Analyzing HRM: Recruitment, Employee Relations, & Workforce Planning

This assignment provides a detailed analysis of Human Resource Management (HRM) practices within a business context. Divided into two parts, the first section focuses on the purpose and scope of HRM, specifically addressing workforce planning, resourcing, recruitment, and selection processes, using 'Say it with chocolate' as a case scenario. It examines the strengths and weaknesses of different recruitment methods and assesses how HRM functions align with business objectives. The second part delves into employee performance, development, and reward systems, alongside factors influencing HR decision-making, referencing Microsoft as an example. It evaluates the effectiveness of HRM practices in enhancing organizational profit and productivity, explores various HRM methods, and analyzes the importance of employee relations and employment legislation in shaping HRM decisions. The report concludes with a critical evaluation of HRM practices and their application within an organizational setting.

UNIT 3 HUMAN RESOURCE MANAGEMENT
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Contents
Introduction......................................................................................................................................4
Part 1................................................................................................................................................5
The Purpose and Scope of HRM and recruitment and selection.....................................................5
Task 1-( LO1)..................................................................................................................................5
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...............................................................................................................5
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection....7
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil the
business objectives...........................................................................................................................9
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.........................................................................................................................................10
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.....................................................................................11
Task 2 Application (LO4)..............................................................................................................12
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples........................................................................................................................................12
M5 Provide a rationale for the application of specific HRM practices in a work-related context.
.......................................................................................................................................................16
Part 2..............................................................................................................................................17
Employee performance, development and reward & Factors that influence HR decision making
.......................................................................................................................................................17
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Task 3 (LO2)..................................................................................................................................17
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.................................................................................................................................17
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.............................................................................................................................18
M3 Explore different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context..................................................................................19
D2 Critically evaluate HRM practices and application within an organisational context, using a
range of specific examples.............................................................................................................20
Task 4 (LO3)..................................................................................................................................21
P5. Analyse the importance of employee relations with respect to influence HRM decision
making...........................................................................................................................................21
P6. Identify the key elements of employment legislation and the impact has upon HRM decision
making...........................................................................................................................................23
M4. Evaluate the key aspect of employee relations management and employment legislation that
affect HRM decision making in an organisational context...........................................................24
D3. Critically evaluate employee relations and the application of HRM practices that inform and
influence decision making in an organisational context................................................................25
Conclusion.....................................................................................................................................26
References......................................................................................................................................27
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Introduction
This assignment is related to the basic principles of human resource management followed in the
business organisation. The assignment is divided into two parts, Part one describes the scope and
purpose of HRM with selection and recruitment and Part Two describes the performance of
employee, reward and development and related factors which influence decision making of HR.
Part one is based on the case scenario of Say it with chocolate, the organisation is chocolate
manufacturing business with excellent flavours but no experience for employing the workforce
in organisation. The description is made about the functions of HR with responsibilities and roles
of HR, along with advantages and disadvantages of selection methods. The job specification
describes the requirement of things for receptionists. Part two is based on the performance of
employees and rewards and development of the Microsoft. It describes different HRM practices,
benefits and effectiveness of HRM within the context of organisation and importance of
employee relations that influences the decision making power.
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Part 1
The Purpose and Scope of HRM and recruitment and selection
Task 1-( LO1)
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
The organisation ‘Say it with chocolate’ is high unemployment and there is a need for
administration and production vacancies to fill. So the organisation makes a shortlist for the own
assessment for the recruitment of employees in the organisation. As the human resource officer
certain Functions of the HRM are as mentioned which are to be undertaken by the ‘Say it with
chocolate’.
The Purpose of the HRM is recruiting and selects best skilled and qualified employees in the
organisation as per the job role and desired specification. The training and development is
provided to new and existing employees and provide them salary and compensation.
The organisation can adopt these functions as per the given problems and future plans for
growth of the organisation.
Recruitment: It is the typical challenging factor for the HR manager; it requires resources and
more attention to draw, hold and employees in organisation. It includes a job description, on
posting, publishing, salary negotiations etc. (Wilton, 2016).
Training and development: As the organisation will recruit more new employees then training
and development are also provided and this is the responsibility of HR department. Fresh
training is given to new hires and existing employees (Bratton and Gold, 2012).
Professional development: It is the important function of HR department of the company it
supports for education, growth, training management. The company sponsors different seminars,
corporal responsibilities and trade shows etc.
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Benefits and compensation: The business can achieve the objectives and goals it will provide
new more benefits to the employees in the situation of unemployment faced by organisation.
Some benefits are given by organisation to employees are;
 Flexibility in working hours
 Increased vacation
 Medical and dental insurance
 Paternal and maternal leave
 Reimbursement for education (Bolman and Deal, 2017).
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
The Methods of selection used by “Say it with chocolate” are here mentioned with advantages
and disadvantages:
Internal Recruitment: The process where employment opportunities is filled from internal
business. It offers the chance to change the position of job, company requires to give notice
about the vacancy to permanent employees, retired employees etc.
Advantages:
 It saves the cost of training
 It helps in taking fast decision making
 Strong loyalty with organisation
Disadvantages:
 There is no new ideas and skill and new employees
 No different skills and experience
External Recruitment: The employees are recruits and selects from external environment. Press
advertisement is the widely used method of external advertisement. Placement agencies, labour
contractors, employment exchanges etc are some methods of external recruitment.
Advantages:
 Wider knowledge and experience
 Organisation will gets new working ideas.
Disadvantages:
 The cost of training and development
 Number of applicants are restricted
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Method Description Advantages Disadvantages
Websites and online
job boards
Job boards are useful
for a
businessorganisation
where no any strong
employer brand and
attracts person
directly to their own
websites
This is cost effective
This is globally
reached with instant
applications
It creates internal
vacancies with a high
range of divisions
and sites.
A baddesigned
website with
technical
interruptions may
turn off the
applicants and
damage the
reputation
CV can be fraudulent
it will create hurdles.
Press advertising Local and national
newspapers, trade
journals are effective
methods of the
selection. Qualified
and skilled employees
Positive
communication with
recruitment brand
and messages
Publication of trade
with targeting the
candidate sas per
specific experience
and skills
Limited only who
read the newspaper
Limited reporting
and tracking on
success.
Recruitment
Agencies
This is the Private
sector agencies which
provide permanent
and temporary
placements
Responses are faster
from dedicated staff.
Minimum rules and
regulations as the
agency perform
Candidates prefer
direct contact with
the employer not the
agencies
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several recruitment
tasks cover with
external advertising.
One agency has one
database it will
create problems.
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M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill the
business objectives.
Human resource officer care accountable for the developing, hiring a looking after the
employees. It also includes functions like training and development, controlling, performance
monitoring etc. The some of the roles and responsibilities of the human resource officer of the
‘Say it with Chocolate’ areas mentioned:
 The recruitment and selection of employees as per the job specification and in accordance with
the qualification.
 HR will look after the salary, bonuses; incentives are paid accurately to employees on time.
 HR will manage the benefits and pension administration of the employees timely as per the
specification (Explorance, 2013)
 HR approves the advertisement and job description of the employees
 HR organizes the training of staff and employees as well as seminars, events etc.
 HR monitors and controls the attendance and performance of employees and staff of
theorganization.
 HR advises and guides the line managers and other low lower staff and employees about the
employment law and the procedures and policies of employees regulated by the employer.
 HR ensures that every person is doing accordingly as per the job role assigned to him and his
specification.
 HR negotiates contracts, salaries, working conditions and packages of redundancy with
representatives and staff (Brewster, et. al., 2016).
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M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.
The internal and external methods of recruitment and selections are there which contains certain
strength and weaknesses. The internal recruitment selects employees from within the
organisation, so there will be saving of time, cost and money what was incurred on training and
development. HR manager feels comfortable with existing employees and there is loyalty with
them but they don’t have new suggestions and ideas related to business. On the other hand,
external recruitment selects employees from external environment. The organisation gets new
ideas and skilled employees because of new blood but it will incur high training and
development cost, and many other additional expenses.
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D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples.
The several approaches of recruitment and selection methods are used by the ‘Say it with
chocolate’ such as recruitment agencies, public advertising, social media marketing, online job
boards and websites etc. The recruitment agencies provide permanent and temporary jobs to the
candidates it has fewer rules and regulations, responses are faster but this is not good due to no
direct connection with employer and a single database. The press advertising is a local and
national trade journal, newspapers that are an effective approach to selection. It provides positive
communication with messages, it publicizes the particular skills and experience requirement in
on specification but it limits the newspaper reader only (Alfes, et. al., 2013).
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