Human Resource Management Report: London Churchill College

This report provides a comprehensive overview of Human Resource Management (HRM) practices, specifically focusing on the context of London Churchill College. It begins by outlining the purpose and functions of HRM, emphasizing workforce planning, resourcing, and the importance of building strong workplace ethics. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, including social media and in-person interviews. Furthermore, it evaluates the benefits of different HRM practices, such as providing security to employees, fostering self-managed teams, and implementing fair compensation strategies. The report also examines the significance of employee relationships, key elements of employee legislation, and the application of HRM practices in the college setting, including recruitment, selection, and training. The conclusion highlights the need for constructive recruitment and selection strategies to address underperforming employees and improve overall college management, emphasizing the impact of HRM policies on workforce structure and organizational success.

Human Resource Management

Table of Content
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Purpose and functions of HRM..............................................................................................1
P2 Strengths and weakness of different approaches to recruitment and selection......................2
RECRUIMENT APPROACHES................................................................................................2
SELECTION APPROACHES.....................................................................................................2
LO2..................................................................................................................................................2
P3 Benefits of different HRM practises.......................................................................................2
REFERENCES................................................................................................................................4

INTRODUCTION
Human resource management is the strategic planning tool for effective management of
people in company for reaching the set company goals and gaining competitive advantage in the
volatile business market. Employees in London Churchill College are underperforming and not
able to work efficiently for the well function of college management functions. There is an
urgent requirement to build constructive recruitment and selection strategies for hiring new
employees. In this report the function of HRM applicable to workforce planning and resourcing
employees in college is explained and how they can enhance the talent and skills appropriate to
reach gaols are explained. This report examines strengths and weaknesses of recruitment and
selection strategies and how they can influence management in whole. It also evaluates the
effectiveness of different HRM practises in term of raising employee satisfaction levels and
reaching the set standards. This report analyses employee relation in aspect to influence HRM
decision-making, the key elements of employee legislation and its impact on HRM decisions and
the practises affecting company goals.
LO 1
P1 Purpose and functions of HRM
Purpose of HRM can be explained as workforce planning, recruiting and training them,
performance appraisals, law compliance and motivating employees by keeping them retained for
long term in company by giving high importance to the employee growth needs. The function of
HRM stresses on importance in building strong workplace ethics in employees and establishing
strong communication standards between team members along with the management hierarchies.
Workforce planning- It can be understood as continual management process to align the
specific needs and priorities of company related to workforce structure. Ensuring workforce in
college can function out the set principles of legislative, regulatory and production requirements
along with objectives. Workforce planning involves strategic planning, analysing the current
workforce and developing necessary steps for recruitment and selection. Monitoring the effective
implementation of principles, evaluating the procedures and revising the actions taken. Providing
efficient training to the employees in college and enhancing the skills in them for keeping the
college in well functioning state (Boon Den Hartog. and Lepak, 2019.)
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Resourcing - HRM function out the purpose of resourcing high talented skill set, performance
management, team work and collaboration by enhancing the workforce planning function.
Resourcing talented highly skilled people involve strategic recruitment strategies, analysing the
fundamentals of selection structure and to produce employees who are dynamic in nature.
Business objectives can be reached in company properly by analysing the workforce
requirements and motivating them with strong cooperation in management. Resourcing the
human resource in company is of vital importance for completion of production targets and
establishing the company in superior position among other organizations in competitive industry.
P2 Strengths and weakness of different approaches to recruitment and selection
RECRUITMENT APPROACHES
Recruitment can be understood as the procedure taken by companies for hiring new
workforce, it includes advertising about the job posts and what are the requirements of company
for the selection of appropriate candidate.
Social media- It is one of the most effective way of recruitment and advertising about jobs and
vacancies, as large proportion of younger generation with high skills and talent can be found.
College authorities through social media usage advertise about the qualities they are looking for
in candidate (Dryzek,2019).The possibilities and power of social media and advertisements on
online portals like Facebook, Twitter, Indeed are massive to recruit effective employees in
college.
 Benefits- Cost effective approach and advertises on large scale about the job posts and
requirements in company.
 Weaknesses- Large number of candidates coming up which creates the selection
procedure complicated.
SELECTION APPROACHES
Methods for selecting employees include preliminary screening, phone interviews, face to
face interviews to determine weather a candidate is suitable for the college according to the set
objectives for human resource and requirements.
In Person interviews – Face to face interviews are the most common adaptive approach for
selection in workforce planning as it involves direct interviewing by the employer to candidates
applying for jobs. The communication skills and ethical code of conduct along with
qualifications of candidates can be assessed in interviews.
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 Benefits- Cost effective approach and interview with the candidate helps employer to
know about the capabilities in detail.
 Weaknesses- It takes long time which makes the procedure complicated.
LO 2
P3 Benefits of different HRM practises
Providing security to employees – Human resource management by providing security to
employees enable well functioning environment in the structure of company which motivates
employees and employees both. For example-Policies of employee family welfare made by
college authorities human resource department will motivate employees (Ghobaei-Arani,Souri,
and Rahmanian, 2019. )
Employees -By providing security to employees at college it motivates the employees working
there to keep campus clean and in well functioned state. It will motivate them to keep working
with college for long term.
Employers - It benefits the employers and authorities of college in many ways which are good
percentage of retained workforce saves new recruitments and selection costs.
Self managed and effective teams – Human resource managers by making strong self managed
and effective teams highly increase their performance standards, enable the workforce complete
the set targets by college authorities in time. For example- Policies made by college authorities to
construct effective team which is lead by a supervisor will enable self managed teams to work
with high quality performance and effective reach towards set targets.
Employees- It increases strong communication skills with collaborative work culture among
other employees and motivates them to work in right direction.
Employers -Self managed and effective teams enable college authorities to use their human
resource with high level performance achievements. It helps to induce cooperation, ethical code
of conduct in teams.
Fair and performance based compensation – Human resource managers with the practise of
performance based compensation practise enhance the productivity levels of employees working
at college. College should work towards various incentives such as performance appraisals on
reaching the set goals and completing the targets assigned by authorities.
For example- Policies to reward employees on their high quality performance in college and
providing effective services will motivate them.
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Employees – Motivate them to work hard and reach the set standards of services and quality
performance in time.
Employers – Helps to keep the workforce and employees working in college motivated and
retained with long term satisfaction.
P4 Effectiveness of various policies for raising the organizational profit and productivity
Training and development-Human resource by providing proper training and development
skills to employees enhance their productivity levels. College authorities by providing proper
technical knowledge and development skills to employees bring large level profits in reaching
the set performance benchmarks by college(Linehan ,2019).
Maintaining hormonal work atmosphere – Human resource by working towards establishing
strong work ethics to be followed by employees enhance their performance levels which will
contribute to college in enhanced services at college. For example- an employee working with
knowledge about the rules and policies set by college authorities will be able to function out his
duties with utmost dedication.
Developing strong public relations- Human resource department by developing strong public
relations through organizing meetings and seminars establish strong public relations. In order to
build up long term growth and relationships with public, college HR department should focus on
building strong public relations.(Macke and Genari, 2019.). It will help college to increase their
functioning levels by large level promotion through strong public relations.
LO3
P5 Importance of employee relationships
Healthy employee relationship discourages conflicts-Healthy work environment foster
cooperation and commitment in employees to work effectively and establish strong
communication skills. It helps to resolve conflicts between employees as there is ethical code of
conduct in college management. HRM policies in college should aim to establish hormonal
employee relationships, which will help the college to reach profit margins (Terziev, 2019).
Increased performance standards – Teams with healthy strong employee relationships
between them work more effectively in reaching the set goals, enhance the performance
standards with profit margins. HRM policies by the college authorities should aim for
establishing strong communication ethics in team members. It will motivate them to work
collectively for increased performance standards and contribute to college profit margins.
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Retained workforce- Healthy employee relations motivate team members and employees
working in college to keep working on long term basis,it fosters sustainability in workforce.
HRM by working towards policies to keep healthy employee relationships enable the workforce
to keep retained in college with satisfaction. It will affect the organizational profits by saving
new recruitment costs and keeping the work standards (Myers ,2019).
P6 Key elements of employee legislation
Employee legislation can be understood as the purpose of management to establish
proper working conditions that enable employees at workplace to work in an atmosphere free of
bias. They establish employment laws including discrimination, minimum wages and the safety
healthy laws related to well functioning of employees.
Equal employment opportunity-Providing equal employment opportunity to employees at
workplace will enable high level growth in the productivity levels. It will motivate employees
working in college to work hard towards their duties. College authorities working in formulation
of HRM policies by establishing policies to provide equal work opportunity to employees, reach
profit margins and enhanced productivity levels.
Affirmative actions – This is an important key element of employee legislation which focuses
on HRM policies towards affirmative cations taken for the welfare of employees. College
authorities by making policies to take affirmative actions for employees safety standards
motivate them to keep treating in college with increase satisfaction towards work (Peterson, 2019
).It will help the college to reach high profit margins and high productivity levels.
Working Conditions-This element of employee legislation focuses on providing healthy
working conditions to all employees. HRM policies by enabling proper working conditions to
employees enable college to reach high profit margins along enhanced productivity standards. It
motivates the employees to work effectively and provide safety standards at work place.
LO4
P7 Application of HRM practises.
The human resource department is responsible for formulation of policies related to
recruitment, selection and well functioning of employees at workplace which has large impact on
the workforce structure of college.
Recruitment practise- As the college is facing under staff problem due to inefficient employees
working which re nota able to reach the performance standards with good quality service. It is
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rational for college to take recruitment practise for hiring employees with high skill set and hard
work capabilities to reach the performance standards set by college authorities(Singh and El-
Kassar, 2019).
Selection practise- The college is currently facing shortage of skilled workforce which makes it
necessary for authorities to select skilled workforce with high quality talent in them. College
authorities by selecting appropriate employees as per the set requirements of managing the
college, target high productivity levels. It is rational application of HRM policies for college to
reach increased profit margins.
Training the workforce – It is a rational policy by HRM to provide training and development
opportunities to workforce as it will enable college to reach high performance standards. By
training the workforce employees will be able to increase their set standards in college campus
and help the college in reaching increased profit margins.
CONCLUSION
This report can be concluded with the purpose and functions of human resource
departments and how they affect the workforce planning structure in college. It concludes that
London Churchill College needs to take constructive recruitment and selection strategies for
hiring new employees. The benefits and weaknesses of various approaches for college. This
report concludes the importance of employee legislation for college authorities, their benefits for
employees and employers (Troth. and Guest,2020.) This report evaluates the role of HRM in
formulating policies regarding selection, recruitment and training of workers. It concludes how
college human resource managers need to work towards policies of hiring skilled workforce for
solving the under staff problem. It can be concluded that policies for HRM are very important
and it will affect organizational profits and productivity levels.
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REFERENCES
Books and Journals
Boon C., Den Hartog, D. N. and Lepak, D. P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management .45(6), pp.2498-
2537.
Dryzek J. S., 2019. Conflict and choice in resource management: the case of Alaska. Routledge.
Ghobaei-Arani M., Souri, A. and Rahmanian, A. A., 2019. Resource management approaches in
fog computing: a comprehensive review. Journal of Grid Computing. pp.1-42.
Linehan M., 2019. Senior Female International Managers. Routledge.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of Cleaner Production, 208. pp.806-815.
Myers M. D., 2019 Qualitative research in business and management. Sage Publications
Limited.
Peterson, G., 2019. Valuation of wildland resource benefits. Routledge.
Singh S. K. and El-Kassar, A. N., 2019. Role of big data analytics in developing sustainable
capabilities. Journal of cleaner production. 213. pp.1264-1273.
Troth A. C. and Guest D. E., 2020. The case for psychology in human resource management
research. Human Resource Management Journal. 30(1), pp.34-48
Terziev V., 2019. Social activity and human resources as social development factors.
International E-Journal of Advances in Social Sciences. 5(13). pp.283-289.
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