Unit 3 Human Resource Management Project

This project provides a comprehensive analysis of Human Resource Management (HRM) practices, covering its purpose, functions, and strategic implications. It examines different HRM models, recruitment and selection methods, employee relations, training and development, and concludes with a practical example of a receptionist training seminar.

Unit Number and
Title
Unit 3 Human Resource Management
Targeted Learning
outcomes
LO1, LO2, LO3 and LO4
Referred Pa
ss
Merit Distinction
Unit Final
Grade
Learning
Outcomes Feedback Grades
awarded
LO 1
LO 2
LO 3
LO 4
Date project marked:
Unit 3
1
HNC in Business (KCB) 2018/2019

PROJECT
HUMAN RESOURCES MANAGEMENT
2

Introduction
Before describing the essence of Human Resource Management and its functions, it is
useful to understand the meaning of the Human Resource Management (HRM) itself. The
HRM can be a model, a system, a map or one of the several theories (Albrecht and et. al.,
2015). It can be a philosophy for managing people and a complex process and strategy which
is a big part of the business. The HR system and HR philosophies together show to us the
value and guidelines of the whole Human Resource Management. This system is sum of the
HR strategies, which can help to show your direction in your HR activities. HR policies helps
in keeping the rules and HR practices includes the tasks of managing, developing and
relationship managing. It is an organization which covers a lot of activities like resourcing,
recruitment and selection, organization development, learning and development, performance
and reward management and maintaining relations between employees and management and
with HR. The HR is part of the organization that deals with people and managing the
employees working in the organization. It includes developing and supporting staff and
employees. There are various definitions given by people about HRM. Some of them are
Michael Armstrong, Torrington and Hall, Mathis and Jackson, Grimshaw and Rubery etc.
“Human resource management can be defined as a strategic, integrated and coherent
approach to the employment, development and well-being of the people working in
organizations.”. HRM is a basic requirement of economy and organizations as this practice
influences the economic productivity of the company. There are several goals, roles, models
and theories which helps in running of whole system of organization and analyzing HRM
practices.
LO 1
1.1 (P1) Purpose and functions of HRM, nature / scope of strategic HRM, ‘Hard
and Soft HRM
There are two variety of models of the Human Resource Management in a business:
“Soft and Hard” HRM. The soft HRM is people-focused practice and in this employees are
considered as the most important resource in the business. Employees are treated as
individuals and managers take care of their needs and demands. Employees focuses on
providing roles, rewards, training, motivation and appreciation to the subordinates. This helps
in focusing on workforce planning (Analoui, 2017). The soft model build on planning and
regular two-way communication, flatters the organizational structures and democratic
leadership style. Best employees are chosen to work in the organization who have relevant
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skills, good experience and innovative thinking. It is a time consuming process and is
expensive. For example , Google company uses “soft” HRM in practice.
The hard HRM is task-focused practice in which the employees are treated simply as a
resource in the business like machinery and buildings. It emphasizes the strategic
management with a cheap recruitment and selection to reach successful results. In this case
we use minimal communication and short-term changes in staff numbers (Bakker and
Demerouti, 2014). It builds on taller organizational structures, autocratic leadership style and
the costs are enough to recruit and retain staff. For example we pay minimum wage for the
employees. The hard HRM is useful in crisis situations and when the management have
expertise. This leads for quicker decision making, poor employee relation and impact in
motivation. It uses limited delegation, team working and less paying techniques in practice.
The KFC and Unilever are examples of the hard HR user companies. If the question is which
one is better, the “soft or hard” HRM, we can say it depends on the situation of the
organizational and behavior of the employees.
“Strategic Human Resource Management (Strategic HRM or SHRM) is an
approach to the development and implementation of HR strategies. Strategic HRM is a
general notion of how integration is developed between HR and business strategies. It
includes the benefits of taking a longer-term view of where HR should be going and how to
get there, and how coherent and mutually supporting HR strategies should be developed and
implemented. Importantly, it is also about how members of the HR function should adopt a
strategic approach on a day-to-day basis.” It means that they run as a team of the management
with granting the HR practice to support the goals of business strategies on adding value. The
aims of the strategic HRM are to achieve integration, provide a sense of direction in a loud
environment and consent to the type of business strategy by capitalizing the strengths of
human resources.
Therefore, the nature of strategic Human Resource Management is to reach the goals
of the organization through the people, HR strategies and HR policies and practices together.
It is not just about the strategic planning, we need to consider how HR plans works and and
how it affects the business plan.
The HRM is not the same like Personal Management. HR department is the
department of the organization which is a link between management and employees (Cascio,
2015). This department is responsible for performing tasks for employee's development. This
serves the human resource strategy and keep the proper operation of the corporate culture and
the whole organization. There are several functions of HR which are listed below-
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 Recruitment and selection
 Orientation
 Performance appraisal
 Training and development
 Reward management
 Motivation
The first step is searching of right candidate for the organization using job
advertisement and this includes recruitment and selection process. You can find out more
details about it under paragraph 1.2 (P2). After recruitment and selection, important step is to
guide new employees about functioning of the company and this is called as orientation
Program. Under this orientation new employees get important information about their job,
including the expectations, rules of the company, working hours, payment and benefit
programs.
Performance appraisal function monitors the employee performance and help in
developing performance for effectiveness of employees. The HR managers are responsible for
the system of developing and administering the performance appraisal (Cooke, Saini and
Wang, 2014). It means they decide who can be supervisor, team leader or manager etc. and
the payment, promotion, disciplinary action and performance appraisal information based on
it which is essential for employee development. By measuring the actual performance of
employees and methods of performance, we need to set up performance standards. It helps to
identify the gaps in the performance of employees and give a picture of its status. This is the
most used method for confidential report writing. The organization need good and qualified
employees to keep on right level and develop the productivity and services.
Training and development is one of the core functions of the Human Resource
management. We can find out more information under LO 2 paragraphs. In simple terms, we
work and we get money for it. The Reward management is part of the Human Resource
Management’s task which helps in motivating employees. The reward management covers all
aspects of employee deals and with a reward strategy we can provide a system and operation
to reach three main objectives: competitiveness, fairness and performance. This system and
practice is based on guiding principles and reward policies and we need to consider the
payments, benefits, learning and development and the work environment factors (Deery and
Jago, 2015). The system needs to be fair and even-handed. We maintain the competitive rates
of pay and equitable rates of pay. It is important to recognize the value of every employees
5

and create an attractive employee value proposition. With a good system we can help to
develop a high-performance culture in our business.
The next function of the HRM is the motivation. “Motivation is the strength and
direction of behavior and the factors that influence people to behave in certain ways (Foster,
2014). People are motivated when they expect that a course of action is likely to lead to the
attainment of a goal and a valued reward-one that satisfies their needs and wants.”
The HR managers should identify the factors which can demotivate employees and
transform them into factors which motivate employees. If the employees are happy, satisfied
with their job, they can work harder, better in a good environment and they are going to work
with more confident and joy. These major factors that motivate employees are the working
conditions, company policies, employer brand and reputation, career development, job
security, healthy relation, pay and benefits. If we provide good working conditions, we can
provide a good work life balance avoiding the stress. Providing flexible working hours, giving
correct workload, maintaining healthy environment cover the good working condition.
Furthermore, I need to mention that maintaining and providing good working conditions not
only motivates employees but also prevents employee from facing legal action by the court of
law as they are mandatory according to labor laws. They also should not be in conflict with
the labor laws and principles of natural justice if the organization set up and let the employees
know about the company policies. We need to make these policies for them to feel there is no
discrimination. A good company policies can help them to reach goals and objectives for the
company.
1. The motivation can be spiritual help but it can provide extra benefits over the
employees’ salary. For example: vouchers, money for traveling, extra payment for
Christmas or just a free Christmas big party together with the management, etc. All of
them are attractive or useful for everybody.
There are two types of motivation: intrinsic and extrinsic. The intrinsic motivation is
when the staff feel that their job is important, exciting and interesting. They have
opportunities to achieve the goals with their skills. We can say that the motivation is the work
itself. The extrinsic motivation is when the work is done and the result motivate them. It
includes everything what come with their work, for example: rewards, praise, promotions,
increasing payments. as incentives such as punishment, criticism or disciplinary actions
(Gatewood, Feild and Barrick, 2015). This motivation is a powerful effect but it is not
necessary every time and last long.
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1.2 (P2) Strengths and weaknesses of the different approaches to recruitment
and selection, internal and external recruitment and other selection methods
The main function of Human Resource Management is the recruitment and selection,
staffing. This is a process inside the process. The manpower is the most important asset of the
company so the human resource manager has to be well-versed with good decision making
skills to find the right talents with the right skills for the position (Hornstein, 2015). The
recruitment and selection depend on what is the number and type of the employees are needed
to cover the organization requirements. It is a research analysis for planning strategy to know
relevant information for the process of recruitment and selection and the right way of staffing
for the future. HR needs to support the organization with the right amount of staff with the
right skills always in right time. Firstly it need to tempt the talent, filter from the applications
and after hire the suitable candidates. After these it is necessary to keep control over this
process. For example if somebody leave a position or something changed, it needs to be
solved as soon as possible to fill the position again.
We can choose from several ways for recruiting, for example advertisements, online
recruitment, corporate websites, recruitment consultants, headhunting and recruitment process
outsourcing. The headhunting is an expensive choice of recruiting when you pay for a retainer
to the search process until the candidate begins the work. This process is quality-orientated
and can be direct or indirect. The direct is when the retainer call directly the candidates and
the indirect is when they have the references about the candidates.
The recruitment and selections can happen on internal or external way. Internal recruitment
means when we fill the job vacancy from our existing employees inside our company. We can
access in our HR information system or database who is the perfect qualified person to fill the
current vacancy or we can use employee networks like an internal e-mail system to advertise
the opportunity. It is a kind of online recruitment. It can be useful for the company
promotions as well. If the position is open for everybody, the job information must be
available to all employees. The external recruitment when we fill the job vacancy from
outside the business. We advertise the current job opportunity and the choice and possibility
are for that person from outside who find the vacancy and apply. There are many ways of
advertising at external recruitment like public employment agencies, for example Job
Centres, Reed, Indeed etc. We can advertising through the media as in newspaper or
multimedia, like websites or social platforms, for example Facebook, LinkedIn (Jackson,
Schuler and Jiang, 2014). Furthermore we can use executive search firm or college recruiting
7

which means the employee doesn’t get any payment but they can get a practice opportunity,
working experience. It is good for them who finish a course and would like to try and practice
firstly. Not least we can select from the walk-in candidates who come into the company
personally to apply. Other recruitment sources are also the job fairs, co-ops and internships or
we can just outsource the process to a professional employment organization (Kavanagh and
Johnson, 2017). The Recruitment Process Outsourcing (RPO) means when we transfer all or a
part of the recruitment process to an external provider. An RPO provider features as an
expanse of our HR functions. They give the necessary staff, technology and methodology
which the company needs. It is similar like other staffing agencies but they have extra
services and they are more expensive.
When we choose from the ways of recruiting, we need to consider the internal and external
recruitment’s advantages and disadvantages. The positive point of the internal recruitment is
that it is cheaper than other ways. We don’t need to spend money for example if send e-mails
to our employees or we use the own website to advertise the job vacancy. It is also easier for
our people to apply. Other positive point is if our employees are not enough qualified for the
current job vacancy, we can provide or suggest any training or courses to develop them for the
suitable level of knowledge. This is a good opportunity for them and us as well to make better
the productivity. In addition our existing employees maybe are more motivated than
somebody from outside. This opportunity can be a better position with better salary or it can
be a challenge or a step of the ladder for higher in their career. It follows that the disadvantage
of the internal recruitment is people from outside who are maybe more qualified and they
have already had the perfect knowledge for the position. The drawbacks of the external
recruitment are the recruitment process takes longer time and it is more expensive to advertise
for outside. Also disadvantage is the currently existing employees maybe resent for an
outsider. In my opinion it is not the biggest problem or drawback because we need to be
respectful and need to learn to adopt in some situations. There are more positive points of the
external recruitment like a new employee from outside maybe has better experience or they
can bring new ideas or maybe they have better qualification for the position. The company
can spirit the new candidates from outside together the staff to work harder. Benefit of the
external recruitment is the promotion too. If we promote internal it can causes maybe
conflicts.
After the advertising there are more tasks of the recruitment and selection. This like the short
listing when we reduce the number of the candidates and we keep a group of people with the
right qualifications (Klingebiel and Rammer, 2014). After we need to make interview with
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them and we can testing them. The part of the process is the reference check when we look
after who suggested the candidate for the position. If it looks like everything is compliance we
make offer and acceptance physical examination and placement. Offer and acceptance means
the new candidate accept the job offers as signing the job contract. Physical examination is a
medical check for the employees (Kramar, 2014). It is important for themselves and for the
company as well because if somebody has got any illness or medical disadvantage it can
affect the expected work to be done. If somebody has medical problem, they may are missing
from work, they may will leave or they can just can’t be able to done their job. For example
somebody has got problem with their legs or back, they can’t be able to do standing work.
The placement means to send the employees for other branches of the company where the
work is the same but in another city or in other country.
LO 2
2.1 (P3) Explanation the benefits of different HRM practices within the firm for
both the employer and employee
We can motivate our employees by providing benefits which will be helpful for the company.
The main function is to make employees satisfied by keeping a balance between productivity
and quality of the company. The Human Resource Management has to protect the interest of
both employer and employees in the organization. The below table show to us some example
of benefits of HRM practices and their utilities:
For employees For company/employers
Training and Development
new skills, qualification,
knowledge,
more experience,
career develop
utilize and provide better
service/productivity,
opportunity for development
Relations
protect their rights,
provide better working
environment without
conflicts
mediate disagreement
between them and workers,
better working environment
Health and Safety safety, retaining of employees
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insurance
Reward Management financial inspiration mutual benefits
Evaluation of employees feedback of their work,
unbiased and fair
comparing past and current
performance
Feedback
self-development,
they can learn about
mistakes performance are judged
Information Resource always be update time saving,
avoid misunderstanding
All examples have same goal which is to create a good working environment and
satisfy both employees and employers. Training and development can provide more qualified,
more skillful workers which is good for them and good for the company (Kulik and et. al.,
2014). The company can avoid the conflicts and troubles with health and safety rules and
good relationships between employees and employers. Reward management is a good
motivation for people. If the employees get some reward or extra benefits next to their salaries
for the good job, they can be more confident and more happy to work which is benefit for the
company and the productivity of the company. The feedback is helpful in the developing. If
somebody get good feedback, it can cause more confidence. If somebody get a bit worse
feedback, it can be useful and helpful in what they need to change, do another way.
Everybody can learn from the mistakes. The last example was the information resource. If the
management doesn’t have enough time, or they need to send too much information for the
employees, HRM can help to keep them update and the employers can save time.
2.2 (P4) Evaluation the effectiveness of the Learning, development and training
HRM practices in terms of raising organizational profit and productivity
With this section and a HR trainer can give to employees the skills and knowledge to perform
their jobs. We provide a training for new or inexperienced employees and the organizations
usually provide training programs for experienced employees as well whose jobs are
undergoing change. These programs prepare the employees for higher level responsibilities as
well and useful means of assuring that employees are capable of performing their jobs at
acceptable levels. The Training and Development is effective for the organization as the
training can expand the knowledge of employees and their weaknesses can become strength.
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It is better to do the training inside because is cheaper for the company and the employees can
be more loyal for us (Langford and et. al., 2014). If we improve their knowledge, we improve
the customer service, the productivity and their communication skills as well. We can increase
their motivation and we can give to them more working hours and flexible time. The back
draw of the internal training is that people from outside maybe have better ideas and higher
qualification and no need to pay for the training (Nankervis and et. al., 2016). We need to
consider these facts when we make decides.
The learning and training can be self-development, course (online or paper test, e-
learning) or further training. If it is about the job instructions it can be preparation,
presentation or demonstration. Preparation is when the trainer use a plan and teaching
methods for presenting, Presentation is telling and showing, explanation and demonstration
and trainer can use diagrams.
LO 3
3.1 (P5) Analysing the importance of employee relations in respect to
influencing HRM decision-making
In an organisation, good employee relation is very important to reach successes and
high productivity. The employee relations and human satisfaction can influence it enough.
The employee relations is based on avoiding and resolving issues. Strong and good employee
relation depends on several points. For example: healthy and safe work environment, right
rewards and motivation and a good communication system in the organisation. More efficient
and motivated people can increase the productivity and quality. However the good and
healthy employee relations are important. There are some circumstances which can cause
barriers. For example, when employees have undisciplined behaviour, employees fail to meet
the management’s expectations. In this case the management need to solve the problem that
the employee’s behaviour meet the expectations.
On the other side, the management need to provide a safe working environment, satisfaction
for employees, fair treatment and participation in decisions. If they failed in it, employee
grievance occurs.
Employees need to meet their own expectations as well which mean the career and personal
goals, performance, self-respect etc. If employees can’t make balance, it can cause stress for
them. They need to deal and create a balance. Sharing a healthy relation is useful to solve this.
When an employee has a problem and cannot take decision alone, a guidance or an advice can
help from somebody else. The work can become easier if it shared among all. A good team
work can increase the productivity and the pressure and responsibilities are distributed. An
11

organisation or a part of the organisation can become a good and happy place if the
employees work together as a family (Noe and et. al., 2017). It can reduce the stress during
the work. Healthy employee relations also discourage fights and conflicts and reduce the
problems. It is important that employees are comfortable with each other and they do better
focus and concentration, lesser conflicts and increased productivity.
Groups of employees who join together to maintain and improve their work conditions
are the trade unions. The trade union provide the assistance and services to their members.
They ‘fighting’ collectively for better salary and better work conditions for all workers to
improve the quality of the productivity, services (Nyberg and et. al., 2014). In the UK, about 7
million people is part of a trade union. For example: nurses, bus drivers, engineers, teaching
assistants, professional footballers etc. The trade unions train and organise the workplace to
help the members with their problems at work. They provide support and advice and make
campaigns for better salary and conditions.
They have brought changes, for example: national minimum wage, improved worker safety,
equality legislation, minimum holiday and sickness entitlements etc. Unions have also made
thousands of local agreements on issues affecting individual workplaces following
consultation, negotiation and bargaining. Most unions are structured as a network of local
branches with reps in every workplace. Trade unions have a special status in law which gives
them special rights that professional associations don’t have. Union reps have the right to
consult their members and employers. This means that, as a worker, you can have your say
about workplace issues. Employees at unionised workplaces earn around 12.5% more than
non-unionised workplaces. The main benefits for the employees are trainings for new skills,
better working condition, improved salary and health and safety, advices on the workers legal
rights and advices finance or problems at work. All in all it can be a good opportunity to join,
but if you do or don’t do, you can’t be punished because of this.
3.2 (P6) Identification of the key elements of employment legislation and the
impact for decision-making
The relationship between employees and employer, employee with other employee is
essential for the company's growth and development. There are several laws made for
building relationship with employees and employer and these are known as UK statutory
right. The key elements of employment legislation are: equal employment opportunity for
everyone seeking job, affirmative actions favouring everyone, sexual harassment prevention
for better work environment, working time regulations, wages and remuneration paid for
12

work and service, good working conditions for workers, trade unions and other industrial
relationships, social security, welfare , safety and health care of all workers (Omotayo, 2015).
This helps in effective decision making and granting equal rights to all employees whether it's
a men or women. The HR group is responsible for the concerning laws of employment.
That’s why the laws affect HR decisions.
Next, I am going to show two important employment legislations: anti-discrimination and
health and safety. We are legally protected from discrimination by the Equality Act 2010.
There are several types of the discrimination, as the age, gender, religion, nationality/ethnic,
sex, sexual orientation, disability, being married, being pregnant (Paillé and et. al., 2014). We
are protected from these discrimination at work as well including recruitment, pay and
benefits, trainings, redundancy, employment terms and conditions and promotions. If
somebody feel to have been unfairly treated or discriminated, they need to complain to
organisation or need to find somebody to help and solve it.
Employee relations act: This act was brought in 2004 in its initial form, in which their all
provision was considered from October 2004. The main aim of this act is forming laws and
various rules for giving benefits to employees at Marriott Hotel. This act can change the laws
on the basis of requirement of trade union. This law also good in order to take correct action
when it is needed. In this, employment relation act offers several rights for employees and
workers like trade union recognition etc.
Employee rights act: This act was developed in order to protect rights and rules or
obligations between the employee as well as employer relationship. According to this law
employee or any kind of people whether the job applicants can apply for new jobs in the
management workplace. This act is very useful for employees because any employees who
are working in the company they can easily use their rights such as right to privacy, fair
compensation and freedom from any type of discrimination like age, race, gender etc.
The Health and Safety at Work Act 1974 (HSW Act or HASAWA) is the primary part of
employment legislation in Great Britain. The employers are responsible for the health and
safety management but the employees and self-employed have many responsibilities as well
to keep the rules. The employers need to provide health, safety and welfare for the employees
which means the company have to make sure that they are protected from anything which can
cause risks to injury, harm in the workplace. Employers have to give information to the
employees about the duties, practices, rules and risks in the workplace. The organisation have
to make trainings and tests about the health and safety and about what have to do the
employees and employers for it and about what have to do if any issues happen (Pfeffer,
13

2014). The main Health and Safety subjects at work are fire safety in the workplace,
recruitment and disabled people, smoking at work, workplace temperatures, health and safety
executive and suspensions from work for medical reasons. There are some more: health and
safety for using farm vehicles and machinery, health and safety on ships and running a
business from home. All of them have risk assessments, plans, safety equipments and laws to
show the right practice at work. If somebody (employee or employer) breaks the law or the
rules, it may have more series consequences.
LO 4
4.1 (P7) HRM practice in work-related context
To illustrate a specific example, I chose a one-day agenda for receptionist training
seminar in a 5-star hotel which can give information for the candidates. This will help in
controlling the practice and time management (Ployhart and et. al., 2014). The purpose of the
trainings is to develop the employees and the hotel reception service, customer service.
Receptionist Training
Date: 18th February 2019
Time: 8:00- 17:00
Address: Xyz Road, London
8:00-9:00 Registration
9:00-9:30 Welcome and introduction
9:30-11:00 Customer service skills
11:30-13:00 Lunch break
13:00-15:00 Guide for IT-system
15:00-15:30 Coffee break
15:30-17:00 Financial management
17:00 End of the training
(After 17:00, we provide 30 minutes to answer for your persist questions.)
Conclusion
This project with the explanation of Human Resource Management purposes, practises
and the above examples can show that it is a wide and complex activity and is an important
part of a company or organisation. Human resource functions and practices are important for
an organisation to develop the skills and knowledge of people. Employers provide training
14

and coaching to subordinates in order to enhance growth of the subordinates as well as
organisation.
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we-do/about-trade-unions/ >.
Discrimination act. 2019. [Online]. Available Through: <https://www.gov.uk/discrimination-
your-rights?>.
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