Human Resource Management Report: Practices at Eddie Stobart Logistics

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Eddie Stobart Logistics PLC. It begins with an introduction to HRM, outlining its functions and purpose, including recruitment and selection, training and development, employee relations, and performance appraisal. The main body delves into the strengths and weaknesses of internal and external recruitment approaches, followed by a detailed examination of the benefits of various HRM practices for both employers and employees, such as training, flexible working, and performance management. The report then assesses the effectiveness of HRM practices in enhancing organizational profit and productivity, emphasizing the importance of employee relations in influencing HRM decision-making. It also explores the impact of employment legislation on HR decision-making and concludes with practical applications of HRM practices using specific examples related to the company's operations. The report highlights key strategies used by Eddie Stobart, such as collaborative work and effective communication, to foster positive employee relations and drive business success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION..........................................................................................................................................................3
MAIN BODY..................................................................................................................................................................3
P1. The Function and purpose of Human Resource management.............................................................................3
P2 Strength and weaknesses of various approach to selection and recruitment........................................................4
P3 Benefits of various HRM practices for both employer and employee are as given below..................................6
P4 Effectiveness of Human Resource Management practices in rising organisation profit and productivity ........7
P5 Importance of employee relation in respect to influencing HRM decision making ..........................................8
P6 Impact of employment legislation on decision making of HR.............................................................................9
P7 Application of HRM practices in a work related context, by using specific examples.....................................10
Conclusion....................................................................................................................................................................11
REFERENCES..............................................................................................................................................................12

INTRODUCTION
Human resource management is a department present in every organisation and their only
purpose is to manage the personnel employed in the organisation. They act as a strong backup
for the management through which they try to achieve organisational goals and gain an upper
hand over their competitors by maximising the performance of their employees. Eddie Stobart
Logistics PLC, is among the largest British multimodal logistics companies, which deals in rail
freight, road haulage and inland waterways transports system and inland ports deep sea ports and
rail connected and storage facilities, they mostly operate through United Kingdom, Ireland and
Belgium. Headquarter is in Warrington, Cheshire This report highlights the scope and purpose of
HRM and the various practices of HRM applicable in Eddie Stobart. Further this report
highlights different approaches of recruitment and selection and its strength as well as
weaknesses. This report also details the various benefits of all the HRM practices and presents
different benefits they pose for both employee and employer. Lastly, this report also goes
through importance of employee relations, key legislations and present an illustration of job role
through an example
MAIN BODY
P1. The Function and purpose of Human Resource management.
There are following purposes and functions of the human resource management.
Recruitment and Selection:
The objective of the recruitment is the process of hiring the qualified candidate except the
unqualified for the respective kind of job. The number of employment to select is depends on the
annual budget of company and short and long term goals of the organization.. It is very important
process for every organization for generating growth of business if with selecting right person
than the rather than the person who is not suitable for the company. The company Eddie Stobart
is the public limited which integrated transport logistics.
The hiring process of this company fulfil all the requirement which is need to be select
appropriate candidate such hiring process like screening, personal interview, written test.
Training and development:

Training and development gives both the organization and individuals benefits. It presents an
opportunity to express the knowledge base of all employee. Training will provide the employee
performance improvement and understand the responsibilities within the role and also build
confidence. Which enhance overall performance of employee. Any employee faces challenges
successfully in training then feel more satisfied towards their job. Eddie Stobart also provides the
training for the employees for increase productivity and quality standards.
Employee Relationship:
Relationship maintain with the employee is necessary for monitoring and manage the work place
and individual either of same or different team. It helps in develop bonding and strengthening
among the employees which ensure that each one is connected with healthy relation. Some
activities have been included in relationship like transparency in communication, encourage
group activities, assign challenging work and participation is must for maintain employee
relationship. Eddie Stobart is used this key factor which is employee relationship for bringing
people together at common platform and appreciate them so that they achieve desired goal.
Performance Appraisal:
Appraisal of performance is that process in which performance of the employees are examined
and evaluating the work assigned by the company. The purpose of the appraisal is to find
employees efficiency and quality of the work. Some important factors on which this performance
appraisal is depended just like attendance, attitude, quality of work, behaviour of employee with
collogue. The promotion and demotions both are fully depends on the result of performance
appraisal which create competitive environment among the employee. This company Eddie
Stobart provide a systematic performance appraisal for their employees which help to managers
to properly identifies the performance of employee that which area of where they are weaker
more.
P2 Strength and weaknesses of various approach to selection and recruitment.
Strength of Internal recruitment:
 Less expensive recruitment because of it fulfil their vacancy within its existing
manpower, this gives the advantage for the Eddie Stobart for their economic point of
view which saves the amount that spend in big process of recruitment.

 It is good for the employers who are well-known about their work place and already
familiar about their work. Employee of Eddie Stobart are known about their work culture.
Therefore, it is need not to held training program for the existing employee.
 Internal recruitment provides the employee's opportunity of promotion within the
company.
 The management of the Eddie Stobart are very well-known about strengths and weakness
of their employees. That is good enough for any organization for quickly recruitment and
selection (Brewster, Mayrhofer and Farndale eds 2018).
Weaknesses of internal recruitment :
 The internal recruitment set limitations of hiring those applicants who having more
potential than the existing employees.
 If there is selection of the candidate internally then company not achieve any innovative
ideas for development of business which is may come from outside candidates.(Bratton
and Gold J 2017).
 Internal selection may create conflict between two employees which is work on the same
profile.
 The choices of candidates for the particular vacancy will become limited.
Strength of external recruitment:
 If the employee bring from the outside then there are new ideas, new technology has been
found in company(Bratton and Gold J 2017).
 Number of candidates are introduced so that there is generated more choices to find best
out of them.
 There is lesser the possibilities of internal politics in hiring process.
Weaknesses of external recruitment:
 External recruitment may take much time for selection process.
 It is more cost effective for the organization.
 It is essential for the new employee to provide training which take more time to prepare
for their work that is affect the productivity of the company.(Bailey and et al 2018).

P3 Benefits of various HRM practices for both employer and employee are as given below
 Bases  Employer  Employee
 Training and
development
 If training provide to
the employee that is
advantageous for the
employer that receives
original and modern
ideas for the
development of
business.(Bailey and
et.al 2018)
 If there is training
related to the assigned
work can improve
professional skill, work
efficiency, accuracy
and can create to
develop innovative
ideas. And also
develop self-
confidence and
communication skills
in itself.
 Flexible working  The flexible working
environment effects the
productivity of the
company means greater
growth of employer.
While offering flexible
work, recruitment also
increases with potential
candidates.
 In this working
scenario, the
employee increases
their performance
effectively by suitable
change their working
hours. The control over
the working schedule
may carry out the
private responsibilities.

 Payments and
rewards
 The recent trends in
every company is
giving rewards to the
employee for their
work performance this
is leads to indirect
growth of the
company. (Bailey and
etal 2018).
 If the employee
achieve their goal and
successfully face
challenges then the
reward may be in terms
payment is given by
the company
management. It results
that the employee may
not think about the
leaving the
job(Brewster,
Mayrhofer and
Farndale eds 2018).
 Performance
management
 Performance appraisal
show working
performance of
employee. The
feedback of employee
reflect the overall
growth of the business.
 Good performance of
employee in the
company may create
an opportunity of
promotion as well as
increments in salary.
P4 Effectiveness of Human Resource Management practices in rising organisation profit and
productivity
Training and development :
Training of employees is mandatory for improving the performance of employees which is an
ultimately improve the efficiency of a firm. Giving them proper education about all the norms
and rules of the organisation and providing them proper training, which is necessary as per the

job role this helps the employees to get families with the company and inculcates a feeling of
belongingness.(Bailey and et.al 2018). Proper training also gives motivation to the employees. At
Eddie Stobart PLC, all the employees are treated as the most important asset of the firm. The
employees play an important role in improving the performance by increasing productive of
Eddie Stobart PLC which is ultimately benefiting for both employees and the organisation
Flexibility of working hours :
Granting the employees an option or the benefit of working as per their convenience and comfort
this ultimately increase the productivity of the organisation. The employees feel very much
comfortable working in the organisation as at Eddie Stobart PLC, the employee cab formulate
working schedules as per their work with maximum outcome, this helps a lot Eddie Stobart PLC
in generating more profit as the increased quality of work increases the profitability. This option
of flexibility working hours gives an employee a lot of option in which he can accommodate
their other social and cultural obligations as well and this eventually creates a feeling of gratitude
within the employee
Incentives and payment management :
The incentives are extra payment given by the organisation to the employees for motivating the
employees and encouraging them for there hard work so they can work harder to avail more and
more incentives in future as well. At Eddie Stobart PLC, the company have habit of regularly
organizing context and incentive programmers for the employees. The Eddie Stobart PLC give
the employees both monetary and non monetary benefits to encourage the employees to stay
motivated to work harder for achieving the all the targets set by the firm and stay loyal. This
helps the organisation in every possible aspects.
LO3
P5 Importance of employee relation in respect to influencing HRM decision making
If the organisation want to create an effective organisation work culture, relationship between
employees and management, management plays an important part. This relation can be build
with understanding and appreciating each others ideas (DeCenzo, Robbins and Verhulst, 2016).
The Eddie Stobart PLC also work on various plans and strategies which help the organisation in

developing relation between the firm and the employees for effective decision-making of HRM.
These are the following strategies -
Collaborative Work :
The Eddie Stobart PLC has established strong relationship with each other forming great bonds.
Therefore, employees at Eddie Stobart PLC share a friendly relationship which has developed
healthy employee relations and reduced the conflicts level (Noe and et.al, 2017). Also, this has
encouraged proper work load distribution where they can help each other when an employee is
stuck. This kind of proper distribution helps the employees in finishing their task in more
effective way and achieve the targets timely.
Effectively Communication :
It plays an important role in job satisfaction of employees as face to face recognition helps the
manager to identify problems of employee to work hard and employee will have a mindset that
their managers are there with them in every problem and will help them out in every situation.
This develop a healthy employee relation. At Eddie Stobart PLC, employees can talk more freely
about various problems faced by them and hence management can understand employees in a
better and effective way.
Loyalty of Employee :
An ideal organisation is respected because of its employees and the longer an organisation retain
an employee, more is the recognition that an organisation gets. Employees can be retained in a
company only when they are kept the satisfied and happy and the work or job role assigned to
them is in lieu with their area of expertise or knowledge. Eddie Stobart PLC is among the firms
how retain their employees for a long time, because the employees are very happy with the way
Human Recourse recognizes their needs and understands their problem and this has increase
productivity employees along with their loyalty for Eddie Stobart PLC.
P6 Impact of employment legislation on decision making of HR
Human resource manager has to ensure that every organisation need to implement
employment laws in workplace(Jabbour and de Sousa Jabbour, 2016). These are various laws
that impact decision making of HR of Eddie Stobart PLC. Key elements of these laws and their
impact are explained as below:

Health and safety act 1974
This act ensures that each and every entity has to ensure creating safer environment and
protecting employees from hazardous activities and other risks. It describes rights and
obligations of employees and employer both. It ensures that work premises remain safer for staff
members. This influence decision making of HRM as HR department of Eddie Stobart PLC has
to maintain list of safety equipment’s and also make reports of serious accidents occur at
workplace. Human resource management of enterprise has to arrange training sessions for
employees so that staff can know more about use of safety measures. This legislation helps in
minimising accidents or death in organisation and protecting people as well.
Equality act 2010
This act ensures that every company have to give equal pay, promotion and benefits to male and
female employees according to their work efficiency. This influence the decision making of HR
department of Eddie Stobart PLC about giving wages equally and not according to their religion,
gender etc. Every employee who are hired on same post must be given equal pay, it is the duty of
HR manager of Eddie Stobart PLC. This will help Eddie Stobart PLC staff in motivating and
maintaining trust
Family medical leave act 1993
This is another employment act which states that employees work in the organisation for eleven
or twelve months. They must have right to take leave during their working days. It can be casual,
planned, sick, pregnancy leaves etc. HR of Eddie Stobart PLC has to ensure that once person
returns to job then individual works on the same post and on same pay scale. This provisions aids
in raising confidence of employees and individual becomes able to make balance between
personal and professional life which aids in increasing staff retention rate in organisation.
Disability discrimination act 1995
This act ensures that employee's of a company having any disability should be protected under
this act. This act has banned employers against the discrimination of disabled job seekers. It
influences the decision of HR department of Eddie Stobart as they have to provide various
adjustments for disabled employees. HR further need to provide facilities such as transport,
housing, healthcare, shops and leisure. HR manager need to provide education opportunities to

disabled employees, special benefits like leave and training sessions to increase their quality of
work.
P7 Application of HRM practices in a work related context, by using specific examples.
Recruitment and Selection
 Internal Recruitment: This is usually done when a business is to promoting the
existing employee or the firm is looking to dill the vacancy within the current
human resource. Eddie Stobart PLC generally use internal recruitment when they
want to promote their existing employees
 External Recruitment : This when the business want to fill there vacancy from
any suitable candidate outside the firm (Reiche and et.al., 2016). Eddie Stobart
PLC use this method when they want to hire new candidates or when they want to
increase there Human Recourse
Reward System in Blue collar and white collar
In case of White collar workers, the company provide both monetary (in which money is directly
involved such as bonus, increment promotion etc) and non-monetary(in which the money is
indirectly involved such as job enrichment flexibility, appreciation, recognition etc) rewards but
in case of Blue collar worker the company only give them monetary rewards.(Wilton, 2016).
Both monetary and non monetary reward highly motivates the staff. It just sometimes
appreciation, encouragement recognition etc motivates the employee and sometime the extra
earning, bonus and incentives help the employee to stay motivated and work hard. For Eddie
Stobart PLC both monetary and non-monetary reward system are appropriate.
CONCLUSION
After going through the research conducted in above report, it can be concluded that Human
Resource Management plays a vital role in the functioning of any company. At Eddie Stobart
PLC different approaches are used for selection the best personnel out of all the available
candidates and different techniques are beneficial for both employees and employers at
company. This report also concludes that employee retention ratio can be increased only when

they are satisfied with the norms of company and at Eddie Stobart PLC, the HR department
focuses on this aspect very importantly. Lastly, it can also be concluded that though HRM at
Eddie Stobart PLC is very efficient and employees are highly satisfied, their employee turnover
rate is slightly more than the normal rate ad this can be controlled after a careful study of the
research presented in above report.