Human Resource Management Practices at Bowmer + Kirkland

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Human Resource Management
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Table of Contents
Introduction................................................................................................................. 3
LO1............................................................................................................................. 4
LO2............................................................................................................................. 9
LO3........................................................................................................................... 13
LO4........................................................................................................................... 15
Conclusion................................................................................................................ 20
Reference List...........................................................................................................21
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Introduction
Human Resource Management are a collection of strategic approaches that are
utilized by a particular organisation. These approaches used in order to manage and
optimized the effective levels of its employees. It is important for an organisation to
perform Human Resource Management practices as it helps provide remuneration
and incentives to its workforce in an effective manner. In this particular report,
several human resources practices that are utilized by Bowmer + Kirkland will be
explored, where aspects such as recruitment, remuneration, and others will be
detailed. In the final stages, a job role will be chosen for the enterprise for which an
interview and selection process will be initiated. In the P1 the various purposes of
HRM shall be deatailed, after which P2 the strengths along with the weaknesses of
selection and recruitment method will be illustrated. After that in P3 various forms of
HRM practices will be explored Along with which in P4 and P5 the effectiveness of
HRM practices and the importance of subordinate relationship are detailed
respectively. Finally in P6 and P7, factors of employee laws and the implementation
of Human Resource Management M practices is detailed.
Organisational background
For the consideration of this report, Bowmer + Kirkland has been taken into
consideration. Bowmer + Kirkland is a company that provides various types of
construction services into the United Kingdom market. The organisation has over
1400 employees along with which the revenue of the company is around £930
million as per the statistics of 2017 (bandk.co.uk).
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LO1
In this following report, the various aspects of HR human resource management
practices and how they are implemented within the organisation will be illustrated.
Along with which the multiple strengths and weaknesses that hold within the
recruitment system shall be illustrated as well.
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation
HRM maybe defined as the practice through which employees are managed within
an organisation (Storey, 2014).
The main purpose of the HRM is to perform activities such as recruitment,
selection, employee performance, and others.
The main objective of HRM is to create harmony within the organisation so that the
expectations of the employer and employees are met in an effective manner.
Four functions of Human Resource Management have been illustrated here down
below:
Job Design – The HR manager determines a particular employee based must fulfill
what types of roles, responsibilities, along with duties on which they get
remuneration. In accordance with the determined duties of an employee,
advertisement campaigns are created that call in specific candidates (Brewster et al.,
2016).
Recruitment – The Human Resource Manager utilizes several advertisement
methods such as offline advertisement like billboards posters, word of mouth, and
other techniques to call for various applicants. They also use online marketing
methods and website platforms where multiple candidates already exist. Through
both of these processes, large groups of people can know about which posts are
available within the enterprise.
Compensation – In accordance with the type of performance the employees
perform within the enterprise, the human resource manager must keep track of job
and how well they do it. The more an employee has performed, the more incentives
and rewards must be given to them so that they are able to feel appreciated for the
effort that they have put in (Hill et al., 2014).
Health & Safety – Within an organisation such as Bowmer + Kirkland, construction
involves much hazardous activities that might compromise that the welling being or
an employee. In order to safeguard them from tools, equipment, and other dangers,
safety measures must be taken. These measures might range from providing safety
vest or other protection clothing.
Four common business objectives has been listed here
Survival - In order to survive on a long-term basis the organisation must focus on
more sales office products and services
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Increasing sell - In order to increase sales the organisation must focus on elevating
is visibility through higher emphasis and focus on marketing
Increasing profit - In order to increase the perfect date of the company products
must be sold and this can only with and through a higher emphasis on higher quality
management.
Growth - For growing the market share of the company the enterprise must focus on
expanding its branches to other locations outside of the UK
The required talents by a human resource manager in order to achieve this
objective have been illustrated here:
Resourcefulness (Recruitment) - Must be able to manage the employees and their
abilities in an effective manner so that it employees with specific skills towards
making specific products are put in that category.
Planning (Compensation)- The human resource manager must be able to plan 2-3
years in advance of how the performance and reward system of the employees must
be implemented in order for there to be sale maximization.
There are two types of models when it comes to managing employees one is hard
HRM model and another is soft HRM model. Within hard model theory Such as the
X theory falls and within the soft HRM model cesses the Y theory model fall
(Kavanagh and Johnson, 2017). The main differences between hard HRM model
and soft HRM model is that The first one focuses on clear goals that is set by the
managerial heads of the organisation. In the second one, the organisation focuses
on communication and soft skills that are more interpersonal related.
P2 explain the strengths and weaknesses of different approaches to
recruitment and select
The best-fit approach when it comes to HRM may be stated as the method through
which multiple strategies are adopted in the case of Bowmer + Kirkland. This is done
so that the strategies, which fit the objectives of the organisation, are chosen. Due to
this method, no strict universal rules are present on what is the best chose of action,
as it all depends on circumstances and market patterns.
A discussion of the weaknesses and strengths of best-fit approach to selection
and recruitment has been illustrated here below
Strengths
For recruitment the best fit approach helps the organisation to initiate a recruitment
process as per the needs and position that are available within the enterprise. When
it comes to selection, the best-fit process Helps to implement different selection
techniques for different candidates and their personalities.
Weaknesses
In terms of recruitment the best-fit approach increases the cost of the organisation
lowering is reserves. Similarly, when it comes to selection then, there might be
misinterpretation on which technique should be used and wrong method might be
mis-utilized.
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An analysis of the strengths and weaknesses of best-fit approach to recruitment
and selection has been illustrated here below
Positive
It helps provide a holistic understanding of the candidates that are coming within the
enterprise.
Negative
The best fit method is a time consuming process and takes a lot of attention of the
managerial heads.
The best practice method when it comes to selection and recruitment tries to bring
a balance through the wants of the organisation and the desires of the employee and
find a pathway through which both parties can be satisfied.
An explanation of the strengths or advantages of best practice approach to
recruitment and selection have been illustrated here below:
Advantages
It helps in creation of employee relations by creating more interactions between the
managerial heads and employees so that better objective attainment can be there. It
also helps in keeping the employees in the organisation for longer period.
An analysis of the weaknesses or disadvantages of best practice approach to
recruitment and selection have been illustrated here below
Disadvantages
It is a highly time taking process as the psychology of the employees are required to
be understood with this method. Along with which the managerial heads must make
a constant effort that takes the attention from other tasks.
Approaches to the recruitment
External recruitment
Definition
This is the method through which, Bowmer + Kirkland creates advertisements so that
a large number of candidates maybe invited into the organisation that have the
required skills (Ekwoaba et al., 2015).
Strengths / advantages
Since many candidates are being drawn it, for the organisation it is easier to find and
determine a candidate which is needed.
Weaknesses / disadvantages
Internal recruitment
This is a costly process and requires a large sum of investment so that awareness
about a particular position can be created
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Strengths / advantages
This is a low costing process as not advertisements charges are present. It also
helps to know the personality and work process of the candidate beforehand.
Weaknesses / disadvantages
Since other candidates from outside are not being evaluated, the chances of getting
better candidates are eliminated.
When it comes to recruitment strategy, which should be opted, by Bowmer +
Kirkland, then it can be said that external recruitment methodology might be correct
for the enterprise. This would be the best fit for the organisation, as it would help to
draw in a large base of applicants. In addition to that, the best selection method that
may be used by Bowmer + Kirkland is the panel or personal interview method
(Ansoff et al., 2018).
The strengths or advantages of the recruitment process within Bowmer + Kirkland
has been elaborated here below:
External recruitment methods that help in bringing and a large number of candidates
that helps in finding a more suitable applicant. It also helps in creating more
productivity within the organisation
With the assitance of external recruitment, method organisation has benefited in
finding managers for marketing, sales and other departments. Along with this, the
internal recruitment method has helped the organisation to find lower-level
employees for data entry posts and others.
The weaknesses or disadvantages of the recruitment process within Bowmer +
Kirkland has been elaborated here below:
It is a highly time-consuming process and requires a lot of the managerial heads
assistance in order for there to be effectiveness. Along with which it might waste the
time of favourite candidate as well as they might be suited for other positions.
One example that can be provided within the context of Bowmer + Kirkland, If the
position of the researcher is required. For the manager it is required to access the
researching abilities of every candidate that comes in that will waste a lot of
necessary time that can be used by them in other processes.
The disadvantages and advantages of various recruitment methods by companies
such as Netflix, Amazon, and others have been explained here.
Advantage Disadvantage
Internal
recruitment
Cost-effective Very few
candidates
External High number of candidates (KoC et al., Costly to
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recruitment 2014) implement
Hybrid
recruitment
Easy to implement Time effective
Table 1: Advantages and Disadvantages of different recruitment methods
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LO2
In this particular study the various In this particular study the various HRM practices
human resource management practices which can benefit both parties such as the
employee and the employers will be illustrated. Along with which all of these points
shall affect the productivity and profit will be enumerated as well.
P3 Explain the benefits of different HRM practices within an organisation for
both the employer and employee
HRM consists of various types of practices that help in creating more productivity
within the enterprise. Some of the major practices of the HR manager that provide
benefits to the business have been illustrated here down below:
Flexible Working – There are strict periods within which an employee must perform
work inside Bowmer + Kirkland. If the managerial heads of the organisation, create
the prospect for the employees to able to work more flexibly within the organisation,
then the likelihood that more productivity might be attained from them as they might
be able to work more. Flexible Working also provides the scope of creating a more
effective employee relation base through which can come to the organisational
heads at anytime with issues.
Performance Management – The benefit of doing performance management is that
it creates pressure on the employee base of the organisation and helps increasing
the productivity of the subordinates. It also helps the employees to know which
abilities the employees have more and which ones they need more development and
training in. In order to enhance the performance of the subordinates, various forms of
incentives such as bonuses, 401(k), vacations and others must be provided so that
the effective rate of the employees is elevated (Van Dooren et al., 2015).
Job Design – There are various roles within the organisation such as marketing
executive, talent acquisition manager and others. The Human Resource Manager
specifies what kind of technologies will be required to be used by individual who
possess these roles in order to be effective. They also specify, which individuals
candidates should report to in order to fulfil their work effectively. In addition to that,
the types of methods and procedures that the organisation uses are lay out as well.
In order to perform Job design well, there are two methods, which include
‘enlargement method’ and ‘enrichment method’. Enlargement method this method
focuses on providing employees with more tasks so that they are able to be
providing more output. Enrichment method involving giving jobs to employees that
helps motivate them, which are in accordance with their task preferences (Wright et
al., 2014)
In the particular case of Bowmer + Kirkland, it is best if enrichment method is
focused upon, as it would give employees more happiness.
The benefits of proper ‘training & development’ and good ‘job design’ for both
employer and staff
Particulars Employer Employee
job design Acts as the means Helps the employees
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through which the
salary structure can be
better created
to know exactly what to
do within the
organisation (Bratton
and Gold, 2017)
training & development Helps the managerial
heads gain a
competitive benefit in
the market.
Helps the employee to
improve their career
portfolios
Table 2: Benefits of ‘training & development’ and ‘job design’
Training & Development – There are new and old subordinates present within the
organisation and it is likely that not all of the skills of the employees are similar in
nature. Therefore, it is important; training and development programs are created
that are geared towards improving these employees (Noe et al., 2017). With the
development of technology, there are new machines that may be used within
Bowmer + Kirkland. In order to use them, the managerial heads must provide the
benefit of giving training that improves these aspects. There two types of training
methods, which includes ‘simulation’ and ‘coaching’. Simulation is the process
through which employees are put in a particular situation and they are needed to
perform well. Coaching is the method, through which knowledge is provided to
employees so that they are able to perform better. In the particular case of Bowmer +
Kirkland, the simulation may be used, as it would help in creating realistic
circumstances for the employees to grow.
The difference between conventional methods of Human Resource Management
and electronic methods is that the first one is more expensive in nature and
requires more time to implement. However, the second method focuses more on
saving time and putting more emphasis on paperless methodology of connectivity
(Goetsch and Davis, 2014).
In the case of Bowmer + Kirkland Electronic methodologies for human resource
management, is utilised as it helps in connecting with potential applications in a very
good manner through job websites.
When comparing job evaluation methods such as job ranking and job
classification within the context of Bowmer + Kirkland, then it can be said that job
ranking helps in enumerating with task are more important currently. However, with
the help of job classification, there is more distinction in knowing which candidates
fulfill what duties
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity
There are two types of Human Resource Management practices, which include:
Performance Management – Helps in keeping track of the productivity of
employees and reward management (Cascio, 2015).
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Flexible Working – This assists to create reasonable timing for employees to be
productive for the enterprise.
In order to assess the ways in which HRM practice can be improved, the negative
and positive aspects of performance control are evaluated. The negative and
positive aspects of performance control in the case of Bowmer + Kirkland to
improve profits and productivity has been illustrated here down below
Positive
 Helps in reallocating employees to appropriate job roles that are a better fit for
their competencies, which would help in increasing the productivity
 Would help in establishing better relationships between employers and
employees
Negative
 Creates constant pressure on employees to work more that might result in
psychological issues as employees would be in more tension, lowering
productivity (Lasserre, 2017)
 Gives way to the creation of more gossip within the enterprise as employees
would enterprise to compare the results of the performance results
There are various types of performance management methods such as 360-
Degree Feedback, Assessment Centre Method, Behaviorally Anchored Rating
Scale, and others. In the particular case of Bowmer + Kirkland, the best one would
be 360-Degree Feedback, as it would help the employee to understand their issues
within a work better.
The positive aspects of Flexible Working in the case of Bowmer + Kirkland to
improve profits and productivity has been illustrated here down below
Positive
 Results in less absenteeism that helps in meeting the daily goals of the
organisation, which raises, the profit rate (Armstrong and Taylor, 2014)
 It would help raise the daily moral of the employees through which they would
work as a team leading to more collected effort causing higher profits through
output
 Helps subordinates to bring a balance through the professional and personal
lives which assists in them being mentally prepared for the work which is
provided to them causing higher probability of profit through better work
There are various forms of flexible working methods like part time, staggered
hours, flexitime, compressed hours, annualised hours, and others. In the case of
Bowmer + Kirkland, the best one would be part time employment and it would give
way to employees to work various shifts.
Inside the context of Bowmer + Kirkland strengths and weaknesses of Human
Resource practices have been elaborated here
Training & development
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Strengths
Helps in skill creation and Increases productivity (Bamberger et al., 2014)
Performance management
Weaknesses
Creates pressure on employees and creates the scope of gossip in the organisation
Within the context of Bowmer + Kirkland of the two HRM practices that are
performed well by the organisation are job design and flexible working’.
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