Unit 3 - Human Resources Management

Unit 3 - Human Resources
Management

Table of Contents
INTRODUCTION.....................................................................................................................................2
ACTIVITY 1..............................................................................................................................................2
Function and purpose of HRM, applicable to resourcing and workforce planning..................................2
Strengths & weaknesses of varied methods of selection and recruitment................................................3
HRM functions provide skills and talent to fulfil venture objectives.......................................................5
Evaluation of strengths & weakness of approaches.................................................................................5
Critical analysis based on a strength and weakness of recruitment & selection approaches....................5
ACTIVITY 2..............................................................................................................................................5
ACTIVITY 3..............................................................................................................................................8
Significance of employee relations to influence HRM decision making.................................................8
Key components of employment legislation and its impact upon decision making of HRM...................9
Evaluating aspects of employee relations management & employment legislation.................................9
Critically examine employee relations and application of human resource management practices.......10
ACTIVITY 4............................................................................................................................................10
Illustration base on application of HRM practices in context of work...................................................10
Rationale for application of particular HRM practices..........................................................................10
Critical analysis base one application of HRM acts and employee relations.........................................10
CONCLUSION........................................................................................................................................10
REFERENCES........................................................................................................................................12

INTRODUCTION
Human resource management can define as comprehensive and strategic approach that
use to manage individual and workplace environment as well as culture. It is one of the
organizational functions that effectively manages all problems or conflicts relate to staff within a
company. This term includes recruitment, compensation, selectin, safety, performance
management, employee motivation etc. which are beneficial acts for companies, in recent time.
The current assignment will be based on HSBS, which falls under category of leading British
international investment banks & financial services holding organizations in the world. This
study will explain purpose and functions of HRM, strengths and weakness of selection and
recruitment approaches and will also define effectiveness of these thing in regard to skills and
talent offering.
Furthermore, this assignment will justify benefits of HRM practices for employer &
employee and their usefulness in term of increasing profitability and productivity as well. It will
describe the importance of employee relation and elements of employment legislation and their
relation to HRM decision making. Moreover, this study will clarify application of human
resource management practices in work related context and rationale for this act.
ACTIVITY 1
Function and purpose of HRM, applicable to resourcing and workforce planning
Human resource management can define as distinctive method use for employment
management within an organization which seeks to achieve competitive benefit
(Narayanamoorthy and et.al., 2020).
Scope-
HRM scope is quite vast, indeed and wide, it includes all actions, practices and activities
begin from workforce planning till workers leaves the firms such as HSBC.
Purpose-
The main aim of human resource management within HSBC is to promote and protect
workers while at work, which is really very essential to do. They want to strengthen workforce
even better and increase productivity of chosen bank in effective manner.

Functions-
Staffing (Recruitment & selection)-
This function relates to resourcing term which allows human resource manager to select
and recruit skilled and talented people who are able to perform at HSBC workplace in productive
manner (Pahos and Galanaki, 2019). Staffing allow manager to hire experience employees within
chosen company.
Job analysis or design-
Along with above function, job analysis and designing is also relate to specific act of
human resource management and that is workforce planning (Ayandibu, and Kaseeram, 2020).
Under this function manager can conduct survey and obtain information about current and
further needs of employee relate to workers which enable HR manager to recruit new people
accordingly.
Training and development-
With this function HR manager could bring a lot of benefits for HSBC bank, in term of
building strong workforce who can provide appropriate information to customers about his or her
accounts, define loan related info and other services in effective and systematic manner
(Basharat, 2020).
Maintain company culture-
HRM function is to create and then maintain productive & positive culture within chosen
firm, which is essential and helpful in term of increasing staff productivity.
‘Hard and Soft’ HRM approaches-
Human resource manager can use Hard approach for resourcing and planning in HSBC
bank, through which they can concentrate on determining workforce needs and then hire new
staff. Soft method drives HRM attention and activities towards treating workers as an essential
and valuable resource.
Strengths & weaknesses of varied methods of selection and recruitment
Internal approaches-