Human Resource Management Report for DIAGEO - Unit 3

This report provides a detailed analysis of Human Resource Management (HRM) practices within the context of DIAGEO, a multinational alcohol beverage company. The report begins by outlining the purpose and functions of HRM in workforce planning and resourcing, including the significance of HRM and different approaches like the 'Best Fit' and 'Best Practice' models. It then evaluates the strengths and weaknesses of various recruitment and selection approaches, such as external agencies, promotions, interviews, and online screening. The report further explores the benefits of different HRM practices, including training and development and rewards management, for both employers and employees. It also examines the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation and their impact on HRM. Finally, the report illustrates the application of HRM practices in a work-related context, providing a rationale for the specific practices used.

Unit 3: Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Purpose and functions of HRM in planning and resourcing 300..........................................3
P2 Strengths and weaknesses of approaches of recruitment and selection ................................6
LO 2.................................................................................................................................................8
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................8
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity................................................................................................................9
LO 3...............................................................................................................................................10
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making......................................................................................................................................10
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making........................................................................................................................11
LO 4...............................................................................................................................................12
P7 Illustrational of the application of HRM practices in a work-related context, using specific
examples...................................................................................................................................12
Provide a rationale for the application of specific HRM practices in a work-related context.
..................................................................................................................................................14
CONCLUSION.............................................................................................................................15
REFERENCES .............................................................................................................................16

INTRODUCTION
Human resources management is an important business function which involve multiple
activities and duties of the HR manager in context to the effective management of human
resources with in the organisation through which organisation can meet their success and goal
achievement objectives (Shen, Dumont, and Deng, 2018). Workforce such as the employees
and task management staff are the key factors of organisation and recruitment, selection, training
and performance management is accomplish by the effective HRM functions. DIAGEO is
British multinational alcohol beverage company, it 9is operating in more then 180 countries,
headquarters in London, England. In this report different aspects of HRM functions is going to
be evaluate in context to the selected organisation. Such as the purpose and main functions of the
HRM is going to be evaluate in prospect to the workforce planing and resourcing. Then different
strength and weakness of the HRM approaches is going to be asses. Benefits of HRM practices
are going to be evaluate related to the employers and employees. Effectiveness and importance
of HRM functions in context to raising organisation profit is going to be asses. Key elements of
employment legislation and importance of employees in context to HRM decision-making.
Implementation of HRM practices in work related context.
LO 1
P1 Purpose and functions of HRM in planning and resourcing 300
Meaning of HRM
HRM (human resources management ) is the essential human resources management
system of the business organisation, which pay important role in the workforce planning and
resourcing of the workers in context to the specific work role needs of the business activities. HR
manager have to accomplish various practices in order to build best and productive for force for
organisation. Such as they have to plan for the workforce by analysis the business requirement,
they have to make job role vacancy related the organisation requirement then they have to
conduct recruitment and section. After selection proper training and performance management
have to be done by HR manager (Hameed, and et. al., 2020).
Significance and Purposes of HRM

Purpose of the HRM practises in planing and resourcing is to meet the organisation
requirement related to the workforce of productive employees on the basis of particular skills
requirements and to manage the high performance level by the aid of appropriate training and
motivation activities.
Best Fit’ approach Best Practice
According to this approach
organisation rewards and
employees management
activities should be aliened in
context to business strategies
(Lei, Khamkhoutlavong, and
Le,2021).
Under this HRM approach there should be separate HR polices
which involve the bundle of rearward system. Which focus on
highly motivated employees. DIAGEO HR manager is
following this approach in context to meet competitive edges.
Hard models of HRM Soft model of HRM
HRM practices are divided in
to two models first one is hard
model approach which
involves the management of
employees performance by
strict actions such as the
stresses and fear of job loss.
This involves the management of employees performance with
in the aid of motivation, reward's and encouragement which is
known as the soft or positive way of performance
improvement. Both of these models are important which has to
be implement according to the situation.
Functions of HRM
Within the DIAGEO organisation HR manager functions in context to planing and
resourcing is that, they have to accomplish their responsibilities of employees job role analysis,
workforce recruitment planing according to that then resourcing of skills candidates for selective
job role by effective method's of recruitment, selection. Another objective of workforce planing
is training and encouragement of employees for productive performance which has to be done by
the HR manager as their essential function (Taamneh, Alsaad, and Elrehail, 2018).

Workforce Planning
This is the important process or function of HRM system which involve different roles of
HR manager in context assure the presence of right employees at right place in the right time.
Activities of this function is analysis of employees skills and gap, determining target skills plan
for employees supply and demand and implementation of the intervention in context to retain
productive staff.
Impact of technology in HRM practises
Current technology is very supportive and effective for workforce planing HRM
practices, as it provide best HRM management tools and techniques like HRM software and
performance evaluation technology in form of software or online method. This helps to manage
different activities of analysis and evaluation and information through which employees is can
be effectively manage (Amrutha, and Geetha, 2020).
Sustainability and retention
In context to the workforce planing for organisation the most essential activity is
management of the employees sustainability and retention by the application of different
motivation and encouragement strategies such as reward's, bonus and so on.
Recruitment
This is the most important function of the HR manager which involves the action of ,
advertisement, informing, analysing, appointing of the candidates for specific job role
requirement of organisation. DIAGEO HR manager is has to effectively accomplish these
function by proper job role analysis of operation and management activities.
Job analysis
DIAGEO is alcohol beverage company in context to which they have various staff
requirements for specific job role. So in context to that responsibility of HR manager is to use
their analytical skills and analyse the specific job role requirement of organisation.
Job description
Once the needs of the company for employees get analysed then next step or activity of
recruitment is preparation of job description for job advertisement through which relevant
candidates can apply.
Internal recruitment External recruitment

This is most easy and effective method of
feeling the job role and requirement of
organisation. This is for fulfilment of higher
job profile of organisation which can be done
by promoting the existing employees or by the
transfer, re-employment. This is beneficial
because employees already aware about
organisation environment. DIAGEO HR
manager can use this methods to fill their job
role requirements.
This is the most common method of the
recruitment is by the every type of business
organisation along with the select organisation
to fulfil the extra job role. This method involve
different activities to source the workers from
external environment. Such as the job portal,
recruitment agencies, networking, employee
referral (Van Waeyenberg, and Decramer, 2018).
Selections
Once the recruitment functions of HRM get done then next function is selection of
application by the application of different selection approaches. There are basically 6 steps of the
selection which is followed by selected organisation. That is reviewing applications, screening
candidates, interview, final selection and offer for job (Fenech, Baguant, and Ivanov, 2019).
P2 Strengths and weaknesses of approaches of recruitment and selection
External agencies
This is the method of recruitment mostly use by the organisation when they need huge
numbers of the employees for different job profile. This helps to recruitment numbers of the skill
candidates related to the job role specification and save the time of organisation. DIAGEO use
different recruitment agencies to recruit and file different business management and production
activities. Such as the job role of quality control, stoke manager and so on (Chakraborty, and
Biswas, 2019).
Strengths
 Organisation can heir appropriate numbers of the employees with in required skills and
job specification with in the selected period of time.
 This helps to reduce stress of the recruitment by facilitating smooth function and support
for recruitment and short-listing.

Weaknesses
 Disadvantages of this method is that it requires huge investment for external recruitment.
 There is the risk of inappropriate recruitment and information or data loss.
Promotion
This is another recruitment method through which existing employees get recruited for
higher job role or profile. This is the type of internal recruitment. DIAGEO can use this method
file their higher job role requirement.
Strengths
 This is the best process of recruitments as it helps to select relevant employees for higher
and important job role from their own existing employees, whose skills and behaviour is
already known and best for company.
 It save external recruitment charges and helps to get best employees at right time.
Weaknesses
 This can create conflict and problems within the employees due to the ego and feeling of
jalycy.
 This can negatively impact the performance of other team members and employees.
Interviews
This is one of the important selection function of the HRM which conduct by the HR
manager to analyse and relate candidates skills with organisation requirements. In this process
some interview question ask to the applicant and select them according their answers and skills
analysed from that.
Strengths
 This helps to recruit best employees with good nature and skills.
 This can aid to select appropriate candidate for selective job role with lass time.
 This helps to reduce extra charges of the external agencies.
Weaknesses
 This process can not be good for analysis of every time of skills and specification like
manager can not analyse technical and operational skills of candidates auratly.
Online screening and shortlist

This process of selection is done before the interview, which involves telephonic
interviews to shortlist the appropriate candidates for face to face interview round. DIAGEO
should implement this method with all other HRM practise to improve the efficiency of
recruitment and selection.
Strengths
 This can be beneficial for recruitment of the selective candidates for final round of
interview with relevant skills.
Weaknesses
 This can be time taking and incorrect information due to the chases of cheating in call
(Blackmore, and Rahimi, 2019).
LO 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee
Employees and employers are highly influencing by HRM practices, these practices are
beneficial for both in context to relationship building, opportunities, performance improvement
and goal achievements. Some of the benefits of HRM practices in context to employers and
employees is illustrated below.
Training and development
Benefits of this HRM practice for employers
Human resources management practice such as the training and development is
beneficial for employers because it helps to effectively accomplish their job role responsibility
related to the management of high performance team. It helps the employers to effectively
develop professional skills of the employees. HR manager of DIAGEO can meet their target of
managing productive team for organisation.
Benefits of this HRM practice for employees
Employees can achieve huge benefits from training and development HRM practices,
such as they can develop their personal and professional skills through which they can get
success in their profession and attain their professional and personal life goals by giving
effective performance. Employees get benefit like growth in company and promotion.

Rewards management
Benefits of this HRM practice for employers
Employer role is to manage productive team for the success of their business objectives
and in context to achieve that they can use HRM practices like Rewards management. This
practice is very important and beneficial for employers as it give opportunities to interact with
employees and build strong relationship along with the encouragement of employees for
productive and result oriented performance. DIAGEO employer is getting benefit from this
HRM practice in the form of strong employer, employees relationship, helps to influence
workers for effective performance and helps to motivate employees for hard for and best efforts
for their job role with huge interest.
Benefits of this HRM practice for employees
This HRM practise is most important and beneficial practice for employees as it help
them to get specific reward's according to their performance and in indirect way this is the type
of employees professional and personal goal accomplishment. These activities help them to
fulfil their needs and grow more with positive force of motivation (Anbu, 2019).
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
There are the different types of HRM practices and activities which can be use for
increasing and managing productivity and profitable performance of the employees in context to
success of selected organisation.
Training and development
For and higher profit by productive performance of employees organisation should focus
on their training and development process, because that is the most important HRM practice
which is highly effective for increasing performance and productivity of employees by helping
them to develop some important skills and knowledges of their job role. Through which they can
increase their job role performance efficiency and helps the organisation to attain their higher
profit objectives. So in context to DIAGEO they have to provide storage, quality assurance
training through which employees can work properly and help to achieve higher profit by saving
the resources and time.
Flexible organisation

This is another important performance and profit increasing practices of HRM. Under
which HR manager have to be flexible and use different management strategies on the basis of
different situation and sites or unite of the company. Flexible business and HRM practices helps
to sustain employees and improve their performance by the support of specific HRM support
related to particular job role and department. Through which organisation can increase
productivity and profit (Hennekam, and et. al., 2019).
Performance and rewards
This is the most essential function or practice of HR manager which play major role in
management of employees productivity for higher profit of organisation. That involves the
different type of reward's activities such as the promotion, bonus, appreciation, gift's and growth
offers. Rewords are directly related to the performance of employees because that is the factor
which influence and motivate employees to work hard and productive for satisfaction of more
goals and objectives of reward's and achievement. Appropriate reward's helps to increase
productivity and achieve higher profit.
LO 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Employees relationship is the way of organisation and manger interact with their
employees and staff. This employees and organisation relation influence the HRM decision-
making process. Some importance of the employees relationship in respect to HRM decision
making and in context to DIAGEO is given below.
Collective agreement:
This is the type of contracts which present within the organisation with involves the
management rules and regulations in context to employers and employees (Squires, and et. al.,
2017). This involves different norms for both employees and employers. DIAGEO HR
department have to follow and implement this agreements in context to the management of
positive and professional employees, employers relationship. Management of the employees
relationship between their group and with organisation is important to manage as it can effect the
organisation functioning. This employees organisation relationship influence the HRM decision
making in context to improvement of management system and to take action for improvement.

Grievance:
This is the important method which has to be implemented by the organisation and HR
manager due to the influence of employees relationship. Such as the employees problems and
conflict influence the HR manager to take action and use this method for management of their
conflicts and issues. Grievance is the process which involves the strategies of managing different
problems. DIAGEO HR manager can use this approach in context to management of their
employees relationship by following the strategies like opportunity for employees to share their
point of view with manager.
Role of trade unions
Employees relationship develop different situations and environment within the
organisation. Which influence the decision-making of HR manger and force them to use trade
unions for the management of employees conflicts and behaviour. This is the type of employees
and workers group association of the company which involves the rights of employees and
managers to manage organisation issues (Wu, and Chen, 2021).
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Business organisation is comprises of the huge group of activities and function, for which
different law and legislation is develop by the government, which has to be followed by the
organisation, so in this way legislation impact the HRM decision-making according to which HR
manager have to consider key elements of employment legislation before making and decision.
Sex Discrimination act 1975: This is one of the most important element of employment
legislation, according to which organisation have to manage equality in their environment
without any discrimination. So this element of the employment legislation influences HR
manager to follow equity and non-discrimination in every HRM practices.
Health & Safety act 1974: This is another employment legislation develop by the
parliament of the UK in context to the protection of workers health and safety within their work
organisation. DIAGEO is dealing with the whole selling and retailing of the alcoholic beverages
for management and operation of which they have higher number of the employees . HR
manager of company have to follow rules and regulations of this act in their decision making
process. In which they have to implement risk assessment and health management activities and
strategies.

Equality Act 2010: This is the type of employment legislation, which illustrate different
rules and regulations in context to manage equality and positive culture in organisation. Such as
the DIAGEO HR manager always take care of employees rights equality in every type of
training, reward's and development programmes. HR manager offers the equal opportunities of
growth and development. This helps the employer and employees both to sustain in the business
organisation (Dubey, and Gupta, 2018).
LO 4
P7 Illustrational of the application of HRM practices in a work-related context, using specific
examples.
Title of the Job: Stoke manager
Address of the place: DIAGEO, (UK) United Kingdom
Overview of the Job: The given job role of Stoke manager who will be responsible for the
management of business assets like products stoke. That person has to do various activities and
task such as numbering of the specific stoke with in the specific section, manager has take care
of the storage method's in order to prevent any damage and loss. Manager have to take care of
the calculation related to the stoke should and remain.
Qualification Required:
 Graduation in the field of food tech or in business management.
 PG degree in business management.
Experiences & required Knowledge:
 Proper knowledge about the stoke management.
 Should know about stoke storage and management techniques
 Sufficient knowledge about different types of calculation and safety measures
techniques.
Skills needed:
 Calculation skill
 Team coordination skills
 Communication skills.
 Problem-solving skills.