Human Resource Management Practices in Chocolate Presence

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Human Resource Management
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Contents
Introduction...................................................................................................................... 3
LO1.................................................................................................................................. 4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning
and resourcing an organization.....................................................................................4
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection........................................................................................................................6
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfill
the business objectives.................................................................................................8
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment
and selection.................................................................................................................9
D1 Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples........................................10
LO2................................................................................................................................ 11
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee..............................................................................................11
M3 Explore different methods used in HRM practices, providing specific examples to
support evaluation within an organizational context....................................................12
D2 Critically evaluate HRM practices and application within an organizational context,
using a range of specific examples.............................................................................13
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organizational profit and productivity..........................................................................14
LO3................................................................................................................................ 15
P5 Analyze the importance of employee relations in respect to influencing HRM
decision-making..........................................................................................................15
P6 Identify the key elements of employment legislation and the impact it has upon
HRM decision-making.................................................................................................16
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M4 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision-making in an organizational context..................18
D3 critically evaluates employee relations and the application of HRM practices that
inform and influence decision-making in an organizational context............................19
P7 Illustration the application of HRM practices in a work-related context, using specific
examples........................................................................................................................20
M5 Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................ 21
Conclusion..................................................................................................................... 22
References.....................................................................................................................23
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Introduction
Human resource management is a strategic approach that helps an organization or
company in managing the workforce. The human resource department of an
organization provides a competitive advantage to them. The major aim of designing the
human resource management department is to include the maximum workforce for
increasing the performance level of their organization.
Chocolate Presence is a rapidly increasing organization which is based in North
Yorkshire and develops chocolate based greeting cards. The organization is having
different departments in it for making the various operations easy and smooth running.
At present, the organization received some negative feedback from the consumers
regarding the quality of a product.
Now they thought about hiring various employees for their different departments. The
below assignment will provide the employment process of the respective organization. It
would be helpful for analyzing the purpose and different functions of human resource
management.
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LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organization.
Human Resource Management (HRM) is the rehearsal of hiring, recruiting, managing
and deploying the employees of the organization. It is an approach of effective
management of individuals in the organization so that they can provide an advantage to
the organization (Keegan, et. al., 2018).
An important function of HRM
Planning
Planning is the most basic function of the HRM. In this decision is taking how much
employees are needed in the organization to achieve the goal. The HRM team also help
the organization in planning that how to collect, analyze and identify the needs of the
organization in the current situation and for the future (Keegan, et. al., 2018).
Organizing
HRM helps the organization in producing the objective as well they allocate work to
each of the employees of the organization to achieve a specific goal. The task allocated
is as per the skills of the individual. The work of each employee is decided and
organized by the HRM.
Directing
Another function of the HRM is to direct the organization as well as employee towards
their goals. This includes triggering employees at different levels and making them give
their best towards the organizational goals. The work of the HR team is to direct the
employee of the right path and further to check that the employees are on right track or
not is the responsibility of the leader (Keegan, et. al., 2018).
Staffing
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The HR department is responsible for the staff of the organization. The HRM should
cross-check time to time that the current staff is as per the need of the organization or
not. If the staffing does not match the need of the organization then it might harm the
business.
Controlling
Post planning, directing, the performance of the employee is checked and verified with
the goals of the organization (Renkema, et. al., 2018).
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Purpose of Human Resource Management
To hire the right person at the right time
To provide training to the employees for the better development of the organization
For the health and safety of the employees
To build the relationship between the employees and employers
To terminate the employee when needed (Renkema, et. al., 2018)
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P2 Explain the strengths and weaknesses of different approaches to recruitment
and selection.
The main purpose of Human Resource Management is to recruit the individuals for the
organization to achieve the goal. Recruitment is done in two ways:
External Recruitment – External recruiter is those who do not work for a specific
organization. They work on their own for recruiting the employees as per the need of the
employee who pays them to hire for their organization (Nasim, 2017).
Internal Recruitment – Internal recruitment is done within the organization and only for
a particular organization. The organizations hire an HR team for hiring the employees.
Strengths of Internal Recruitment Weaknesses of Internal Recruitment
Reduce hiring time Create bitternessbetween manager and
employees
Shorten onboarding times Leave a gap in the workforce
Cost less Limit pool of applicants
Strengthen employee engagement Inflexible culture (Nasim, 2017)
Strength of External Recruitment Weaknesses of External Recruitment
They take concepts from other
organizations
A diverse clutch of contenders can be met
Augmented chances Imperfect indulgent about the organization
Being fair Legitimate risks
Fresher skills and input Higher risk
Competitive essence Unbalanced candidates
Competent candidates Time overwhelming (Nasim, 2017)
Healthier growth Supports are not trustable
High antagonism High cost
Low internal politics (Nasim, 2017) Issue of instability
Innovative Ideas Disagreements with inner employees
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Selection is the process of the HRM that means to provide the organization with skilled,
smart and knowledgeable employees for achieving the goals of the organization.
Strength of Selection Process The weakness of the Selection Process
Cost-effective Time-consuming
It helps avoid any biasing while
recruiting the right candidate
Complicated Process
Provide guideline to evaluate the
employees
Eliminates the employee who is not good
in performance
It helps in comparing the individuals in
terms of their skills, knowledge,
experience, etc (Cristia, and Aracena,
2017).
Done after recruitment so less number of
candidates appears and it is quite difficult
to select from those selected candidates.
Recruitment and selection are different processes. Recruitment is an action of
interaction between managers and candidates. Where-as selection is the procedure of
gathering additional competent and appropriate employees. Recruitment encourages a
large number of applicants for the job. Selection is the process where rejection is done
of unsuitable candidates. The recruitment is a positive approach and selection is a
negative approach. Recruitment is an economical method and selection is an expensive
method (Cristia, and Aracena, 2017).
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M1 Assess how the functions of HRM can provide talent and skills appropriate to
fulfill the business objectives.
An effective human resource gives the organization the ability to fulfill the needs of the
organization by managing the employees of the organization. Talented human resource
managers serve strategic leadership and succor the organization on how to live in a
competitive environment. The function of the HRM is planning, training and
development, job analysis, union/labor relation, organizational development, employee
assistance and so on(Cristia, and Aracena, 2017).
The planning process provides the organization with the talent and the skills in the
organization. Planning includes the needs of the employee in the organization and
many other factors needed for the development of the organization. The HRM hire the
candidates who are talented, have good knowledge and skills also have the capability of
thinking out of the box and if the employee will have all these factors then it will
definitely benefit the business.
Further, the HRM organize training for the employee who helps the employee in getting
clear with the concepts and also what they have to do in their job. This makes the
employee more capable of doing the work more efficiently (Aracena and Cristia, 2017).
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M2 Evaluate the strengths and weaknesses of the different approaches to
recruitment and selection.
Recruitment and selection both are different things. Recruitment is a way of creating
contact between applicants and employers, while the selection is the way of selecting
capable and appropriate staffs (Rahim, 2018).
Recruitment reduces the hiring time, Shorten onboarding times, cost less, Strengthen
employee engagement, take concepts from other organizations, they are being fair,
have fresher skills and input, they give innovative ideas to the organization, have low
internal politics, and so on. Meanwhile, the recruitment has some disadvantages too like
they leave a gap in the workforce, create bitterness between manager and employees,
limit the pool of applicants, inflexible culture, hire risk, unbalanced candidates, high cost,
time overwhelming and so on(Rahim, 2018).
The strength of the selection process is that it is cost effective; helps avoid any biasing
through recruiting the correct contender, provide a guideline to evaluate the
employees,also helps in comparing the individuals in terms of their skills, knowledge,
experience, etc. The weaknesses of the selection process are that it is time-consuming,
eliminates the employees who are not good in performance, and it is a complicated
process(Rahim, 2018).
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D1 Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples.
As recruitment and selection are both different processes that mean both have a
different method of hiring the candidates. The motive of the recruitment is to encourage
a large number of candidate for the job whereas the selection focuses on the rejection
of the candidates. Thus the recruitment is a positive approach and selection is a
negative approach (Haq, 2017). The best example to understand the strength and
weakness of the recruitment and selection is that; the recruitment is a very simple
process in which the candidates do not have to cross many hurdles. When the
candidate goes for the interview, the recruiter takes his very simple interview to just
check the basic knowledge thus it saves the time as well as cost, meanwhile when the
candidate passes through the selection process he has to face many hurdles and have
to answer many difficult questions, this happens in the selection process because the
focus of the person is on rejecting the candidates. Thus it is cost high and consumes
more time (Haq, 2017).
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