Human Resource Management Report: Chocolate Presence & Microsoft Cases

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on workforce planning, selection processes, and employee engagement, using case studies of Chocolate Presence and Microsoft. The report examines the purpose and functions of HRM, including training and development, HR planning, and rewards systems, specifically within the context of Chocolate Presence. It evaluates the strengths and weaknesses of different selection approaches, and suggests improvements for Chocolate Presence's selection process. The report also delves into person specifications for roles such as a receptionist, and explores the advantages and disadvantages of various job advertising methods. Furthermore, it discusses the benefits of HRM practices for both employees and employers, using Microsoft as a case study for flexible working arrangements and job design. It also explores employee engagement strategies, communication improvements, and the impact of employment legislation on HRM decision-making. The report concludes by summarizing key findings and recommendations for enhancing HRM effectiveness in the given contexts.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
A) The purpose and functions of HRM applicable to workforce planning and resourcing
organisation............................................................................................................................3
B) The strengths and weakness of different approaches to selection.....................................5
C) Potential improvements that can be made in Chocolate Presence to enhance it's selection
process....................................................................................................................................6
TASK 2 ...........................................................................................................................................7
A) Person specification for role of receptionist......................................................................7
B) Advantages and disadvantages of current methods of advertising for jobs......................8
C) Recommendation to Chocolate Presence for advertising for receptionist vacancy..........8
TASK 3............................................................................................................................................9
A) The benefits of different HRM practices for employee and employer.............................9
B) Flexible working arrangements for staff at Microsoft with their benefits to employees and
employers.............................................................................................................................10
C) How Microsoft encourages its workers through the way it designs its job roles............10
TASK 4..........................................................................................................................................10
A) Employee engagement and it's importance in effective employee relations in Microsoft :10
B) Key approaches to engaging workers as discussed in Summit and how to improve
communication in Microsoft................................................................................................11
C) Key elements of employment legislation and its impact on HRM decision-making......11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
INTRODUCTION
Human Resource Management is defined as the way of recruiting, selecting, inducting
employees, motivating and providing various kind of benefits so that achieve the targets of a

company. It is necessary because it helps to deal with any sort of issues and complications that
arises on the company in regular basis. In first part of the report Chocolate Presence is taken
which deals in UK market and its head office is in North Yorkshire and it delivers tailor made
chocolate based greeting cards. In second part of the report Microsoft is taken which works in
the field of electronic manufacturing where their main target is computer segments. Some of the
topics which will be covered in this respective file is related with the main purpose of Human
Resource Management, major strength and weaknesses of various methods of selection.
Different types of legislation and laws will be explained that how laws affect any business
organisation. In last, proper explanation will be done that how any of the job advertisement is
being done and what are the necessary things which is needed to be considered by any of person
in Person specification.
TASK 1
A) The purpose and functions of HRM applicable to workforce planning and resourcing
organisation.
HRM is defined as the process in which individuals are hired, trained, motivated for the
purpose of accomplishing the organisational goals. This process is necessary because it helps to
select all of those employee who are suitable for any of the particular field. While talking about
Chocolate Presence, it is one of the small scale industry which is currently dealing in the market
of chocolates and greeting cards (Noe and et. al., 2017). Below, some of the functions and
purposes has been explained that must be considered by Human Resource Management of
Chocolates Presence so that objectives can be achieved:
Functions of HRM :-
 Training and development :- It is very important for any of the organisation that they
must give suitable training to their hired employees in order to improve their existing
talent and skills. This is helpful because assigned work can be easily done which has the
direct impact on companies performance. In context of Chocolate Presence, they have
been working really hard to provide appropriate training to each and every employees so
that they can perform their task freely and easily. This helps to increase the productivity
and outcomes of a company (Cascio, 2015).

 HR Planning: It is important for any of the organisation that their HR should be able to
do proper planning so that they can take help to bring out the effective results. In terms of
Chocolates Presence, their HR manager do proper planning regarding this section that
when they are required hire any of the employee's and what are the essential skills which
is required in them for obtaining the organisational goals.
 Rewards :- It is the duty of HR manager that they must overview the performance of
each and every employees. HR manager has to select that what types of benefits does
they required to give to their employee's Chocolate Presence has been focus in this
department really well because they focus on every employees that how they are working
and according to that they reward their employees. The rewards are sometimes of
monitory form and sometimes of non monitory forms.
Purpose of HRM
 Staffing :- The main purpose of HRM is to select and retain the candidate who can help
to accomplish the target of a company. Here, HR manager of Chocolate Presence has
been facing the problem the problem to select the right employee's for the company who
can help to achieve the targets in best possible manner (Reiche, and et. al., 2016). For
future growth, HR manager can select the person who have the experience in same field
and even they can conduct different types of test too.
 Employee relation :- It is necessary for HR management to create the environment
which can be beneficial for their employee to maintain healthy environment. In current
scenario, employee are unable to maintain the healthy relation with each other and in
order to improve it HR manager can make the number of teams who will work together
for the betterment of a company. Better relation will help to work freely and targets will
be accomplished easily.
 Benefits management :- The HR manager has the responsibility to know what are those
benefits and facilities that should be given employees. HR manager of Chocolate
Presence is unable to give each and every facilities to their employees due to which
employees are unable to connect easily with the company. In order to improve the
result , HR manager should try to provide some of the benefits like retirement plans,
leave of disability, insurance and many more. In short, this will help to satisfy their
employees in best possible manner in future.

Current problems and plans for future growth of Chocolate Presence
Chocolate Presence is facing a problem of employing ever-increasing workforce. The
organisation has grown staff turnover and feedback from customers indicates that the quality of
some items is not as high as it used to be. The applicants have also complained about the fairness
of the selection process and a number of new recruits have failed their probationary period.
Chocolate Presence can plan to grow in future by improving the selection process and
employing deserving candidates based on their abilities rather than references provided by the
candidates. Interview also needs to be based on specific generic questions that addresses
requirement of the job. HRM practices needs to be improved so that employee turnover
decreases. Training and development programmes, performance based compensation etc. can be
introduced to retain employees. Quality of the items can be improved by using fresh and high
quality chocolate and establishing a quality management team so that a regular quality check can
be done.
B) The strengths and weakness of different approaches to selection.
Selection is the process where candidate are selected for the organisation according the
requirement in any of the particular post. There are number of process in selection method for
selecting the new candidate for the company (Albrecht and et. al., 2015). It is a process of
choosing or short-listing candidates based on certain set criteria so that only the candidates who
fit the criteria are selected. This pocess is important in order to attract an effective workforce
which determines the success of a business. Chocolate Presence uses following methods for
selection :
Assessment Test: This is a method to measure and evaluate skills and talents of the candidates
based on a test which organisation finds suitable for selecting the candidates. Chocolate Presence
has created it's own test based on English comprehension and maths which the applicants
complete on line or in person. A criteria is also set for selecting the candidates if they attain 50%
marks in both of the subjects.
Strengths
 Certain standards can be set to evaluate skills of the candidates.
 Comparison can be done among all the applicants.
Weaknesses
 Time consuming process as first the test is taken and then manually checked.

 English and maths are taken as criteria which do not give a clear picture about the
abilities of a candidate to work in a chocolate factory.
Interview: It is a method in which specific generic questions catering to the needs of a job
vacancy are asked by an employer to the employee face to face. Chocolate Presence uses this
method in the form of an informal chat that lasts for 15 minutes.
Strengths
 Evaluation of knowledge based skills and personality traits of the candidates.
 The questions can be formed in relation to requirement of jobs.
Weaknesses
 The interview is a mere formal chat at Chocolate Presence which cannot be justified as a
good selection criteria.
 The candidates have complained about the fairness of such interviews as they are more
biased.
C) Potential improvements that can be made in Chocolate Presence to enhance it's selection
process
Chocolate Presence is facing complaints from applicants about the fairness of the
assessment tests and interview conducted for selection process. The employee turnover has also
increased and a number of new recruits have failed their probationary period. Following
improvements need to be made :
 The interview process can be improved by asking formal questions to the candidates that
are related to the specific jobs they are applying for rather than an informal chat of 15
minute. Relevant questions that are job specific and meant to judge the talents and skills
of the candidates must be asked.
 New methods of selection such as psychometric tests, presentations and group work,
structured interviews etc. can be introduced so as to evaluate and assess skills of the
candidates more rationally and formally.

TASK 2
A) Person specification for role of receptionist
Each an every organisation have the common objective that how they can sustain with
the market for the longer period of time (Newell and Scarbrough, 2017). Person specification is a
description of qualifications, skills, experience, knowledge and other attributes that a candidate
must have so as to become eligible for applying for the job vacancy. In context of Chocolate
Presence, they are required to select that candidate who can be fitted for the position of
receptionist. Some of the documents which are required while conducting this whole process is
explained below:
Person Specification
 Designation: Receptionist
 Department: Administration
 Key: It will show what are the essential documents which are required.
 (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Educations &
Experience
 Must have the degree
of Hotel Management
from that sort of
college which focuses
more on practical
knowledge.
 Must have the
experience of at least 2
yearn in the department
of management.
 Must have the
experience of working
in any of the
organisation in the post
of receptionist.
 Good communication
and hospitality skills.
 Skills or knowledge  Communication skill.
 Problem solving skills
 Interpersonal skills
 Should be able to deal
with the problem that
any of the customer
faces.

B) Advantages and disadvantages of current methods of advertising for jobs
Chocolate Presence uses internal advertising method and advertising jobs on the
noticeboard outside the main entrance of company premises. The advantages and disadvantages
of both the methods are discussed below :
For internal advertising-
Advantages Disadvantages
Retaining of old talented employees within the
organisation.
The arrival of fresh candidates who brings in
new and innovative ideas is ignored.
This is a quick process to hire employees on a
vacant post as the abilities and skills of the
employees are already known.
Internal hiring may lead to favouritism as the
managers maybe bias towards some
employees.
It is cost effective method as it saves money of
hiring external candidates through recruitment.
Limits the pool of talent in the organisation.
For advertising through noticeboard-
Advantages Disadvantages
Candidates outside the organisation are given
an opportunity to work in the organisation.
Not many candidates can be approached
through this method.
Fresh talents who have new and innovative
ideas can become a part of the organisation.
Many eligible candidates who do not not come
across the notice looses the opportunity to
work in the organisation.
It is a cheap advertising method as only a
notice is formatted to announce any vacancy in
the organisation.
Labour class employs can be recruited by this
method but not the technical background
employees.
C) Recommendation to Chocolate Presence for advertising for receptionist vacancy
The vacancy for post of a receptionist at Chocolate Presence can be advertised using
social media advertising or through print media where a detailed description about the job
vacancy can be given a large audience interested in this job can be targeted. LinkedIn, Twitter,

Facebook and other online portals who specifically deals in providing jobs to the candidates can
be used for this purpose. Uploading about a specific job vacancy only targets the interested
candidates hence screening them at primary level. Chocolate Presence is located in an area with
high unemployment, it can do further screening of candidates by providing online assessment
tests so that only the candidates who clear it can be called for interview making the process of
recruitment less complicated.
TASK 3
A) The benefits of different HRM practices for employee and employer.
HRM practices are important in an organisation to manage and the human resources
efficiently and effectively in order to achieve organisational goals. As Microsoft works in an
international market, it crucial to prepare some policies through which peaceful environment can
be developed and tough situation can be resolved easily (Stone and et. al., 2015). Some of the
HRM practises at Microsoft are discussed below:
Graduate training schemes and internships : Microsoft aims at providing most advanced
technology that has a groundbreaking impact in the sector of technologies and advancements and
so it offers a variety of scholarship programmes, internships and full-time opportunities to
empower the interns. These trainings are given to upgrade the employees of Microsoft on any
technological advancements. Following are the benefits to both employer and employee of such
programs :
Benefit to employees Benefit to employers
The employees become upgraded on new
technological advancements that are
continuously taking place at Microsoft. They
also get validated and certified on using
software which gives them technical and
competitive advantage.
Employees become more confident and
productive which helps in achieving goals and
objectives of the organisation.
Employees become more efficient which leads
to better customer satisfaction.
Productivity of employees increase which
reduces the time and cost of supervision.

B) Flexible working arrangements for staff at Microsoft with their benefits to employees and
employers
Microsoft offers its employees a flexible working pattern which allows them to work
from home, work remotely from any location, have a more flexible working hours schedule or
work according to their suitability. The main focus of Microsoft is getting a work done within
deadline irrespective of the place or time on which the employees do their jobs. This buils an
environment of trust and more commitment can be seen in the employees.
Benefits to Employees Benefits to Employers
Work-life balance can be maintained which
builds a healthy environment at workplace.
The productivity of the staff increases as they
are more satisfied with their jobs due to
flexible working arrangements.
Employees become more enthusiastic towards
working and achieving organisational goals.
More employees can be accommodated in the
company without increasing the size of office
by giving them flexible working arrangement.
C) How Microsoft encourages its workers through the way it designs its job roles
Microsoft is a well known organisation for its innovation in software and technology.
Microsoft uses employee empowerment and create incentives and rewards which motivate it's
employees to be highly productive. Frequent promotions, on-the-job stretch trainings and an
autonomous environment where employees are allowed to work in their desired fields
encourages the employees at Microsoft to be more productive. Innovative ideas are given
importance which encourages the employees to brainstorm for new solutions related to any
issues faced in a company. Effective job designs thus helps in assessing their span of control,
accountability, responsibility, autonomy and influence on a job assigned to them thus enhancing
their decision-making skills and they become more responsible towards their job.

TASK 4
A) Employee engagement and it's importance in effective employee relations in Microsoft :
According to Business Dictionary employee engagement can be defined as “Emotional
connection an employee feels toward his or her employment organization, which tends to
influence his or her behaviours and level of effort in work related activities.”
Employee engagement describes quantitatively and qualitatively the nature of relation
between an organisation and it's employees (Stone and Deadrick, 2015). If worker are satisfied
then it automatically becomes easy for them to fulfil all of their basic needs. Below, number of
points has been mentioned which have importance in the decision-making process.
 If Microsoft want to increase the morale of every employee's then they are required to
give appraisal as per the working capacity of worker. It will directly increase the
productivity of a company.
 Organisational policies they should introduce so no one will be discriminated within the
company, creating better working environment (Abdullah and Zulkifli, 2015).
 Different types of training to all of the employee's so that they can improve their
performance in future to achieve the goals and target in short period of time.
 Delegation of roles and responsibilities among the worker so they work in effective
manner and utilise their skills and knowledge so that Microsoft can be accomplish it's
targets easily.
B) Key approaches to engaging workers as discussed in Summit and how to improve
communication in Microsoft Yammer : This means communicating openly to build transparency, create stronger
communities by sharing best practices and crowdsource ideas to drive initiatives forward.
This approach helps in engaging everyone at Microsoft from leadership to first line
workers. This helps in bringing together people who have shared interests and areas of
practice.
 SharePoint : This helps in connecting workplace with modern, natively mobile intranet.
This approach helps Microsoft in streamlining business processes and helps upgrade the
employees with updates made in organisation for efficient decision-making.

C) Key elements of employment legislation and its impact on HRM decision-making.
The employment legislation defines outlines for connection between employer and
employee, it protects both. Laws provide guidelines on how to treat employees in addition
providing data which will inform laws and its usage (Wehrmeyer, 2017). Microsoft globally
dominant company in computer technology stream, is huge organisation which provides several
employment opportunities every year. Like, every organisation Microsoft also has to go through
legal protocols and procedures to en-roll people in their company. The following laws provide
remedies and evaluate proper selection by legislation procedure:
Employment law: It defines relationship between employee & employer also rights or
duties of both sides. The main purpose of creating such law was to avail perfect employee for
jobs and to look over any unfair treatment in process. Human resource managers at Microsoft
keenly introspect these laws in recruitment as well as at workplace so that no issues are
generated, if any does arise it shall go by the procedural guidelines.
Labour law: It provides guidelines of laws that protect labours of company or
organisation. These are government created perspectives to provide proper rules and regulations
so that all labour's shall be treated equally. If in circumstance any such incident appears labours
can claim their loss or damages through act (Harrington, Warren and Rayner, 2015). At
Microsoft the team of human resource, are very strict about policies which are norms of labour
act. In addition it lay down guidelines to treat every employee equally and ensures any unfair
practices on basis of religion, caste, gender and colour.
Health and safety at workplace, 1974: It defines the norms which all employers are
obligated to follow. Rules like providing safe and clean environment with clean water,
refreshments, proper lights, safe passageways etc. These imply on all organisations and
companies and if not followed ,a lawsuit will be filled against them (Pindek, Kessler and
Spector, 2017). At Microsoft these rules are obligated properly by HR department and any case
of insufficient requirements to any member is avoided. Proper discipline is ensure at workplace
to avoid any accidents, miss-happening and provides safe-sound working environment keeping
their safety in mind.
Redundancy and Dismissal act: It contains act or norms which provide solution in
measures of removing employee at peek of crisis period of company. Certain rights are provided
to employees including redundancy payment, prior notice period and offer for less pay. In case