Human Resource Management in Practice Report: LV= Case Study Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the LV= case study. It begins with an introduction to HRM, defining its purpose and functions, including recruitment and selection, strategic management, training and development, compensation and benefits, policy formulation, and employee relations. The report then explores the relationship between HRM functions and workforce planning and resourcing, emphasizing their importance to the organization. It critically evaluates the strengths and weaknesses of LV='s recruitment and selection processes, followed by an examination of a person specification for a Personal Assistant role, review of CVs, and competency-based interview questions. The second part of the report delves into learning and development opportunities, reward and benefits, and employee relations, including the impact of UK employment legislation. The report concludes with a summary of the key findings and recommendations for improving HRM practices within the LV= organization.

HUMAN RESOURCE
MANAGEMENT IN
PRACTICE
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Activity 1.........................................................................................................................................3
Purpose of HRM..........................................................................................................................3
Functions of HRM.......................................................................................................................3
Relation of HRM functions with workforce planning and resourcing .......................................5
Importance of this to organisation...............................................................................................5
Critical evaluation of Strengths and Weaknesses of the company's approaches to recruitment
and selection process....................................................................................................................6
Activity 2.........................................................................................................................................7
Person specification.....................................................................................................................7
Review the CVs...........................................................................................................................8
Competency based questions.......................................................................................................8
Rationale for the answers.............................................................................................................9
Critical evaluation........................................................................................................................9
PART 2..........................................................................................................................................10
Activity 3.......................................................................................................................................10
Learning and Development Opportunities.................................................................................10
Reward and Benefits..................................................................................................................12
Activity 4.......................................................................................................................................12
Employee Relations...................................................................................................................12
Importance of effective employee relations in context to influence HRM decision making....13
Role of Leadership ....................................................................................................................13
UK employment legislation and its impact on HR decision making.........................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
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INTRODUCTION
Human Resource Management (HRM) is defined as the strategic approach for the
effective management of the employees in the organisation. It is developed to maximise the
performance of the employees in terms of the productivity. So, the business can take the
competitive advantage. HRM practices includes range of processes of recruitment and selection,
training and development, orientation, strategic management, formulating policies, providing
compensation and benefits to the employees and exit processes. This report discusses how the
LV= HRM practices these different procedures at workplace. Purposes and function of the HRM
long with relation with the workforce planning is discussed. Further, identifying how the
learning and development processes help the organisation and employees and what type of
rewards and benefits provided by LV= to retain them.
PART 1
Activity 1
Purpose of HRM
HRM practices are very essential for the businesses as it helps in improving the
effectiveness of the working of the employees and managers. LV= has 5700 employees in their
organisation is due to the effective practices of the HRM which contributes to monitoring
performance of employees, improving it, appraising and rewarding employees performance and
also sets the work expectations (Hassan, 2016). Thus, it leads to employees satisfaction and later
help to enhance the productivity.
Functions of HRM
Major functions of the HRM are as follows
Recruitment and Selection: HRM plays the main role in recruiting and selecting the employees
for the company. They evaluate the person's skills and educational qualifications according to
the job profile (Donate, Peña and Sanchez de Pablo, 2016.). They try to bring more talented
people in their company which helps them to give profits with their working criteria.
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Strategic management: HRM works and plans by concerning the future and they do the essential
accordingly. Strategies and approaches are planned by recognising long terms and short terms
objectives.
Training and development: HRM team organises time to time training and development
programs for the employees, so that it would help them to increases their performance and
enhance their skills. So they will be able to work effectively.
Compensation and benefits: HRM always provides the best compensation and benefits to the
employees working in the company. This maintain the balance between management and
employees, so they do the best for both which does not impose loss to the company and workers.
Formulate the policies: they make the terms and conditions for the company. Also, the polices
and procedure followed in the company are developed by them as they make the rules which
helps to maintain the ethic and follows the governmental employments legislation.
Manager and employees relations: HRM motivates the development of the employees and
managers relationships so that it would not create any conflict. If there would be any issue raised
then it would be resolved at primary stage.
Risk management: HRM try to assess the potential risks which leads them towards loss and bad
situation for the company. Also they plan for the risk management, like if there is financial crises
in the country they would offer the salary to new employees which in favour of both company
and employee.
Monitoring Progress: HRM tracks the record of the performance of the employees in the
organisation, so they will evaluate that who is effectively working and who needs to develop its
skills and motivation.
LV= has the great HRM team along with performing all these functions for the company
and leads them to enlarge the number of the their employees working in the company (Vanhala
and Ritala, 2016). LV= is working to provide customer satisfaction, so it would raise their
prestige in the market and more investors would be attracted towards them for investments
purposes.
Relation of HRM functions with workforce planning and resourcing
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Workforce planning and resourcing is defined as the process which includes analysis,
forecasting and taking care of the supply and demand of workforce, finding gaps, determine
talent acquisition which helps them to hire right employee for the company. This helps in
managing the workforce and fulfil the requirements to reach towards the objective of the
business (Veth and et.al., 2019). HRM functions helps them for workforce planning and
resourcing the employees form the recruitment and selection process, orientation and lastly the
exit process. Managers of the company collaborate with the HRM team to determine the need of
staffing and fill up the post on time whenever the want raised. Then HRM starts the process for
the recruits and selecting the right candidate for the company which later work with full of its
efforts and efficiently manage the tasks.
LV= takes care about the workforce planning as the departmental heads meets with the
HRM department for workforce planning and resourcing the efficient employees.
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Illustration 1: phases of workforce planning

Importance of this to organisation
Importance of HRM functions for the LV= are
 Hiring the right candidate which suits the job profile.
 Managing the attrition rate as low.
 Ensuring the employees performs best.
 Saving time by appointing the right candidate and does not not conduct useless
interviews.
 Avoid legal issues, proper mitigation from the legal actions and help to solve at the
workplace.
 Make the helpful policies (Huemann, Keegan and Turner, 2018).
 Takes cares of Equality.
 Effective training and development programs.
 Avoid partiality at workplace.
 Importance of the workforce planning and resourcing in LV= by the HRM is to plan the
activities, managing workloads, and provide good service to the company. It helps to
develop the competencies, analysis of workforce and strategic skills for planning.
Henceforth, this can be stated that Workforce planning within the human resource
management is defined as process that aids to analyse, forecast, plan in terms to forces as
demand and supply. In today's, talent based economy, the workforce tends to undertake as assets
to the enterprise. Due to this, it must be carefully planned, measured and optimised. An
organisation must mover towards the approach that bring effective measurements to workforce
planning so that operational efficiencies of the firm can be enhanced.
Critical evaluation of Strengths and Weaknesses of the company's approaches to recruitment and
selection process.
LV= have their own recruitment and selection procedure which have some strengths and
weaknesses.
According to Azeem and Yasmin (2016), company hire the employees which have made
the research about the right post and requirement in the company. They apply online which
makes easier which helps to enhance the reach of potential person. For more convenience the
interviews arranged on telephone and face to face which helps the person to answer the question
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by the employer. Also, it helps the HRM to evaluate the skills of the employee and how it will be
proved beneficial for the company. If the employee is selected then the person is informed and
the salary range is selected by the employee during submitting the registration form online, so it
will not create any confusion related to salaries.
On the other hand, As per the view of Raharja (2018), the weaknesses in the LV= 's
approaches of recruitment and selection process are might down the motivation of the person,
less confidence and loose hope when not selected. Also, it takes long time for selecting right
candidate and investment increases in hiring the talented person. Also the internal environment
of the company in which the employees already working would loss the hopes for the promotion.
It decreases their morale and then impacts on the productivity.
Activity 2
Person specification
Person Specification for Personal Assistant
According to the given role of the Personal assistant, the job description is given as the LV=
company needs the person who can give personal assistance to two directors of the different
departments in the same organisation (Block, 2016). Person should have these skills for
managing the work and impose great efforts for following their duties and responsibilities.
 Time management
 Organisation
 Clear Communication (Verbal and Written)
 Accuracy in flow of the information
 Attention towards the detailing of the topic
 Knowledge of the important software used during the work Tact and Discretion
Personal Skills
 Administrative skills- It contains administrative, correspondence, appointments, event
planning, maintaining schedules, implementing procedures, meetings, taking dictations,
office management, notes, travel planning and arrangements, scheduling, research etc.
 Communication skills- Communication, telephonic conversation, emails, networking,
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handling enquiries, greeting visitors, screening calls, written and verbal
communications.
 Financial skills- Purchasing, budgeting, sourcing, shopping, accounting
 Technical skills- Computers, reports, database management, presentation preparation,
word processing (Olson and et.al., 2018).
 Mastery skills- Confidence, diplomatic, flexible, discretion, multitasking, interpersonal,
self motivated, good leader, positive attitude, team player, time management.
Review the CVs
According to the first job applicant, it possess skills of time management, prioritising
the work, quick learner, productive in the fast paced environment of work, good communication
skills, focused. As these skills are very appreciative but these skills does not match perfectly with
the job profile of Personal Assistant. As there is requirement of such person who is capable to
handle the situation and business meetings and manage the travels as well. Technical skills are
necessary but it does not contain such skills in which this applicant is well known wit software or
technology.
As per the second job applicant, it has accuracy, good writing skills, screening calls,
culinary skills, result oriented, excellent skills of communication, IT skills in which friendly with
MS word, Power point and excel, administrative support. This applicant is appropriate for the
job profile as this have the positive and required skills and experience. But also it needs
improvements in its basic skills like management skills, time management, diplomatic, handling
meetings, organising tours etc.
According to the third job applicant, it has expertise in personal assistance, accuracy in
collecting and entering data, meetings and greeting skills, dairy management, properly and filter
the communication,confident, diplomatic, maintaining and creating records, transcribing notes,
technical skills in which well known with Microsoft Office. According to this applicant, it is
most suitable for the job profile, as it possess all the required skills which match the
requirements.
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So, the third job applicant would be shortlisted for the interview as it perfectly match the
job profile.
Competency based questions
These questions are asked during the interview. As the interviewer ask such question to
assess the capability of the candidate (O’Donovan, 2019). The Candidate need to answer these
question on real life based experiences.
There are some competency based questions
 When you have perfectly manage the time to accomplish the task before deadlines?
 Which decision was difficult for you as the team leader?
 How did you support the change at the workplace?
 When did you worked as a team member to accomplish hard task?
 How did you communicate with others to get the other point of view?
 Which skills you used to solve the difficult problem in the team?
Rationale for the answers
According to the above discussed things, the person specification should match the job
profile. As there are various skills required for the post of the Personal Assistant. The job
description given soi it needs the technical, communication, financial, administrative skills are
needed. All these skills relates to the post which help to maintain the dignity of it.
As the third job applicant is chosen for the for the post of the Personal Assistant for both
directors because it matches the job description (Swartout and et.al., 2016). Skills of the job
applicant meets the requirement, so it indicates that it perfectly suits the job profile. It has the
interpersonal skills like diplomatic, confident, team player, flexible etc. along with technical,
administrative and communication skills.
Competency questions are used to evaluate the efficiency of the candidate and how it use
their skills in the future. So the competency questions are prepared to analyse the candidates
eligibility and skills. Above questions help in proper assessment of the person.
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Critical evaluation
According to Hoevemeyer (2017), the person specification is in accord to the job
description “the role of the Personal Assistant”, it requires the advanced skills mainly the
technical, administrative, communication and interpersonal skills. These skills help to perform
the responsibilities required for the post. LV= have to choose the person who match the required
criteria of the job profile. This helps to bring the right candidate for the company. As it utilise its
skills and expertise to cope up with the roles and responsibilities given to him. This impact the
organisational culture in positive manner.
As per the view of McGuire and et.al. (2016), the job applicants who applied for the job
profile of the Personal Assistant would match the job description along wit possessing skills of
the technical, communication, interpersonal etc. So, the third job applicant chose for the post as
their qualification and skills match with it perfectly. The third candidate have potential to
perform this job accurately.
According to Ladyshewsky (2017), the competency based selection interview questions
help to evaluate the candidate's capability of doing and handling the tasks. It help to analyse its
efficiency of work and critically evaluating the person's performance by its experiences. These
questions help to identify its qualities along with the potential for improvements. LV= has the
great HRM team who are able to appoint the right candidates but they need to ask the
competency based questions to them, so they can reach to a right decision.
PART 2
Activity 3
Learning and Development Opportunities
Learning and development opportunities for both organisation and staff is proved
beneficial for them. Learning is a continuous process in which the person can learn from its
experiences and apply new ideas for improvement. This learning is applied to develop the skills
and effective working at workplace. So, this helps to give provide benefits to both. For better
understanding different perspectives are discussed
For employees
Improved Performance of Employees
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Learning and development creates opportunity for the employees that they can analyse
their current performance and then find out the areas which needs to be developed for
themselves. The training and development process help the employee's working manner.
Addressing Weaknesses
Employees can identify their weaknesses and where they are lacking by evaluating their
own performance and current situation. Self analysis are done by the staff members during the
training and development programmes. Learning is continuous process which help them to work
on their weaknesses.
Consistency
As the employees work in the consistent manner, this maintains the quality of work. The
learning and development opportunities help to progress on particular task with maintaining
consistency and work flow (Naim and Lenka, 2018). Also, this will help in evaluating the
fluctuation and delays in the working and finding out the task is accomplishing on time or not.
So, by recognising the mistakes and recovering them will help to do the work consistently.
Innovation and New Strategies
Learning and development processes brings the innovative ideas in the employees about
the products and services. It helps in in identifying the scope of improvement on particular area.
Employees develop new approaches and strategies at workplace and then practice them to reach
desired goal.
Increment in Employees Motivation
Learning new things through training and development programs influence the
employee's mind. Sometimes the team leaders and trainer share their experiences to inspire them.
It would lead the staff to become self motivated towards work. Also this develops the employees
relations, which in result may supportive, cooperative and ell coordinated teams.
Increased Efficiency
Learning and development helps to create opportunity for increasing the efficiency of the
employees (Park, Jeong and Ju, 2018). This would enable to improve the working criteria of the
employees. So, the worker accomplish the tasks in effective manner.
For LV=
Increment in productivity
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Learning and development processes help the company in various senses. As the
employees becomes more efficient and works effectively it would automatically enhance the
productivity of the company.
Improved sales
Sales would be increased if the consumers find the products and services are improved
and meet their requirements.
Know the consumers demands
Learning will help the company to know the demands and requirements of the buyers
along with getting knowledge about their expectations. Also, LV= would be able to find out the
market trend and provide the products and services in accord to fulfil the customers demand.
Higher profitability
Employee work efficiency increased then it would help them to raise the profitability of
the company.
Gain prestige and reputation
Company uses new tactics and marketing strategies through learning and development
processes. The strong training strategy helps in building the good employer brand.
Reduce Employee turnover
taking opinion from the employees, make them feel valued. So, learning and
development is proved to be beneficial for the LV= as it reduces the cost of the recruitment
process and enhance the staff retention (Ahmed and et.al., 2016).
Reward and Benefits
According to the Herzberg theory of motivation in which he suggested two factors are
important for the employees to get inspire and motivated towards work. This also known as two
factors theory
The two factors are
Motivators- The motivators provide job satisfaction and these factors are motivates the
employees to perform better. They are recognition, responsibility, growth, advancement,
achievement.
Hygiene factors- These factors are important for the employees to do the job. Their existence is
necessary at the workplace to motivate the staff (Presbitero, 2017). Hygiene factors are salary,
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company's policies, relationships, supervision, work condition, job security. These certain factors
leads the employees to do work in a effective manner. It helps the company to earn high
profitability and enhance the productivity.
LV= provides the job security to their employees along with the life time pensions. This
remove the fear of losing jobs in the staff. So they work with full motivation and confidently.
As the employees need the job satisfaction, so LV= provides the general insurance to
each and every staff member in the company. It secures employee's and their families future.
This makes them loyal towards the company and work with full dedication.
Activity 4
Employee Relations
Employee relation is defined as the the efforts done by the company to maintain the
relationships among the employees, also with the staff and managers. This is defined as firms
efforts to manage the relationships within the employers and employees. To bring better
employee relations within the enterprise, the firm needs to look over the program such as pay
and benefits, supporting work life balance and safe working conditions etc. As the positive
employees relation in the organisation is obtained it enhances the productivity of the company
(Gutierrez-Lagos and Ochoa, 2016). Staff members provides support to each other, takes stand
for the rights, being collaborated, coordinated and communicate with each other properly which
enhances the performance. To manage the employees relationships LV= organise the seminars,
office parties, fairs and their consistent programs to encourage building the strong relationships
among them.
Importance of effective employee relations in context to influence HRM decision making
There is need of good employee relations which deals with resolving the issues and
avoiding them. It may be arise due to the work pressure, or other condition at workplace. So
maintaining healthy relationship among the employees leads towards success of the organisation.
This brings motivation and innovative ideas for doing work at the workplace. It emphasise on
increasing efficiency of the work as the the employee gets the support from its subordinates and
works effectively. Also, the employees relation helps to correct the each others mistakes. It helps
to improve the productivity (Swartout and et.al., 2016). Later this helps in increment in the
higher sales. The improved relation among the employees leads to customer satisfaction. As the
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interaction between the employees increases, it may impacts the organisation in terms to solve
the queries easily, issues raised at workplace may get resolved at initial stage. Two ways
communication is established between the upper authoritative bodies and worker which
promotes the to show their opinion in important decision making the management.
All the above points impact in LV= company's HR team decision making processes,
employees have various expectation from the company so they provide their needed things in fair
manner. HRM can make decision to give the greater responsibilities to the employee and also
including them programmes related to training. Any decision taken by the HR team, it would be
informed to the employees and other staff members. The employees behaviour is nice with other
ad they support in working so the HR have to boost it and also give them rewards for their
practices.
Role of Leadership
Leadership style followed in the company is servant leadership, this impact the
employees in positive manner as the leader serve the workers. All the things done by the leader is
in favour of their employees. It enhances their motivation towards work. Leader plays main role
in directing the rest of the company towards achieving the common objective for the company.
LV= company has great leader which has great potential to lead the company towards success,
that's why they get huge customer attention and big market share (O’Donovan, 2019). As the
leader help to resolve the issues and manage the employees relationship at the workplace. Also
motivates them for helping and supporting each other to set an example for the cooperation to
encourage others.
UK employment legislation and its impact on HR decision making
Employment legislation termed out as crucial instruments of legal authorities and this
aids to organise the society and protects the citizens (Barlow, Reeves and Stuckler, 2019).
Therefore, employment legislation is applicable to all kind of the laws and this areas helps to
governs the employer and employee relationship. This defines the employment inclusive
employment standards, labour relations, workers compensation and safety of employees.
Henceforth, these are defined in following manner as are-:
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The employment rights act 1996- This is the act that defined as the piece of legislation in
essence and this has created the framework for the modern labour law within UK. It has been
framed in order to protect the employees from dismissal, parental leave and redundancy etc.
Therefore, the main terms between employer and employee needs to be recorded in writing and
must be given to employee within 2 months of starting of employment.
Equal pay act 2010- This is the act that outlines the equality of terms and this comes under this
provision. It is the act that provides the right to equal pay between women and men for
undertaking equal work opportunity (Liebregts and Stam, 2019). The main aim of this act is that
men and women of the same employment who performs the equal work must receive the equal
pay. Therefore, this is illegal for employers to pay lower wages then men for equal work for the
job that requires the same skill and responsibility to undertake the job. In order to maintain the
equality among the employees and employers within the enterprise the HR needs to make the
strict policies and regulation that prevent the employees from unfair dismissal of the act.
Sex discrimination act 1975- It is the act that has beep framed out in terms to protect the men
and women from discrimination in manner of sex or marital status. This is the act that is mainly
concerned with training, employment, education, provision of good and services and harassment
etc. It is unlawful if the person at the workplace tends to be discriminated on the basis of job,
training, promotion, work practices and dismissal etc.
The disability discrimination act 1995- This is the act that give people new right of access to
goods and services, employment, education, accommodation and transport etc. This act defines
the duty on employers to make the reasonable adjustment for disabled individuals to assist them
and to remove battier in terms to gain and remain in employment (van Staden, 2019). In addition
to this, this is the act that aids to promote equal opportunity to the disabled employees and also
helps to protect them from discrimination.
The national minimum wages act 1998- This is the act that make provision in relates with the
national minimum wage act. It is termed out as the framework that provides for the detailed
provision of the operations in its regulations. This is act that is mainly applicable to the skilled
and unskilled labours. In addition to this, Fair wages is termed out as the wage that aids to
maintains the level of employment to the workers. It is one of the crucial act for the employees
as this aids to fix the minimum rates of wages for the certain employments.
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CONCLUSION
According to the report on the HRM practices, LV= company is taken for the getting
insight knowledge about the working criteria of the HRM. As the company expanded their
business at global level, so it requires efficient and knowledge along with highly skilled
employees in the company. This report discussed on the recruitment and selection processes run
by HR team for choosing right candidate. The HRM follow the UK employment legislation for
their practices at workplace. So, it would not harm the prestige of the company. Rewards and
benefit provided by the company to their worker which motivates them to work. Learning and
development process are used by the company develop the business and employees efficiency.
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