HRM Report: Analyzing HRM Functions and Practices at SKVP Restaurant

This report analyzes the Human Resource Management (HRM) practices of SKVP, an Indian restaurant with multiple branches. It begins by examining the purpose and functions of HRM, including workforce planning, recruitment, and performance management. The report explores various recruitment methods, evaluating their strengths and weaknesses. It then delves into the advantages of different HRM practices, such as reward management and training and development, for both employers and subordinates. The effectiveness of these practices in enhancing profit and productivity is also assessed. The report highlights the importance of employee relations in influencing HRM decision-making, including the impact of employment legislation. Finally, it examines the application of HRM practices in a work-related context, concluding with a rationale for their implementation within the entity. The report aims to provide a comprehensive overview of how effective HRM can contribute to the success and expansion of SKVP restaurant.

Unit 3

Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK 1 ................................................................................................................................................3
P1 Analyse the purpose and functions of HRM applicable to workforce planning and resourcing
an enterprise ....................................................................................................................................3
M1 Functions of HRM to fulfil business objectives........................................................................5
M2 The strength and weakness of the approaches .........................................................................5
TASK 2 ................................................................................................................................................5
P3 Analyse advantages of different HRM practices for both employer & subordinates.................5
P4: Briefly analyse effectiveness of HRM practices for creation of profit and enhancing
productivity......................................................................................................................................6
M3 Different methods of HRM practices .......................................................................................7
D2 Analyse practices of HRM within company view .................................................................8
TASK 3.................................................................................................................................................8
P5: Importance of employee relation in influencing HRM decision making..................................8
P6 Briefly states employment legislation & overll effect on decision making of HRM ................9
TASK 4...............................................................................................................................................10
P7: Application of Different HRM practices in work related context...........................................10
M5 Rationale application of HRM practices within entity............................................................14
CONCLUSION..................................................................................................................................15
REFERENCES...................................................................................................................................16
Books & Journal: ..........................................................................................................................16

INTRODUCTION
In business, HR play important role in development of organisational goals as well as
objectives. In this contemporary business environment, it is crucial to focus on increasing of
productivity and profitability of firm (Abidi, 2017). Main aim of this report is to understand the
importance of HRM in business perspectives. SKVP, an Indian restaurant located in the street of
London, United Kingdom. It has also its branches in Manchester, Birmingham. The owner of two
restaurant are aiming towards opening of six more branches.
TASK 1
P1 Analyse the purpose and functions of HRM applicable to workforce planning and resourcing an
enterprise
The concept of HRM is wider as well as broader and which require high level of knowledge
as well as expertise. It is critically important to focus on functions of HRM so that it is easy for
SKVP to access benefits and implement strategies within workplace. There are various types of
purposes and functions which are associated with HRM and are mentioned as follows-
Purpose
 Main purpose of HRM is to identify the deserving candidate for a vacant posts and fulfil the
needs and goals of organisation.
 Further objective is to achieve competitive benefits in order to increase survival period of
business for longer time interval (Akkerman, 2019).
Functions
Managerial function
It is an important function of HRM in which it focuses on performing of various activities
such as planning, organising, coordinating, cooperating, with others. With this function of HRM,
HR of SKVP is able to access and maintain every activities. It is essential for human resource of
restaurant to make assure that managerial function is being performed better way.
Performance management-
This is also crucial function of HRM in which it states that human resource of firm is
responsible for managing and improving the performance of employees. It is important to be well
aware about performance of employees so that it is easy to achieve proper decisions. Furthermore,
it is too analysed that tools as well as techniques are used to examine the level of performance.
Training and development
In this function of HRM, main work is to provide effective training as well as development
to employees so that it is easy to achieve efficient employees and their capability level. With help of

training and development it is easy to achieve skilled subordinates that can increase the productivity
of chosen restaurant.
P2 Examine strength and weakness of several methods in concern of recruitment and selection
In HRM, it is essential to be well aware of functions so that it is easy to achieve goals of
firm. Recruitment and selection are two be viewed as most important functions. Recruitment refers
to identifying or searching of a deserving candidates. Whereas selection refers to selecting of
shortlisted candidates after the recruitment process. It is also to be known as negative process.
There are various methods of both these and are mentioned as follows-
Recruitment methods
Employee referrals –
It is defined as both internal as well as external recruitment in which employee referral
program are being hosted by firms. The existing staff and employees are requested to refer people
they are aware about and who is fit for vacant posts (Aybas, 2017).
Strength
 Main strength of employee referral is that it is less cost expensive as compared to other
sources of recruitment.
Weakness
 Weakness of this approach is that biasness can be done at high level.
Recruitment agencies
This is another source of recruitment in which these refers to third parties that help in
finding of candidates from their own sources (Ayentimi,2018).
Strength
 Main strength of this method is that HR of company can invest their time into other
activities and it become easy to hire deserving candidates.
Weakness
 Drawback of this approach is that the costs and commission to these agencies is relatively
high that can impact on operations of SKVP restaurant.
Selection
It refers to choosing and selecting of deserving candidates on the basis of their
qualification, skills etc. The selection process is to be known as negative process in which
candidates are eliminated and motivation level gets down. There are various methods of selections
which are described below-
Preliminary screening
It refers to sorting process in which candidates are provided with information about nature
of job and also credentials are gained regarding education, experience skill, expected salary etc.

Strength
Strength of this method is that it assist SKVP HR to collect information about a candidate
inn effective manner.
Weakness
Drawback is that it is a time consuming process and proper checking is required by both
parties (Ceschi, 2017).
M1 Functions of HRM to fulfil business objectives
Functions of HRM are crucial to be analysed so that it is easy to achieve goals within
proper manner. It is responsibility of HR manager to make ensure that all functions of HRM such
as planing, organising, training and development are being fulfilled at appropriate aspect.
M2 The strength and weakness of the approaches
Strength- Recruitment
Main strength of recruitment is that it helps in searching and identifying of deserving of
candidates.
Selection- Strength
Strength of selection process is that it leads to identification of deserving candidates.
Thus, from above matter, it is has been seen that both the approaches are important which
are needed to be carried out with proper considerations (Chimote, 2021).
TASK 2
P3 Analyse advantages of different HRM practices for both employer & subordinates
In enterprise, practices are crucial to be focused and adopted as they help in execution of
roles and responsibilities in effective way. In relation of SKVP, human resource of restaurant need
to use different as well as effective practices that can leads to achieving of goals. The practices of
HRM benefits to both employee as well and employer an are further given as follows-
Reward management
This is an most effective practice of HRM which is needed to be used with proper
consideration as it help in increasing of motivation level. In context of SKVP, human resource of
restaurant can use practice within workplace.
Benefits to employee

This practice is beneficial for subordinate as because it enhances their level of motivation.
This leads to accessing to organisational goals easily (Karmoker, 2020).
Benefits to employer
Reward management is also beneficial for employer as because when rewards are provided
to employees it become easy to increase the productivity. As productivity increases, advantages are
achieved by organisation.
Training and development
In this practice, it aims at providing and increasing skills as well as capabilities of
employees to generate more positive output to business. So, in relation of SKVP restaurant, they
can use this practice which leads to increasing of survival period in this competitive market
(Lelebina, 2018).
Advantages to employees
Main benefit of this this practice is that it help subordinate to enhance and improve their
performance level at higher scale.
Advantages to employers
This practice too benefits to employers as because when training and development is
processed into SKVP restaurant, it is easy for them to allocate complex work and task to employees.
This directly results in positive benefits to business.
P4: Briefly analyse effectiveness of HRM practices for creation of profit and enhancing
productivity
In every firm there are different kinds of practices related to human resource administration
that help in accomplishing competitive edge over rivalries in the market. The HR manager focuses
on increasing profit by enhancing efficiency and various practices related to HRM that help in
increasing profit margin of organisation. In reference of chosen company, they focus on adopting
360 degree feedback which is determined as approach adopted by HR professional for aim of
assessing candidate that is depends upon various aspects. In addition to this, there are various
criteria that help in analysing candidate and viewpoint provided by superior that is useful in
understanding whole personality trait of subordinate. There different practices of HRM used by
organisation are given below:
Recruitment is a practice that help HR professional to recruit right person that is useful in
enhancing level of productivity in future period of time (Minhua, 2017)

Training and development in reference of chosen organisation, there is a analysis of skill of
employees and offer training to them to enhance knowledge of subordinate that help in organising
various task in proper way which is also helpful in accomplishing goal in pre-decided period of
time.
Organisation culture is established by use of different role that is necessary to execute work
in an appropriate manner. It helps in increasing productivity in upcoming time interval.
Resolution of internal conflict in reference of chosen organisation, the HR practices is
helpful in resolving problems in reference of working of organisation and it is helpful in bringing
favourable atmosphere within an organisation that help in increasing profit margin in future period
of time. In assistance of this, there are various method linked with its practices that is given
below-
The organisation follow different types of practices related to HRM as per purpose of
company. There are various kinds of practices of HRM like feedback method, leadership system
and different initiative taken in order to increase appropriateness of subordinate. There is a adoption
of appropriate performance controlling system which is adopted for aim of assessing whole
performance of subordinate as per set standard that are adopted in initial level for individual person.
Evaluation
HR practices are helpful for organisation as it assists in recruitment of deserving candidates
for firms. These kind of practices are also crucial for improving the problems within administration
system and which leads to potential benefits. Also, most of HR uses 360 degree, performance
appraisal for producing effective results (Podgorodnichenko, 2020).
M3 Different methods of HRM practices
HRM practices are critically to be adopted and focused so that advantages are in most
efficient manner. It is necessary for HR of restaurant to make assure that different methods are used
within HRM practices.
Soft model- It is model which aims on commitment, self direction and regulating behaviour
used in strategical manner. In reference of SKVP, they can use model on basis of which it is easy
for them to examine employees behaviour easily and effectively.

D2 Analyse practices of HRM within company view
The use HRM practices are critically to be examined so that it is easier to access and
manage employee relations so that benefits are obtained. Through properly managing of employees
relations it is easy to use HRM practices. With consideration of these practices employees also
become aware about need for change and which can leads to increase of potential ability at higher
scale (STĂNESCU, 2020).
TASK 3
P5: Importance of employee relation in influencing HRM decision making
Employee relation is connected with positive contribution that is provided by organisation for
creating appropriate relation with subordinate.
 In context of chosen organisations, the contribution made by company and HR department
help in making appropriate relation between employer and its employees. In addition to this,
there is different significance of this kind of relation that is going to be mentioned below:
 Healthy relationship between employer and its employees reduces absenteeism of
subordinate and generate positive ambience that help in increasing performance level of
business organisation in proper way. It aids assistance in increasing whole engagement level
of subordinate and its participation (Uysal, 2018).
 It also assists in increasing productivity of subordinate as individual person focuses on
reducing internal conflict. This result in increasing revenue and productivity level that helps
in maintaining appropriate relation with its subordinate in company.
The engagement of employee is determined as a tool that aids assistance to company in
maintaining employee to perform various functions in an appropriate manner within organisation. It
is determined as a strategy that is used by HR manager of chosen company.
 Their focus is on adopting flexible practices related to working in which employees feel
satisfied towards organisation.
 The HR professional of company focuses on taking feedback from subordinate in order to
increase understanding regarding their satisfaction level and also increase understanding in
respect of resolving issues that is confronted by subordinate which must be resolved.
P6 Briefly states employment legislation & overll effect on decision making of HRM
Employee registration signifies various right of subordinate with its employer. The primary

purpose is to maintain appropriate relationship related to employment within business organisation
in most appropriate manner. The whole effect of employment legislation on procedure of taking
decisions that is given below:
Data protection act the act which is being governed by government and it aims on
protecting information as well as data of employees and employers. With consideration of this act, it
specifies that in this competitive market, protecting data is essential (Ayentimi,2018).
Anti-discrimination law 1977 states that developing as well as promoting of equality and
reducing discrimination within corporate sector and community. According to this law, everyone is
needed to be treated as equal so that problems does not arise (Aybas, 2017).
Employment right act 1996 this act was passed by UK Parliament. It is important to analyse
various law that is determined as a part of act which must be generated within business
organisation. This act focuses on maintaining appropriate relation among employees as well as
employer during particular phase of time period. In context of chosen company, it is necessary to
maintain contract that must be followed by both of them.
There are various rights that are offered to employees as well as employee in order to
maintain appropriate relation with one another in an appropriate manner.
Evaluation
Employee relation is important and which is to be managed in company for both employees
and its employer. In context of organisation, it is vital or important culture that is connected with
managing comfortable atmosphere for subordinate that help in increasing engagement level of
subordinate in order to take decisions during particular phase of time period. The legislation can
aids assistance in increasing flexibility within business organisation in future time period.
M4 The key aspects of employee relations management
Employee relation management is important which is to be considered in proper manner so
that benefits are obtained. ERM consist of several stages which are given below-
Transparency in communication- This is crucial stage in which it states that
communication is to be processed into transparent manner. By properly transparent of
communication, it is easy to reduce errors.
Motivating group activities- In this aspect, it states about execution of SKVP operations

and functions with proper consideration so that higher productivity is achieved.
Assigning of challenging task- It is also another stage in which it depicts about team
members and their way of completing every assigned work.
D3 Evaluate the employee relation & application of HRM practices
Subordinate relation is crucial process which is necessary to be adopted by SKVP. It is
because by properly managing employee relation, it is easier to develop a workforce with common
desired goals. Application of HRM practices are also to be focused so that objectives are achieved
in proper manner. It is duty of manager to be assure about these develop a positive relations so that
mutual coordination is established (Akkerman, 2019).
TASK 4
P7: Application of Different HRM practices in work related context
There are various types of practices related to human resource used by organisation. There are
various practices that are adopted for aim of hiring suitable subordinate within business
organisation.
Job description is determined as a part of whole practices of HRM that is used with
particular position within an organisation as per responsibility played by every individual person.
Job description aids assistance to subordinate to improve understanding regarding basic need of job
position within an organisation.
Offer letter is determined as whole practices of HR administration which is used for aim of
informing subordinate in respect of selection process. In addition to this practices help in selecting
suitable employees as per given job position (Abidi, 2017). Job advertisement help in informing
various candidates connected with prevailed position within an organisation. The job advertisement
connected to valuable job position within business organisation is given below:
Job advertisement is a written document that determines detailed explanation of various
roles within organisation. It is used for aim of helping candidate to get idea connected to
responsibility. The job advertisement of organisation is going to be mentioned below:
Job Advertisement
There is prevailed job vacancy for senior marketing manager for marketing department of
company.
Job roles for position of marketing manager that is going to be given below:

1) Managing different functions related to Marketing department
2) organising as well as leading member of teams for marketing campaigns
Particular skill requirement:
 Interpersonal skills
 Time administration
 Researching skills for target market
 Communication skills
Salary will provided as per competence of applicant.
Kindly send applications:
[e-mail]
Application deadline: 10 May, 2020
Job starting date: immediate selection taken place
Job description is determined as a part of whole practices of HRM that is used with
particular position within an organisation as per responsibility played by every individual person.
Job description aids assistance to subordinate to improve understanding regarding basic need of job
position within an organisation. It is also adopted for aim of making appropriate evaluation to apply
for particular job. Therefore, the job description is going to be mentioned below:
Job Description
Company Name SKVP
Title of employment Marketing manager
Location of employment London
Reporting person Head of the Department (Principal)
Roles, duties & its responsibilities 1) Researching marketing terms as well as making a
detailed assessment of prevailing tactics adopted
by competitive firm.
2) Making detailed assessment of present as well

as prospective user way so that they can focuses
on introducing innovative facilities as per
expectation of user.
Working Hours 10.00 am to 7:00 pm
Salary 7500 Pounds monthly
Working Services for employees Healthy and secure environment related to work or task
for staff member. Flexible timings and also offer bonus,
rewards, incentives to its staff member as per their
performance.
Person specification for marketing manager
 Position: Marketing manager
 Division: Marketing department
(A) :Application form, (I): Interview, (R):Role
Attributes Needs Desired
Experience as well as
qualifications
 Bachelor’s degree
 MBA within
marketing
2year experience
within Marketing
 3 months internship
within marketing.
Qualities  fluent English
 Ability to solve
disputes.
 Possess leadership
skill.
CV
XYZ,
Contact: 00977- 92285
Email Id: SKVP@@gmail.com