The Role of HRM in Enhancing Business Productivity

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HRM

INTRODUCTION......................................................................................................................1
TASK 1......................................................................................................................................2
P1, M1 Explaining the functions and purpose of HRM in providing appropriate skills and
talent to achieve business objectives......................................................................................2
P2, M2, D1 Evaluating key approaches to recruitment and selection...................................2
TASK 2......................................................................................................................................5
P3, M3 Explaining benefits of HRM practices to both employee and employer..................5
P4, D2 HRM practices and its effectiveness in raising business productivity and
profitability.............................................................................................................................6
TASK 3......................................................................................................................................8
P5, M4 Value and importance of employee relations within business and its impact on
decision making of HRM.......................................................................................................8
P6, D3 Evaluating employment legislations and their key elements.....................................8
TASK 4....................................................................................................................................10
P7, M5 Analysing HRM practices and its application within organisation in work related
context..................................................................................................................................10
CONCLUSION........................................................................................................................13
REFERENCES.........................................................................................................................14

INTRODUCTION
HRM plays a major role in business in improving business performance by managing various
departmental and functional units. in this regards, the report will explain functions and
purpose of HRM in providing appropriate skills and talent to achieve GAP objectives. In
addition, key approaches to recruitment and selection, benefits of HRM practices to both
employee and employer and HRM practices and its effectiveness in raising business
productivity and profitability will be discussed. Further, value and importance of employee
relations within business, employment legislations and their key elements and application of
HRM practices will be explained.
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TASK 1
P1, M1 Explaining the functions and purpose of HRM in providing appropriate skills and
talent to achieve business objectives
GAP: GAP is an American worldwide accessories and clothing retailer founded by Donald
Fisher and Doris F. Fisher in 1969. the headquarter is located in San Francisco. The
organisation offers accessible and comfortable clothing for men, women and children. the
firm has 3600 locations and over 150,000 employees. It is one of the developing clothing
retail brand expanding its operations by delivering quality products and services to
customers.
Mission & Objectives: The firm has mission to create emotional connection with its
consumers through inspiring designs, stores, experience and competitive marketing. the
objective is to contribute towards national objectives of foreign exchange and export
promotion savings.
In this regards, there is a great importance of HR functions within business to drive success
through providing talent and skills (Cascio, 2015). They must be capable of formulating and
implementing strategies to improve business development and growth in terms of profits and
productivity. the function and purpose of HRM within GAP is provided below:
HR planning: HR functions are responsible for formulating policies, plans and strategies to
increase efficiency of operations to produce quality services. Effective planning helps in
improve business performance.
Recruitment: HR functions recruit and select best candidates as per the requirement of GAP
in order to improve operational efficiency and growth (DeCenzo, Robbins and Verhulst,
2016). This also helps in increasing workforce capability to deliver desired results.
Employee management: HR management is responsible for managing employee using
different theories and approaches such as best fit vs best practice etc. to manage work
according to the mission of business.
P2, M2, D1 Evaluating key approaches to recruitment and selection
Organisation requires quality, skilled and knowledgeable employees in order to manage their
operational work. Although, performance of business depends on its operational efficiency to
produce quality products
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In this regards, recruitment and selection process is managed by business to recruit candidates
that are effective enough to improve business performance. Internal and external two
approaches to recruitment and selection are available for business to recruit and select
employees.
INTERNAL SOURCE
There are number of internal sources from which GAP can recruit and select best employees
as per the requirement of operations (Taylor, 2015). In this regards, current employees can be
transferred or promoted to higher positions, former employees can also join company again
and referrals are also available. in this way, HR can recruit new employees or candidates.
Figure 1 Internal approach to Recruitment and Selection
Strengths and weaknesses: The strength of this approach is that it helps in improving
motivation of employees as they are provided with growth opportunities. This also helps in
reducing cost and time for management to conduct interview process. Employees become
loyal and committed through these actions. However, there are limited scopes for business to
choose candidates and it can also create disputes between employees.
EXTERNAL SOURCE
External sources are effective but also costly and time consuming for the process of
recruitment and selection. External sources of recruitment and selection such as employment
agencies that provide information regarding workers as per the requirement (Mondy, 2015)
In addition, advertisement is also a best way to attract number of candidates. Further
deputation process is also available for GAP management to recruit new employees.
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Figure 2 External approach to Recruitment and Selection
Strengths and weaknesses: The approach allows management to choose from a pool of
candidates that helps in selecting skilled, knowledgeable and capable employee for the work.
this also helps to test the ability of candidate to perform job responsibilities. However, the
approach is time consuming and costly and also affect beliefs of employees and creates
demotivation.
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TASK 2
P3, M3 Explaining benefits of HRM practices to both employee and employer
There are number of benefits of HRM practices within business that helps in improving
performance of both employer and employee to improve overall performance and efficiency
of organisation. HRM practices enable both employee and employer to maintain an effective
relationship to work together effectively. In this regards, benefits of HRM practices to
employees are provided below;
Figure 3 Employee relationship
Improvement: HRM practices improve skills, knowledge and behaviour of employees by
providing them information regarding business operations and its importance (Mbwayo,
2013). This helps in enhancing their work effectiveness to increase competitiveness.
Flexibility: HRM practices provide flexibility at workplace to improve environment. It helps
in managing certain changes within operations to perform better. HR management must
ensure to maintain satisfaction, communication and loyalty.
Motivation: HRM practices promote motivation and synergy so that employee’s morale can
be improved to achieve desired results in terms of motivation. Hence, employees are
responsible for understanding their roles (Brewster and Hegewisch, 2017).
HR practices also provide benefits to employers in terms of development, satisfaction and
managing employees.
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Training and development: Employers through HR practices conduct training and
development programs for employees to improve their performance and growth. this helps in
improving business efficiency.
Satisfaction: HR practices helps in addressing needs of employees from which employers
take care of providing minimum wages, salary, working hours and environment to ensure job
satisfaction. It helps in reducing chances of recruitment and selection.
Reduce employee turnover: Job satisfaction helps in improving motivation of employees
which helps in reducing employee turnover (Morgeson, Brannick and Levine, 2019). This
helps employer to manage cost of different activities that helps in saving time.
Hence, it can be said that HRM practices helps in providing job satisfaction, commitment,
loyalty, work life balance, development and growth to both employer and employee.
P4, D2 HRM practices and its effectiveness in raising business productivity and profitability
It can be said that there is a vital role of HRM practices in raising business productivity and
profits through providing growth and development opportunities and improving efficiency
within business. HRM practices provide several benefits to organisation such as it helps in
having proper management of different departments and functional units of business
(Wehrmeyer, 2017). In addition, employee’s performance is also improved that helps in
improving production process. In this way, quality products and services are produced which
satisfy the needs of customers to achieve loyalty and commitment. An organisation is able to
improve its growth and performance by HRM practices to achieve its mission and objectives.
HR practices include training and development, recruitment, compensation, rewards and
incentives and transparency. In this regards, below there are some HR practices and their
benefits in raising business performance are provided:
Training: Employers through HR practices conduct training and development programs for
employees to improve their performance and growth. this helps in improving business
efficiency. It helps in improving performance to improve quality of work.
Recruitment: Internal and external two approaches to recruitment and selection are available
for business to recruit and select employees (Budhwar, 2016). This helps in bringing new
blood within business to improve efficiency in operations to produce quality services that are
effective in achieving satisfaction of customers.
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In addition, leadership, planning for budget, utilisation of resources etc. are also some
effective HRM practices that helps in improving business performance in terms of
productivity and profits to accomplish desired goals.
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TASK 3
P5, M4 Value and importance of employee relations within business and its impact on
decision making of HRM
It can be said that relationship between management and employees must be effective enough
to understand importance of work and business mission to achieve desired outcomes. in this
regards, management is responsible for addressing employees needs to maintain their
satisfaction towards job and happiness.
Employee relations: Employees must be satisfied with their job so that the relation between
management and them can be improved (Horwitz and Budhwar, 2015). In this regards,
several strategies and programs are organised by HR management to make employees
committed and loyal towards brand to produce high quality services.
Communication: Communication helps in creating understanding between management and
employees so that strategies could be implemented well to acquire desire results. HRM
decision making is affected by communication that it can demotivate employees.
Communication skills help in improving relations with workers to enhance teamwork and
collaboration activities.
Involvement of employees: It is very important for the HR management to involve
employees in business meetings, seminars and other decision making process that it helps in
improving their motivation as they understand their value within business. Further, this also
provides them satisfaction to have loyalty with brand to work as much as possible.
Employee welfare: HR management must ensure that the employees welfare activities such
as providing them an effective peaceful working environment, addressing their needs,
motivation etc. This helps in improving relations with them by providing them values in
terms of business resource effectively.
In this way, business is able to manage effective relations with employees as it has impact on
business operations and HRM decision making (Crawshaw, Budhwar and Davis, 2017). A
healthy relationship improves business and an individual performance that helps in achieving
productivity and profitability goals.
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P6, D3 Evaluating employment legislations and their key elements
Employment legislations and its key elements also has a great impact on HRM decision
making and business operations. Hence, it is very important for GAP to determine key
elements of employment legislations to follow them and operate smoothly under government
rules and regulations.
Equality act 2010: It can be said that business must ensure equality at workplace in terms of
sex, age, religion, cast, colour and gender in order to reduce chances of arising conflicts. The
government is able to terminate business operations in case of breach of this law.
Employment safety act 1978: Every employee working with business have rights to safe
their employment in terms of salary, wages, pension, commencement and compensation
benefits. These elements must be considered by HR management to ensure employees are
provided with these benefits.
Health and safety act 1974: This is the one of the most important act which helps employees
to work in a safe and secure environment to ensure safety (Moutinho and Vargas-Sanchez,
2018). In this regards, management must ensure that there are proper safety arrangements for
employees in terms of machineries and other tactical equipment etc. This helps in improving
safety standards within GAP.
Data protection act 1998: Every employee has right to ensure that the personal information
and data provided to company is safe and secure. No one is able to make use of this
information without permission of employee. This act helps in managing safety and
confidentiality of information provided by employees to organisation.
In addition, dismissal of services, employment, minimum wages act, holiday entitlements,
working environment and hours, training rights etc. are also some key elements of
employment legislation which are necessary to be followed by GAP in order to ensure growth
and development in operations to increase profits and productivity.
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TASK 4
P7, M5 Analysing HRM practices and its application within organisation in work related
context
In order to test the process of recruitment and selection within GAP, a documentary portfolio
is prepared of an individual for the post of HR assistant. In this regards, management is able
to determine the effectiveness of HR practices within business to improve operations.
Job specification
HR Assistant
GAP
Qualification
A degree or diploma is needed in HRM from any specialized university or college.
Personal attributes
 Communication and management skills.
 Enthusiastic.
 Interpersonal skills.
 Knowledge of HR functions.
 Ability to respond in different situations.
Experience
 At least 6-month experience.
Physical appearance
 Good body language, walking and talking style and age between 21 to 30 years.
Curricula Vitae (CV)
JP Duminy
Address: 56, civil line, flat no. 207 UK.
Email ID- [e-mail]
Mobile no.- 5264587512
Professional profile
I am able to perform this job role as I have capability to manage people as per the requirement
and situation. I am passionate, hardworking, responsible, honest and determined towards my work
which helps in making me a better leader, speaker and communicator. I assure you that I will do my
best to achieve business purpose and mission.
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