Unit 3 Human Resources Management Assignment Copy

Unit 3Unit 3
HUMAN RESOURCEHUMAN RESOURCE
MANAGEMENTMANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
a) Purpose of HR functions and their importance..................................................................1
b) Strengths and weakness of selection methods...................................................................3
c) 2 potential improvements that can be made by Chocolate presence in selection process..3
Task 2...............................................................................................................................................4
a) Person specification for receptionist..................................................................................4
b) Advantages and disadvantages of current advertisement methods....................................5
c) Recommendation for job advert for receptionist................................................................6
Task 3...............................................................................................................................................7
a) Benefits of internship and training schemes for employees as well as Microsoft.............7
b) Benefits of flexible working arrangement..........................................................................8
c) Ways for motivating employees.........................................................................................9
TASK 4..........................................................................................................................................10
a) Employee engagement along with importance in employee relations at Microsoft........10
b) Approaches for engaging workers...................................................................................11
c) Key legislation which influences decision making of HR in Microsoft..........................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management refers to practice of recruitment, hiring, deployment as
well as management of employees of organisation. HR within an organisation is responsible for
creation, putting into effect and sight policies by governing employees as well as build up
relation of organisation with their workforce (Becker and Smidt, 2016). They are responsible for
carrying out job synthesis, planning of personnel requirements, recruitment of appropriate
employee for job, orientation as well as training, management of wages along with salaries for
rendering and incentives. This report is based on Chocolate Presence that is based in North
Yorkshire and renders chocolate-based greetings cards that are provided across the markets of
UK. They also deal with the creation of more specialised gift orders along with creative
chocolate flavours as well as glorious designs. This report comprises of HR functions, their
importance along with their strengths and weaknesses as well as two improvements that can be
carried out by Chocolate Presence in terms of selection process. In addition to this, person
specification, pros and cons of advertising methods and job advert has been illustrated.
Furthermore, benefits of training as well as internship, working arrangements and the way in
which Microsoft inspire their employees are discussed. At last, external and internal factors
which impact decision-making of an organisation has been illustrated.
Task 1
a) Purpose of HR functions and their importance.
Human resource management refers to a term which is used for the description of
management along with development of employees within an organisation (Bounfour, 2015).
They emphasise on operations carried out by people in a firm and make sure that effectual work
practices are followed within place all the time. Within Chocolate Presence, employees are
considered as crucial assets and focus is laid on management of human resources as per
assumptions carried out.
Functions of human resource management: There is a wide number of functions which
must be followed by the human resource officer contracted by Chocolate Presence for resolving
the issues associated with employee’s turnover.
Human resource planning: It is initial stage within human resource function that has to
be carried out by human resource officer. In this they will be emphasising on carrying out
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analysis with respect to vacant position which will be left due to certain reasons (Bringezu and
Bleischwitz, 2017).
Recruitment: It is the process for analysing the requirements of the job and then
identification of potential individuals who will be inspired, as well as stimulated for applying for
the specific profile. The recruitment programme is formulated by Chocolate Presence to attract a
greater number of applicants so that pool of candidates can apply the job and organisation have
diverse options for identifying the best candidates. For this, they can make use of employment
agencies, advertisements as well as word of mouth. Furthermore, they can also opt for either
internal or external methods of recruitments. Due to the shortage of of employees, external
method of recruitment is best option for them.
Selection: The process of choosing or picking up right or appropriate candidate who are
most apt for specific job position within an organisation (Coetzee, Ferreira and Potgieter, 2015).
It denotes activity of interviewing as well as evaluation of individuals for a peculiar job as well
as selection of a candidate for employment on the basis of certain criteria. With respect to
Chocolate Presence, they need to select knowledgeable as well as experienced persons as per job
position. The management of organisation have decided to have English along with maths
comprehension and criteria for clearing these tests will be 50% for them. Individuals, who have
cleared these guidelines, will be called for an interview.
Training: A planned process for modification of attitude, knowledge or skilled behaviour
by learning experience for attaining effectual performance within range of activities. Its purpose
is to formulate capabilities among individuals for development of individuals through which
current as well future requirements of organisation can be satisfied. Chocolate Presence renders
their employees with training so that their employees can have enhanced abilities as at present
scenario they are also going through quality issues.
Development: It is a process which comprises of attainment of skills and insights as
well as factual knowledge for enhancing effectiveness and potential of individuals (Crawshaw,
Budhwar and Davis, 2017). Basically, it denotes process of creation of growth, progress,
affirmative alterations or addition of economic, physical, social, environmental as well as
demographic constituents through which quality as well as level of services can be raised. With
reference to Chocolate Presence, they are going through diverse issues which are linked with
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quality as well as employee turnover. This makes them mandatory to opt for development
programmes so that they do not have to face any kind of problems.
Recognition and reward programs: Chocolate Presence needs to have effective
activities like appreciating as well as giving them reward through which they can attract and hold
on their employees (Deery and Jago, 2015). Recognition is defined as a process of
acknowledgement of the fact that employee has carried out their role in enhanced manner. This
involves giving employees rewards like bonus while they do their job in required manner or even
better than this. With reference to Chocolate Presence, employee’s turnover is a common
problem so they need to have strategies through which they can provide their employees with
recognition as well as rewards. It will motivate and inspire workforce which in turn will lead to
enhanced performance.
Purpose of HRM:
Employee’s retention: HR department of an organisation is responsible for employee
retention practices. For this they need to analyse several techniques through which they can
easily retain employee in firm for long run duration. These
kinds of practices are based on different benefits that HR manager can provide to their
employees.
Performance management: It is the responsibility of HR manager to analyse skills and
capabilities of their employees in order to appraise them accordingly (Donate and de Pablo,
2015). Such kind of practices aid in retaining employees in firm for long run duration easily.
b) Strengths and weakness of selection methods.
Chocolate Presence has adopted selection, as well as an interview process for selecting
employees within their working place. In this, they are open to questions associated with
desirable profile. They possess various strengths as well as weaknesses that have illustrated
below:
Strengths:
Information can be acquired about an individual such as their hobbies, interests, creativity and
many others (Helmreich and Merritt, 2017). These will assist Chocolate Presence in other
activities where they have to deal with greeting cards as this will amplify quality of their cards.
1. It aids them to have appropriate individuals as questions are dependent on job role as well
as knowledge associated with respect to specific role can be analysed.
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2. The information attained by interview needs to be precise in comparison to other
techniques along with this supplementary information related with characteristics of
personal can also be attained.
3. Interview process is flexible approach that will yield Chocolate Presence better results,
for an instance depending upon the answers given by an individual’s questions can be
asked.
4. Interviewer present on the spot will be able to observe gestures, facial expressions, etc. of
the informants with respect to situation prevailing during interview. This assists
interviewer to analyse meaning of verbal replies that are being furnished through
interviewee (Kavanagh and Johnson, 2017).
5. Test devices as well as scoring can be utilised as interviewer acts as experimenter, in
addition to these visual stimuli in which informant react is presented.
6. This method assists individuals within facilities that will aid them in spot adjustments as
well as make sure response material. For an instance, interviewer can sensibly sandwich
questions related to which informant is sensitive.
7. Face to face screening assists within attainment of precise outcomes as well as apart from
verbal capture, non-verbal aspects like body language can also be analysed (Klingner,
Llorens and Nalbandian, 2015).
Weaknesses:
1. It is not an absolute process as this assist them (Chocolate Presence) to have essential
details related with individuals but by this practicality as well as technical details cannot
be identified.
2. Interviewer gives their judgement with respect what they perceive from behaviour of
individuals, nature and personality (Lasserre, 2017). Words or little minute conversation
will not be enough to analyse them.
3. This is costly process as employees are needed for carrying out this which also denotes
personnel cost.
4. The human equation can lead within distortion of returns. Efficacy of interviews entirely
depends on in-depth skills and training of interviewers, if they fail in this process then it
won’t have fruitful impact on Chocolate Presence.
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Effectual interview needs to possess appropriate rapport with their respondents as well as
control atmosphere of interview in an effectual way that will benefit them within frank and free
responses. But it is very complex requirement as this requires resources, skills and time
(Marchington and et. al, 2016).
Reference Process: It involves that a person working within organisation gives reference for
of other person for specified job. The strength of this process is that the cost and time that is
involved within finding out apt candidate will be reduced (Mone and London, 2018). Drawback
is that there is probability that person may not fit into desired job role and there can occur
favouritism.
English and math test: Diverse tests are being carried out by Chocolate Presence to ensure
that they can employees who possess adequate knowledge. Its strength is that it depicts the
knowledge of an individuals in both which will aid organisation to enhance their operations and
carry out them quickly. Limitation of this is that it can be costly as well as time consuming
process.
c) 2 potential improvements that can be made by Chocolate presence in selection process.
Chocolate Presence is going through diverse situations within their process of selection.
For this, they can opt for diverse steps for resolving such kind of issues. Some of these
improvements are illustrated below:
 They need to have communication as well as technical assessment exam within process
of interview. These tests must be completely dependent on appropriate job needs
(Morschett, Schramm-Klein and Zentes, 2015). This will assist management to examine
abilities of an individual within appropriate way. This method must be utilised by
Chocolate Presence for hiring individual for specified job profile.
 Major issue that is faced by HR manager of Chocolate Presence is that they have opted to
hire staff from internal environment due to favouritism or references when interview is
carried out. For this they need make sure that they have a formal method for interview
rather than going for informal process (Marler and Parry, 2016). HR manager must make
use of selection process by an enhanced loyalty along with focus on capabilities of
individual.
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 Job analysis can be adopted by Chocolate Presence, it refers to process of collection and
analysing data associated with human needs of job. The advantage of this method is that
renders first-hand information related with job and assists within creation of right job
employee fit. This also assist within performance evaluation as well as appraisal
processes. The drawback of job analysis is that; it is time consuming as well as involves
personal biasness.
 Job description is the other method that can be opted by Chocolate Presence, this is
informative document that involves responsibilities, duties and roles related with job role
(Mone and London, 2018). The major asset of this is that it furnishes opportunities for
communicating direction of Chocolate Presence as well as inform individuals about ways
in which they fit within bigger picture. Its weaknesses are that there is no flexibility and
reviews are not provided with respect to day-to work.
Task 2
a) Person specification for receptionist
Job Title: Receptionist
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7
Criteria Essential Desirable
Qualifications Functional Skills
Level 2
Customer Service
GCSE’s min 5
Skills/competencies Communication
Basic IT and
literacy skills
Problem solving
skills
Customer service
Conflict
management
skills
Strong clerical
skills
Knowledge Dealing with a
high volume of
incoming
calls/queries on a
daily basis
Knowledge of
computerised
systems
Previous experience A minimum of 6
moths experience
working in a
customer service-
oriented role
1-2 years
customer
service -oriented
role in a similar
industry
Experience
Required
Customer service
background and
dealing with
people on a daily
basis
Manufacturer’s
customer
service
background
Special attributes
(for example, a track record of writing
financial reports for a company board)
Flexible approach
and being able to
resolve any
problem related
to the role on a
daily basis
Ability to use
booking systems
for taxis, hotels,
trains etc
Health and
safety and first
aid knowledge
Personal qualities
(for example, self-motivation)
Strong multi-
tasking skills
Presentable in
appearance
Caring attitude
Tolerance and
Enthusiastic and
confident
Desire to
undergo further
training and
development

(Beta.acas.org.uk, 2019)
The person specification created for the role show the basic skills, experience and personal
qualities that should the candidates possess in order to be eligible for the role (Omotayo, 2015).
b) Advantages and disadvantages of current advertisement methods.
According to the discussed organisation, the company has adopted an internal method of
recruitment i.e. among their friends or families. They have posted vacancies on their notice
boards which are maintained at entrance of working premises (Morschett, Schramm-Klein and
Zentes, 2015). By this existent staff will have a chance to improve their career in the same
organisation. The vacancy posted by Chocolate Presence, is of a receptionist. For this, the
candidate must possess a minimum of Functional Skills level 2, along with experience of at least
r six months. In addition to this, they must have strong communication and interpersonal skills.
Apart from this, organisation has opted to make use of internal recruitment for this post. It can be
observed a set of pros and cons relating to the current recruitment methods:
Advantages
1. Time to hire is reduced: When external recruitment is carried out then recruiting
teams have to look for qualified candidates as per requirement either by sourcing or
posting them (Omotayo, 2015). After this analysis will be carried out and if they are
able to clear it, they will be convinced to be a part. It is a time consumption process.
But in case of internal recruitment, candidates will be considered from internal
environment which will take less time to engage them.
2. On-boarding time is shortened: Internal hires are faster to on board with respect to
external hires as more time is needed for adjusting in a new environment.
Furthermore, when internal hires possess the ways in which organisation carry out
their operations and know about their policies. As Chocolate Presence is a small
organisation, they can acquaint people within new teams.
3. Less expensive: When individuals are hired in an organisation then they do not have
to invest or spend money for posting advertisements on notice boards, instead of
sourcing candidates on the basis of resume database, along with this top management
can look forward for team members who fit within this role (Reiche and et. al, 2016).
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4. Employee engagement is strengthening: A message is delivered to employees that
they are precious for organisation. Morale of employees is boosted up when
management provides them with higher position at the same role level. These
employees are developed professionally; this will provide them opportunities for
future.
5. Limited risk: Team leaders or managers know their employees; this will lead to
elimination of risks associated with recruitment of wrong individuals. For an instance
candidate can have anything on their CV or resume portraying themselves as best for
specific job role (Rosemann and vom Brocke, 2015). But with respect to internal
candidates, the potential of every individual is known to them.
6. Improvised employee relation: Promotion while sending message that leads to
giving value to their employees as well as needs to make investment in them. More
opportunities are delivered with respect to advance careers.
7. Induction process is easier: If recruitment is carried out externally then, it will lead
them to acknowledge their responsibilities along with culture and their intricacies.
The internal people works for business and they are aware about different procedures.
Disadvantages
1. Limit pool of applicants: Chocolate Presence possess wide range of well qualified
employees for specified position. An instance can be taken into consideration for
acknowledging that employees possess effectual skills according to their job role and
they might not possess essential skills that are crucial for post of receptionist, this is
known as skill gap (Becker and Smidt, 2016). When they are entirely dependent on
internal hiring then they are minimising the chances for hiring new skills as well as ideas.
2. Builds a gap in existing workforce: When someone within Chocolate Presence is
promoted then it will lead to have vacant position in their place. This means that
organisation has to carry out promotions as well as moves so that these positions can be
filled up. Therefore, they can opt for external methods of hiring in addition to internal.
3. Effect in inflexible culture: A stagnant culture is built up while internal hiring is carried
out. As employees are getting more comfortable, then they need not to opt for
experimentation of new methods while working (Bounfour, 2015). On the other hand,
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while external recruitment is carried out within Chocolate Presence then they can have
new perception for existent problems.
4. Creation of resentment between managers and employees: In case if colleague is
hired then it will lead to feeling of resentful among employees. This leads management of
organisation to lose their good team members.
5. Results within inflexible culture: Hiring within business leads to stagnant culture as
employees get comfortable in the ways through which activities are being carried out and
do not opt for experimenting new ways of working (Bratton and Gold, 2017). This means
that external hires are necessary for shaking up culture as well as providing perspective
with respect to existent problems.
c) Recommendation for job advert for receptionist.
There exist two ways where vacancies can be posted by organisation. They can opt for
external recruiters or agencies and advertisement on newspaper. But they are not able to
captivate a greater number of individuals according to expectations. Chocolate presence can go
for means of advertisement by the usage of social media for the vacancy of receptionist. This
will assist them to pull in huge number of candidates towards themselves as people are more
addicted to social media at present scenario. Through this, they will be able to possess
individuals who have unique skills along with higher level of competencies. In addition to this,
there are diverse software’s that can be utilized for short listing candidates according to
organisational needs. Apart from this, it acts like a good mark for organisation in context of
profitability. Social media is cost friendly approach through which large pool of candidates can
be attracted to apply for job profile which is vacant within Chocolate Presence.
Task 3
a) Benefits of internship and training schemes for employees as well as Microsoft.
Training is defined as a process of definite steps which must be followed systematically
so that skills and knowledge are transferred to employees. Basically, it is a unionised process
through which individuals can acquire skills with respect to a particular intent (Brewster and et.
al, 2016). This acknowledges teaching, as well as learning activities for major purposes like for
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assisting employees of organisation to acquire and implement abilities, skills and knowledge for
specific job profiles in an organisation. This way new skillss, as well as capabilities can be built
up within employees through whom they can carry out their operations in an improvised and
better manner. On the other hand, internship denotes the work experience that is provided by
organisation for stipulated time frame. This is undertaken by students, as well as graduates for
gaining experience along with knowledge in applicable field.
Microsoft deals with development, support, licensing, manufacturing and selling of
consumer electronics, personal computers, as well as software. It is an American multinational
technology organisation that is headquartered in Washington. They render various internship
programs for individuals (Bringezu and Bleischwitz, 2017). Generally, they are PhD as well as
university internships. It entirely depends on education of individual and varies accordingly.
Some of these are illustrated here (technical writer, program manager, service and software
engineer, programmer writer, product planning and various others), UX designing, data &
applied science, marketing, finance, sales, hardware engineering, supply chain, IT operations etc.
Within Microsoft, PhD internship has the option within product teams and MSR (Microsoft
research).
MTA (Microsoft Technology Associate) was brought in 2011 with a diversified as well
as focussed computer consultation for diverse technologies on different platforms. They have
experienced staff those are responsible for providing development as well as management
trainings. They are liable for rendering different training as well as internship programmes
(Winter & Summer Training – 2020, 2018).
Benefits to employees
 By going for internship from Microsoft, individuals attain greater experience that will
assist them to improvise their skills, develop them and it will assist them to acquire
professional knowledge along with this their resume will be intensified (Coetzee, Ferreira
and Potgieter, 2015).
 If individual work with their entire potential within an organisation and have a creative
approach for accomplishment of their responsibilities, then there is higher possibility for
converting them into full time job opportunity. Furthermore, financial situations of
employees will also intensify as they are having stipend from organisation.
Benefits to Microsoft
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 Microsoft can save their money as they have to pay fewer stipends to individuals as
compared to salaries that are being offered to employees. They are working for full time
(Crawshaw, Budhwar and Davis, 2017). But if same employees are hired then they will
be able to maintain higher rate of retention.
 Organisation possesses the ability with respect to finding out future employees by
monitoring as well as analysing individuals in internship period. They have potential
individuals who might have skills which they are looking forward for. Furthermore,
individuals do not need to have extra time where they have to alter themselves within
working environment of organisation as they have given their time.
b) Benefits of flexible working arrangement.
Employees are crucial assets within organisation who align their operations for attaining
goals & objectives. Various working arrangements are rendered by Microsoft for their
employees who are illustrated below:
Future plans
Microsoft furnishes their employees with wide range of options through which future can
be ensured. Few of them are provided beneath:
 Loan refinancing program: Microsoft furnish employees with wide range of loan
facilities, by this they will be able to have loan for education of kids at minimum rates as
well as at easy instalments (Deery and Jago, 2015). This will aid them to make sure
future of their kids. Furthermore, Microsoft can attain money from interest rate which is
earned from charging.
 Employee stock purchase plan: When employees of Microsoft buy stocks, they can
have a discount of 10%. Through this, most of shares of firm will be sold out which will
lead to enhancement in profitableness of Microsoft. Furthermore, it will make financial
conditions of employees stronger, as it has led them to buy valuable shares at minimum
prices.
 Care for your family: Management of Microsoft give their employees time to focus on
individuals with respect to who matter a lot with respect to leave for family, new parents
as well as caregiver leave (Microsoft, 2019).
Enjoy the perks
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 Social clubs: Microsoft have various clubs in working premises in which employees can
have valuable time by playing in their free time. This will improvise their performance as
they will be able to eliminate extra stress which has been caused due to working pressure
(Donate and de Pablo, 2015). This will lead to creation of affirmative impact on
development of Microsoft.
 On campus: Microsoft renders their employees with diverse facilities within premises
such as grocery, entertainment, shopping, etc. Through this employee will be motivated
and they can work up to their entire potential. This will lead them to improvise overall
efficiency of Microsoft with respect to profitability.
 Take time away: Flexible work schedules, holidays and generous vacations are given for
spending time with their families or to pursue their interests that are present outside of
work environment.
c) Ways for motivating employees.
Employees’ motivational level is associated with the job role when they are provided job
role according to their skills as well as capabilities. This will yield them better results as
employees will be able to complete their tasks up to higher potential. If this does not happen then
vice-versa occurs. Herzberg's two factor theory is utilised by Microsoft for motivating their
employees. According to this, two types of factors are involved for motivating individuals. They
are illustrated:
 Hygiene factors: They comprise of diverse factors like policies at workplace, working
conditions, financial benefits, etc. These factors will assist employees to eradicate
displeasure for organisation (Helmreich and Merritt, 2017). But it does not show that
employees will be influenced to work harder. For an instance if employees are not
carrying out their responsibilities in a healthy environment then their productivity will be
declined, as they are not inspired to work to their entire potential. This will lead to
elimination of displeasure among employees.
 Motivational factors: They consist of performance, growth, recognition of work and
various others that will assist organisation to inspire their employees. Microsoft while
creation of job role takes into consideration all these factors. For an example if some
employees are working harder and few who do not work hard are promoted on the basis
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of preferences rather than their efforts, this will lead to creation of pessimistic influence
on employee’s work.
For an instance Microsoft can opt for Maslow’s hierarchy of needs to intensify performance
of their employees. In this aspect, the basic needs of individuals are taken into consideration and
then goes in hierarchy to fulfil other requirements (Kavanagh and Johnson, 2017). As the needs
goes to accomplish other wants are taken into consideration this leads to motivate employees and
have affirmative impact on them.
From above it has been observed that are directly linked with employee’s performance in a
working environment. This leads Microsoft to design their roles as well responsibilities
according to theory. This will not lead to creation of harmful influence within working
environment and it also enhances employee’s efficiency.
TASK 4
a) Employee engagement along with importance in employee relations at Microsoft
According to Kevin Kruse, (NY Times Best Selling Author and Forbes Contributor)
employee engagement is defined as commitment that employees possess for their organisation as
well as goals (7 Definitions of Employee Engagement, 2018). Employee engagement can also
refer to enthusiasm which employees have towards their work as well as colleagues. It is
associated with excitement and passion of employees for their work. If employees are motivated,
then it will be reflected by their performance.
Relationship among employees & employers refer to employee relation. If connection in
between workforce and Microsoft is trenchant then their efficiency can be enhanced as well as it
will become easy for them to attain their goals within specified time duration. It can be analysed
through the way in which interaction occur among both of them, acknowledgment of ideas while
formulation of decisions, exchange of those and various others (Klingner, Llorens and
Nalbandian, 2015). Employee engagement is crucial for every organisation and same goes for
Microsoft. As when employees will be motivated then it will have relevant impact on their
performance which will be evident through productivity of organisation and the way in which
needs of customers are accomplished. With respect to Microsoft, turnover of employees will be
minimised and as there is boost in morale of employees then this signify that they will hardly
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leave organisation. Thus, it is essential for Microsoft to have effectual programmes by which
employee engagement can be maximised.
Microsoft is committed towards their employees and make sure that their employees are
provided with an effectual working environment. They provide their employees with training and
development for stretching opportunities associated with advancement. Along with this, they
develop strategic, sustainable as well as dynamic programs that are responsible for enabling them
to deliver their best. Furthermore, wellness as well as safety are considered for maximising
social-wellness, financial and physical wellness of their employees. This creates a relevant
impact on their performance (Empowering our employees, 2019)
b) Approaches for engaging workers.
Different approaches are discussed within summit to enhance engagement of employees
and furthermore, it improves communication between employees. These are illustrated below
with usage of functional examples,
In the summit, Kathleen Hogan (EVP of HR department of Microsoft) has represented
Microsoft. As per her, discussion began from transformation of culture within working premises
and ways in which technology aids leaders to communicate effectively with employees.
Microsoft has opted for two different approaches to enhance engagement of employees. They are
mentioned below:
Yammer approach: This approach, aids Microsoft to have transparent communication
so that eliminates conflicts and rumours. Management of Microsoft can communicate with their
employees with usage of different social networking sites. Yammer is a third party and provides
secure interface for communication. Apart from this they cannot read essential messages which
are shared between employees.
Microsoft Stream: By usage of this approach, employees can communicate with each
other by using video services provided by Microsoft. This is provided to employees at the time
of training. It leads to creation, discovery as well as share videos in a small team within
Microsoft for having secured environment. They can make use of employee engagement by
leveraging videos for communications, training as well as sharing information with streams and
make use of smart tools for finding as well as interacting with videos (Employee Engagement
Summit, 2019)
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By opting for these approaches, Microsoft has enhanced communication level within the
workplace, as employees can easily share their ideas and thoughts related with products to their
leaders or seniors (Lasserre, 2017). This enables employees to be open and share their thoughts
with other employees, this indicates that employees are motivated as their work and their
opinions are taken into account by management of Microsoft. Apart from this, it also aids
Microsoft when trainings are conducted as they become flexible with working environment.
Furthermore, there is a reduction conflict which builds motivated and healthy working
environment within Microsoft.
c) Key legislation which influences decision making of HR in Microsoft.
Employee legislation refers to a set of laws as well as regulations that are formulated by
government, local authorities as well as organisation by them. There are various policies which
creates an impact on decision making of HR, they are illustrated below:
 Data Protection Act 2018: It denotes that organisation should not socialise private
information of employees for unauthorised persons or third party without getting their
approval (Marler and Parry, 2016). Apart from this, personal information that is
prohibited by local authorities need not to be asked by the organisation. If information
associated with employees is shared with others, then faith as well as trust of the
organisation will be declined. This will also lead to a negative impact on efficiency of
organisation. Microsoft needs to acknowledge these acts while carrying out process of
recruitment of employees.
 The Equal Pay Act 1970: This act states that each individual is working in an
organisation is liable to be paid according to their performance and skills rather than their
religion, caste, colour, gender or race. If salary is given with respect to favouritism, then
will lead to have pessimistic influence on employee’s performance. Along with this, it
will lead to de-motivation between them. Therefore, it is crucial of HR of Microsoft to
make sure that employees are paid according to this act and if any kind of incentives are
given to them then it should be on the basis of their performance.
 Equality Act 2010: It is act whose primary purpose is of consolidation, updation as well
as supplementing diverse acts as well as regulations that are being formulated with
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respect to anti-discrimination laws (Marchington and et. al, 2016). It is responsible for
setting out diverse methods in which it is not lawful to treat others.
 Employment Rights Act, 2008: It is act of Parliament that comprises of wide range of
diverse provisions associated with UK labour law. This law is intended to intensify,
simplify as well as clarify major areas with respect to UK employment law.
These laws are being followed by HR of Microsoft to provide their employees with safe as
well as improvised working area without any kind of discrimination.
CONCLUSION
From above, it has been observed that HR department has crucial role in an organisation.
Without this success as well as growth cannot be obtained within marketplace. Furthermore,
functions and purpose of this department is associated with recruitment, selection as well as
training of new joiners. Person specification will yield management to look forward for perfect
applicants in their workforce so that their goals as well as objectives can be attained in given
duration of time. In addition to this, key approaches of employee engagement will aid
organisation to improvise their relationship along with staff. Rules, policies and regulations
formulated by government of UK will have assisting role in an organisation for ensuring safety
as well as job security of all employees.
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