Unit 3 Human resources management

Part 1 - 3000 words Part2 - 1500 words

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives......................................................................................................................4
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................4
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection......................................................................................................................................6
TASK 2............................................................................................................................................6
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity................................................................................................................8
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context...................................................................9
PART 2............................................................................................................................................9
TASK 3............................................................................................................................................9
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................9
P6 Identify the key elements of employment legislation and the impact it has upon HRM.....10
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context................................................11
TASK 4..........................................................................................................................................12

P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................12
any individual is interested in applying for Deloitte or any other which are known to you
requiring and much interested for the upper mentioned job profile can directly contact and
send their CV to 335, Light plan Enclave, D47 NK0 or can mail it to on
[e-mail]..........................................................................................................14
M5 Provide a rationale for the application of specific HRM practices in a work-related
context.......................................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management refers to a process of selecting, recruiting, training,
developing, providing orientation, induction, appraisal, providing compensation, reward and
benefits, establish laws and maintain employee and employer relationship within an organisation.
It also ensure all the safety and health related matters of the employees in the organisation. The
HR ensure all laws and regulations up to date and maintain good relation with all the
stakeholders of the organisation (Storey, 2016). Human resource management as a department in
an organisation handle all the matters related with employees and workers. It performs different
functions such as, HR Planning, Job- Analysis, Recruiting, conducting Interviews, Compliance
of Laws and much more for the organisation. For the current report our chosen organisation is
Deloitte, founded by William Welch Deloitte in 1845 in London, UK. Currently the company
have strength around 330,000 (2020) and maintain such strength require proper managing
strategies(Storey, 2016).
PART 1
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
As a manager of Human resource management, the basic purpose is to bring out the
essence of human resources of the organisation with effective utilisation. Secondly, establishing
desired work-related relationship among all the members of the organisation and maximize the
company's performance by putting right people at right job. And finally, help in individual
growth and development (Bratton and Gold, 2017). At Deloitte, the HR managers highly
concerned with purpose of the HRM. They believe the new era have bring new challenges before
the the HR. The company's vision may help in understating the objectives and its overall
managing pattern towards maintaining such employees around the world. The company believe
in developing collaborative leadership among its members and partners around the world. The
company focus on working together as one. Deliver excellence in their service best in class by all
the member firms. Deloitte share integrity, value to markets and its clients, commitment with
each other within the organisation and put out the essence of cultural diversity (Perspective.
2020).

The HRM department of an organisation are in responsible for hiring most suitable
candidates for the company (DeCenzo, Robbins and Verhulst, 2016). It is the people who are the
ultimate asset of the organisation. These people help in achieving objectives of the company in
effective and efficient way. Different HR functions help in attracting employees thus prevent
company from frequent retention. The role of of HRM can be analysed from various function it
perform (Human Resource and Workforce Management. 2019). In following para it discuss
about the some major functions of HRM in an organisation:
 Recruiting and Selecting Individual: The recruitment and selecting of an individual
refers to staffing of the organisation. It is the primary function of the HR of the company.
The HR manager ensure equal opportunity for all. It is the responsibility of the HR to be
totally bias- free in staffing process. The HR in this phase invite applicants by issuing
advertisement for vacancy in the organisation through different modes. Such as, Social
sites, company website, employee exchange plans, newspapers etc. The whole process
the depending on the company's need the HR can either hire candidates from external
sources as mentioned above or from internal sources through promotion or transfer etc.
 Human Resource Planning: In this phase the HR of the company determine the type
and number of candidates that need to be hire for the particular role. The plans are made
keeping in the mind the objectives of the organisation. The process require research and
analysing strength of the HR manager to predict the need of individual and their
responsibility they can carry.
 Job Analysis for Company: The process of job analysis refers to describing the job
nature and specify the skills set require for the role. It mention the individual skills,
experience and asses the strength to perform them. After job analysis, job description are
made which provide necessary information to employees, managers and for candidates
who are going to attract from them.

 Orientation: In this process, it is considered as the initial step where the new joiner in
the company positioned in his/ her new job by the employer. In this process the new
employee get familiarise with the company's mission vision, and particulars related with
job profile, pay scale, benefits, working hours and company's legalities towards their
employees (Nickson, 2021).
 Training and Development Program: The HR play a vital function by providing
training and developing programs to their employees. It helps to explore the talents and
capabilities of the within a individual. These programs are conducted either for new
joiners who are not familiarise with the technologies or methods used in the company or
to existing employees of the company to update their knowledge according to changes
are introduce. These programs can be conducted at any level of employment.
 Motivation to Employees: Employees who work and dedicate their selves to company
for the achievement of the objectives and perform assigned tasks need motivation to keep
their work. As function of HRM, the HR must analyse different motivating factors that
motivate their employees. Since every individual is different and seek different
motivational factors. The HR recognise them and try to fulfil the so that they can give
best to their company.
Illustration 1: Job analysis

 Employee Relationship: It is the are of the HR manager to maintain a harmonising
relations among the employees. This helps in smooth functioning of the operation and
lead higher productivity. It very significant for organisation to be stable within the
organisation to promote growth at individual as well as team. Without cooperative
relation the organisation may slow or even may fail attain the goals.
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives.
From above functions of HRM it is realised the primary responsibility of the HR manager
is to recruit right people for right profile. Through different training and development programs
the HR ensure appropriate skills in individual to fulfil organisational objectives. It necessary
because these skills not only help in achieving goals but also helps in individual growth. Thus it
also promote smooth functioning without any lacking at skill set (Noe and et. al., 2017).
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment
Approaches Strength Weakness
Internal: People
are hire from
within the
organisation
instead from
outside.
 Reduce the time in hiring
process. As people are hire
within the organisation it reduce
the lengthy process.
 Induction process also get
shorten. Since people are from
 Limited talents in the
company. The process hire
people from the existing
force only which sometime
lack raw talents.
 Limited the innovation in
Illustration 2:
Motivation factors

the company only. Employees
are already familiar with
company's policy, vision,
mission etc.
 Involve less cost in advertising
of vacancy. They are informed
through internal mail,
immediate boss, leader or from
the HR directly.
 Boost employee morale, as they
see this as opportunity. People
then become more dedicate
towards their profile for more
futuristic growth.
company. As the new blood
in the organisation are not
flow so the innovation also
get stuck or become
limited.
 Increase the training cost
because existing employee
require training which they
may not poses therefore
increase the cost of the
company.
 May not promote company
culture because people
become bossy in nature and
may effect the image of
company.
External: Talent
are hire from
external sources.
Through outside
sources.
 More choice for right talent. As
this allow company to choose
from pool of talents. Many
people with experience
backgrounds may apply for the
open position.
 Attract new skill with new
talent. Bringing new blood in
the organisation bring skills.
 Lead innovation with new
people. New candidates bring
new methods of doing same
work in innovative way
(Anderson, 2015).
 Lengthy process because
hiring of people can fresh
talents as well. Candidates
may not be familiar with
the policies and procedure.
 Involve costs as the process
become lengthy the cost or
expenses also get higher.
The cost involve all the
paperwork, training
sessions, office
requirements etc.
 Risk is higher, since they
may not probe fruitful as
expected. May deny

organisational culture to
follow.
Selection
The process of selection varies from company to company. It is considered as negative
process as this involve elimination of candidates as the process work as a filter where it choose
the exceptional candidate from the pool that attract large number of candidates for further
process. The process allows skill tests of the individual. The method is useful in selecting right
candidates through different technical or interview rounds. The results are based on quantifiable
manner. However the process suffer some lacking such as, it doesn't provide whole picture. Thus
fail to judge candidates.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.
After analysing the different approaches of recruitment and selection, it is realised that
every option have its own benefit as well as drawbacks. It significantly depend upon the type of
organisation, investment capacity and the type of management etc. within company drive the
appropriate tool automatically (Jiang and et. al., 2012). Since the company Deloitte work with
vast number of talents so mostly it uses external sources and for higher authority they use
internal employees, to avoid any kind of de-morality among its employee. Since it believes in
equal opportunity for new as well as for its existing employees.
TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
The human resource management of a company link different functions of the
organisation towards common goal. It protects the interests of both, i.e. employee as well as
employer of the organisation (Albrecht and et. al., 2015).
Benefits to Employee: some of the important areas where the employees get benefited of
different HRM practices.
 Create Positive Environment: One of the important role of HR manger to make
organisational environment optimal. A positive environment provide employees

confidence at workplace and boost their productivity. The HR department at Deloitte
follows the below mentions ways to promote positive environment culture. Such as, by
maintain diversity, protect from any frauds or misconduct and employee survey through
which they asses the satisfaction level among the employees.
 Revise the Employee Policy: The HR of organisation are in responsible for all the
policies regarding employees of the organisation (Cascio, 2015). They maintain all the
laws regarding their employees which protect their interests. The HR also have
responsibility to implement them in a effective way. At Deloitte, the HRM have the
following policies regarding their employees: Anti- harassment policy, Employee pay
policy, Employee safety and health policy, Benefits policy etc.
 Helps in Development: Depending upon the environment and the needs of the customers
company have to stay updated in their functioning. HRM arrange all the necessary
training and developmental program to re- skill or any missing skill among their
employees of the company. This provide opportunity for growth at both organisational
and personal level.
 Help at the Time of Personal Crisis: During any personal crisis HR work as a main
point of contact. Which could be anything like, sudden medical urgency or any financial
issues etc. As they are in responsibility to mitigate them as early as possible. Since they
no personal interest with any one hence listen without bias. With the help of higher
authority of the company HR ensure appropriate resolution to employees.
Benefits to Employer: HRM practices benefited the employer under following basis.
 Manage the Relationship by Avoiding Conflicts: Sometimes conflicts may rise due to
any personal or professional reasons. With reasonable practice by HRM avoid such
situation and try to establish harmonising relation at work place. They act as a counsellor
to nullify any dispute taking place. HRM take necessary steps for better environment.
 Decrease Retention in the Organisation: Since it is the function but it also a big benefit
to the employer. HRM hire required and right source to avoid such procedures. High
retention makes a negative impression of the company in industry. The HR with different
strategies and benefits like, different reward system or by offering higher education, skill
program etc. benefits organisation from retention and help in stable employment.

 Easy to Bring Change: HRM department is the point of contact for any assistance
regarding employee and their employment. Since due to technology and continue
evolution leading the business world towards changes. The changes are part of the
organisation as it is working in an economy which is uncertain. The HRM are in
responsible for formulating plans which help in bridging the gap between top authority
and employees.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
The leaders of company know the people of their company and different driving force
that work behind individual. It is now the responsibility of the HR and their practices which is
directly link to revenue generation of the company. The HR practices are effective in increasing
both productivity and organisational at comparative level (Coetzee, Ferreira and Potgieter, 2015).
The practices have positive impact on economic performance and efficient HR practices in
following areas:
 Retention of Employees
 Branding of Employer
 Developing Leadership
 On boarding of new Employees
 Managing of Performance
 Recruitment
 Talent management
In above, developing leadership, managing of performance and talent management are
the areas where company differentiate themselves from high performance. In every area
company try to engage more in such activities and try to provide more options. Which have a
effectiveness.
The identification of significance of effective HR practices lead to add value in their
employees and workers in the organisation. Deloitte, tries to value their employees and looking
forward to measure them through different HR practices.
Since the concept is not a new to Deloitte. HR role and their practices are significant part
of the organisation. The growing appraisal for the values and measure of HR effectiveness by

Business leaders around the world and analyst realise the need and role of HR in coming future
of business.
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.
There are several methods that are used by the company in HRM practices like
developing leadership, talent management, recruitment, branding of employer, retention of
workers and there are so many practices more that help the company to increase the productivity
of the company. Deloitte company held so many programmes in order to develop the motivation
of the employees and to improve the human resources activities. These activities boost up the
talent and capabilities of the employees(Cascio, 2015). The company conduct activities like
training and development programmes and many more. These activities like processing
leadership, managing of performance and talent management are the areas where an organisation
distinguish themselves from high performance.
PART 2
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Workers connection and relations play a vital role in the company in order to taking the
company to the higher level or towards the success. Directors and leaders have to measure the
major area which are not working appropriately, they have to analyse and find out and working
on them to build the better and effective relations among the workers. Improper and ineffective
connections and relations leads to the battles and problems and bad working surroundings in the
company. Human resources management decision-making includes function and activities of
preparation and planning of schemes and plan of action and policies to operate in complex and
critical situation. Leaders and managers of Deloitte must include each workers into the process
of decision making by introducing and planning group activities, and by taking their opinion,
ideas and include social disputation so that workers of the company could get linked with ideas
and thoughts of another person(Coetzee, FerreiraPotgieter, 2015).

Elimination of conflict: workers connection have to be maintained at different level
because of various notion, policies and rules of various person, company acquired and achieve an
surrounding of struggle that hinder their aims and objectives towards accomplishing aims.
Human resources management decision takes suitable component that shows connection and
group work and coordination skills among the employees(Williamsand Hunn, 2019
). Social relations and connections are the major key towards the growth of the organisation
schemes and plan of action. In regards with Deloitte, the leaders are facing few problems that is
related to behaviour and attitude of the individuals in the complex circumstances and cater
realistic resolution to the bad and critical issues so that organisation can not face any problem
and get harm by these kind of problems . The problems and barriers are much required to be
solve on particular time period means as soon as possible because the complex situation leads to
ineffective working environment and bad team building(ascio and Boudreau, 2016).
Improving engagement level: an worker involvement is very important for the
company because their involvement gives better productivity and profitability. The mangers of
HR department needs to assure about the working capacity and capabilities of the employees and
also about work allotment that no workers will leave their work and performing with unneeded
work and operations. The workers are much required to involve into functional project and task
so that an company can not suffer and going through with policies, norms and inapplicable
communication. Leaders of the Deloitte assigned the task on the particular time period by
assuring the capabilities and quality of the workers. Also, they concentrate on the employees
motivation and appreciation on their performance that increase the interest level of the workers
and also build the employee engagement and their connection towards the company(Moran and
Morner, 2017).
P6 Identify the key elements of employment legislation and the impact it has upon HRM
Every business or the company are bounded with government legislation that influence
on organisation decision making and also on well functioning. Political authorities principals and
laws acts as an benefits for their consumers and for their employer. Through that no workers can
distinguish by organisation activity and their pattern. Firstly, the managers of the company are
required to measure and analyse details and information of the customer under the provisional
law(BuchbinderShanks and Kite, 2019). Once an workers have narrowed with the company, they
has eligible to acquired several advantages that is related to the quality, bullying, fair pay and by

giving minimum working hours. An business or an company who are not performing or
operating within these laws and norms are not eligible to operate into condition of the market
because as it has against the government creation and also not suitable for the
community(Schermerhorn and Bachrach, 2020). For that instance, the company Deloitte have
organized some legislation that are mentioned below:
Equality Act 2010: The government of UK has concerned with several acts and norms
in order to cater the better and equal attention and direction to the workers and for each workers
and individuals that are operating into the company. Position and equality are much required to
keep and maintained in organisation surroundings regardless of the fact with workers caste,
religion, gender, colour, age. The leaders and managers of Deloitte is featured by various laws
and norm like Sac Discrimination Act 1975, The Race Relation Act 1976, The disability Act
1995. These norms are introduce by the government in order to cater equal direction and care to
the each workers. Deloitte creates affirmative reputation in the market and in the industry by
pampering and taking these norms into the consideration(Katz and Green ,2018). The company
operate under these norms so that they can build more involvement of the workers and they can
cater fair treatment and direction in the company and also develop and increase their engagement
towards the aims and target of the company(Wang Takeuchi, and George, 2016).
Health and Safety Act 1974: The major aim behind this laws is to cater the health services and
facilities to the every individuals of the company. UK government has cater and gives the act of
Healthy and safety 1974, that will give the assurance and criteria regarding the safety of the
workers. Deloitte predate each concern that is connected with safety and health of the workers.
The organisation has conducted appropriate strategies and norms for any miss happening and
wrong behaviour occur with the workers or in the company. The organisation will be eligible to
pay better and give leaves to the employees without any objections in the company. By all these
consideration, workers feel more secured and assured to operating with the organisation in order
to complete their responsibilities and achieve their aims and objectives.
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organisational context.
Maintaining employees connection and relationship among the workers and with the
company is most important for the any company. Its very mandatory for the company to take
feedbacks and ideas from their employees so that they can feel much values and it will lead to

positive impact towards the company and also help the company to build the better relationship
with the employees(Reynolds, 2017)). The company Deloitte analyse the activities of the
consumers and also analyse that consumer involvement in any activities is much required. The
managers of the company working on improving the engaging level of the workers and also
working on the minimisation of the conflicts and struggles. Every business or company are also
bounded with so many norms and policies of government in order to direct their business.
Deloitte company are also bounded under the government rules and policies so that they can run
their business with out any problems and with social acceptance. There few acts that is
introduced by the UK government such as health and safety act, equality acts and many more.
These laws help the individual to work without any stress that is connected towards their safety,
security and colour(Lasserre, 2017).
TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
Currently there is an imperative requirement of market manager for Deloitte and the qualification
and conditions for the occupation are explained follows:
JOB SPECIFICATION
Job title: Marketing Manager
Reporting to: Branch Manager
Job description: To give appropriate potential and efficient services to the consumers by more
creative knowledge and ideas of merchandising conception to make a proper and plentiful
strategies that is related to the products and promotion.
Duties and Obligations:
 Handling and contain the consumers
 solving the problems and queries
 transferring the communication effectively Resolving the queries that are approached
 working with more capabilities and more confidence
 Group work capabilities
 giving ideas and solution when its required. Attend meetings

Qualifications:
 Amended customer managing skills
 Formulated interpersonal and social skills
 better knowing of market analytic equipments.
 Conflicts and problems handling skills.
 High school diploma degree.
PERSONAL SPECIFICATION
Significant Skills:
 Formulated Communicating Acquisition with non verbal and verbal ones.
 Amiable connection with association.
 Have that personality to perform multi task.
 Capabilities to influence the consumers. Skills of better promotional equipments and operations.
Required Skills:
 should featured flexibility and be obliging for working environment
 Amended knowledge about the human skills.
 Have patience and polite and behaviour.
 Quality to motivate others.
JOB ADVERTISEMENT
We are Hiring!!
Marketing Manager
The opportunity for well qualified and potential candidates to join with Deloitte and become an
family or employee of our organisation. The vacancy gives chances or opportunities only for
full time working marketing manager in our outlet.
Working days will be 5 days week and will be more beneficial with various quality. The
sessions of training and development with applicable method and equipments that will catered

to the associates after joining. Last date for applying is 28 February, 2021.
Pay and Benefits
 Payout on the basis of
living standard of
London
 yearly Leaves provided
which is 26. Open-hearted schems of
pension provided
Contact us today
any individual is interested in applying for Deloitte or any
other which are known to you requiring and much
interested for the upper mentioned job profile can
directly contact and send their CV to 335, Light plan
Enclave, D47 NK0 or can mail it to on
[e-mail]
Notes for interview
various questions a candidates should set up for the respective job application:
Q1. what are the roles of marketing managers in the company towards the consumer?
Q2. What is assume by customer about an company by marketing manager first effect?
Q3. what is your routine life schedule?
Q4. Explain your last working profile?
Q5. How can you deal with the work pressure and stress?
OFFER LETTER
Deloitte
8 February 2021,
PQR
Dear PQR,
We are feeling much gratitude to inform you for your selection on the post of marketing
manager you have successfully cleared all phases.
As per the policies, joining will initiate from 10th February, 2021. Kindly
acknowledge to show acceptance and can feel free to contact.
Sincerely,
HR team

M5 Provide a rationale for the application of specific HRM practices in a work-related context.
This Job specification of Deloitte company help them to grab more candidates with more
better and amended capabilities. This specification or application help them to invite the person
according to their requirement. This also help the company to save their time to analyse the
requirements of the person. Its helps them to avoid the unnecessary candidates who can not met
with their requirement and also help them to grab much effective personality to improve the
performance and productivity of the company. This specification are very beneficial for the
company, it improve the popularity and productivity of the organisation(Loucks andVan Beek,
2017)
CONCLUSION
From the above mentioned report it has been concluded that, Human Resources
management plays a important role in every company in order to accomplish the desired and
targeted objectives of the company. The work of every Human resources team include the
hiring , recruiting, training and development, selection and many more. Also there are various
recruiting techniques that has their personal strength and weaknesses and also create impact on
the recruiting procedures widely. The amiable connection of the workers also work and perform
as a better and smooth working process in an company also there are various techniques that
build and increase the engagement level of the employees.

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