Purpose and Scope of Human Resource Management

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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