Effective HRM in Practice: A Case Study of Chocolate Presence

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at 'Chocolate Presence,' addressing its current problems and future growth plans. It evaluates the purpose and importance of the HR function, focusing on recruitment, employee relations, and training. The report examines the strengths and weaknesses of current selection methods, suggesting improvements to enhance the selection process. It includes a person specification for a receptionist role and discusses advertising methods, recommending optimal placement strategies. Furthermore, it evaluates the benefits of graduate training schemes and internships for both the organization and employees, using Microsoft as an example, and emphasizes the importance of continuous professional development and succession planning.

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Table of Contents
Part 1..........................................................................................................................................2
Task 2:........................................................................................................................................6
Part 2..........................................................................................................................................9
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Part 1
a) Explains the purpose of the HR function and its importance to the organization,
given its current problems and future plans for further growth.
Purpose OF HR Function
The main purpose of human responses functions is to make the structure of the firm and
create the capability to meet the business requirements by controlling valuable resources of
human. An effective operation structure of human resources section could be imperative for
the attainment of business needs. It could facilitate to meet the needs of the business. Human
resources management could perform many activities in the working place. The activities of
human resources could directly be affected by the overall productivity of the firm
(Ramaprasad, et al., 2017).
Importance of HR Function in the organization
In the current business period, it is imperative for the firm to meet the organizational task.
There are many functions that could be performed by the human resources of chocolate
presence named as recruitment, establishing a relationship with workforces, and training and
development. These are discussed below:
Recruitment
The recruitment if workforces could best contribute to business longevity. The human
resource department could facilitate to make clear knowledge towards existing vacancies in
the firm and take necessary events with respect to fill up the particular vacancies. It is
illustrated that recruiting new workforces could be the lengthy procedure of recruitment. The
acts of human resources are related to sourcing potential research participants, applicant
screening, ads of new postings, and conducting suitable preliminary phase with executives
who are accountable in making the last decision. It could be effective in the attainment of the
organizational task (Jung and Takeuchi, 2018).
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Establishing relationships with employees
The human resources of the firm could also make an effective relationship with workforces
that could be imperative for the attainment of the organizational task. It could also boost the
efficiency of workforces. Consequently, the human resources section is a position to resolve
all conflicts which arise within the firm.
Training and development
Training and development is another act that is conducted by a human resources manager due
to improve the efficiency of employees and make an effective decision towards the research
issue. All the workforces in the firm should be offered with the proper training. This is the
human resources department which is accountable in offering proper training to all
workforces. Most human resources manager has developed their proficiency as well as
leadership training. It will be imperative for adopting the organizational culture as well as
performing maximum potential about their development (Jung and Takeuchi, 2018).
b) Explains the strengths and weaknesses of the current selection methods used by the
organization.
This method could have positive as well as negative points. Test method could be effective
for evaluating the efficiency of candidates towards any job. The main positive aspect of this
method is to evaluate verbal and presentation skills of workforces. This method will also
support to select those candidates who deserve this position. It could also be imperative for
increasing the productivity of the firm due to selecting suitable candidates in the vacant place
(Ramaprasad, et al. 2017). It is quite complicated for the organization to select suitable
candidates in less time and cost then test method is best in completing the same. The test
method will lead to employees in retaining them for the long-term. Because this method
could select people who are interested in the job, hence they might be performed better in the
working place.
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Disadvantages of the test method
Apart from this, it is founded that an individual could manipulate the information by giving
the answer in favour of the organization. It offers minimal information in developing as well
as training (Jung and Takeuchi, 2018). It might be time-consuming as well as expensive to
create internally as compared to use shelf version. It is also founded that sometimes
organization could require to select suitable people in less time and cost. Further, it is
founded that time constraint is one of the imperative limitations of the procedure of the
interview procedure. It is examined that the preparation for interview as well as interpretation
of reactions required higher time that makes the interview tool time consuming (Horak,
2017).
c) Evaluates at least 2 two potential improvements that could be made by Chocolate
Presence to enhance its selection process.
Chocolate presence should consider the interview process and be willing for inviting several
applicants in the context of a second or third interview. It should also figure out that when the
applicant would be qualified to successfully perform the job then they would be fit into the
culture of the company (Jung and Takeuchi, 2018). It should also ask questions that elicit
personality can reveal the answer and questions that require candidates to talk regarding the
previous successes. It should also consider the answers as an opportunity to select candidates
who are genuine, honest, arrogant, well-balanced, and self-centered. A selection procedure
can be evaluated to demonstrate when feasible workforces are being selected. Chocolate
presence has significant turnover in some position because the company is not using a
feasible selection process (Ramaprasad, et al., 2017).
Different evaluation kinds have proven to demonstrate the validity of selection approach. A
content-oriented evaluation is intended to demonstrate that the proper phases were considered
in the development of the selection process of the company. The criterion-related evaluation
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provides statistical data correlating with the experience of applicants and on the job
assessment scores. The final evaluation as well as, validity generalization evaluation
facilitates the evidence that a company method has earlier been tested as well as, proven by
other corporations. Chocolate presence should write the job overview that involves the
position title and description of every aspect of the position, education, technology, and
experience needs, daily activities and expectation of the job. In the selection process,
Chocolate presence can perform better with the description of jobs for newspaper and online
classified advertisement. The company can extract the people who do not meet the criteria as
it would lead to saving time and money. It can set the preliminary interview as it would lead
to extract the applicants who do not meet enough basic criteria (Nankervis, Baird, Coffey,
and Shields, 2016).
Those employees who get a pass in filling the application, disclosing the further data
regarding themselves to an organization. Moreover, the company can conduct the applicable
aptitude test as per their requirements. Final candidates are called back in a selection of
interview. Along with this, any unanswered questions can be settled here. In addition, after
concluding the final process of the interview, the company should assess and compare the
resume of applicants with test results. After making the decision, Chocolate presence can
notify the applicant and provides the offer.
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Task 2:
a) Create a person specification for the role
Person specification: Receptionist
Department/Section: Administration
Reporting to: Administration Manager
Main purposes of job
 To offer a professional and welcome experience for the visitors and clients to the
organization.
 To respond to the incoming telephonic issues effectively.
Core competencies
 Friendly persona
 Self-motivated person
 Effective communication
 Excellent time management
 Capability to operate their working act without
 Organizational structure as well as procedure
Experience
 An effective personal presentation of standard
 The positive experience of greeting visitors as well as guests to make them feel
welcome in the friendly and positive manner
 The positive experience of basic office process
 Strategies with effective interpersonal skills
 Capability to promote the favorable image of the organization among consumers
Special knowledge and role requirements
 Effective time-maintaining skills
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 Favorable as well as a friendly individual
 Capability to work on own initiatives
 Good working knowledge about the MS Office
 Excellent communication skills with a peer of senior management
b) Discuss the advantages and disadvantages of the current methods of advertising jobs
in the organization (internally within the organization and on the noticeboard outside
the main entrance).
Internal advertising
The internal advertising of job vacancy could be imperative in meeting the requirement. The
organization has shared the job vacancy of people to existing staff and their friends/family
that could be imperative in meeting the organizational task. These sources could be effective
in saving the cost of the firm. It is illustrated due to an internal source, the company has
selected the incapable person that could be disadvantages for the organization. It is also
examined that the selection of internal source could make linnet to the top management to
take the stick action in oppose to the activities of selected participants that could be affected
to the productivity of the organization. It would decline the productivity of the firm
(Debroux, 2017).
External advertising
The external sources could facilitate to the company for presenting their job requirement on
noticeboard outside. It could lead to cover many people in less time and cost. But, it is
founded that sometimes an organization is failed to contact suitable candidates. This method
could decline the quality of candidates to appear in the job. It could also wastSe the higher
cost and time due to conducting the gain and gain an interview for the job (Bailey, et al.,
2018).
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c) Explain where you would recommend the job advert for the Receptionist vacancy to
be placed and why
The organization could consider different kinds of method for the advertisement of
receptionist vacancy named as social media, employee preferred job portal, and include the
visual content for the job advertising. These are discussed below:
Social media
Social media is a vital source of conversing with candidates for filling the job. This tool
facilitates the organization to simply advertise about the vacancy and get a positive result. It
could provide a way to make a link between the organization and candidates who will be part
of the organization. It is also imperative for the attainment of the organizational task.
Through this, the organization could talk with people and know their requirements simply
(Berman, et al., 2019).
Employee preferred Job portal
It is examined that workforce preferred job portal is determined by the organization for
collecting the people at one place and meet the organizational task. The portal system could
also allow comprehending the people who are interested in the same job. It could be
imperative for filling the job vacancy. It is examined that the company could be imperative in
getting a reliable result. Job portal is also effective for the employee because by considering
this method an employee would be capable to address the job (Taylor, et al., 2015).
Add a visual element to your job ad
An organization could use the visual ad of your job as it could support to meet the task of the
organization. This tool could enable to the firm for presenting the requirement of the job by
visual as it could support to get a reliable result. The structure of this ad is more suitable
caused of their mandate to meet the purpose in the least time and cost (Akyüz, et al., 2015).
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Part 2
Task 3
a) Microsoft offer graduate training schemes and internships. Evaluate the benefits to
both the organization and employees of such schemes.
Benefits for employees
Microsoft offer graduate training schemes and internships that are beneficial for employees.
It is discussed as given below:
Improves morale and quality
Graduate training schemes and internships are supportive of increasing employee morale in
the workplace. Since, Microsoft believes in the competencies of their workforces as well as,
has confidence that learning would be supportive for improving the organizational
performance (Kakar, et al., 2017). It is beneficial to demonstrate the management
commitment with respect to employee and supports in encouraging the workforces and thus
consequences in better work quality. Graduate training schemes and internships are effective
in terms of intrinsic motivation to employees because it provides the opportunity for career
progression to the individual (Jamali, et al., 2015).
Updated with the latest technology:
There is a static transformation in the industry and hence it is significant for workforces to be
updated with the recent trends. It is quite often that new technology pops up and hence one-
off training session would not be attained. For making sure that Microsoft is making use of
modern technology graduate training schemes and internships are provided at the workplace
(Brewster, et al., 2016).
Benefits to organization
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The given below are the benefits of graduate training schemes and internships for the
organisation. It is discussed as given below:
Leads to improved customer satisfaction
Graduate training schemes and internships are beneficial for enhancing the employee
potential, the better quality of goods and services, and developing high morale. It is also
contributed to an enhanced level of customer satisfaction.
Reduces need for supervision
Graduate training schemes and internships would be supported in making the employees
better equipped with the competencies and it is supportive for them in performing the task in
Microsoft. In addition, it helps in creating the motivation that is a key source for performing
without the requirement of supervision, and work would come naturally for them (Wilton,
2016).
Enhanced productivity:
Due to the state of art situation, productivity is mainly relied on technology as compared to
employees. Graduate training schemes and internships focus on how well the workforces are
making practices of technologies. The workforces would be proficient about current
technologies in which they abandon out of date ones. By this way of graduate training
schemes and internships, works run in an effective manner and hence productivity will
increase (Sparrow, et al., 2016).
b) Microsoft offers a range of flexible working arrangements for staff. Firstly, identify
some of these arrangements and then evaluate the benefits of offering these to both
Microsoft and its employees.
Microsoft provides the range of flexible working arrangement for employees. It is discussed
as given below:
Customized Working Hours
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Microsoft permitting the employees for selecting their own work hours within reason is a
great perk as well as, free for a company to offer. There are some employees who are
morning people as well as, others have more energy within the evening and some of the
people simply want for eliminating the rush hour or pick up their children at a specific time.
Offering employees for selecting their hours in a window like starting anywhere from 6 am to
9 am is a popular as well as, moderately simple system in Microsoft (Pham, Tučková, and
Jabbour, 2019).
Job Sharing
Job sharing is related to part-time work in an organization. The system contains two or more
part-time employees sharing a full-time job. It is not between the common flexible work
arrangements however, it could be sound for some positions and businesses.
For the workforces, it is a part-time job that may be all they desire or have the bandwidth for.
For the employer, it could be equivalent for full-time work without providing benefits. But,
managers have a requirement for supervising more than one individual for a single task.
Execution requires the negotiation with each employee in Microsoft (Shields, et al., 2015).
Flexible Vacation Time
There have been gaining headline regarding a business offering unrestricted to paid time off.
This comes through plenty of needs in Microsoft. Along with this, being more generous with
the vacation time has required a culture that rewards the performance quality as compared to
hours performed. In spite of what kinds of arrangement provides, there need to be existing
flexible work arrangements in place. Along with this, flexibility requires the patience,
practices and little trial and error in Microsoft (Saeed, et al., 2019).
Telecommuting
Telecommuting permits the workforces to perform from anywhere. Through the application
of telecommunication and computer technology like video conferencing techniques,
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workforces can easily connect with the company as well as their co-employees. Workforces
can perform from their home or while traveling (Delery and Roumpi, 2017).
c) Evaluate how Microsoft motivates its workers through the way it designs its job roles.
Job Enlargement:
Jon enlargement could be used by Microsoft to make a larger job in scope by integrating the
additional task practices into each task via expansion (Stone and Deadrick, 2015). It
emphasizes on enlarging jobs by increasing the tasks as well as, responsibilities for workers.
Job enlargements are used for eliminating the monotony that is a consequence of the high
extent of specialization as well as, division of staffs in Microsoft. Furthermore, it is used for
enhancing the employees, declined production expenses, satisfaction, as well as, increase
quality. It also enhances the efficiency of employees at the workplace (Brewster, 2017).
Job Enrichment:
Job enrichment is related with the job designing, which demonstrates the greater variety of
work content, provides more responsibility and autonomy to employees, and requires the
higher extent of skills and knowledge, offering the chances for personal growth (Chelladurai
and Kerwin, 2018). It also increases the job content vertically as well as, leads for variety
and creating repetitive tasks that could be less boring. However, it would be more satisfying
for workforces act in Microsoft. Job enrichment is beneficial for Microsoft in different
manners such as making the job more interesting, discourages the turnover and absenteeism
of employees, and encourages workforces through opportunities for growth as well as
advancement (Gorman, et al., 2017). Through this strategy, employees can get higher job
satisfaction from performing work in Microsoft. The enterprise also increases via
enhancement of output both in quality and quantity. But, job enrichment is not an unmixed
approval.
Job Rotation:
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Under this strategy, Microsoft moves through one job to another at the same extent that has
similar competency requirement. Job rotation declines the monotony as well as boredom via
changing the activity of workforces. It creates a similar impact as the job enlargement within
Microsoft organization (Jabbour, and de Sousa Jabbour, 2016).
Task 4
a) What is meant by the term employee engagement and why is employee engagement
such an important part in effective employee relations in Microsoft?
Employee engagement is defined as the property of relationship among the organisation and
its workforces. Along with this, an engaged workforce is one who can be fully absorbed
through and enthusiastic regarding their work as well as take favorable action for improving
the reputation and interests of an organization. In addition, employee engagement is an
intrinsic attitude that demonstrates the enthusiasm of workforces for their job (Brewster,
2017).
Benefits of employee engagement
Increased Profitability
Due to effective employee engagement in Microsoft, workforces feel good at the workplace
and consequently, they work harder as well as, while they work harder then they produce
more quality act that may turn into customer satisfaction. Furthermore, satisfied customers
are keeping coming back together with, they refer another individual to the company (Guest,
2017).
It could be a simple manner for increasing the profitability of Microsoft. However, different
companies keep looking outward rather than turning inward. Along with this, without a solid
basis, no corporation can thrive as well as, the best way for making sure this sturdy base for
the engaging team.
Less Absenteeism
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Engaged workforces in Microsoft focuses on their work and completed more tasks in a
specified time period. Microsoft employees are highly engaged in the workplace hence their
absenteeism rates are declining at the workplace. Furthermore, concern with the disengaged
workforces is that they do not feel a sense of accountability towards Microsoft and hence
they do not show the problem that they have at the workplace. Engaged workforces feel that
they are part of a company and due to this, they do not want to let it down (Ahmad, 2015).
Employee Retention
Microsoft focuses on enhancing employee engagement at the workplace and retention is one
of the key reason for an organization. Companies with high engagement may reduce the
turnover as well as, reduces the hiring expenses. Engaging workforces are critical to retaining
valuable talent and is a significant element of employee satisfaction puzzle. The disengaged
workforces are more prospected to be encouraged and remain committed for their employer.
It leads to attaining the more business goals as well as, support for driving the organization
forward (Reiche, et al., 2016).
b) Critically evaluate the key approaches to engaging workers discussed in the Summit
and how these approaches improve communication in the workplace.
Encourage flexibility
The key approaches to engaging workers within an organization are to provide the flexibility
to workforces. It provides the freedom to workforces to adjust their work schedules or
location to better suit their requirements. Microsoft trusts their workforces that they can
perform well at the workplace without their managers and consequently, this trust leads the
employees to actually perform the work in an effective manner. Microsoft also provides the
flexible hours rather than the rigid 8 – 5 timings hence, it tends the workforces to be more
productive, happier as well as, more engaged within an organization (DeCenzo, Robbins, and
Verhulst, 2016).
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Asking for feedback
Employees could be engaged in the workplace by asking for feedback. Moreover, Microsoft
is the one that provides feedback to workforces regarding their working styles, workload,
office environment, and others. But, there is a need to ask for some of the employees about
the input of employees on a certain proposal and design the concept. By asking the
workforces about feedback, Microsoft makes them feel that their ideas are valuable and it is
significantly contributed to the decision making of the company (Stewart, and Brown, 2019).
Hold regular social gatherings
Weekly gathering with the colleagues as well as, peers is a great method to get to know each
other on an individual level. Moreover, having fun together is not only breaks up the routine
but also motivates the collaboration and creativity among employees in Microsoft. Company
does not need to make a plan about the extensive event in every week, but a weekly or end of
the week lunches of BYO at the local level is supportive for winding down from busy work
week with no trouble (Bratton and Gold, 2017).
Clarify goals
Every workforce has a set of accountabilities and goals they need to focus or perform within
Microsoft Company. There are times whether workforces get mixed up with what their
accountability is within an organization. Along with this, clarifying the responsibilities as
well as goals is significant in case of employee engagement within Microsoft organization
(Albrecht, et al., 2015).
c) Identify the key elements of UK employment legislation, explaining how they
influence HR decision making such as recruitment, training and development and
reward.
Key elements of employment legislation
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There are different key elements of UK employment legislation. These are Employment
Right Act of 1999 and 2003, The Sex Discrimination Act 1975, the Equal Relation Act 1976,
the Disability Discrimination Act 1995, the National Minimum Wage Act 1998, the Working
Time Directive 1999 and the Employment Relation Act 1999.
Impact of employment legislation on HRM decision making
UK employment law regulations are affecting HR decision making related to recruitment,
training and development and reward. For instance, assessment of employee criminal records,
labor relations, record retention, and mileage reimbursement needs for workforces (Cascio,
2015).
The following things should be considered by Microsoft in HRM decision making:
Leave Provision
Workforces focus on job protection at the time of absence and their health coverage continues
as to when they had remained within Microsoft organization.
Medical and Disability
Medical and disability act is used by Microsoft through which, it provides reasonable
accommodation to workforces to perform their job responsibilities and offer the
accommodations such as interpreters for enabling disabled customers to access the products
and services that the company offers (Noe, Hollenbeck, Gerhart, and Wright, 2017).
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