Analysis of Human Resource Management Functions at Deverell Smith

This report provides an in-depth analysis of Human Resource Management (HRM) functions, focusing on recruitment and selection, training and development, and compensation and benefits, within the context of the Deverell Smith company. The report begins with an introduction to HRM and its significance in achieving organizational goals, followed by a detailed examination of the three core HRM functions. Recruitment and selection are explored, including the processes of attracting, screening, and selecting candidates, and the strategies employed by Deverell Smith. Training and development are then discussed, highlighting various training methods and programs used to enhance employee skills and performance. Finally, the report examines compensation and benefits, including working hour flexibility, extended vacation, insurance, maternal/paternal leave, education reimbursement, and work-from-home options. The report concludes by emphasizing the importance of HRM in bridging the gap between employees and management and contributing to the overall success of the organization. The report references several academic sources to support the findings and analysis.

Human
Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Human Resource management function.....................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human Resource Management (HRM) is the activity of recruiting, hiring, deploying and
managing an organization's staff members. HRM is frequently mention to simply as human
resources (HR). A company's HR division have responsibility to develop, maintain good relation,
communication and make effort to retain employees long time in company and help to achieve
organisational goals and objectives (Cascio, 2015). The condition of human resource was first
time used in the early 1900s and it become famous in the 1960s to define the people who work
for the company. To better understand the concept of the report, select organisation Deverell
Smith company. It is UK based leading real estate recruitment and executive search businesses.
They believe to do unique as compare to others which can help to become different from other
companies. The company connecting with others and partner with, often on an exclusive basis,
many of the world's leading property related businesses. The report consist of different types of
HRM functions which can help to manage business activities in effective manner.
MAIN BODY
Human Resource management function
Human resources management is defined as a function of any organisation which is based
on the planned approach to arrange people as well as culture of work. An efficient human
resource management change the staff members for a company to contribute efficiently and
effectively regarding the accomplishment of a business's goals and objectives. In every
organisation HRM department conduct different types of functions which can help to smoothly
of business. These functions are related to employees and help to company to engage with staff
members. There are defined three selected function of HRM which is important to for Deverell
Smith company and implement in effective manner.
Recruitment and selection – Recruitment is the procedure of attractive, screening and
selecting potential and qualified candidates that is depended on the objective criteria for specific
job. The aim of the process to attract to well-qualified individuals and also motivate to
unqualified to opt themselves out. Before starting the recruitment function most of the companies
must execute proper staffing plans and according to performance of staff members provide
grade. To hire new staff members there is require to follow systematic process which is set by
Deverell Smith company to attract new candidates for vacant seat. Herein define set procedure of
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recruitment such as recruitment planning, strategy development, searching, screening and
evaluation & control. To hire new employee in Deverell Smith firstly planning about the
recruitment where consist of job specification, nature, qualification ans skills for the job. It is
essential for attract possible applicants from a pool of candidates. After that in the second step to
decide which strategy is best for the hiring the resources (Buller and McEvoy, 2012). There are
required to develop of job description and specification to take next step in efficient way. To
build up strategy consist of these steps like setting up a board team, evaluation of HR strategy,
gather of collection data, determining to collected data, setting the recruitment strategy. In the
third step find out the right candidates and is based on the this different sources like internal
sources and external sources. After this step screening and short-listing to employees who is
good as per the job role and qualification match according to requirement. This step define as
internal process of sourcing of applicants that helps to removing those employees who is
unqualified or irrelevant candidates. In the last step evaluation and control of recruitment where
consist of salaries to recruiters, cost of advertise, administrative expenses, overtime and
recruitment overheads.
Selection is the procedure where select qualified person who is suitable for job as per the
requirement of an organization. It is a broad process where includes interview of applicants and
analysis their qualification as well as qualities as per the necessity of vacant seat after that choose
right person for the position. The selection of suitable individual for vacant seat will be helpful to
reach their objectives. Both are important function for every organisation because it helps to
deduct the cost of mistakes like attractive incompetent, motiveless staff members. Firing the
unskilled applicant and recruit to the new worker is again is considering as expensive procedure.
Both procedure effectively implement in the Deverell Smith to select right employees on the
vacant seat. As a result company goth those employees who can implement their new ideas and
help to get organisational goals in efficiently way.
Training & Development – It is main function of any company after the recruitment and
selection most of the companies focus on the training & development. Training states that a
ongoing setup where staff members are directed and learn matters of technical knowledge in
reference to their jobs (Brewster, Gooderham and Mayrhofer, 2016). It focus on the teaching of
staff members how to utilise certain machines or how to do specific tasks to improve efficiency.
Development defines to the whole holistic and educational development and maturity of people
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in managerial positions. The procedure of development is in the context to Deverell Smith
company to insight, attitudes, adaptability and leadership. It is important for any company to
develop efficiency and skills of their employees and provide training regarding to their work.
Deverell Smith provide training in two methods such as -
 On the job training – According to this method provide training to employees at work
place and rote their work. Mostly companies apply this method because it can help them
to easily understand business activities and how to play their job role. The company focus
on the the development and according to that provide training and there are expertise
provided tricks regarding to their work.
 Off the job training – This method defines that fresher training is mainly done to prepare
the staff members to understand that process and makes is simple for them to get on their
jobs with much ease (Bratton and Gold, 2017). There are including seminars, workshops
and classes where employees understand about the organisational goals and objectives
and how can achieve this. It is important to every employee understand of these activity
in effective manner.
During the process of the training and development Deverell Smith monitor on the
activities of employee and monitor and measured to search out the requirement of their
employees and add their new skills which can help to company to accomplish objectives. The
company also provided training to old employees after promotion due to provide help to
understand their job role in effective manner. There are providing different types of training
programs to employees by Deverell Smith which is -
 Technical training – It is very important for every staff members to learn new things and
aimed at teaching workers how a particular technology or machine operate.
 Quality training – In this type training to provide tricks to improve their performance and
get growth easily. It direct that staff members recognise their faulty products and only
allow perfect products to go out the markets.
 Skills training – It states that to provide training to those staff members to present their
certain jobs like a receptionist would be specifically taught to answer calls and handle
machine.
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 Professional training – It is done for jobs that have constantly fluctuation and include
work such as area of medicine and research. Individual working in these section to know
regular information regarding to the industry (Noe and et.al. 2017).. Team training – This type of training mainly based on the trust and synchronicity among
team members for improved efficiency.
Compensation & Benefits – It is very essential function for any company which can help
to accomplish their goals and objectives in efficient manner. HR department mainly work to
connect employees with top management provide solution of their work. They are providing
different types of allowances to their employees which cover by Human resource management.
These allowances are defined below -
 Working hours flexibility – Due to critical situation many employees not coming on time
at office that time company provide facility of flexibility in order to remain good
employees for long time in the company. Deverell Smith company provide different
shifts to their staff members which are selected by them as per the comfort. This facility
help to deduct mentally stress and work with full efforts.
 Extended vacation – Due to certain problems some employees wants to extend their
holidays so this facility provides by company in order to keep remain long time period in
the company.
 Dental/medical Insurance – There provides insurance facility to employees to protect
their future. Mostly time in the company organise parties which can influence to their
health so there is required to provide insurance facility to employees. As a result they are
sure about the upcoming period of time and secure their life.
 Maternal/Paternal Leave – There are also providing benefits of Maternal and Paternal
leave to men and women as per the requirement. It is set in particular basis like for
women about 4 months and men 2 months (Renwick, Redman and Maguire, 2013). It
helps top care their baby and keep happy.
 Education reimbursement for children – The company also provide education
reimbursement for their children in order to reduce their work load. They easily work any
thing focus on the study of their children as per the future expectations. In present time
parents face many problems regarding to fees that time company contribute for their fees
like 30%.
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 Work from home – It is also provided by company due to environment change like rain,
storm and other nature related things. When employees get not feel good so they are
working for company but from the house. It is good option provides by company help to
staff members to during to distance done work for business.
These benefits provides through this function in reference to provide facility to
employees and they are working into company hassle free. As a result they are working with full
efficiency and gives appropriate results.
These are considering as main function of human resource management but company
also use other functions which can help to smoothly run of business in effective manner like
planning, organizing, directing, professional development, performance appraisal and assuring
legal compliances.
CONCLUSION
As per the above discussion it has been concluded that HR department important section
of each companies which is playing role of bridge in between employees and top management.
Human resource management arrange all business activities and provide new employees who
have new skills and idea generation power which can utilise by company to achieve their
operational goals and objectives. The HRM department conduct various functions which can
help to company to select appropriate candidates and provide training to work with company.
The functions of HR department such as recruitment & selection, Training & development and
compensation & benefits. These are important for every company help to improve their
performance and get growth easily.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Gooderham, P.N. and Mayrhofer, W., 2016. Human resource management: The
promise, the performance, the consequences. Journal of Organizational Effectiveness:
People and Performance, 3(2), pp.181-190.
Buckley, M.R., Wheeler, A.R. and Halbesleben, J.R. eds., 2018. Research in personnel and
human resources management. Emerald Publishing Limited.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and
performance: Sharpening line of sight. Human resource management review, 22(1),
pp.43-56.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Figueiredo, E., Pais, L., Monteiro, S. and Mónico, L., 2016. Human resource management
impact on knowledge management: Evidence from the Portuguese banking
sector. Journal of Service Theory and Practice, 26(4), pp.497-528.
Jiang, K., et.al. 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
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