HRM Practices: Analysis & Improvement at Say it with Chocolate Company

This report provides a critical analysis of Human Resource Management (HRM) functions at 'Say it with Chocolate', focusing on the purpose of the HR function, the role of a Human Resource Officer, and the advantages and disadvantages of current selection methods. It contrasts internal and external recruitment approaches, highlighting their strengths and weaknesses. The report suggests improvements to the selection and training processes, such as implementing internal and external recruitment strategies, redistributing roles based on skills, and introducing more inclusive selection processes. It emphasizes the importance of adapting HRM practices to support the organization's growth and enhance customer retention through improved employee training and skills utilization.

BUSINESS HUMAN RESOURCES MANAGEMENT
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Table of Contents
Task 1...............................................................................................................................................3
Reference List................................................................................................................................10
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Task 1
Compile a report with a critical view explaining:
a) the purpose of the HR function and its importance to the organization, given its current
problems and future plans for further growth.
b) how you see your role and responsibilities as a Human Resource Officer.
c) the advantages and disadvantages of the current selection methods used by the
organization and compare it to other approaches of selection methods.
d) potential improvements that could be made to the current selection methods
HRM is the formal practice of planning, devising and implementing work roles in a business
organization. The purpose of HRM is to establish an efficient managerial experience to allocate
roles and resources according to employee skills. HRM ensures that the distribution of workforce
has been organized in a way that it contributes to growth of sales. One of the major problems
with HRM in the current day context is the managerial function now extends to more than just
distributing roles, the role of HR officers are more myriad nowadays. According to Brewster, et
al., (2016), it requires continuous reassessment, redirection and redesigning of responsibilities as
well as supervising the departments in daily operations. HRM is also concerned with maintaining
a balance between employee relations and rewards for performances. The future of HRM is to
have strong leaders who can envision, plan, devise and indulge in multi-tasking. HRM has a
future such that the HR manager’s role would now encompass everything from strategic
planning to enhancing brand image, as well as improving employee experience and
strengthening operations of the business.
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According to Banfield, et al., (2018), the future of HRM mainly entails effective utilization of
employees and resources to bring better business outcome.
As the HR Officer for ‘Say it with Chocolate’, at this stage when the owner is facing an increase
in workforce and decrease in quality, these are the following functions I would perform:
 Improvise the efficiency of both human and technical resources
 Provide the employees incentives and compensation
 Proper planning for selection process of recruitment of employees (Sharma, 2016)
 Individual development and training of human resources (Smith and Rees, 2017)
 Research and development regarding the market where ‘Say it with Chocolate’ operates
As a new favourite among the customers, I, as its HR Officer would strive to inculcate policies
and services that bring more customer retention. I would also introduce flexible training
programs to manage the increasing workforce by regularly training them for operations like
customer care, customer redressal, and more.
The potential improvements that I suggest for the selection and training process of the
organization as its HR Officer are the following:
 Selection through internal source approach – I would assess the current roles and
redistribute them according to skills and talents rather than experience, since the
organization is a new one. I would introduce more training programs to build
communication skills and feedback mechanisms to bring in maximum customer
satisfaction. I would start with the internal source approach wherein I would transfer
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employees from one department to another to reorganize their responsibilities and ensure
that their skills are being utilized to benefit the organization.
 Recruitment through external source approach – Since the unemployment rates are high
in the area where ‘Say it with chocolate’ is located, I’d make the recruitment more
inclusive to employ recruits from divers educational backgrounds. ‘Say it with
Chocolate’ is currently conducting tests based on English comprehension and maths,
which is not a great idea to include employees from various backgrounds. I would
therefore plan a more inclusive subjects-based selection process and focus more on their
verbal communication skills. I would undertake external sources approach of recruitment
wherein I would advertise vacancy through print and online media. This would ensure
potential recruits know that their skills are required for improving business growth. Once
the applications start coming in, I would replace comprehension tests on English and
maths with a test of analytical skills and personal interviews.
As a rapidly expanding organization, ‘Say it Chocolate’ needs efficient HRM where recruitment
and selection is concerned. As the HR Officer of the organization, I would choose one of the
following two approaches to recruitment and selection:
Categories Internal source approach External source approach
Approach recruitment and selection occurs
within the organization where
existing employees are
reoriented and redistributed into
includes recruiting employees
from outside the organization
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new work roles
Process is undertaken by transferring
employees from one department
to another to fill vacancies
(Harris, et al., 2018).
is undertaken by advertising on
various media for advertisement
so that applicant vacancies are
made open to potential
employees who can apply via
contact details of the
organization (Albrecht, et al.,
2015).
Uniqueness can also be done by using
referrals of existing employees
brings new energy and talent to
the organization
The internal source approach is represented in the diagram below:
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Figure 1: Internal Source Approach
(Source: Harris, et al., 2018)
Following are the strengths of the internal source approach:
 This recruitment process takes a shorter time
 As recruitment is done within the existing employees, no need of time consuming tests or
selection processes are required.
 The expenditure on conducting these selection processes are also cut down
 It has no risks of hiring unqualified candidates
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The weaknesses of the internal source approach are:
 This might lead to internal rifts and biases based on favouritism
 This process limits the chances of hiring new and innovative employees
 This process can often de-motivate and discourage employees who are not promoted in
the process.
The external source approach is explained in the diagram below:
Figure 2: External source approach
(Source: Albrecht, et al., 2015)
The strengths of the external source approach are the following:
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 This would ensure a fresh, creative and innovative selection of employees
 This gives the recruiter varieties of choices to select from
 This is time saving and money saving
The weaknesses of external source approach are the following:
 The HR executives require a huge amount of time to conduct the entire external source
approach
 This requires money and time
 This approach has a high risk of hiring unfit employees.
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Reference List
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An integrated
approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Harris, C.M., Lavelle, J.J. and McMahan, G.C., 2018. The effects of internal and external
sources of justice on employee turnover intention and organizational citizenship behavior toward
clients and workgroup members. The International Journal of Human Resource Management,
pp.1-24.
Sharma, F.C., 2016. Human Resource Management: Latest Edition. SBPD Publications.
Smith, P.E. and Rees, G., 2017. AN INTRODUCTION TO THE ORGANIZATION, ITS
ENVIRONMENT AND HUMAN RESOURCE MANAGEMENT. Strategic Human Resource
Management: An International Perspective, p.3.
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