Comprehensive HRM Report: Alda's Strategies for Employee Management

This report provides a comprehensive overview of Human Resource Management (HRM) practices within Alda. It begins with an introduction to HRM's purpose and functions, emphasizing collaboration, commitment, and capacity building. The report then delves into various recruitment and selection methods, including promotions, transfers, campus recruitment, media advertisement, business alliances, and tele-recruitment, detailing the advantages and disadvantages of each. The second task examines the benefits of effective HRM practices, such as promoting positive behavior, employee development, building a flexible workplace, motivating workers, increasing self-esteem, and fostering team building. Furthermore, it explores how these practices contribute to increased productivity and profitability. The report also addresses the importance of employee relations in HRM decision-making and the impact of employee legislation. Finally, it discusses the application of HRM practices in the workplace, offering a conclusion and references.

Human resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of Human recourse management in Alda.......................................1
P 2 Different ways of recruitment and selection and their advantages and disadvantages....3
TASK 2............................................................................................................................................6
P3 Benefits of human resource practices................................................................................6
P4 How human recourse management practices raise in productivity and profitability in Alda7
TASK 3............................................................................................................................................9
P5 Importance of employee relations in respect of Human resource management decision-
making....................................................................................................................................9
P6 Elements of Employee legislation and its impact upon Human resource management
decision-making...................................................................................................................10
TASK 4..........................................................................................................................................11
P7 Application of human resource practice in work place...................................................11
CONCLUSION..............................................................................................................................11
REFERENCE.................................................................................................................................12

Illustration Index
Illustration 1: Sources of Recruitment.............................................................................................3
Illustration 2: Organisation performance and human recourse practices.........................................8

Index of Tables
Table 1: Pros and cons of promotion...............................................................................................4
Table 2: Merits and demerits of transfer..........................................................................................4
Table 3: Pros and cons of Campus recruitment...............................................................................4
Table 4: Merits and demerits of Media advertisement....................................................................5
Table 5: Pros and cons of Business alliance recruitment.................................................................5
Table 6: Merits and demerits of Tele-recruitment...........................................................................6

INTRODUCTION
Human resource is a stream that invite people to join an organisation in order to get
competitive advantage over existing market players. Human resource management is
concerned with managing the work force with material and machinery. The department is
responsible for employee benefits, recruitment, selection, training & development, rewarding,
performance appraisal and compensation. It is process which include planning, organising,
directing and controlling.
TASK 1
P1 Purpose and function of Human recourse management in Alda
The team suggests management team how to manage people as a business recourse.
They advise top level people on many problems related to employee and how they help the
company to achieve their goals. The main purpose of them are as follows:
 Collaboration: The main motive of the Human Recourse is to work together with top
level of managers to enhance and develop employees’ skills. The function includes
managing and hiring employee’s, Co-ordinating their benefits and suggesting the
development program for them (Sheldon and Sanders, 2016).
 Commitment: Alda's human recourse suggest strategies to the top level of
management for increasing the employee’s commitment to the company. This process
starts with selecting the appropriate candidate for the vacant job according to his/her
qualifications and experience. They hire only those who seriously feel that they should
be a part of this organisation and will loyal for them.
 Building capacity: They help the entity to gain competitive advantage, which includes
creating the capacity of the venture so that they can offer differentiate products and
services to their customers. To produce such product, workers should be effective.
They should know how to make proper use of material and machinery and produce
quality goods (Seeck and Diehl, 2016).
The function is obsessed with hiring, managing and motivating man-force in the organisation.
It deals with two basic function that are classified under management and operative function,
these are as follows:
 Planning: The estimation of number and type of employees are needed in the company
to achieve the objectives are determined. Research is made, where information is
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collected and interpret to identify the requirement of people in present as well as
future. Forecast is made how the employee’s values, attitude, perception and
behaviour are affected in working environment (Sheldon and Sanders, 2016).
 Organising: Strategies are made by the top level of management and that are divided
into small task. That task is divided into all the members and relationship are
identified between two members. Human recourse management integrate all the
activities and assign the task.
 Directing: They lead employees at all the levels and departments of the company to
maximum contribute their efforts to complete all the task and standard. This can be
made through proper command and direction (Seeck and Diehl, 2016).
 Controlling: After all these process, actual performance is measured. It is comparison
of planning (standard made) and actual performance, to identify that implementation
are according to standard. And if any deviation is made, measure are taken to control
them.
 Recruitment and selection: It is major function where job specification and job
description are made after that application are called from internal and external
source. Selecting the best candidate for the vacant job according to skills, knowledge
and experience.
 Job analysis and design: It is basically identifying the responsibilities for particular
employee. Explain the task to be performed and to whom the worker is responsible. It
includes job task, duties, decision and responsibilities of every employee (Sheldon and
Sanders, 2016).
 Training and development: This function of human recourse management helps the
employees to enhance their skills, abilities and willingness to do work. When
promotion and transfer is made in the company, they are prepared to work according
to higher responsibilities.
 Compensation: They decide what will be paid to the employee for different job
position. It includes wage administration, salary incentives, bonus and fringe benefits.
P 2 Different ways of recruitment and selection and their advantages and disadvantages
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There are various ways of selecting appropriate candidate for the particular job by Alda.
There are various factors at which selection of source is dependent such as cost and time.
Advantages and disadvantage of selecting the approach are as follows:
 Promotion: It is process where the working employee is being promoted to the higher
post with high salary according to skills, knowledge and experience by Alda.
Table 1: Pros and cons of promotion
Advantages Disadvantage
1. Improve morale of promoted employee. 1. Reduce fresh people entrance to the
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Illustration 1: Sources of Recruitment
(Source: Human recourse management, 2017)

2. Reduces turnover, they will not leave the
organisation with the hope that if they work
effectively they will be promoted.
company.
2. Decrease in morale of those employees
who are not being selected for promotion.
 Transfer: When the employee is moved from one department to other to learn new
operation of company, but the post and salary are same (Sheldon and Sanders, 2016).
Table 2: Merits and demerits of transfer
Advantages Disadvantage
1. Employees are provided an opportunity to
learn new activities of business.
2. More familiar environment helps them to
work free mind.
1. New jobs or post is not filled by new
comers.
2. This opportunity is not provided to all the
employees of the organisation.
 Campus recruitment: It is way where Alda visit to colleges and university, analysis
fresher by the way of group discussion and personal interview. Select the candidate
and call for final interview to the company. Final interview is taken by human
recourse of the entity.
Table 3: Pros and cons of Campus recruitment
Advantages Disadvantage
1. Create new opportunity for fresher.
2. Fresher need not to search for the first job
3. Helps the company to link the new batch
students.
1. Add up huge cost for the company at the
button line because recruiter need to visit
colleges and university.
2. As in campus one, all are fresher so the
organisation will not find experience
employee.
 Media advertisement: When the company want large number of application then the
advertisement is made on web, ratio, newspaper and magazine (Seeck and Diehl,
2016).
Table 4: Merits and demerits of Media advertisement
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Advantages Disadvantage
1. There large number of tools are used to
pre-employment screening and personality
assessment which help to find appropriate
candidate.
2. From media like LinkedIn and Indeed,
company can target large number of
audience.
1. High volume of respondent, where
difficulty to select the best candidate
2. High cost and time consuming because
there are large applicants, consume time to
analyse them.
 Business alliance recruitment: When one company acquire other one or merge with
other, then the venture share their staff or employee’s (Sheldon and Sanders, 2016).
Table 5: Pros and cons of Business alliance recruitment
Advantages Disadvantage
1. Easy to identify good candidate because
one company is working other company so
human recourse know the employee skills
and ability.
2. Employee has choice to switch to other
company if he wants to have experience in
another field.
1 No entrance of new employees who have
better skills.
2. Profitability will reduce if old workers will
be again employed.
 Tele-recruitment: Interview is made on phone where structured questions are asked, if
recruiter find candidate suitable then he invites that candidate to give personal
interview.
Table 6: Merits and demerits of Tele-recruitment
Advantages Disadvantage
1. Wide geographic access from the
telephone interview.
1.Bias decision, where recruiter know
candidate personally
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2. Cost and time effective, as compare to mail
and media advertisement
2. Not effective analysis because recruiter are
not able to see that how candidate act to the
question put up.
TASK 2
P3 Benefits of human resource practices
It involves managing people/workforce in the organisation. Alda's human resource
practice includes hiring, firing, training, performance measuring, payroll and giving employee
benefits. Managing these practices, provide benefits that are as follows:
 Promoting positive behaviour: A successful company makes a positive and
environmental and favourable benefits for employees Human resource human
recourse practices. Making employees creative and happy. Alda adopts practices such
as providing reward to the productive worker which motive him as well as other
employees to work hard and smart so that employee feel that they are fruitful for the
organisation.
 Developing employee’s: Alda organise development programs in the work
environment and arrange competitive activities which enhance skills and knowledge
of the employee’s. Supervisor teach them how to react on particular situation and gain
competitive advantage. They also organise real work situation environment where
every employee is assigned some task or some problem, resources are provided them
to solve the problem (Seeck and Diehl, 2016). Then the supervisor observes the
reaction of each employee and accordingly teach them how to take analyse situation
and act upon that problem. Through these practice's employee develop their skills,
knowledge and experience and learn how to adopt changes according to competitor.
 Building flexible workplace: In an organisation, there are different type of people that
are working. They are having their own culture, tradition, norms, values and believes,
some workers are older some are young. These all are related to flexibility for the
human recourse. All the company want to retain employee’s and reduce turnover rate
so they have to set standard, work schedule, work assignment, composition of work
group, location and communication formats according to the employee’s. In more
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flexible environment workers can able to work free mind and able to adopt the
changes (Seeck and Diehl, 2016).
 Motivating workers: Managers must use such practices which maximise employee
performance. That's why managers hire such employee who manage their and others
employee work effectively. Successful managers implement Human recourse
practices and help worker to increase their performance and effectively achieve
standard.
 Increase in self-esteem: Human recourse management continuously analysis and
observe the performance of each individual in the company. They make standard
according to employee capabilities and willingness. Workers are rewarded if they
achieve the standard and work effectively which increase their morale and self-
esteem.
 Team building: Human recourse practice create team spirit among the employee. Alda
organises some team activities and assign task to be done by team. Leader of the team
help them to learn how to work in team, communicate the information and help others
if your work is accomplished. These practice helps the employee to work effectively
in the group (Sheldon and Sanders, 2016).
P 4 How human recourse management practices raise in productivity and profitability in Alda
Increasing productivity and profitability is one of the most crucial objective of the
Alda. Employees are assets for the company, production is dependent upon their skills, ability
and experience. There is reason that revels the relationship between the human recourse and
productivity/profitability, these are as follows:
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 Select better employees: Productivity does not start with training, it starts with the
selection of right employee for particular job vacancy. Unmotivated worker will be
unmotivated in the workplace whereas the star employee will produce/generate
quality work in bad working situation. Hiring and selecting the best class of workers
will lead to increase quality of production. Human resource personnel have ability to
pick the star employee and leave unmotivated that work for the company objective
and produce more that leads to increase in profitability of venture.
 Organise development programs: Alda organise development programs in the work
situation and set up competitive activities which raise skills and knowledge of the
employee’s. Supervisor teach them how to react on special position and gain
competitive advantage. They also organise real work situation surroundings where
every employee is assigned some task or some problem, resources are provided them
to solve the problem. Then the supervisor observes the reaction of each employee and
accordingly teach them how to take analyse situation and act upon that problem.
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Illustration 2: Organisation performance and human recourse practices
(Source: Employee and organisation performance, 2017)