HRM Practices: Application & Impact on Liverpool Victoria's Success

This report provides an overview of Human Resource Management (HRM) practices within Liverpool Victoria (LV), a major UK-based financial services company. It examines the purpose and functions of HRM, including recruitment, selection, training, employee relations, and performance management. The report analyzes the strengths and weaknesses of different recruitment and selection approaches used by LV, such as online applications, telephone interviews, and face-to-face interviews. It also discusses the benefits of various HRM practices for both employers and employees, and evaluates their effectiveness in raising organizational profit and productivity. Furthermore, the report explores the significance of employee relations in HRM decision-making and the impact of employment legislation on HRM practices within LV. The analysis offers insights into how effective HRM strategies contribute to LV's overall success and workforce engagement.

Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Purpose & Functions of Human Resource Manager. ..........................................................3
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................5
TASK 2............................................................................................................................................7
P3.Explain the benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................8
TASK 3............................................................................................................................................9
P5. Significance of employee relations in Human Resource Management decision making. ...9
P6. Key elements of employment legislation & its impact on decision making by HRM. .....11
TASK 4..........................................................................................................................................12
P7 Application of HRM practices in work affiliated context...................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
HRM consist of administering , developing and designing of programs in order to raise
effectiveness of business or an organisation. It is basically creating and managing a good
relationship among an employee or employer (Abdelhak, Grostick and Hanken, 2014). The
major role of Human Resource is recruitment, selection, overseeing activities, promotion,
maintaining relationship and many more. The person who carry out all this activities is Human
Resource manager and the company effectiveness is totally depend on the skills as well as
capabilities of HR manager of a company. Liverpool Victoria is chosen as a base company for
the present report. The company was founded in year 1843 and its head office is in Westbourne,
United Kingdom. The products which company offer in the market are Insurance, Equity release,
savings and so on. In these current report, there is discussion about Human Resource
management purposes and roles as well. With this, the report covers different approaches of
selection and recruitment with its weaknesses and strength. The different HRM practices is given
with its affect on an organisation productivity & profit. Later, it covers laws related to company
and the significance of employee relations that affect on decision making which took place by
Human Resource Manager of a company.
TASK 1
P1. Purpose & Functions of Human Resource Manager.
About the Company:
Liverpool Victoria is one of the biggest Friendly Society in United Kingdom and was
proposed in year 1843. The company mainly deals in life insurance, savings, investment products
, pensions and so on (Anderson, Fontinha and Robson, 2019). LV has around 5,500 manpower
and have around 14 working offices beyond the boundaries of United Kingdom. The company
offers outstanding and satisfactory services to its customers which is the main reason behind its
success.
Purpose of Human Resource Management: The main goal of HRM is to achieve an
organisational task as well as objectives within time frame or in a define manner. In addition to
this, their main purpose is to develop a healthy relationship among all the staff members or with
the top management. With reference to Liverpool Victoria, the main purpose of Human Resource

Management involves law compliance, compensation, staffing, personal appraisals and so on. By
following all this an organisation can run its activities as well as operations smoothly and
effectively.
Scope of Human Resource Management: The scope of human Resource Management
is wide in nature (Bamberger, Biron and Meshoulam, 2014). It consist of Remuneration,
manpower planning, training and development, raise productivity, incentives, lay-offs, transfer,
retrenchment, recruitment, induction, selection etc. It also includes welfare of extra services
given to employees such as Recreation services, Education, Medical assistance, rest rooms,
health and safety and so on.
Different Functions Of Human Resource Management:
In every organisation, HR department plays an important functions as well as role in
raising the productivity and effectiveness of a company. The functions of HRM is given below
with relation to Liverpool Victoria is as follows:
Training & Development: Training is a process held by companies to increase skills,
competencies and knowledge of staff members towards companies tasks as well as its objectives.
In addition to this, it also gives employees an update and makes an understanding about
innovative technologies and software used in the organisation (Bratton and Gold, 2017). In
context to Liverpool Victoria, the new human resource manager of company analyse the skills
and requirement of subordinates and then provide training to them. This training sessions brings
out positive outcome for the company which further leads to raise in the profitability level of LV.
Maintaining Employee relation: It is one of the major functions which an Human
Resource department plays in an organisation. The HR department emphasise on building good
relationship among employees with an aim to decline the level of problems occurred in future. In
relation to Liverpool Victoria, the human resource manager performs this function by solving
issues among employees, satisfying their needs or by giving them the accurate information as per
their need.
Recruitment and Selection: The process of finding candidate from the whole population
and than influence them to make an apply for vacant position whereas selection is a procedure to
recruit or choose the best manpower fr the company by adopting approaches of selection
effectively. With reference to LV, the human resource department uses various methods to

recruit as well as select best employee such as own website, social media, telephonic interview,
face to face communication and so on.
Manpower planning: It is basically a continuous process used by the human resource
department of company in order to fulfil the needs of a company. This function is essential for
organisation to match the demand as well as supply of workforce in the company. In context to
Liverpool Victoria, this assist company to place right candidate at accurate position.
Reward System: This role is perform by human resource in order to encourage
employees so that desired goals can be attained within time frame. This system makes employees
feel valued and they work with their full potential towards the company. In context to Liverpool
Victoria, the company give rewards such as vacation policy,life insurance, bonus, pension
schemes, retirement benefits, car insurance and many more (Chelladurai and Kerwin, 2018). All
this recognitions attracts manpower of the company to achieve their targets as per the standard
time. The company also provides insurance of family members at free of cost when the targets is
attained by the employees. In addition to this, all the employees of LV work with full zeal and
raises the productivity of as well as performance of the company.
Performance Management: Herein, the human resource team of a company monitors
and check the performance of all the staff members with the set standards as well as
expectations. The main reason behind this is to enhance the productivity and boost the
confidence of employees prevailing in the organisation. In context to LV, the HR team of
company monitors the performance of subordinates on regular basis and then provide them
guidelines to improve it (Cleaver, 2017). This assist organisation to develop a good relation with
employees which further leads to engagement of workforce for longer time frame.
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection: It is a important aspects of human resource planning as
right candidates are chosen for the organisation. Recruitment is a process where pool of suitable
and interested candidate are made, out of which some are chosen for the further process. It make
the base for the selection process as this process include screening and testing of the candidates.
In the context of Liverpool Victoria, LV is a largest insurance company in the united kingdom
and it offers different range of insurance plan for its customer. The HR manager make sure that
right kind and right quality of employees are selected in the company so that goals and
objectives are achieved on time. The company conduct this approach under following step :

Recruitment approaches:
Research
under research approaches, Lv company provide the recruitment information on the website and
on the various social media sites such as LinkedIn, Twitter, Facebook etc. so that interested
candidates can see the hiring opening for various different positions.
Strength of research: Most suitable candidates can be selected for the company from the
applied candidates. Candidates are introduce to the further process of selection so that they
prepare among self according to the requirement of the company (Davis and Luiz, 2015).
Weakness of research: there is huge number of candidates who applied for the position,
which sometimes became difficult for the Hr manger to selected most qualified candidates for
the company.
Apply online:
Liverpool Victoria provide its own website where candidates can apply for the position and
answer the important question in the application from such as what is current notice period?
What are the salary exceptions? Have you applied in the LV before?
Strength of Apply online: more candidates can apply to the open position in the company
according their skills and knowledge. On the other hand, company can chosen the best available
candidates for the company.
Weakness of Apply online: website sometimes lack in providing proper information of the
company to the candidates. Applying online for the various position can be complex process for
the candidates.
selection process: there are two types of selection process with are followed by the
Liverpool Victoria (DeCenzo, Robbins and Verhulst, 2016).
Telephone interview:
Here few selected candidates receive telephone form the HR team for further interview process.
Manger have a communication with the candidates to know more about the personality of the
candidates and give brief about the company like understanding the role and responsibility
provided, work life at the LV and know about the terms and condition of the employment in the
organisation.

Strength of telephoning interview: Here candidates can know more about the company
function and term&condition of employment. HR manager can know that how confident is the
candidate about the skills and knowledge.
Weakness of telephoning interview: sometimes there is problem is communicating due
to poor networking connection between the candidates and the HR manager. The candidates does
not get clear ideas about his role in the organisation.
Face to face interview: After clearing the telephoning interview around, selected
candidates have a face to face interview with the the HR manager. Here technical skills of the
candidates are examine by the manager (Gibson and Parkman, 2018). HR manager checks the
behaviour of the candidates like how confident is the candidates, how they can handle the stress
at the workplace and also check the communication skills about the candidates.
Strength of face to face interview: Here candidates have a interview with the Manger,
to understand the working of the company ,knowing the roles and responsibility in the
workplace.
Weakness :sometimes candidates get nerves in face to face interview which can effect
the change to get selected in the interview.
TASK 2
P3.Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
Human resources manager have many different responsibility in the organisation towards both
employer and for the employees. HRM practice helps protecting the rights of employee and
make sure that employees work under the scope of employment and labour law. The HR term
make transparent process for hiring the qualified candidates which are helpful for the both
employees and for the management team in the organisation (Goetsch and Davis, 2014). The
HRM practices helps in creating the program which improve the quality of the work
environment. These practices helps in motivating the employees for increasing the profits for the
organisation. Simliary, LV make sure that HRM practices are implemented in the organisation so
that goals and objectives can be achieved for the company. Some of the HRM practice are
discussed as followed :

Training and development: Under this practices the HR manager provide various different
training program for the employees so that their understand the goals and objective of the
organisation and learn new skills and knowledge so that task can be performed in the effective
ways. The development programs are structured to shape the skills and abilities in accordance of
the organisation. These program make employees more productive at their work and focus on the
achieving the objectives in the organisation. This is also good for the employers as their goals are
shared with the staff which will help in working together so achieve common goals.
Reward system: Under this system, employees are provided with the reward for their good
performance in the organisation. These rewards can be Monterey and non- Monterey teams,
monetary team include salary, bonus and various incentivise. Whereas non-monteary include
family holidays pack, move tickets and etc. these rewards act as motivation for the employees to
perform better in the organisation. The employees will remain focus in the organisation so that
predetermined goals can be achieved in the long run. This will also help employers as they can
have more loyal employee in the organisation who always motivate to give their best at the
workplace.
Under the HRM practise various issues are taken into consideration like legal requirement,
employees engagement, career advancement programs and corporate, performance
management .HRM practices are responsible for much more that hiring and firing employees
they have a good strategies in day to day operations of the business. These practice provided
focus on the important things such controlling of the budget of the company by taking care
about the human resources present in the organisation (Harrison and Lock, 2017). T
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
The impact of HRM practice on the employees productivity is a significance of the things
such as human resource management and organisation psychology. The main purpose of the
HRM practices and several theories to have sound employees productivity. The interaction
between HR manger and general manger guide them to be more productivity and to be more
efficient in the way. Firms can be successful only if employees performance together in the
organisation. The role of such HRM practices gives different outcomes for the different
company. HRM manager seek job information from the manager and ask them to review the
final written project. HRM practices helps in increase the overall performance of the company

employees which lead to increase in profits and productivity of the organisation. The company
uses 360 degree performance management feedback system so that company can increase the
productivity for the long run (Smith, 2016). Here employees and employer work together to
achieve the predetermined goals and objective and to increase productivity by providing good
work from the worker in the company. Their are recruitment and selection process which
provide a way to select most suitable candidates for the various position in the organisation.
Various legal and regulating compliance are taken care so that profits can be remained and to
increases the production in the company. HRM practices provide clears process to be followed
by the HR manger for selecting most qualified candidates which helps in increaser the profits for
the organisation. Their are various HRM in the organisation which employer make best use of
available in the resource (Storey, 2014). Organisation can increase the production by using HRM
method in the activity to achieve the goals and objective in the company. To increase the overall
performance of the organisation, manger tries to maintain the good relationship in the company
so that all member of the team can work together to achieve the predetermined in the
organization. Manager see that all employee come together to achieve the goals for the
organisation. Organisation used different HRM practice to achieve the most important position
in the market and give competence to other company in the market. Various methods are chosen
by the company to achieve vision the organisation. This will helps the company to hire most
productive candidate in the organisation by examine the performance of different candidates in
the interview process. Company look for the Bennet of the organisation by providing good skills
employees for the company to achieve goals and mission and vision of the organisation (Shields,
2015). Looking further in the company ,it wants to increase the profits and gain in the
organisation. Mission and visions are clearing provide what company want to achieve in the long
run and achieve gaols for the organisation.
TASK 3
P5. Significance of employee relations in Human Resource Management decision making.
Employee relation in an organisation takes place when the top management and the
subordinates communicates with each other effectively. It is also an interaction with the trade
union and the employees who is prevailing in the organisation. The human resource manager of
LV organises formal as well as informal meetings with an aim to build a good relationship

among the higher authorities and its employees. This relation also helps them to develop a
corporate culture at workplace.
Significance of Employee Relations in an organisation:
Helps in implementing Human Resource Functions: A good relation among the
employees or top authorities assist HR department to execute all the activities in a proper
manner. This functions includes selection and recruitment, compensation, promotion, workplace
safety, training and development etc (Klingebiel and Rammer, 2014). This helps Human
Resource manager of Liverpool Victoria to assign the project activities as per their interest and
also assist them to manage human capital of the company.
Employee Satisfaction: An employee can be satisfied only when they have good
relations to the other peoples of an organisation. Psychological state, employee engagement can
only obtained by a company when HR manager uses its own skills as well as capabilities
effectively. In context to LV, the Human Resource team takes feedback from the subordinates
and then emphasise on it with an aim to develop positive atmosphere in the company. In addition
to this, they also focus on fulfilling the basic needs of all the employees which helps them to
retain workforce for longer time period.
Helps in Dealing with organisational or employees problem: The good relationship
among employer and employee assist human resource manager to easily deal with issues and
handle the employee complaints (Luthans, Youssef and Avolio, 2015). This also declines arising
of problems among top authorities and employees. For instance, the manager of Liverpool
Victoria takes decision about labour management after considering the opinions of staff
members. This will help them to handle the problems without affecting on the relations with
employees they have which lead to employee satisfaction as well as employee loyalty.
Advantages of employee relations Disadvantages of employee relations
 It assist companies to develop better
understanding among employees which
results in positive outcome for the
company.
 It reduces the level of conflicts arise in
an organisation which directly raises
the productivity and profitability of
 This change the focus of subordinates
as they emphasise on maintaining
relationship rather than organisational
tasks and objectives.
 Ineffective relations between the
employees develops unhealthy
environment within the working culture

Liverpool Victoria. of Liverpool Victoria.
Adoption of employer of choice, flexible working practice and establishment:
The acquisition of flexible working hours as well as practice within Liverpool Victoria
raises the performance of an organisation as it gain attention of skilled and talented employees.
This will also help them to retain workforce for longer time frame which automatically declines
the cost of hiring new person (Mondy and Martocchio, 2016). In addition to this, it will raise the
degree of employee satisfaction among employees which further leads to raise in productivity
and profitability of Liverpool Victoria.
P6. Key elements of employment legislation & its impact on decision making by HRM.
This laws are formulated by local, state & federal government in order to raises the
standard level of both employer as well as employees. The Human Resource management of
Liverpool Victoria follows all the rules and policies in order to gain trust of employees, raising
opportunities for company and to build productive environment. The various Human Resource
laws are employee discrimination, employee rights, minimum pay, safety act and many more.
Below are some of the most important roles which an organisation follows:
Labour laws: It involves the terms and conditions of Industrial relations, family leave,
discrimination policy, employment, maternity leaves and many more (Mone and London, 2018).
In addition to this, it also includes rights of an employer as well as employer within the
organisation. With reference to LV, this law helps company in taking decisions about promotion,
selection, training and development, giving opportunities, recruitment etc.
Health & Safety Law: By the assistance of this law an organisation is able to maintain a
good healthy environment at workplace. This law is develop by the government so that the safety
of labours while they working on machines is ensured by the companies. In context to Liverpool
Victoria, the company provides training to employee about the usage of devices as well as
machineries in order to avoid occurrence of incidents at the workplace.
Discrimination Act: This law is basically formulated by the government of United
Kingdom. The main reason is to give an remove discrimination in age, values, culture, gender,
sexual harassment, disabilities and so on. In relation to Liverpool Victoria, this law assist
company to implement all the activities of a project effectively (Morris, 2015). This also

improves the working culture of the company which leads to raise in its performance as well as
market reputation.
Equality Law: This law basically emphasise on equal & fair treatment of each members
of an organisation. It also sates that there should be equal salary as well as wages is given to the
employees that is outputs is given to subordinates by considering their input level. In addition to
this, it also involves equality in sex, culture, racism and so on in the company. The Human
Resource manger of LV consider equality law at the time of paying wages to the employees.
TASK 4
P7 Application of HRM practices in work affiliated context
To select the most qualified candidates for the post of personal assistant, three CVs are examine
by the HR manager in accordance of job specification and job description. The following are
few steps which are followed to select the right candidates.
A) Job description
Job Description
Job title:
Main purpose of job
Reporting to
Key Tasks
Personal assistant
To provide a good secretarial support as a
personal assistant to the director of the
company.
Commercial Director and retirement advice
Director.
 To provide an administration service
and a secretarial service to the
directors.
 To help in increasing the efficiency of
the company by review the
administration system.
 To maintain the directors dairy,filing
system and all other relevant things in
the office.