best Practise is as follows:-.
Best Fit Approach Best Practice
It is also described as contingency approach. It is considered as universal approach.
This is interdependent which focus on
selecting the effective policies of Human
Resource.
This depends upon matching the policies
with organisation environment.
Workforce Planning:- It is the regular process which keeps on performing actions
consecutively by analysing the needs and priorities of workers within organisation (Cascio,
2015). The HR managers of Unilever focus on their workforce planning to meet the
regulatory service, legislation and production requirements for achieving the objectives.
There are various types of labour market which are classified as below:-
 Physical and Mental labour
 Skilled and Unskilled labour
 Productive and Unproductive Labour
PESTLE Analysis:- This framework analyse the changes in macro-environmental
factors that affects growth and stability of business either positively or negatively. The
various trends of labour market are further explained through PESTLE analysis for the HR
managers of Unilever is as follows:-
 Political factor:- The HR managers of Unilever are adversely affected as they have to
implement innovative ideas by breaking the actions of existing activity and
proceeding with new plan. This impact instability for business as it creates delay in
achievement of goal and objectives.
 Economic factor:- The HR managers of Unilever are negatively impacted by
fluctuating foreign exchange rates which affects the business for retention in
performance of labour.
 Social factor:- The HR managers of Unilever are positively impacted as they create
job opportunities for members of society who are educated that will increase
efficiency for success of business (Chelladurai and Kerwin, 2018).
 Technological factor:- The HR managers of Unilever are favourably affected for
positioning goods to end-users that maximise revenue and profits with total quality
management.