Human Resources Employee Induction Manual (Part 1)

This document provides an introduction to the chosen organization, an explanation of the purpose of the HR function and the key roles and responsibilities of the HR function. It also discusses the significance of HR in acquiring talent to meet business objectives and includes case study examples to examine different methods used in HR practices. The document covers topics such as workforce planning, recruitment and selection, development and training, performance management and reward systems. It also includes references for further reading.

Learner Name ID
Programme Name Higher National
Diploma in Business
Management
Unit Number and Title Unit 1 – Business and
Business Environment
Credit Value 15 Unit Level 4
Academic Year 2020-21 Cohort January 2021
Project Title Human Resources
Employee Induction
Manual (Part 1)
Statement of
Authenticity:
I certify that the work
submitted for this unit is
my own and the research
sources are fully
acknowledged.
Table of Contents
1

Assessment Part 1: Employee Induction Manual
1.0 Introduction to the chosen organisation p
2.1 An explanation of the purpose of the HR function and the key roles and
responsibilities of the HR function P
2.2 The significance that HR plays in acquiring talent to meet business objectives
p
3.1 An assessment of the approach to:
3.2 Workforce planning p
3.3 Recruitment and selection p
3.4 Development and training p
3.5 Performance management and reward systems p
3.6 Inclusion of case study examples to examine the different methods used in HR
practices p
References p
2

1.0 Introduction to the chosen organisation
In the following report organizations that has been taken into consideration is
“Chocolate Presence” and “Microsoft”. Chocolate Presence is an UK based organization that
has been offering tailor made Chocolate based greeting cards. Microsoft is world's largest
software organization and is famous for making offer over wide range of products and
services that is related to computing.
Vision: In terms of Chocolate presence, their vision is to explore more markets and
locations. In terms of Microsoft company their vision is to computing products as a tools so
that people and company can use in development.
Mission: In terms of Chocolate presence, their mission is to provide healthy products
which are eatable and make more creative or attractive greeting card. In terms of Microsoft's
company their mission is to provide more job opportunities to the people in market.
Purpose: In terms of Chocolate presence, their purpose is to making chocolates and
greeting cards as per event and provide best quality to customers. In terms of Microsoft
company, their purpose is to produce more tools which are helpful for people and industry
development.
Business objectives: In terms of Chocolate presence, their main objective is to
expand business in different locations and generating more revenue. In terms of Microsoft
company their objective is to reinvent process of business and productivity, also build
intelligent cloud platform.
2.1 An explanation of the purpose of the HR function and the key roles and
responsibilities of the HR function
Human Resource Management which is considered to be part of management which
deals with efficiency with utilization of manpower. HRM holds purpose for improvising of
productivity of persons in an organization. Planning requires identification of expenses which
makes skill requirement with connecting right number of persons in right time at right place
within an organization. Effectiveness of making plan regarding resource with workforce in
Chocolate Presence, the HRM functions and their purposes are discussed below:
 Training and Development : Training process has been helping in making
development of individual's skills and competencies. HR department holds
responsibility for providing job and uplifting capacities. Chocolate Presence this
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departments provides training related to job that has been making an organization's
new and existing employees understand process that is related to business. Aim of
training development is to enhance skills and knowledge.
 Benefits and Compensation : Compensation referring over monetary rewards that
has been befitting employee's earning that is gross. Chocolate Presence requires to
come up with different ways that has been providing flexibility with working hours,
leaves and insurances. This makes goals to be accomplished.
 Recruitment and Selection : This is considered to be one of the most important
function within HR department. Under such process potential candidates are being
selected as per specification of job. Chocolate Presence is required to put attention
over selecting only that candidates which has potential. The purpose of this function is
to hire the best people for right job at right time which increases the productivity of an
organisation.
 Ensuring Legal Compliance : Protection of organization, legal complicities is
having very important role to play. HR department has to be aware over policies and
laws that has been formed by them. This is going to provide legal competencies
within an organization or in market place.
 Motivation : Employees working within an organization has been making satisfaction
over needs of an organization. Various cases has been making contribution over goals
for which motivation is required. Chocolate Presence is required to give rewards and
design ways to give rewards fro keeping employees motivated.
2.2 The significance that HR plays in acquiring talent to meet business objectives
The main role of HR is to set organisational goals and monitor the performance of
employees so that employees improve their performance. There are different practises that
help to improve the efficiency and effectiveness of the organisation. Managing the human
resources in the IT sector has been a big challenge for the company having operations in UK,
US and India. Microsoft uses different HR practices which are beneficial for both employees
and employers for bringing effectiveness in the organisation.
Some of them include-
Training Schemes and Internships: Microsoft focuses on training than formal
instruction wherein their main motive is to provide the right learning in the right
manner. They conduct a training program for its employees to impart personal and
technical skills to carry out their job.
Benefits To Employees Benefits To Employers
 Training helps the employees of
Microsoft to perform the tasks easily.
 Employees quality leads to better
customer satisfaction.
 Training reduces the employee
turnover.
 Cost and time of supervision of the
employees can be reduced.
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Flexible Working arrangements: Organisations are trying to inbuilt a culture of trust
wherein they would offer the flexibility in the workplace to their employees. Microsoft
follows a practice of providing flexible work timing for its employees. This policy
enables the employees to work according to their convenience.
Benefits To Employees Benefits To Employers
 Flexible working arrangements help the
employees to fulfil the work life
balance responsibility.
 Flexibility makes the employees
motivated and happy which encourages
them to be more creative and
innovative.
 Flexible working hours can increase the
productivity and job commitment.
 Helps to recruit and retain the talented
staff for Microsoft which increases the
efficiency of organisation.
Work Life Balance: Balancing through personal and professional life has been making
challenges for employee to struggle. Microsoft tries and creates balance over the
employees by giving them work from home facility and doing employment assistance
program. In this discount is provided and employees on Microsoft product and
software. Further benefits is explained as follows:
Benefits To Employees Benefits To Employers
 Balance in work life helps in
motivating employees by increasing
focus on goals.
 Flexible working helps in reduction of
stress for an employee.
 This has been ensuring for maintaining
balance in Microsoft for retaining
performance.
 Life is balancing improvement with
productivity of employees.
3.0 An assessment of the approach to:
3.1 Workforce planning
It is a procedure of examining, forecasting or planning employees demand and supply,
determining the target talent management and assessing the gaps, interventions to assure that
a company has right candidates with effective skills in right place and at right time to full fill
its mandates and other business requirements.
3.2 Recruitment and selection
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Recruitment defines to the procedure of find out potential candidates for job position
and then motivate them to apply for an accurate vacancy. Selection is the procedure of hiring
candidates who have suitable skills and talent for job position. Both are important for
reaching potential people and hire them for enhancing business performance.
3.3 Development and training
Both refers to the educational activities within an organisation that are crated for
enhancing skills and knowledge. After recruiting and selection process, company focus on
training programs so that they can provide overview of job role and prepare them for
performing business tasks and job roles.
3.4 Performance management and reward systems
Performance management is procedure of ensuring that set of business activities and
results which meets an company's goals in efficient and effectual manner. It is focus on
overall performance of industry and track the progress of business. Reward system is
essential part of growth of business, company encourage to employees by providing some
rewards as per their performance rate.
4.0 Inclusion of case study examples to examine the different methods used in HR
practices
For instance, if development and training of Chocolate Presence and Microsoft
company will involve offering the training relating to present changes taking place in the
external environment. Now if Chocolate Presence and Microsoft company will provide all
present training to staff members then they will do their business task in well or effectual
way. Hence, when industry will be giving training by themselves then this will inspire staff to
perform in more effectual way.
On the another side, when Chocolate Presence and Microsoft company will make well
utilize of rewards or recognition then this will also encourage the workforce and will result in
improvement of industry productivity. This is particularly because of the reason that when
Chocolate Presence and Microsoft company will give best rewards or recognition schemes to
staff then this will motivate them to perform their business tasks in more effectual way.
Eventually this will outcome in increasing in overall productivity or profits of company.
There are various recruitment approaches used by Chocolate Presence and Microsoft
company whose strength and weaknesses are as follows:
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Internal approaches: This kind of recruitment approach benefits Chocolate Presence
and Microsoft company by reducing hiring time, saving organisational money in the ways
payroll works, shortening onboarding time, strengthening workforce engagement and hence
forth. However, its limitation is that it creates disputes among manpower, limits pools of
fresh ideas and results in inflexible work culture.
External approaches: It benefits managers of Chocolate Presence and Microsoft
company by increasing chances to hire freshers having innovate ideas, creating better
competition, lesser internal politics and being fair. In contrary, there are certain disadvantages
of using the approach which includes higher risks, consumes huge time, issues in
maladjustments and many more.
Selection approaches are the methods which helps managers to take decision of a candidate
for vacant position. Advantages and disadvantages of selection approaches used in Chocolate
Presence and Microsoft company are:
Selection approach Assessment centres Interviews
Advantages With this, managers are able to
recognise strengths and
weaknesses of candidate,
provides fair results and
provides opportunity for
prioritising candidates.
With interview, managers
experience development
of relationship, collecting
significant information
about candidate and
analysing their confidence
level.
Disadvantages It is very time-consuming
method, makes evaluators biased
and do not proper feedback to
people.
It is an incomplete
process in which no
proper records are
maintained.
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References
Di Fabio, A. and Peiró, J. M., 2018. Human Capital Sustainability Leadership to promote
sustainable development and healthy organizations: A new
scale. Sustainability. 10(7). p.2413.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A
critical introduction. Oxford University Press.
Ju, B., 2019. The roles of the psychology, systems and economic theories in human resource
development. European Journal of Training and Development.
Kandampully, J., Zhang, T.C. and Jaakkola, E., 2018. Customer experience management in
hospitality. International Journal of Contemporary Hospitality Management.
Nguyen, V. M., Young, N. and Cooke, S. J., 2017. A roadmap for knowledge exchange and
mobilization research in conservation and natural resource
management. Conservation biology. 31(4). pp.789-798.
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Table of Contents
Assessment Part 2: Recruitment and selection documentations portfolio
1.0 The design of a job description for the position of marketing manager
p
2.0 A person specification for the position of marketing manager
p
3.0 A job offer letter for the selected candidate p
4.0 An evaluation of the process and the rationale for conducting appropriate HR
practices p
An evaluation summary of employee relations and employment legislation that relate to
HR practices
6.0 The approach to and effectiveness of employee relations and employee engagement,
with mention of the flexible organisation and flexible working practices and ‘employer
of choice’ p
7.0 Key aspects of employment legislation within which the organisation must work
p
8.0 An evaluation of how employee relations and employment legislation inform
decision making and meets business objectives
P
References p
1.0 The design of a job description for the position of marketing manager
Job description:
Entity Microsoft
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Job title Human Resource Executive
Job location London
Roles and responsibilities  Coordinating all company's operations according
to the organisational goals, such as human capital,
accounting and customer support.
 Create both projections and strategic plans.
 Control appropriations.
 To determine business conditions and to find
shareholder value.
 Sharing information and solving problems of staff
members.
Requirements  Experience of issues related to human resources
 Strong understated workers.
 Seeking answers to every issue.
Job Advertisement:
Job Advertisement
Microsoft, a well-recognised organisation is looking for a candidate for the position of
marketing manager at its head office.
Qualifications required includes MBA in marketing and another field.
Roles and responsibilities:
 Control appropriations.
 Regulate business conditions in addition to discovery shareholder value.
 Seeking answers for marketing brand.
 Sharing information and solving problems of staff members.
 Create both projections and strategic plans.
Salary:
Interested candidate can send their CV at www.microsoft.com on or before May 30, 2021.
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2.0 A person specification for the position of marketing manager
Person Specification:
Position: HR Executive
Functional Unit: HR manager
Attributes Essential Desirable
Skills Speaking skills
Writing
Time management
Listening
Understanding employees
Managing team
Good coordination
Supportive
Knowledge Knowledge about HR skills.
Solving problems
Problem solution skills
Apply different HR approach
Interview questions:
Interviewer: Tell me something that defines you?
Interviewee: I am XYZ who have completed MBA in marketing and is interested to
showcase my talent by promoting brand and its offerings. I live in London with my family
and I belong to a business family.
Interviewer: What are your expectations from the job?
Interviewee: Sir, I always look towards a workplace that provides me opportunity to invest
my ideas on it and from the job, I expect to present my idea and achieve success.
Interviewer: From where you came to know about the position?
Interviewee: Sir, I have seen your job advertisement and that motivated me to apply for the
position.
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3.0 A job offer letter for the selected candidate
Offer Letter-
Dear XYZ,
At Microsoft, we are happy to advise you that you were selected for HR Executive position
in the business. We are certain you must have made a good impact on the customers of all
those who examined you to be deemed qualified for this role.
We trust that you will excellent in your role and that you will be able to function in the
right way to ensure that the company will attain its targets and priorities in the potential.
The following is a brief overview of your role-
Title- HR Assistant
Location- London, United Kingdom
Work Hours- 8 hours per day
Total Emoluments- 80,000 pounds per month + Incentives as per the performance
We believe you can perform in the role to the best of its ability and excel in demanding
conditions and a challenging market.
If you want to approve this letter, then consider signing and to provide the HR department
with a copy of the same.
With Regards,
HR Manager
Microsoft
4.0 An evaluation of the process and the rationale for conducting appropriate HR
practices
For all organizations, HRM practices are important which improve overall results by
implementing effective HRM guidelines and rules. HRM practice’s primary aim is to
improve organization’s efficiency and profitability. For example, Microsoft focuses on
learning, growth, and training practices that are most essential to the organization as it offers
support to managers that allow achieving the goal in a given period. Microsoft workers will
take on the obstacles and accomplish corporate objectives with the aid of the recruitment
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process (Di Fabio, and Peiró, 2018). The importance of the practice of learning, growth, and
training is provided as:
• Training and development activities allow workers to take on new tasks and boost
organisation-wide results.
• This activity enhances work capabilities and efficiency improvements which contribute to
the improvement of business performance.
• It supports to make preparation efficient in order to successfully fulfill job roles.
• Strengthens contact between employers and workers, and aims people know each other's
desires.
• It offers employees a greater level of confidence that individual benefits company goals.
• It helps to provide consumers with better goods and services, as workers learn new
experience and knowledge.
An evaluation summary of employee relations and employment legislation that relate to
HR practices
The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of choice’
Staff members are an important part of the society which connects to all international
business activities. Institution recruit qualified and professional workers by using a strategy
to finding and hiring that attempts to develop relationships between employers and
employees. Every company follows HRM practises which are essential to making decisions
(Hislop, Bosua and Helms, 2018). Importance of employee relation in regards to Microsoft
are as mentioned:
Employee engagement: This means the company should involve the workers in
business operations contribute to accomplish strategic goals. In other terms, this is a basic
principle that helps to sustain an organizational-employee partnership. If an organisation has
a strong relationship including its workers, so it can address problems that occur within a
company that can increase its profitability and competitiveness. There are various factors
which influence job performance, such as financial and non-monetary rewards, promotions,
promotion etc., that help boost performance. Microsoft's manager concentrates on certain
things that influenced create organizational-employee ties.
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Develop a friend atmosphere at workplace: Microsoft management builds an
atmosphere within enterprise that is environmentally sustainable through recognizing job
expectations. Management requires and successfully meets expectations for workers.
Proper communication: All companies should follow this technique, as it allows
discussing the list and making the best business decisions. In Microsoft, employee relation is
important as it bridges communication gap among employers and workers that results in
recognizing the fact to ensure correct coordination which helps to make the appropriate
management decisions and support people in the functions of the enterprise (Ju, 2019).
5.0 Key aspects of employment legislation within which the organisation must work
Employee legislation refers to regulations and laws for employee benefits that are
established by parliament. It is essential for all organizations to follow employment laws
which enable to successfully carry out business activities. It is also advantageous for
company as if company respects employment laws and provides workers with overall
pleasure than maintaining them for the lengthy period. There are various forms of work laws,
such as, equality act, minimum wage act, anti-discrimination legislation, data privacy act,
health and safety act etc. These laws are similar to the environment that Microsoft practices
in order to maximize efficiency by determining the correct management decisions (Nguyen,
Young and Cooke, 2017). Key elements of employment legislation that impacts widely on
decision making of HRM in Microsoft are as identified:
Data Protection Act, 1998: This act is applicable to all entities for the security of
worker private information. By using this legislation, Under this law, companies including
Microsoft are forbidden from exchanging any staff member data source with everyone. Also
since there are many Microsoft workers from various countries serving in various positions.
Such organization’s director respects this law and does not exchange any confidential info
with anyone that helps strengthen confidence inside the company and minimize turnover rates
which impacts positively on decisions framed by human resource management.
Health and safety 1974: This act apply to the responsibilities of the manager and
obligation for workplace safety and health. It notes that companies must provide their
employees with good health and safety, while they operate inside the company. The
Microsoft's director offers excellent health and safety programs to workers and their families.
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It influences HRM strategic decisions such as maintaining track of all hazardous materials
used by HR department and providing staff with adequate training (Nielsen and et. al., 2017).
Race Relations Act 1976: This legislation applies to the laws intended to prohibit
people from discrimination and classes of persons. This form of legislation is intended to
eliminate racism in the fields of work, education, housing, as well as other family activities.
This law specifies that discrimination does not exist on the ground of gender, age, nationality,
race, impairment, sexual orientation, gender, religion, etc. All workers should be handled
fairly inside the company so they feel secure and operate correctly. Microsoft is following
these regulations and treating all workers fairly to help them manage better and improve
efficiency which impacts positively on decision making of HRM about employees and
company. The HR respects all citizens fairly and pays equal salaries to workers at the same
roles which positively impact management decisions.
7.0 Evaluation of how employee relations and employment legislation inform decision
making and meets business objectives
• It is necessary to make the better business decisions by keeping proper employer-employee
relationships which are advantageous to Microsoft.
• Allows to work together to accomplish shared goals and optimise production. It affects
HRM decisions by following traditional employer-employee ties.
• Microsoft employees can maximise market productivity by exchanging knowledge with
colleagues to help meet HRM goals.
• It helps workers accept emerging technologies and problems, as workers work hard to meet
mutual objectives (Kandampully, Zhang and Jaakkola 2018).
References
Nielsen, K., and et. al., 2017. Workplace resources to improve both employee well-being and
performance: A systematic review and meta-analysis. Work & Stress. 31(2). pp.101-
120.
Park, S. and Lee, J. Y., 2018. Workplace learning measures for human resource development:
review and summary. Industrial and Commercial Training.
Shuck, B., Adelson, J. L. and Reio Jr, T. G., 2017. The employee engagement scale: Initial
evidence for construct validity and implications for theory and practice. Human
Resource Management. 56(6). pp.953-977.
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Tsiropoulou, E.E., Mitsis, G. and Papavassiliou, S., 2018. Interest-aware energy collection &
resource management in machine to machine communications. Ad Hoc
Networks, 68, pp.48-57.
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