LFBM204 - HRM Portfolio: Analyzing HR Functions and Planning Processes

This portfolio project delves into various aspects of Human Resource Management (HRM). It begins by defining HRM, explaining its functions (employee selection, job analysis, communication) and objectives (team interaction, cost reduction), and highlighting its relevance in the current scenario, emphasizing legal compliance and employee safety. The project then explores the role of HR professionals in human resource planning, describing forecasting techniques and barriers to effective planning. Further sections cover job analysis, job descriptions, and job specifications, detailing their preparation and differences. The selection process, interview types, recruitment factors, and recruitment sources are also discussed. Finally, the portfolio touches upon performance appraisal and includes a reflection journal. Desklib offers a platform to access this and many other solved assignments to help students in their academic journey.

LFBM204-Portfolio Project

Table of Contents
MAIN BODY...................................................................................................................................3
Task Week 1................................................................................................................................3
Defining HRM.............................................................................................................................3
Explaining the Functions and Objectives of HRM......................................................................3
Explaining the Nature and its Relevancy in Present Scenario ....................................................3
Role of HR managers in HRM.....................................................................................................4
Task week 2:................................................................................................................................4
Explaining the role of HR professionals in the human resource planning process in
organisations:...............................................................................................................................4
Describing various forecasting techniques and how these techniques are being used in human
resource planning:........................................................................................................................4
Explain the barriers to HRP. Bring out the requisites for effective planning:.............................5
Task week 3.................................................................................................................................5
Understanding of job analysis and its importance in the management of human resources:......5
What is job analysis and the steps involved in its preparation:...................................................6
What is job description and how is it prepared?..........................................................................6
Defining job specification and how is it different from job description?....................................6
Task week 4.................................................................................................................................7
Understanding of the selection process and the steps involved in it:..........................................7
What is an interview and purpose it serves? Discussing various types of discussions:..............7
Defining recruitment and identifying various factors which affect recruitment:........................7
Discuss various sources of recruitment:......................................................................................8
Task Week 5................................................................................................................................8
Understanding performance appraisal and its Importance in the Organization...........................8
Task week 6.................................................................................................................................9
Reflection journal:.......................................................................................................................9
REFERENCES................................................................................................................................1

MAIN BODY
Task Week 1
Defining HRM
Human Resource Management is the process of hiring and recruiting new employees,
providing trainings to them, creating policies and strategies regarding them. HRM is the
organizational structure that manages the people of the organization and the issues of the people
in the organization. They perform set of activities and functions to increase the organizational
effectiveness.
Explaining the Functions and Objectives of HRM
Functions
 Employee Selection: This is one of the common functions performed by the HRM. They
hire employees according to the qualifications which helps in achieving organizational
goal. They choose appropriate candidates for interviews and takes different rounds to
analyse the knowledge and skills required for position.
 Job Analysis: HRM performs the function of analysing job. This includes the process of
identifying the roles and responsibilities for the operation of job. They analyse the work
and then describes the job requirements needed for positions.
 Communication Between Employees: Interactions between employees provides higher
productivity and satisfaction between employees(Gambi and et.al, 2022). HRM manages
activities for employees which helps them in communicating with each other. Proper
communication between employees and organization helps in motivating employees and
helps in increasing overall efficiency of the company.
Objectives
 HR department are in charge of managing events and celebration in the organization to
increase the interaction between team and for increasing confidence among them.
 HR managers also create strategies and policies which helps in cutting down expenses
which tends to increase the profit margin of the company.
Explaining the Nature and its Relevancy in Present Scenario
Nature of HRM

Human Resource Management is the process of managing human resource in the
organization. It includes planning, hiring, selecting, providing trainings, monetary benefits and
compensating and maintaining employee relations for team development. Its helps to accomplish
the individual and organizational objectives(Van Mierlo, Bondarouk and Sanders, 2018). They
aimed at maintaining standards in organization to increase the efficiency.
Relevancy of HRM
HRM is relevant in present scenario as they play important role in assuring that the
company's employee works in positive environment, so they can work without worrying about
other factors. It is also important as it maintains stability in the organization and increases
efficiency and productivity of the company.
Role of HR managers in HRM
 Legal Compliance: Legal compliance is the important component of HR mangers.
Organizational laws are highly complex and having a team to manage is essential for
companies. The managers helps the company from the involvement of state and local
government.
 Employees Safety: Every company wants to provide a safe working environment for
employees to increase the productivity of the company. They make sure the working of
employees in positive environment which helps in increasing the motivation of the
employee.
Task week 2:
Explaining the role of HR professionals in the human resource planning process in organisations:
Human resource planning process is an important process to follow by the HR
professionals in an organization because this process ensures who and fits the best in the
organisation and for what task to perform (Fenech. Baguant. and Ivanov. 2019). By such
programmes to be performed by the HR professionals, it is done due to the forecasting demand,
that is because of the financial success of the firm that is tied to the effective employees'
contribution to gain the overall productivity rates.
Describing various forecasting techniques and how these techniques are being used in human
resource planning:
The techniques involved in human resource planning usually include the past data, facts
and figures to predict the future and nurture the present events. There are many effective tools

and techniques to analyse the need of cross checking the standards and their deviations in
managing the activities. To estimate the future quantity and quality of people required in an
organization is the key of such forecasting techniques. Below are some of the depictions of these
techniques:
1. To calculate HR forecasting process:
This technique measures the activities related to the employees as to how effectively they
are connected with the firm in order to achieve the overall business goals (Tambe. Cappelli. and
Yakubovich. 2019). The calculation is done to depict how secure is the relationship of the
employees with the management. The specific calculations done are of turnover rates,
retention rates, as well as the cost of production, etc.
2. Analyse the work operations:
The work or tasks assigned to the employees have to be controlled and monitored in
order to make the forecasting and planning procedure easier for both the HR managers as well as
the employees. This starts from setting the output for each individual and comparing them with
the others to forecast the need of maintaining them.
Explain the barriers to HRP. Bring out the requisites for effective planning:
The hurdles and obstacles that hinder the effective human resource planning can be
termed as the barriers to HRP. These barriers always play a crucial role in the success and
stability of the firm and how to eradicate them is also a big deal for the HR professionals. Lack
of support is the foremost barrier to HR professionals because to arrange the workforce in a
timely and peaceful manner.
The requisites for effective planning:
1. There should be defined objectives which have to be achieved in a timely manner.
2. An efficient top level planning should be initiated that can help the overall operational
activities to go on smoothly.
3. To attract the employees with beneficial incentives, the HR planning has to be supportive
by everyone responsible.
Task week 3
Understanding of job analysis and its importance in the management of human resources:
Job analysis is termed to be the process of gathering and analysing of the information
about required and acquired candidates that can be suitable for a particular job to be performed.

The process specializes in the determination of proper placement of the jobs that will approve the
success of an organization.
The importance of job analysis is definite in every organization it prevails in with the
view of improving management efficiency (Khanna. Ranjan. and Bhandari. 2020). Along with
this it has the ability to act as the basis for human resource management techniques which can
design the required work for the professionals to carry out. Both of them altogether can result in
the effective utilisation of available resources.
What is job analysis and the steps involved in its preparation:
To particularly identify the roles, responsibilities and tasks to be assigned to the
employees according to the skills and knowledge they acquire is the process of job analysis. A
perfectly framed job description is the key. The steps involved in its preparation:
1. A job analysis should focus on the understanding of the operational activities of the
employees to further make them understand.
2. The talent seeking has to be in accordance with the activities that are to be carried out by
the seeker.
3. There should be a proper analysation of the outcomes and the possible certainties that can
take place.
4. The last step of examining the activities performed is the most essential to measure the
job efficiency.
What is job description and how is it prepared?
A job description is a useful and simple tool to present and explain the task, duties, and
responsibilities one has to carry out while performing an activity. It consists of the details
starting right from the name of the recipient to the work completed. Among these, it also
provides the description of how the task should be performed and what is the purpose of it. Its
preparation starts with the preparation of job analysis, without which it cannot be formed.
Important functions are established that need to be performed by the candidate, to organise the
data concisely. This is done to structure and formulate the job description to supervise the
responsibilities.
Defining job specification and how is it different from job description?
A job specification is a document that states an overview about the duties, responsibilities
of a particular job in an organization. It describes the skills required and knowledge to be

specifically held by the assigned person to carry out a job. The basic difference between job
specification and job description is of the measures that both of them provide to the organization.
These both differ in the context of “who should do what(job description)” and “how to do
what(job specification)”. Job specification clearly mentions the eligibility of performing tasks.
Task week 4
Understanding of the selection process and the steps involved in it:
The steps followed by the HR professionals in recruiting and selecting the candidates is
known as the selection process. The initialism takes place when there comes a requirement of
filling an empty position with a talent (Hmoud. and Laszlo. 2019). The first step is to design the
job in which a proper procedure of reviewing the work assigned is done to monitor their
effectiveness. Position description is followed to define the key responsibilities and duties to
plan the recruiting process in order to initiate the screening of the candidates.
What is an interview and purpose it serves? Discussing various types of discussions:
An interview is conducted with the purpose of having a conversation between two more
depending on the need of the situations. In the process of HR activities, is done with the view of
sharing information from an employee to the employer to get an idea about the activities to be
performed. The main purpose of the interview is to determine the offers that are available to the
employees in order to present themselves in an effective manner.
Discussions are a thoughtful considerations that involve a topic or matter which have to
be concerned with (Hughes. and et.al., 2019). There are mainly two types, spontaneous and
planned discussions. Both the discussions have their respective knowledge about a particular
matter, one from the candidates' perspective, and one from the planned perspective of the
employer.
Defining recruitment and identifying various factors which affect recruitment:
The process starts with the going through of the candidates' list and short-listing the
worthy talents with the required skills to fill the vacancies (Paul. and Criado. 2020). These have
to be analysed, compared and then the evaluations are supposed to be drawn. Factors affecting
are internal such as the activities that can be within the control of the organisation such as
organization and its policies and external which are not under the control i.e. the legal policies
or the audience.

Discuss various sources of recruitment:
There are various sources of recruitment that can enable a company to hire more talent to
fill the vacancies. There are two main types of sources:
1. Internal sources:
The internal sources have to be decided usefully in order to avail the resources of the
company effectively. These are ensured to utilize as the motivational techniques for the
employees who work hard to contribute in the organization. These include both monetary and
non monetary benefits that can assure success. Examples can be promotion, transfer, etc.
2. External sources:
The recruiting process is possible through the external sources by the means of activities
like, advertisement, walk in interviews, etc. These sources are declared by the company to
register themselves and the organization among people to connect them within their concerned
activities.
Task Week 5
Understanding performance appraisal and its Importance in the Organization
Performance Appraisal is the process which helps in reviewing the job performance of
employee and there contribution to the company. The performance of employees are reviewed
annually which helps in identifying the growth and achievements of the employee. Companies
use this process to give employees feedback of the work done by them and to take decisions on
their appraisal and terminations(Pichler, 2019). Performance appraisal is designed by the Human
Resource Department to ensure that the employees are accomplishing the goals expected from
them. It also helps in giving guidance to employees which helps them in attaining organizational
goals. It benefits the company by learning about the areas which can be improved, improves
profitability of the company and increases employee motivation and job satisfaction. It can be
performed through several methods such as:
 Self-assessment: In this method, employees individually rates their job performance.
 Peer-assessment: Through this method, co-workers rate each other performance.
 360-degree assessment- It includes the assessment from an individuals and supervisors.
Importance of Performance Appraisals
 Helps in Assessing Employee Performance: Performance Appraisal helps company to
assess the performance of its employees. It helps to find out the abilities, skills, strengths

and weakness of employees. By analysing this, company can work on the weaknesses of
the employees by providing trainings.
 Improves Performance: As employees performance is scanned regularly, it builds
pressure on them to work properly to achieve the targets. It motivates the employees to
work properly which leads to improvements.
 Training and Development Programme: Performance appraisal helps in providing
trainings and developments programme to employees. These programmes are arranged
according to the skills, knowledge, performance and capabilities of the
employees(Mingbayeva, 2022). These programmes are provided to polish the skills of
employees, so there performance can be improved. It also helps in evaluating the before
and after performance of employees.
 Decision regarding pay structure: The pay structure of employees is also depends upon
the performance of employees and there productivity. Increment in Salary, commissions
and bonus are decided after analysing the performance of employees.
 Develops Growth Opportunities: Employees can improve there performance through
this performance appraisal, if they want to achieve higher position in the organization. It
helps in achieving growth and developments of employees.
 Creates Team Bonding: Employers and employees can use performance appraisal to
achieve goals by brainstorming together. Regular meetings might help to create a strong
bond between team. This allows team to find out that how much their colleagues value
them.
 Helps in achieving Goal: Supervisor can evaluate that how subordinates met their
objective and analyses that what kind of objectives must be set for next year. Creating
goal assures that staff is progressing and shows how much they are contributing to
achieve the organizational goals.
Task week 6
Reflection journal:
The above portfolio was about the steps and functions involved in the HR planning and
execution process of seeking the required talents. It made me understand how the HR managers
manage to retain and motivate their employees through a range of series in an organisation. It
also help me understood that, as the business grows, it requires changes that are the essential in

the carrying out of activities, and for this, the employee candidates are required to achieve the
overall business objectives. Further, it was mentioned how can the HR professionals be
enthusiastic in creating different willing activities for the employees to engage in after the
process of recruitment. The HR managers play a great role in the business organization and have
an important procedure to follow in the human resource planning. It also made me understand
that job analysis is very important for organization as it saves times by acquiring information
regarding the job position and decides the skills needed for particular job. It also helps to
understand that which task need more focus and how they are going to be performed and by
whom they are going to be performed. HR department select employees who are capable and
have skills to perform the job. The employees are selected through recruitment process. There
are internal and external sources which enables company to hire talent to fill the job skills. Along
with this, it also tells me about the performance appraisal which helps in analysing the
performance of employees and there contribution to company. This is done to motivate
employees to work better which helps in increasing there productivity and efficiency.
Performance appraisal helps the company to find out if employees are productive which is
essential for the growth of the company. With this, I have learned that employers can identify the
skills required for the job positions. It also helps in maintaining a cordial relationship between.
Supervisors and subordinates. It also helps in building a trust between Subordinates and
supervisors which will lead to achieve the overall efficiency of the organization. Sometimes, the
organization implements selection process or appraisal process ineffectively which may cause a
problem for individual or for company. So, HR department should analyses the correct strategies
and policies and must follow them accordingly to increase the growth and development of the
company, which will also helps in increasing the profit margin of the company. This shows that
the HR managers are the building block of the company because they play a huge role in the
success of individual and for the success of the organization.

REFERENCES
Books and Journals
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management
in an era of digital transformation. Journal of Management Information & Decision
Sciences. 22(2).
Gambi, L.D.N. And et.al, 2022. The effects of HRM approach on quality management
techniques and performance. Total Quality Management & Business Excellence. 33(7-8).
pp.833-861.
Hmoud, B. and Laszlo, V., 2019. Will artificial intelligence take over human resources
recruitment and selection. Network Intelligence Studies. 7(13). pp.21-30.
Hughes, C. S., and et.al., 2019. Single-pot, solid-phase-enhanced sample preparation for
proteomics experiments. Nature protocols, 14(1), pp.68-85.
Khanna, G., Ranjan, M. A. and Bhandari, D., 2020. THE RESPONSIBILITY OF HRP IN THE
HUMAN PROCESS SYSTEM: A CASE STUDY. PalArch's Journal of Archaeology of
Egypt/Egyptology. 17(6). pp.14050-14058.
Mingbayeva, B.J., 2022. The Essence and Importance of Hospice Homes, Performance
Appraisal. European Journal of Life Safety and Stability (2660-9630). 18. pp.13-17.
Paul, J. and Criado, A. R., 2020. The art of writing literature review: What do we know and what
do we need to know?. International Business Review, 29(4), p.101717.
Pichler, S., 2019. Performance appraisal reactions: A review and research agenda. Feedback at
work. pp.75-96.
Tambe, P., Cappelli, P. and Yakubovich, V., 2019. Artificial intelligence in human resources
management: Challenges and a path forward. California Management Review. 61(4).
pp.15-42.
Van Mierlo, J., Bondarouk, T. and Sanders, K., 2018. The dynamic nature of HRM
implementation: a structuration perspective. The International Journal of Human Resource
Management. 29(22). pp.3026-3045.
Online
Human Resource Management. 2022. [Online]. Available through:
<https://www.techtarget.com/searchhrsoftware/definition/human-resource-management-
HRM>
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