Analysis of HRM Practices in Chocolate Presence and Microsoft
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HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction...................................................................................................................... 3
LO1.................................................................................................................................. 4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...............................................................................................4
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection........................................................................................................................... 5
LO2.................................................................................................................................. 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
LO3................................................................................................................................ 10
P5 Analyze the importance of employee relations with respect to influencing HRM
decision-making............................................................................................................. 10
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making............................................................................................................. 12
LO4................................................................................................................................ 13
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples........................................................................................................................13
Conclusion..................................................................................................................... 18
References.....................................................................................................................19
2
Introduction...................................................................................................................... 3
LO1.................................................................................................................................. 4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...............................................................................................4
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection........................................................................................................................... 5
LO2.................................................................................................................................. 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
LO3................................................................................................................................ 10
P5 Analyze the importance of employee relations with respect to influencing HRM
decision-making............................................................................................................. 10
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making............................................................................................................. 12
LO4................................................................................................................................ 13
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples........................................................................................................................13
Conclusion..................................................................................................................... 18
References.....................................................................................................................19
2

Introduction
The HRM of an organisation is responsible for the selection, recruitment, managing, and
guiding the people of the organisation. The HRM plays vital roles in the organisation.
Without suitable and proper HRM, no organisation can grow their business as well as
profitability rapidly. The HRM trains the selected employee as per the project of the
organisation.
In this report, there are two case studies about and discuss the HRM in both cases. One
is ‘Chocolate Presence’, which is an organisation of various greeting cards chocolate,
related and another is the Microsoft Company. To enhance performance of both the
organizations, they need proper HRM and the HRM team plays the major parts for both
the company from the selection to development of the project. The HRM monitor overall
work of these companies. This report will state the overall major role of HRM in next
section.
3
The HRM of an organisation is responsible for the selection, recruitment, managing, and
guiding the people of the organisation. The HRM plays vital roles in the organisation.
Without suitable and proper HRM, no organisation can grow their business as well as
profitability rapidly. The HRM trains the selected employee as per the project of the
organisation.
In this report, there are two case studies about and discuss the HRM in both cases. One
is ‘Chocolate Presence’, which is an organisation of various greeting cards chocolate,
related and another is the Microsoft Company. To enhance performance of both the
organizations, they need proper HRM and the HRM team plays the major parts for both
the company from the selection to development of the project. The HRM monitor overall
work of these companies. This report will state the overall major role of HRM in next
section.
3
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LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation
The HRM is one type of process of the recruitment, selection, development and
monitoring the overall work of the selected organisation. The main aim of HRM is
used to observe policies of organisations and make a suitable relationship
between the entire team of the organisation (Marler and Parry, 2016). The HRM
team does the management of the employee. The overall business project of the
organisation is maintained and monitored by the HRM.
The main major functions of the HRM is as follows:
o Planning of the project: the HR does the total planning of the project of
the Chocolate Presence, and the project is divided into small parts and
assign the small parts to a different employee. Without proper planning,
the whole organisation does not achieve success in future growth.
o Recruitment process and selection process of staff: The task of
recruitment process is one of the difficult tasks for human resources
management. They have to choose the most eligible employee based on
the organisation, and then they develop the description of the job, publish
the post of the jobs, find out the proper sources of the employee, then
decide the salary of the employee, and take the interview of the Chocolate
Presence. To increase the efficiency of the Chocolate Presence
organisation they recruit the experience and skilled employee (De Vos et
al., 2017).
o Reward: HRM gives award to the staff for their performances towards the
Chocolate Presence organisation. This award motivates the employee to
do their work easily and make the work easiest for them, and the
organisation get the best result from them.
o Manage the performance: the human resource management team is
responsible for monitoring each part of the project of the Chocolate
4
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation
The HRM is one type of process of the recruitment, selection, development and
monitoring the overall work of the selected organisation. The main aim of HRM is
used to observe policies of organisations and make a suitable relationship
between the entire team of the organisation (Marler and Parry, 2016). The HRM
team does the management of the employee. The overall business project of the
organisation is maintained and monitored by the HRM.
The main major functions of the HRM is as follows:
o Planning of the project: the HR does the total planning of the project of
the Chocolate Presence, and the project is divided into small parts and
assign the small parts to a different employee. Without proper planning,
the whole organisation does not achieve success in future growth.
o Recruitment process and selection process of staff: The task of
recruitment process is one of the difficult tasks for human resources
management. They have to choose the most eligible employee based on
the organisation, and then they develop the description of the job, publish
the post of the jobs, find out the proper sources of the employee, then
decide the salary of the employee, and take the interview of the Chocolate
Presence. To increase the efficiency of the Chocolate Presence
organisation they recruit the experience and skilled employee (De Vos et
al., 2017).
o Reward: HRM gives award to the staff for their performances towards the
Chocolate Presence organisation. This award motivates the employee to
do their work easily and make the work easiest for them, and the
organisation get the best result from them.
o Manage the performance: the human resource management team is
responsible for monitoring each part of the project of the Chocolate
4
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Presence organisation. They make a new product and enhance their
performance in the future. In this case, HRM plays vital roles for future
growth. The HRM finds out the issues in each part and rectifies them as
soon as possible. In another word, the HRM is called the backbone of the
Chocolate Presence organisation.
o Training of the selected employee and development: the training of the
selected employee is the vital responsibility of human resource
management (Patterson et al., 2016). The Chocolate Presence
organisation gives the training to the fresher employee of the company as
well as the existing employee. This training is necessary for the employee
of the Chocolate Presence to make them updated based on requirement
of Chocolate Presence organisation. The HRM to make it easy for the new
and existing employee does the total work.
In the Chocolate Presence organisation, there are lots of problem between the project
and the employee related to this project. The major problem, which is faced by this
organisation, is the communication problem. The human resource management makes
communication easier between the people and finishes the project with great success.
The other major problem is the delivery of the product on time. For this reason, the
HRM is taking the responsibility to remove this problem for future growth.
P2 Explain the strengths and weaknesses of different approaches to recruitment
and selection.
selection process of Chocolate Presence organisation is very important. The
selection process by HRM has some advantages for the Chocolate Presence
organisation. By using the good, skilled and experienced staff increase the
performances of the organisations and enhance the production of the company.
The selection process decides the success of the Chocolate Presence
organisation (Beauchamp et al., 2015). If not every employee works properly,
then the company do not get a huge success. There are many selection methods
such as the ability test, test of integrity, interview, the test of the resume,
knowledge about the related jobs etc. Here Chocolate Presence organisation
5
performance in the future. In this case, HRM plays vital roles for future
growth. The HRM finds out the issues in each part and rectifies them as
soon as possible. In another word, the HRM is called the backbone of the
Chocolate Presence organisation.
o Training of the selected employee and development: the training of the
selected employee is the vital responsibility of human resource
management (Patterson et al., 2016). The Chocolate Presence
organisation gives the training to the fresher employee of the company as
well as the existing employee. This training is necessary for the employee
of the Chocolate Presence to make them updated based on requirement
of Chocolate Presence organisation. The HRM to make it easy for the new
and existing employee does the total work.
In the Chocolate Presence organisation, there are lots of problem between the project
and the employee related to this project. The major problem, which is faced by this
organisation, is the communication problem. The human resource management makes
communication easier between the people and finishes the project with great success.
The other major problem is the delivery of the product on time. For this reason, the
HRM is taking the responsibility to remove this problem for future growth.
P2 Explain the strengths and weaknesses of different approaches to recruitment
and selection.
selection process of Chocolate Presence organisation is very important. The
selection process by HRM has some advantages for the Chocolate Presence
organisation. By using the good, skilled and experienced staff increase the
performances of the organisations and enhance the production of the company.
The selection process decides the success of the Chocolate Presence
organisation (Beauchamp et al., 2015). If not every employee works properly,
then the company do not get a huge success. There are many selection methods
such as the ability test, test of integrity, interview, the test of the resume,
knowledge about the related jobs etc. Here Chocolate Presence organisation
5

uses the knowledge-based test of the employee to make the different gift product
of the Chocolate Presence organisation.
The main disadvantages of the selection process are that it does not give a clear
picture of the employee. The next one is the employee might be dishonest. Some
of the tests may not work properly (Sekaran and Bougie, 2016). It can be
ambiguous.
The Chocolate Presence organisation have to improve their selection process
like ability test because sometimes the fresher candidate does not have any
knowledge about the job, hence do not select that employee as per this selection
process. The next one is the bio-data test. The bio-data does not all-time proof
the eligibility of the employee towards the project, so the Chocolate Presence
organisation needs to train them properly to get the best performance from them
and as well, as improve the growth of the future for the Chocolate Presence
organisation.
6
of the Chocolate Presence organisation.
The main disadvantages of the selection process are that it does not give a clear
picture of the employee. The next one is the employee might be dishonest. Some
of the tests may not work properly (Sekaran and Bougie, 2016). It can be
ambiguous.
The Chocolate Presence organisation have to improve their selection process
like ability test because sometimes the fresher candidate does not have any
knowledge about the job, hence do not select that employee as per this selection
process. The next one is the bio-data test. The bio-data does not all-time proof
the eligibility of the employee towards the project, so the Chocolate Presence
organisation needs to train them properly to get the best performance from them
and as well, as improve the growth of the future for the Chocolate Presence
organisation.
6
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LO2
P3 Explain the benefits of different HRM practices within an organisation for both
the employer and employee.
The HRM has some vital responsibilities towards organisations, and they give
advantages for the employee as well as the employer. In the case of the employee, the
HRM prevents the entire employee from different issues, then also concern about their
safety, and protects their personal information. However, in case of employer, HRM is
trying to manage communication and relationship between the employees of the
Chocolate Presence organisation and find out the best possible ways to reduce the cost
of the labour (Guest, 2017). In other words, the HRM protect the employee from all the
sides and follow the labour law to give them proper justices. These are some benefits
listed below:
1. The resolution of conflict: The HRM reduces any defects in the organisation, and
the conflict may be between the employees and the organisation or the employer
and the organisation. They manage the appropriate behaviour in the organisation
environment and make the environment easy for the employee as well as the
employer.
2. The process of training and development: human resources management helps
the employee in the training and development seasons. According to the
requirements of the employee, they set the training scenario. To increase and
improve the sales of the organisation and the skill of the service of the customer,
they make the easy way for the employee. They also help all workers to create a
bright future career.
3. The relationship of the employee: the HRM gives the support to that employee
who feels insecure in the organisation. To get the solution of any harassment, the
employee reports the HRM. They guide the employee in the legal matter and take
mutual decision between the employee and employer.
7
P3 Explain the benefits of different HRM practices within an organisation for both
the employer and employee.
The HRM has some vital responsibilities towards organisations, and they give
advantages for the employee as well as the employer. In the case of the employee, the
HRM prevents the entire employee from different issues, then also concern about their
safety, and protects their personal information. However, in case of employer, HRM is
trying to manage communication and relationship between the employees of the
Chocolate Presence organisation and find out the best possible ways to reduce the cost
of the labour (Guest, 2017). In other words, the HRM protect the employee from all the
sides and follow the labour law to give them proper justices. These are some benefits
listed below:
1. The resolution of conflict: The HRM reduces any defects in the organisation, and
the conflict may be between the employees and the organisation or the employer
and the organisation. They manage the appropriate behaviour in the organisation
environment and make the environment easy for the employee as well as the
employer.
2. The process of training and development: human resources management helps
the employee in the training and development seasons. According to the
requirements of the employee, they set the training scenario. To increase and
improve the sales of the organisation and the skill of the service of the customer,
they make the easy way for the employee. They also help all workers to create a
bright future career.
3. The relationship of the employee: the HRM gives the support to that employee
who feels insecure in the organisation. To get the solution of any harassment, the
employee reports the HRM. They guide the employee in the legal matter and take
mutual decision between the employee and employer.
7
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4. Remuneration of the employee: The human resources management decides the
remuneration of the employee and then when they increment the salary of the
employee the employee is motivated by this increment the employee work with in a
very enthusiastic way. For this reason, the employer also gets benefits from it
because when the employee gets the award for their word, then they give the best
work in the organisation, and then the organisation gain more profit from them and
grow their business as well as. In this way, the human resources manager benefits
both employee and employer.
5. Giving the proper information:
The human resource manager gives the actual information to the employee. If anyone
related to the organisation does not feel able to give the information to the employee,
then the questions are directly transferred to the human resource manager and then
they gives all important information for the benefits of the employee, about leave policy,
the benefits of the compensation etc. If any employee wants any professional help, then
the human resources manager provides personal guidance.
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
The HRM practices’ effectiveness is listed below:
o Retention of the employee: the retention of the employee is the ability to
manage and retain the employee of the organisation. HRM gives the
satisfaction to the employee of the organisation and for this reason; they get
the motivation to do the task of the organisation very sportingly. The HRM
appoint the best-experienced and high skilled employee for the betterment of
the organisation. With the help of this process, the organisation gains the best
profit from the market and enhances the productivity by this motivated
employee.
o The HRM reduces the employee stress and always try to understand the
feelings and emotion of the employee to get the best result from them and
enhance the profit of organization and productiveness of organisation. The
8
remuneration of the employee and then when they increment the salary of the
employee the employee is motivated by this increment the employee work with in a
very enthusiastic way. For this reason, the employer also gets benefits from it
because when the employee gets the award for their word, then they give the best
work in the organisation, and then the organisation gain more profit from them and
grow their business as well as. In this way, the human resources manager benefits
both employee and employer.
5. Giving the proper information:
The human resource manager gives the actual information to the employee. If anyone
related to the organisation does not feel able to give the information to the employee,
then the questions are directly transferred to the human resource manager and then
they gives all important information for the benefits of the employee, about leave policy,
the benefits of the compensation etc. If any employee wants any professional help, then
the human resources manager provides personal guidance.
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
The HRM practices’ effectiveness is listed below:
o Retention of the employee: the retention of the employee is the ability to
manage and retain the employee of the organisation. HRM gives the
satisfaction to the employee of the organisation and for this reason; they get
the motivation to do the task of the organisation very sportingly. The HRM
appoint the best-experienced and high skilled employee for the betterment of
the organisation. With the help of this process, the organisation gains the best
profit from the market and enhances the productivity by this motivated
employee.
o The HRM reduces the employee stress and always try to understand the
feelings and emotion of the employee to get the best result from them and
enhance the profit of organization and productiveness of organisation. The
8

HRM always pretend like a leader, not like the boss. If they pretend like a
boss, then the employee does not work freely within the organisation. Always
award the employee for their work and if all employees are happy with the
HRM practices, then they do their best job, and the organisation get the best
profit from them.
o Branding of the employee: the branding of the employee is the new types of
regulation to rectify the brand of the project (Delery and Gupta,2016). The
employee prepares the employee’s behaviour according to the brand of the
organisation. With the help of the daily behaviour of the work, brand
identification of the project of the organisation is done.
o The development of the leadership: it is referred as the set of programs which
are used to make the employee as the best leader of the organisation. In
another word, the development of leadership is the process to manage the
communication between the employees of the organisation. This may lead to
enhance the productivity and profit of a particular organisation.
o Manage the performance of the employee and give the awards for their
performances. By getting the awards, the employee gets motivated towards
the works of the organisation and then gains much profit with the best
performances. Always award the employee for their work and if all employees
are happy with the HRM practice, then they do their best job and the
organisation get the best profit from them (Wood, 2018).
o Recruiting and managing the talent: recruitment is one of the best techniques
for the best result of the organisation. Recruitment is done based on the size
of the project and the importance of the project. The HRM is selecting the
employee with good skilled and better experiences. They secure the talented
employee for the future project of the organisation and use those employees
in the critical part of the project to enhance productivity as well as the profit of
the organisation.
The practice of HRM is very benefitted for the organisation for the production and the
profit of organisation. The HRM is called the backbone of the organisation and with the
9
boss, then the employee does not work freely within the organisation. Always
award the employee for their work and if all employees are happy with the
HRM practices, then they do their best job, and the organisation get the best
profit from them.
o Branding of the employee: the branding of the employee is the new types of
regulation to rectify the brand of the project (Delery and Gupta,2016). The
employee prepares the employee’s behaviour according to the brand of the
organisation. With the help of the daily behaviour of the work, brand
identification of the project of the organisation is done.
o The development of the leadership: it is referred as the set of programs which
are used to make the employee as the best leader of the organisation. In
another word, the development of leadership is the process to manage the
communication between the employees of the organisation. This may lead to
enhance the productivity and profit of a particular organisation.
o Manage the performance of the employee and give the awards for their
performances. By getting the awards, the employee gets motivated towards
the works of the organisation and then gains much profit with the best
performances. Always award the employee for their work and if all employees
are happy with the HRM practice, then they do their best job and the
organisation get the best profit from them (Wood, 2018).
o Recruiting and managing the talent: recruitment is one of the best techniques
for the best result of the organisation. Recruitment is done based on the size
of the project and the importance of the project. The HRM is selecting the
employee with good skilled and better experiences. They secure the talented
employee for the future project of the organisation and use those employees
in the critical part of the project to enhance productivity as well as the profit of
the organisation.
The practice of HRM is very benefitted for the organisation for the production and the
profit of organisation. The HRM is called the backbone of the organisation and with the
9
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help of the HRM, the organisation free from any types of risks and manage the
employee of the organisation as per the labour law to manage the safety for the
employee of the organisation.
LO3
P5 Analyze the importance of employee relations with respect to influencing HRM
decision-making
Organizing healthy relations with the employee in Microsoft organisation is the pre-
requisite for the success of the company and cited definition of the engagement of
employees. The robust relations of employees are required for the satisfaction of human
and higher productivity. The relation of an employee generally deals with resolving and
avoiding problems regarding individuals that may arise or influence the scenarios of
work. The robust relations of employee relies upon a healthy and safe environment,
entire employees commitment, the incentive of overall employees motivation and
efficient communication organisation systems (Turner et al., 2019). The healthy
relations of the employee lead effective, productive and motivated employees that
further lead to enhance in the level of sales.
Employee engagement improving and involvements
According to the summit in Microsoft organisation, regarding improving the relations, it
should be strengthened in an organisation. Therefore, the following points have to be
considered for doing so:
The staffs has an expectations of good treatment through management.
Therefore, the management should treat overall employee as persons and
should fairly treat them. The favouritism of the employee must be avoided.
It is that not to make the job monotonous to the employees in the Microsoft
organisation. It should be kept as interesting and challenging (Reed, 2019). This
is implemented through assign the employees with big responsibilities and
indulging them in the programs of training.
10
employee of the organisation as per the labour law to manage the safety for the
employee of the organisation.
LO3
P5 Analyze the importance of employee relations with respect to influencing HRM
decision-making
Organizing healthy relations with the employee in Microsoft organisation is the pre-
requisite for the success of the company and cited definition of the engagement of
employees. The robust relations of employees are required for the satisfaction of human
and higher productivity. The relation of an employee generally deals with resolving and
avoiding problems regarding individuals that may arise or influence the scenarios of
work. The robust relations of employee relies upon a healthy and safe environment,
entire employees commitment, the incentive of overall employees motivation and
efficient communication organisation systems (Turner et al., 2019). The healthy
relations of the employee lead effective, productive and motivated employees that
further lead to enhance in the level of sales.
Employee engagement improving and involvements
According to the summit in Microsoft organisation, regarding improving the relations, it
should be strengthened in an organisation. Therefore, the following points have to be
considered for doing so:
The staffs has an expectations of good treatment through management.
Therefore, the management should treat overall employee as persons and
should fairly treat them. The favouritism of the employee must be avoided.
It is that not to make the job monotonous to the employees in the Microsoft
organisation. It should be kept as interesting and challenging (Reed, 2019). This
is implemented through assign the employees with big responsibilities and
indulging them in the programs of training.
10
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Maintaining the spontaneous connection with employees and keeping upgarded
about the organisation and its policies decisions and procedures is necessary
(Piedrahita et al., 2019). It will make them feel like the family of the organisation’s
member.
Maintaining Employee Relations
The employees should be appreciated and rewarded for well-done tasks and
meeting goals. This will be boosting the performances and will lead to working
together like teams
The feedbacks of the employee should be encouraging, and this feedback makes
the employers are aware of the employees and reviews about them as like the
employer.
It is important to provide a competitive salary with incentives to the employees,
and they must have to be fair paid regarding own talents, competencies and
views.
Being fair to the employees is good but not over-friendly. Building good rapport
with the staffs and making feel them comfortable in an organisation with their
supervisor or manager is important rather than fake respects and give a feeling
of scariness.
The summit video on Microsoft states and showcases about the good employee relation
that shows the employees in the Microsoft organisation, feel positivity in their job as well
as about being a portion of the organisation (Au et al., 2019). Therefore despite the
essentialities of healthy and robust relations of employee, because there are some of
the circumstances regarding the life in the company when the management and
employee relations when they are being hampered. The instances of the circumstances
are:
Sometimes the employees in the organisation do not behave regarding the
behaviour norms. It is referred as indiscipline of an employee (Noe et al., 2017).
Therefore, absenteeism is one of the factors, which can change the behaviour of
an employee; slow and grievances performance of the employee are the
11
about the organisation and its policies decisions and procedures is necessary
(Piedrahita et al., 2019). It will make them feel like the family of the organisation’s
member.
Maintaining Employee Relations
The employees should be appreciated and rewarded for well-done tasks and
meeting goals. This will be boosting the performances and will lead to working
together like teams
The feedbacks of the employee should be encouraging, and this feedback makes
the employers are aware of the employees and reviews about them as like the
employer.
It is important to provide a competitive salary with incentives to the employees,
and they must have to be fair paid regarding own talents, competencies and
views.
Being fair to the employees is good but not over-friendly. Building good rapport
with the staffs and making feel them comfortable in an organisation with their
supervisor or manager is important rather than fake respects and give a feeling
of scariness.
The summit video on Microsoft states and showcases about the good employee relation
that shows the employees in the Microsoft organisation, feel positivity in their job as well
as about being a portion of the organisation (Au et al., 2019). Therefore despite the
essentialities of healthy and robust relations of employee, because there are some of
the circumstances regarding the life in the company when the management and
employee relations when they are being hampered. The instances of the circumstances
are:
Sometimes the employees in the organisation do not behave regarding the
behaviour norms. It is referred as indiscipline of an employee (Noe et al., 2017).
Therefore, absenteeism is one of the factors, which can change the behaviour of
an employee; slow and grievances performance of the employee are the
11

employee’s indiscipline’s. It should be ensured by management to meet the steps
that must be taken so that the behaviour of the staffs in the conformity with the
expectation of the managers.
The employee also expects from management to deliver a secure environment of
working, good treatment, requires satisfaction, participation in making decisions
and proper incentives (Lengnick-Hall et al., 2019). The failure over the portion of
the management is to meet those expectations is defined as the grievance of the
employees
Sometimes several employees failed to meet their own expectations, this is
termed as personal type goals, performances, self-respects and career aims and
others. This is also called the stress of employees. The excessive workloads,
excessive utilization of authority by, management, job nature and lack of
opportunities regarding promotion are all lead to the stress of employees.
P6 Identify the key elements of employment legislation and the impact it has upon
HRM decision-making.
According to the Microsoft summit, the laws, legislations and other regulation like Equal
Pay Act, The Employment Rights Act, The National Minimum Wage Act, Sex
Discrimination Act and The Disability Discrimination Act and others must be complied
with the business regarding times of decision making particularly in Human Resource
Management (Stewart and Brown, 2019). This is because it might entirely change the
plan or decision set by the department of Humana resource. Therefore, the various
components relevant to the employment are considered in legislation in employment
that includes some approaches:
Equal opportunity in employment
Affirmative type actions
Sexual harassment
Remuneration and wages
Working time and its regulation
Relationships between the relationships and union trades
12
that must be taken so that the behaviour of the staffs in the conformity with the
expectation of the managers.
The employee also expects from management to deliver a secure environment of
working, good treatment, requires satisfaction, participation in making decisions
and proper incentives (Lengnick-Hall et al., 2019). The failure over the portion of
the management is to meet those expectations is defined as the grievance of the
employees
Sometimes several employees failed to meet their own expectations, this is
termed as personal type goals, performances, self-respects and career aims and
others. This is also called the stress of employees. The excessive workloads,
excessive utilization of authority by, management, job nature and lack of
opportunities regarding promotion are all lead to the stress of employees.
P6 Identify the key elements of employment legislation and the impact it has upon
HRM decision-making.
According to the Microsoft summit, the laws, legislations and other regulation like Equal
Pay Act, The Employment Rights Act, The National Minimum Wage Act, Sex
Discrimination Act and The Disability Discrimination Act and others must be complied
with the business regarding times of decision making particularly in Human Resource
Management (Stewart and Brown, 2019). This is because it might entirely change the
plan or decision set by the department of Humana resource. Therefore, the various
components relevant to the employment are considered in legislation in employment
that includes some approaches:
Equal opportunity in employment
Affirmative type actions
Sexual harassment
Remuneration and wages
Working time and its regulation
Relationships between the relationships and union trades
12
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