HRM: Recruitment, Practices, and Employee Relations Analysis Report

This report delves into various aspects of Human Resource Management (HRM). It begins by assessing how HRM functions contribute to talent acquisition and skill development to meet business objectives. The report then evaluates different recruitment and selection approaches, examining their strengths and weaknesses with supporting examples. It explores diverse HRM practices, such as training and development and performance appraisal, within an organizational context. The report further analyzes key aspects of employee relations management and employment legislation and their impact on HRM decision-making. It illustrates the application of HRM practices in a work-related setting, providing a rationale for specific practices, and critically evaluates employee relations and HRM's influence on organizational decision-making. The report includes a job specification, advertisement and offer letter for a receptionist role within Primark Corporation. The report draws on various sources to support its analysis.

Human resource
management

Table of Contents
TASK 1............................................................................................................................................3
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................3
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
.....................................................................................................................................................3
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples...................................................................................3
TASK 2............................................................................................................................................4
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context...................................................................4
D2 Critically evaluate HRM practices and application within an organisational context, using
a range of specific examples........................................................................................................4
TASK 3............................................................................................................................................5
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context..................................................5
TASK 4............................................................................................................................................5
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples......................................................................................................................................5
M5 Provide a rationale for the application of specific HRM practices in a work-related context
.....................................................................................................................................................6
D3 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organisational context.......................................................6
REFERENCES................................................................................................................................7
Books and Journals:.....................................................................................................................7

TASK 1
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives
Human resource management is an important element of organisation because they will
not perform any task without the help of human resource(Loganathan and Dharmaraj, 2017).
Human resource plays a significant role in organisation; they perform all task and duties for the
achievement of organisational goals and objectives. HRM has talent that helps in achievement of
desired result. Employees play a key role in organisation because they give their efforts for
accomplishment of task. With the help of human resource organisation earn profits and
productivity. They should have necessary skills so that they can perform their task efficiently. It
is recommended to the organisation that they should provide training and development
programmes so that organisation achieve higher productivity and skilful employees. Business
can fulfil their objectives with the help of skilled and talented employees.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
A company has many methods for recruiting and selecting their talented and skilful staff.
They should analyse and evaluate each and every approach of recruiting and selecting method so
that they can take decisions for suitable candidate. It is recommended that organisation should
evaluating strengths and weakness of each method of recruitment so that they can get best and
skilful employees. Methods of recruitment and selection are internal and external. Internal
methods of recruitment are better than external method because their existing employees know
the environment of organisation(Platanou and et. al., 2018). But it is not recommended that
external method is not good. Because if organisations recruit their personnel from external
source than they have a great chance to meet their talented and skilful employees. It is analysed
from the above discussion that both method of recruitment and selection methods are important
and helps in getting high level of productivity so that they can achieve their targets.
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples
It is analysed from the above discussion that organisation shouldcrically analyse of each
and every method of recruitment and selection method so that they can get best emloyees for
their organisation.Skilful and talented employees are the reason of organisation’ success and

growth.There are twomethods of recruitment that are internal and external source. Organisation
shouldevaluate strenghts and weakness of each alternative so that they can take decision
regarding best aletrnative.Organisations can achievetheir goals and objectives with the help of
best human resource.It is important and ebeneficial for organisation that they should evaluate
each and every method of recruitment.
TASK 2
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context
HRM practices plays significant role in organisation because it improves employees’
performance and productivity. Their main practices are training and development programme,
performance appraisal, monitoring and controlling, etc.Training and development programme is
essential for success and growth of employees. It helps in career development of
individual.Organisation should use this prsctice so that they can increase their employee’s
productivity and get maximum benefits(Currie and et. al., 2017). They should provide training to
emoployees according to their roles and responsibilities. It helps in achievement of
organisational goals and objectives.Organisation need to take important steps for encouraging
their employees towards achievement of goals. It can be done through performance appraisal
techniques. For example, a employees who give extra time for organisation success then it
becomes the duty of organisation that they provide some benefits such as bonus so that they can
perform better and give their efforts.
D2 Critically evaluate HRM practices and application within an organisational context, using a
range of specific examples
Organisation should provide training programmes for development of employees. It is
suggested that they can be imrpove their performnace with the help of training and development
programme(Okuno, Benitez and Castillo, 2020). They can be providing training through on job
and offjob method. Training is an essential part of success and growth of organisation. For
example, organisation introduces new machinery in their business so that they can make their
operation process easier. But it requires a person who runs this machinery, because of new
technology there is no single person who knows the functioning of machinery. So that’s why
organisation need training programme which helps in achievement of organisational objectives.

It is also sugegsted that they can be use 360 degree performance appraisal method for
encouraging and motivating employees towards higher productivity.
TASK 3
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organisational context
For organisation employees relations are very important because they are the key element
of success of their business.Companies should make best relations with employees so that they
get high productivity and performance which helps in accomplishment of targets and goals
effectively and efficiently(Zangl and et. al., 2020). It is analysed that employee relations can be
improve with the help of communication skills because it helps in solving their problems. There
are many ways to improve employe relationships in order to increase their productivity and
performance. Organisation should follow all employment legislations so that they can make their
relations better. Employement legislations has given a great impact on organisation’ decision
making process.
TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
Primark Corporation has idol position for the role of receptionist, here is job specification
statement.
JOB SPECIFICATION
Job title: Receptionist
Reporting to: Senior manager
Job description: perform work with innovative skills and creative attributes in order to attend
and serve clients. Be informative and hardworking for the job role with a confidentiality
attitude.
Duties and Obligations:
 Retain records and data of customers and employees
 Answering phone calls
 Solving issues through online and offline modes

 Proper conversation of messages.
 Work with confidentiality Take initiative to provide suggestions.
Qualifications:
 Attractive convincing skills
 Attitude of marinating relations
 Management degree is must
 Must be a good decision maker regarding management
 Diploma or degree from a reputed university
PERSONAL SPECIFICATION
Significant Skills:
 Excellent communication attributes in online and offline modes.
 Management of inter personal relations with co-workers.
 Must be versatile.
 Good knowledge of few technical terms in basic computer knowledge. Efficiency and effectiveness would regulate.
Required Skills:
 Maintain flexibility and indulge in indifferent work culture.
 Sense of understanding human behaviour.
 Confidence and affiliation is must.
 Polite and soft attitude.
JOB ADVERTISEMENT
We”re HIRING!!
Receptionist
Primark corporation come with an idol position for the specific post for an MBA holder to
make their reliable contribution in fulfilling companies vision by adjoin with the family of

Primark. The vacant position will only provided for full time workers. Work days will be of
only 5 days a week and training will be providing within the progression period of 3 days. Last
date for applying is 1st march 2021.
Pay and Benefits
 Salary will be negotiable
as per UK laws
 24 days of leave
compensation. Attractive schemes for
pension and other
medical benefits.
Contact us today
candidates, confident and suitable with the job post need to
be come for a walk-in-interview or any other close one
searching for job post could contact us and send CV on
CV to 32-41 West St, Reading RG1 1TZ, United
Kingdom or can mail it to @primark.
Notes for interview
Some important questions that are essential for job application of a candidate:
Q1. What are the important duties and responsibilities of receptionist for dealing with
customers?
Q2. What are the assumptions that take by consumer in order to contact with organisation’
receptionist?
Q3. What is your daily or daily time table or schedule?
Q4. Explain your previous work experience?
Q5. How can you control or manage the work pressure and stress?
OFFER LETTER
Primark Corporation
5th March, 2021
XYZ
Dear XYZ,
We are feeling happy and excited to inform you that your interview session is cleared for the
post of Receptionist. That means you are selected as a Receptionist in Primark Corporation. It is
recommended that you should contact with HR of Primark Corporation regarding further

details.
According to the policies, you will join your job from 10thMarch, 2021. Kindly acknowledge
you to show your interest and acceptance so that e will take further steps. Please feel free to
contact with our HR team.
Sincerely,
HR team
M5 Provide a rationale for the application of specific HRM practices in a work-related context
Organisation need to make good relations with their employees so that they give their
best in order to achieve organisational objectives(Lau and et. al., 2020).They can make better
realtions with the help of applying all employment laws and regulations. It includes office
timings,holidays, leave, lunch, etc.Companies need to use effective HRM practices so that they
can make healthy relations with their employees.
D3 Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organisational context
It is analysed from the brief discussion that organisation get impact through HRM
practices. HRM practices give great influence on organisation success and decision making
process(Coffie, Boateng and Coffie, 2018). Organisation should use HRM practices in such a
way that they can get best result.Firms get success with the help of employee relations.

REFERENCES
Books and Journals:
Coffie, R. B., Boateng, K. A. and Coffie, F., 2018. Achieving organisational commitment
through HRM practices: The Ghanaian banking sector experience. International Journal of
Business and Management. 13(5). pp.171-184.
Currie, D., and et. al., 2017. The management of workplace conflict: Contrasting pathways in the
HRM literature. International Journal of Management Reviews. 19(4). pp.492-509.
Lau, M. Y., and et. al., 2020. One-Step Differential Detection of OXA-48-Like Variants Using
High-Resolution Melting (HRM) Analysis. Antibiotics. 9(5). p.256.
Loganathan, C. and Dharmaraj, A., 2017. A study on impact of HRM practices and policies on
employee‘s organisational commitment in textile spinning mills in Tamil Nadu,
India. Indian Journal of Science and Technology. 10(15). pp.1-11.
Okuno, H. R. M., Benitez, G. S. and Castillo, R. C., 2020, March. Implementation of a Virtual
Laboratory of Industrial Robots. In Proceedings of the 2020 8th International Conference on
Information and Education Technology (pp. 300-305).
Platanou, K., M and et. al., 2018. Using online data and network-based text analysis in HRM
research. Journal of Organizational Effectiveness: People and Performance.
Zangl, L., and et. al., 2020. Discriminating larvae of two syntopic Cychramus species
(Coleoptera, Nitidulidae) by means of bar-HRM analysis. Molecular Biology
Reports. 47(10). pp.8251-8257.