Purpose and Scope of Human Resource Management

This document discusses the purpose and scope of Human Resource Management (HRM) and its role in fulfilling business objectives. It explores the strengths and weaknesses of different approaches to the recruitment and selection process. The effectiveness of critical elements of HRM is evaluated, along with the benefits of HRM and its impact on organizational profit and productivity. The document also analyzes the internal and external factors influencing HR decision making and employment legislation. Finally, it discusses HRM practices in a work-related context.

Unit 3
HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction............................................................................................................................ 3
LO1: Discuss the purpose and scope of Human Resource management which can be used
in fulfilling business objectives...............................................................................................3
P1: Discuss the purpose and Functions to Human Resource Management ......................3
P2: Discuss the strengths and weaknesses of the different approaches to the recruitment
and selection process.........................................................................................................3
M1: State how the functions of HRM can provide talent and skills appropriately to fulfil
business objectives............................................................................................................ 5
M2: Strengths and Weakness to the recruitment process ..................................................5
D1: Strengths and weakness to the selection process along with the recruitment one.......5
LO2: Evaluate the effectiveness of the critical elements of Human Resource Management. .5
P3: State the benefits of Human Resource Management ..................................................5
P4: Conduct evaluation to manage the effectiveness of the different HRM practices to
manage organisational profit and productivity margin.........................................................6
M3: State the different method used in HRM practices.......................................................6
D2: Conduct critical evaluation in HRM practices and application......................................7
LO3: Conduct analysis over internal and external factors to manage human resource
decision making along with stating employment legislation....................................................7
P5: Conduct analysis over developing employee relations by developing influence on the
HRM decision making.........................................................................................................7
P6: Identification to the vital employment legislation to analyse the impact upon HRM
decision making..................................................................................................................7
M4: Conduct evaluation over the key aspects that look after managing employee relation
management....................................................................................................................... 8
LO4: In work related context, discuss Human Resource Management practice.....................8
P7: After using specific examples discuss the application to HRM practices in a work-
related context....................................................................................................................8
M5: In work related context, apply the use of HRM.............................................................9
D3: Conduct critical evaluation towards employee relation along with managing decision
making in an organisation...................................................................................................9
Conclusion........................................................................................................................... 10
Reference list ...................................................................................................................... 11
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Introduction
Human Resource Management looks after conducting development to the work process along
with recruiting proper employee in the organization. It also looks after doing construction in
the training process to lead skill improvement to the employees. In this study, the focus is
developed over Natwest bank, which helps in leading strategic planning by managing
performance to the employees (NatWest, 2019). The purpose of conducting this study is to
look after the organizational plans and policies which helps in managing the work in the
chosen organization. The aim is to evaluate the effectiveness of the critical elements of
Human Resource Management.
LO1: Discuss the purpose and scope of Human Resource management which can be
used in fulfilling business objectives
P1: Discuss the purpose and Functions to Human Resource Management
HRM mainly stays responsible for managing organizational plans and policies in order to
develop recruitment and motivational process to the organization. The purpose and function
is going to be stated in this study, and those are;
Purpose Function
The aim is to maximise productivity margin
by developing employee efficiency. HRM in
Natwest bank also stays integrated with
developing the effectiveness of the
employees by developing a training process
(Berman et al. 2019). The HRM department
also looks after recruiting proper employee
for Natwest bank so that work can be
managed in an effective manner. After
looking into the ability, skills of the
candidates along with understanding the
organizational needs, recruitment process
gets conducted by the HRM department of
Natwest bank.
HRM department looks after managing
main functions and those are; planning,
organization, directing and controlling. The
plan is necessary for a manager to meet the
settled goal of the project. Based upon that
objectives get developed to the organization
Natwest bank (Noe et al. 2017). In case of
directing, the HR manager motivates people
to take active participation and also
encourages sharing their views in
conducting strategic changes. The HRM
also have the responsibility to look after
identifying the needs of employees, which
can be used in managing workplace activity.
The last one is controlling, which is related
to managing and controlling workplace
work. It also helps in conducting and
evaluating performance management to the
business.
Table 1: Purpose and Function
(Source: Noe et al. 2017)
P2: Discuss the strengths and weaknesses of the different approaches to the recruitment
and selection process
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Human resource manager looks after conducting effective recruitment as it helps in
developing the working process of Natwest bank. Recruitment is the process that looks after
managing organizational work by integrating productive employees in the workplace.
Recruitment and selection process plays a crucial role in maintaining the part of success in
the organization (Nankervis et al. 2016). The HRM department of Natwest bank recruits
employees based upon the employee skills and the job requirements. Thus, strengths and
weaknesses are going to be analysed to develop planning based upon these.
Strengths- The HR manager first has to understand the work process and organization
issues, which is hampering their daily work. After following the needs of the recruitment
process get conducted to integrate employees to manage proper workflow. If the HR manager
fails to understand the needs of the organization, then it may lead to recruiting the wrong
people in the organization. The HR manager also has a responsibility to look after the, along
with identifying the areas where employees need to conduct development (Obeidat et al.
2016). The HRM department also has the responsibility to arrange a training program for the
employees where they can perform development to their skills.
Developing skills of the employees can be useful in developing workflow quality along with
managing the work environment. It has also looked after developing a robust communicative
environment where employees can discuss the strategies. The HR manager also looks after
conducting strategic development to maximise productivity level (Obeidat et al. 2016). The
HR management also looks after replacing in-effective policies with the effective one. The
department also looks after doing strategic planning for Natwest bank, which helps in
managing work by developing an efficiency level.
Weakness- If the right employee is not chosen in the recruitment process, and then it
could have affected the work process. Employees with communication issues can affect the
work process, along with raising conflicts (Nadda et al. 2017). Apart from these, it is said
about keeping the recruitment process free from bias, which can affect the workflow to the
organization. In the case of internal recruitment, the organization may limit the number of
potential candidates, which can lead to not developing fresh ideas for organizational
development.
It is necessary for conducting and developing an application, which can be used for
improving the process to the business. Sometimes the organization provides the
responsibility of recruiting process over any agency. In these cases, it is necessary for the
organizational HR department to demonstrate the job role along with staying the required
qualifications that they are looking in the employees (Lindgren and Österlind, 2018). If the
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requirement is not clear to the responsible organization, then it can affect the work process as
integrating the wrong employee can also damage the smooth flow of work.
M1: State how the functions of HRM can provide talent and skills appropriately to
fulfil business objectives
HRM department looks after developing skills to the employees of Natwest bank. The HRM
department also looks after recruiting proper employee for the Natwest bank along with
looking after developing the training process (Patterson et al. 2016). The managers provide
weekly feedback to the employees on which basis employees go through the training process
to build skill margin. Training process also get conducted by the HRM department who looks
after developing the efficiency level of the employees so that workplace issues can be
mitigated in an effective manner.
M2: Strengths and Weakness to the recruitment process
In order to run the work successfully, it is necessary to develop an effective recruitment
process which looks after establishing a new business. Selection and recruitment are said to
be an essential part that looks after choosing the right employee for the right post. It is seen
that integrating the wrong employee can affect the regular running of the organization
(Patterson et al. 2016). In case of discussing the strengths, it stays combined with developing
potential level, which helps in strengthening the organizational work along with conducting
strategic development. On the other hand, it is also mentioned the disadvantages which get
conducted if the recruitment does not get held in a proper way.
D1: Strengths and weakness to the selection process along with the recruitment one
Selection is the process where the employees get selected or rejected, which entirely depends
on the job requirements and the employee's ability in the interview round. Based on the
knowledge of the employees, it is said to integrate employees in work. On the other hand, it
is also known that if biases get conducted in the recruitment process, then it can affect the
brand name along with damaging the working process. Thus, it is said to integrate proper HR
manager in the recruitment and selection process.
LO2: Evaluate the effectiveness of the critical elements of Human Resource
Management
P3: State the benefits of Human Resource Management
Human Resource Managers have several responsibilities in Natwest bank along with
protecting the interests of both the employees and employers. In the case of employers, they
look after managing relation along with identifying ways to cut labour costs. In the case of
employees, the HRM department looks after ensuring rights, which get used to operating the
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scope of employment and labour law (Vanhala and Ritala, 2016). In case if any employee
feels that their rights have been violated, then it looks after generating support to the
employees. The HR department looks after integrating anti-discrimination and harassment
laws along with developing assistance so that legal issues can be resolved in an effective
way. They also look after mitigating disagreements between workers and employers to avoid
possible legislation. In case of considering employees, the HR department looks after
recruiting and training to the employees along with providing motivation towards them. In
the case of employers, the HR department also looks after generating motivation to ensure a
better working environment along with looking after the needs of the workers.
Training and development:
The HR department also looks after developing and managing organization work
along with developing training programs for the employees (Vanhala and Ritala, 2016). The
HRM department of the Natwest bank also looks after developing a set of policies that get
used in promoting time along with managing punctuality to establish vision and tradition.
The HRM team also has the responsibility for conducting ongoing recruitment training,
which also helps in doing technological changes. This skill is more beneficial for employer
and employee. In the context of employer, by providing relevant training to employees are
help to give more efforts in work. Through that employer get proper and best result of work
without any make another efforts. On the other side, in respect to employees through that
employees are more understandable their role at workplace and help to build their positive
image.
Healthy and safety working environment:
The healthy and safety working environment is help to create positive working result.
This help to maintain employee satisfaction at workplace. This is more beneficial for
employee and employer. In context of employee, through that employee of Natwest are feel
safe and healthy at workplace which is help to boost employee morale towards staying at
workplace and giving hard contribution. In respect to employer, by these employees are feel
safe and give hard efforts for work. Through that employer get satisfied employees.
P4: Conduct evaluation to manage the effectiveness of the different HRM practices to
manage organizational profit and productivity margin
The HRM management of Natwest bank looks after developing better strategies along with
developing an efficiency level to the employees to get better job outcome. The HRM
department looks after maintaining proper workplace environment by managing the areas of
conflict. They also generate necessary medical support so that emergency situations can be
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handled out. In this way, the employee retention margin gets increased, which helps in
managing the work of the organization in a better way (Ogunyomi and Bruning, 2016).
Experienced employees also help in mitigating organization issues without the help of
hierarchies. Thus, the organization has looked after developing a capable HR management
team so that organizational work can be conducted in a proper manner. They also hold
promotion to the employees based upon their work quality (Glaister et al. 2018).
Fair and performance based compensation:
The fair and performance based compensation is help to improve profit and
productivity of Natwest in effective manner. This help to boost proper employee morale
towards work. For example: Natwest organize awards ceremony for employees for
performing best at workplace. In that case two employees are got same rank and perform also
same and employer not gave fair compensation then employees are demotivated and affected
by favoritism culture. If employer are give same and performance compensation then
employees are motivated and good as well as give hard efforts for achieve goals and
objectives of company. By hard work of employee sales of product is increase, sale increase
profits margin increase as well as productivity.
M3: State the different method used in HRM practices
The HR department of Natwest bank mainly looks after hiring, recruiting, motivating and
developing the ability of the employees. In this way, better workplace work gets maintained
in the workplace. Several methods used for conducting HRM practices and those are related
to technology-based training, simulators to the use of initiate real work experience along with
monitoring the management team (Ružić, 2015). The HRM department looks after
developing better business practices along with producing several methods for business. The
department uses the plans based upon the requirements and based upon the employee skills.
D2: Conduct critical evaluation in HRM practices and application
HR department looks after managing the skills of the employees which are necessary for
developing the organization profit level. Skilled and well-trained employees are seemed to be
effective in controlling the issues of employees (Fryer, 2018). In this way, the customer
satisfaction level gets developed. On the other hand, it also stays integrated with satisfying
employee needs by providing incentives or by generating motivation towards them.
LO3: Conduct analysis over internal and external factors to manage human resource
decision making along with stating employment legislation
P5: Conduct analysis over developing employee relations by developing influence on the
HRM decision making
7

The HRM department of Natwest bank has the responsibility to maintain a healthy work
relationship by promoting effective communication with the employees. It is seen about
developing a productive relationship with the employees to understand their issue and also to
develop satisfaction level to the employees. It helps in ease out the excessive workload along
with growing confidence level to the employees (Hassan, 2016). The employees also feel
confident in completing the task, which helps in generating necessary decisions for the work.
The involvement of the employees helps in taking decisions in an effective way as it helps in
making a contribution to the organization. Thus, the HRM team looks after generating a
positive approach in the organization, along with a developing approach to manage
teamwork. Analysing the work situation also helps in developing partnership and also helps
the HR department team to take decision-based upon the case. They also look after
maintaining a positive work environment, which can be used for conducting strategic
development to the organization (Al Shobaki, 2017). The HRM department of Natwest bank
looked after leading strategic development so that decisions can be taken in a practical way,
along with managing workplace work.
P6: Identification to the vital employment legislation to analyse the impact upon HRM
decision making
Internal and external both factors can affect the legislation that looks after analysing the
HRM decision making. External factors that can affect decision making are governmental
rules, regulations and economic conditions. One of the primary responsibilities of the HR
department is to maintain adequate staffing levels through workforce planning (Berman et al.
2019). It also looks after integrating qualified candidates to the labour market. Federal and
state workplace laws and regulations can also affect the HRM, as it requires the human
resource to ensure if the organization is in compliance.
Regulations also look after generating influence in case of integrating employees along with
hiring and furthermore by providing necessary training to the workers. Such as; in case of
making protection over discrimination to the disabled people; Natwest bank looked after
integrating the Equality Act 2010 to generate rights towards employees (GOV.UK, 2019).
Apart from these, the internal factors such as technology usage and growth margin also help
in conducting development to the market. It is a critical factor that affects human resource
planning which also helps in gathering resources for doing the work.
Apart from the statutory factors, there are several other factors such as; technological,
economic and internal policy factors, which also affect the decision making of the HRM.
Technology acts as a kind of opportunity in Human Resource Management as it helps in
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managing organizational work in any bank (Sanderson and Mujtaba, 2017). It is said that
integrating technologies in Natwest bank also looks after developing skills along with
managing the work in different geographical locations. Thus, decisions are said to be taken
by the use of integrating updated technologies. On the other hand, internal policies also affect
the HR activities as they have to make decisions based upon the work culture.
M4: Conduct evaluation over the key aspects that look after managing employee
relation management
The organization also went for integrating the Sex Discrimination Act 1975 in the workplace
in order to maintain unbiased work environment. Based upon these factors decisions get
taken by the HR department. The HR department needs to look after in this matter so that
employees can be integrated based upon their talents and skills (Schnackenberg and
Tomlinson, 2016). It also helps in generating a positive work culture by maintaining a
hazard-free work environment.
LO4: In work related context, discuss Human Resource Management practice
P7: After using specific examples discuss the application to HRM practices in a work-
related context
The primary purpose of the organization is to look after attaining work by staying connected
with the global context. It also looks after generating impact over finding the right squad of
talent for the organization. Things that get used for finding the right talent squad are;
Figure 1: Parts of right squad talent
(Source: Thompson, 2018)
Social Media Recruitment- the organization looked after conducting Social Media
Recruitment process, which helped in developing process at every organization. In order to
do this process, the video interview process is said to be integrated with conducting
interviews in different geographical locations. The organization has also looked after
generating security to the employees by managing proper workplace security.
Employee retention- It is also said that it helps in retaining employees by developing
a better understanding. It also looks after developing effective teams that help in developing a
better structure for the organization (Thompson, 2018). The HR team looks after developing
necessary training to the employee to create the work level along with satisfying customer
needs.
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Tracking system- Use of this can be used for tracking the performance level of the
employees’. Based upon their performance; training process get s developed to conduct skill
development.
Different HRM practices in work related context.
Job description:
Job tittle Human resource assistant
Report to Human resource manager of Natwest bank
Qualifications: Master in human resource management certified by CIPD
Bachelors in related management course
Role:  Communicate polices with employees
 Take records of employees attendants.
 Building strong relations with employees.
Responsibilities:  Responsible to make schedule of interview
 Taking telephonic interview
 Make supportive documents
Person specification:
Criteria Essential Desirable
Skills required  Excellent presentation
and communication
skills in verbal and
written.
 Ability to priorities and
work under pressure
 Strong organization
skills
 Experience
required for using
HRM software
 Ability to use
database package
or willingness to
learn
Attainment  Good degree in any
subject
Knowledge  Excellent in working
knowledge of HRM
practices.
 Knowledge in
budget, finance and
purchasing process
Relevant experience  Experience essential in
providing general
HRM support to people
 Experience of
working within the
reputed company
with by performing
various HR skills
 Experience to take
minute of meetings
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Disposition  Ability to work
independently with
own initiatives and
contribute part in team
 Willingness and ability
to be flexible.
 Interest in issue
related with
teaching and
learning
M5: In work related context, apply the use of HRM
The HR managers have the responsibility to integrate the right employee in the organization
so that employees can be retained in the organization. It helps in decreasing employee
turnover rates, along with providing incentives along with effectively completing jobs
(Thompson, 2018). It comes under the responsibility of the team members that look after
creating the situation. Thus, based upon the work needs, the HR team needs to integrate
employees in the organization Natwest bank.
D3: Conduct critical evaluation towards employee relation along with managing
decision making in an organization
In order to conduct and manage decision making, it is necessary for HR managers to conduct
a proper discussion with the manager to develop conduct policy development. The HR
department also needs to look after integrating and maintaining a proper work culture by
generating safety to the employees so that they can work by staying stress-free. The HR
department also looks after developing necessary rules and regulations which can be used for
managing and emphasising the behaviour to the work environment.
Conclusion
From the above study, it can be seen that HRM mainly stays responsible for managing
organizational plans and policies to develop recruitment and motivational process to the
organization. It is stated in the study that the HR manager also looks after conducting
strategic development to maximise productivity level. It is also mentioned about integrating
laws to the Natwest bank, which looked after combining the Equality Act 2010 and the Sex
Discrimination Act 1975 to generate equal rights to the employees. The primary
responsibility of the HR department is related to the HR department is to maintain adequate
staffing levels through workforce planning. It is also stated that integrating technologies in
Natwest bank also helps in developing skills along with managing the work in different
geographical locations.
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