Human Resource Management Report: Squire Garden's HRM Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Squire Garden Centres, a medium-sized family business. The report begins by outlining the core functions of HRM, including recruitment and selection, planning, and training and development, highlighting their purpose in workforce planning and resourcing. It then delves into the strengths and weaknesses of various recruitment and selection approaches, comparing the formal process used by Squire Garden with internal and external recruitment strategies. The report assesses how HRM functions contribute to achieving business objectives, evaluating the strengths and weaknesses of different approaches. Furthermore, it examines the benefits of various HRM practices for both employees and the employer, exploring the effectiveness of these practices. Employee relations and employment legislation are discussed, emphasizing their influence on HRM decision-making. The report concludes by providing practical examples of HRM practices in a work-related context.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning and resourcing
organisation.................................................................................................................................1
P2 Strength and Weaknesses of various approaches to recruitment and selection.....................3
M1 Assess how functions of HRM can provide talent and skills appropriate to fulfil business
objectives.....................................................................................................................................4
M2 Evaluate strengths and weaknesses of different approaches to recruitment and selection...5
D1 Critically evaluate strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................5
TASK 2............................................................................................................................................6
P3 Benefits of various HRM practices in organisation for both employee and employer..........6
P4 Effectiveness of different HRM practices..............................................................................6
M3 Different methods used in HRM practices to support evaluation within Squire Garden.....7
D2 Evaluate HRM practices and application within organisational context..............................7
TASK 3............................................................................................................................................8
P5 Importance of employee relations in respect to influencing HRM decision making............8
P6 Key constituents of employee’s legislation and their effects on decision making process.. .9
M4 Key aspects of employee relations management and employment legislation that affect
HRM decision making in Squire Garden..................................................................................10
D3 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision making in an organisational context....................................................10
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in a work related context with examples............................10
b) Advert for Customer Service Assistant................................................................................12

M5 Provide rationale for the application of specific HRM practices in a work related context
...................................................................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management (HRM) is a function which lies within organisation. It
focuses on recruitment, management and providing guidelines to employees of company. It deals
in staff of organisation for compensation, safety, performance, hiring, benefits, training, wellness
and motivation (Kehoe and Wright, 2013). This is a premeditated approach for managing people
and work culture. There are various functions of HRM such as operative, advisory and
managerial for running business effectively and efficiently (Human Resource Management
(HRM): Definition & Functions, 2019). The given assignment is based on Squire's Garden
Centres which is medium sized family business. It was established in 1936 as landscaping firm
and expanded in 1964 as garden centres. There are 15 garden located in South East of England.
This report covers various purpose and functions of HRM and strength and weaknesses for
recruitment and selection. There are some benefits of HRM practices and their effectiveness in
raising profits and productivity. It also discusses about employee relations, employment
legislations and application of HRM practices in work related place.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning and resourcing organisation
Human resource management is seen as the approach through which employees are
managed and controlled in the company. Effective HRM practices also helps company in gaining
competitive advantage at marketplace (Jiang and et. al., 2012). In context to Squire gardens, it
has been analysed that this company is handled and managed by owners and its family. Thus, it
is required by them to enhance their knowledge on HRM, its purpose and functions so that they
can easily track that whether their HR manager is performing their work in effective manner or
not. Along with this, it will also help owner of Squire Gardens in understanding that how HRM
contributes in workforce planning and resourcing in the company. Some of purpose and
functions of HRM applicable to workforce planning and resourcing organisation are as follows:
Purpose of Human Resource Management
The main purpose of Human resource management is to develop positive relationship
between employee and employer in order to obtain organisational goals and objectives in
effective manner (Jackson, Schuler and Jiang, 2014). In context to HR manager of Squire
Gardens, it can be said that they mainly formulates strategies and policies in effective manner
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which directly influences interest of employees and also persuades them to sustain longer in the
same company for longer period of time. There are few basic but core functions of HRM of
Squire Gardens which are defined as below:
HRM functions
Recruitment and selection: It can be seen as the first and foremost HR function of
company. In this, HR manager of Squire Gardens, recruits and selects candidates on the basis of
their skills which meet with vacant positions in company. The main purpose of this function is to
fulfil workforce requirement in the company who could work together for the common goal.
This function plays an essential role in business growth of the Squire Gardens as HR managers
recruits best talent for company who works effectively at workplace.
Planning: It is considered as the important function of human resource department. In
this function, HR manager mainly evaluates different departments of company in order to
identify actual requirement of specific skills which are mandatory for them to be developed for
executing their job responsibilities in effective manner (Harrison and Lock, 2017). In context to
Squire Gardens, it can be said that HR manager of this company is required to plan each and
every activity in effective manner for quick achievement of goals. The main purpose of this
function is to identify requirement of training and development sessions in the company which
contributes in improving performance of employees. The importance of planning function of
HRM can be seen in the form of identification of future trends and requirements of employees
which also guides them in hiring workforce effectively for company.
Training and development: Another important function of HR is to develop skills and
knowledge of employees by providing them effective training according to the requirement of
their specific job role. In context to HR manager of Squire Gardens, it can be said that the main
purpose of this function is to gain competitive advantage by having highly skilled and
knowledgeable employee (Fine, 2012). This will significantly improve performance of
employees and also influence them to sustain longer as they are getting opportunity to develop
themselves. It will also develop positive brand image among employees and helps them in
becoming employer of choice.
On the basis of above specified HR functions, it can be said that HR manager of Squire
Gardens can achieve their predetermined goals and objectives in quick manner. Along with this,
the company can will also grow rapidly with the support of employees.
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P2 Strength and Weaknesses of various approaches to recruitment and selection
Recruitment is defined as a process through which a company finds and hires qualified
personnel from within or outside the organisation. For this purpose, various organisations use
different methods by which they aim at finding a suitable candidate as per the stipulated needs
and requirements of enterprise. In this regard, HR manager of Squire’s Gardens Centres possess
an optimum communication channel situated within each unit or department through which they
determine the needs (Drucker, 2012). Selection refers to a process through which appropriate
individual can be selected for the vacant position in company. This tends to create differences
between job applicants who come for the purpose of selection and aims at filtering and then
hiring those personnel who match the requirements and objectives of organisation.
In this regard, Squire’s Garden Centres is a medium sized enterprise which adopts a
recruitment and selection process which consists of a sequence of steps which are defined
below:-
 The vacancies are first posted within each garden centre, company’s website and also
within newspapers.
 The applicants have to respond to a set of questions which ascertain if they are allowed to
execute the formal application process or not (Kim, 2012).
 The applicants who pass this stage have to then fill an application form and post that
upload their CV.
 At this stage, applicants are reviewed and a list of shortlisted candidates is then made in
accordance with the qualifications as well as experience of candidates.
 The candidates who clear all the before mentioned stages have to then undergo an
interview round with two managers of company.
 The applicants who clear the interview are then finally selected and hired by the
enterprise.
Advantages: This is a formal and well structured recruitment and selection process where the
stages that applicants have to undergo before selection are already specified (Manvi and Shyam,
2014).
Disadvantages: This is a time consuming process and generally requires high costs for the
purpose of advertisement.
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Some of the other recruitment and selection approaches that are being used by
organisations in corporate world are described below along with their strengths and weaknesses:-
Internal Recruitment- It is the method through which company fills vacant seats within
existing workforce. These comprise of word of mouth, promotions, employee referrals, email
advertisement etc. In this method, new joinees already possess knowledge about the culture and
policies of organisation effectively (Daley, 2012). The strength and weaknesses of internal
recruitment are given below:
Strength: This internal recruitment reduces time for hiring as candidates are selected
within an organisation. It provide advantage for shorten on boarding times as new hire take times
to adjust and learn new role where existing can easily on broad than externals.
Weaknesses: It creates resentment among managers and employees because staff can
transfer from one to another job role which leads uncomfortably situation for top level (Nickson,
2013). This leads to limit pool of application if organisation hire for new division where existing
may not have sufficient skills.
External Recruitment- It is the assessment of acquired pool of job candidates rather
than existing employees of organisation. These consist of techniques such as job portals, walk-
ins, campus recruitment, talent hunt agencies etc. This is process where firm search outside staff
for given job profile. The strength and weaknesses of such method are as follows:
Strength: This helps in giving opportunity to outside employees with which firms can
find right candidate for the given job profile (Chelladurai and Kerwin, 2017). It helps in bringing
fresh talent through external sources which motivates the current employees to also perform
well.
Weaknesses: It take long period of time as well as cost required is more than internal as
hiring takes place from outside the organisation. It can reduce employee morale as current
employees feel less chance of getting promotion that leads to decreased morale and productivity.
M1 Assess how functions of HRM can provide talent and skills appropriate to fulfil business
objectives
It has been analysed that there are three main function of human resource department
which influences the function s of an organisation, namely recruitment and selection, training
and development and planning. In relation to planning, HR functions ascertain the need to equip
existing employees with training facilities and the requirement to recruit new candidate (Buller,
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and McEvoy, 2012). In context to training and development, HR function focuses upon
enhancing their the existing knowledge of employees to ensure achievement of business
objectives in timely manner. With regards to recruitment and selection HR functions renders
opportunity to personal outside the company to join Squire Gardens and contribute towards the
accomplishment of set targets.
All the above functions of HRM benefits Squire garden to set best targets evaluate and
control employees performance as to accomplish organisational objectives in best effective way.
M2 Evaluate strengths and weaknesses of different approaches to recruitment and selection
As per the evaluation of recruitment and selection procedures followed by Squire’s Garden
Centres and other companies, it has been ascertained that these methods and approaches have
their own strengths and weaknesses (Budhwar and Debrah, 2013). In this regard, the procedure
of Squire’s Garden Centres is formal and structural but it is found to be very time consuming.
Further, internal recruitment approaches are cost effective yet they restrain the entry of potential
candidates within the enterprise. The external recruitment approaches assist in hiring fresh talent
yet requires huge cost to be incurred on this process.
D1 Critically evaluate strengths and weaknesses of different approaches to recruitment and
selection
Employees acts as the most effective tool for an organisation in order to accomplish
company’s objectives in the best possible way. Squire’s Garden’s HR manager utilise both
internal and external source of recruitment to hire skilled and potential candidates and take
advantage of various selection methods to select best from a large pool of candidates (Briscoe,
Tarique and Schuler, 2012). These processes of internal and external source of recruitment have
separate zone of strengths and weaknesses. In internal recruitment, Squire’s Garden recruit
employees within organisational structure by taking help of transfers and promotion which
somehow help in boosting their morale but sometimes it creates negative sense of competition at
workplace. In selection, Squire’s Garden takes advantage of interview and testing method to
select best possible candidate. It benefits Squire garden to bring fresh blood and idea in
workplace although it is a time taking process and requires huge cost.
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TASK 2
P3 Benefits of various HRM practices in organisation for both employee and employer
In every organisation human resource management practices are carried out such as
training and development, recruitment and selection and so on. HRM practices are considered as
an instrument that assists in accomplishing the objectives of department as well as increase
productivity (Pattanayak, 2018). So, some of the HRM practices of Squire's Garden Centre are
mentioned below:
Training and development:
Training and development are considered as a subsystem of firm that emphasise on the
development of performance of individuals as well as team (Chelladurai and Kerwin, 2017). This
is provided to both employees as well as employers of the company. Manager of Squire's
Garden Centre is organise events for their employees to acknowledge them about its duties, roles
and so on. Also, increase the personal skills of workers that is needed by company. The main aim
of this is to flourish is present skills of their workers to next level.
 Benefits for employees- This HRM practices is benefited for the Squire's Garden Centre
employees to enhance its knowledge regarding the activities and functions of business.
Also maximised the motivational level as well as minimised the employees turnover
(Brewster and Hegewisch, 2017).
 Benefits for employers- This HRM practices is benefited for employers of Squire's
Garden Centre in various manner such as enhanced productivity, minimise errors, talent
pool, reduced turnover and absenteeism, shows the potential for employees, required less
supervision, increased consistency, knowledge about the weakness of workers and many
more.
P4 Effectiveness of different HRM practices
HRM Practices are very much beneficial for both employees and employer in many
ways. With the aids of this practices company can enhance their performance as well as
profitability. There are various human resource management practices like implementing a range
of rewards and benefits that are available to staff (Bos‐Nehles and et. al., 2013). These are the
more effectual for Squire's Garden Centre to motivate employees to give their best and retain a
talented workforce for longer period. This would help in reducing the staff turnover rate and
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getting high contribution of workers towards success of business. A range of such HR practices
run within respective company can be described in following manner:-
 Long service entitlement: Under this plan, workers of Squire Garden will receive long
service entitlement with 1, 3 and 5 days leave in each month after completion of 1, 3 and
5 days full year service. This would help in retaining employees for longer period of time
within a business.
 Variable pay: Pay for performance or variable pay refers to a compensation program
under which employees get one-time award for accomplishment of a major project. They
will get a range of bonus programs such as stock options, good incentive pay packages
and more (Bratton and Gold, 2017). Thus, it will help HR managers of Squire Garden to
motivate workers to give best performance and engage in business for longer period.
 Profit sharing: It refers to a strategy for creating a pool of monies by taking a percentage
of company's profits, to be disbursed to workers. Here, objective behind profit sharing is
to reward staff for their high contribution in achievement of business goals.
M3 Different methods used in HRM practices to support evaluation within Squire Garden
HRM practices are the most important part of an organisation that helps in increasing
employee engagement and productivity of workers (Bamberger, Meshoulam and Biron, 2014). It
includes different methods like training and development, a range of reward and compensation,
flexible working hours and more. Through these methods, HR managers of Squire Garden can
achieve high commitment of workers towards success of business. This would also help in
reducing employee turnover and getting retention of talented workforce for longer period.
D2 Evaluate HRM practices and application within organisational context
HR department within organisation engage in effectively recruiting skilled and potential
candidates as to fulfil company work force requirement (Bailey and et. al., 2018). HR manager
of Squire garden perform different types of practices as to take company towards growth
prospective:
Training and Development- HR resource manager in Squire garden provide best
effective training and development programmes like apprenticeship to its employees. As per
views of Jackson, Schuler and Jiang (2014), providing such type of training would help in raising
the level of effectiveness of workers as well as maximise knowledge and skills of them. This
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benefits Squire garden to accomplish their goals and objectives with more effectiveness and
reach towards best growth.
Compensation and Benefits- According to Renwick, Redman and Maguire (2013), it has
evaluated that for encouraging workers to work more hard and give best performance, it is
essential for a company to provide proper reward and compensation. In this regard, HR managers
of Squire garden provide non-monetary and monetary compensation and other various types of
benefits to raise their motivation and encourage them effectively to raise and company
performance on a simultaneous way.
All these practices not only aid employees to perform their functions in best way but also
benefits Squire garden to maximise their overall productivity and profitability.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making
Employee engagement can be defined as an extent under which workers feel satisfied from
their job role in a company. They give full commitment to work well and support higher
authorities in achievement of business objectives (Pieper, 2012). Therefore, it drives best
performances and workers also understand their role and importance for accomplishment of
common goal. In this regard, by encouraging flexibility, taking regular feedback of staff
members, clarifying goals and motivating to give best performances, help HR managers of
Squire Garden in increasing employee engagement. Employee relation is one of the vital
elements that only improves employees but also helps organisation to raise their level of
productivity and profitability (Kehoe and Wright, 2013). Mentioned below there are some
importance of employee relation which will effectively influence decision making in HRM:
Improves Productivity- Employees acts as a most important asset for an organisation.
Therefore, Squire garden effectively focus on effectively encouraging friendly relation
relationship with their employees in whom it is easy to resolve any kind of miss understanding
and problems in employees mind. This will effectively aid Squire garden to stimulate their rate
of productivity and maximise their overall base of profitability.
Reduces Conflicts- In order conduct organisational functions in smooth and effective
way it is important for Squire garden to resolve workplace issues. This will aid company to
provide a healthy and positive working environment which helps employees to raise their
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productivity (Jiang and et. al., 2012). Company regularly conduct team mates in each of the
necessary organisation function and conduct get-together on a timely basis in order to reduce
conflicts.
Increased Morale- Stimulating healthy relationship with employees not only facilities
organisation to strengthen their internal and external working structure but also raise overall
productivity of company. Squire garden effectively encourage smooth communication in their
working place and opts a policy of no to favouritism as to encourage equality in their workplace.
This will aid in increasing morale of employees and stimulate fast phase growth.
As per the discussions it has been evaluated that effective and positive employee relation
benefits Squire garden HRM to formulate effective decision and conduct their function of
decision making in smooth and effective way. It will result in long term productivity and
profitability.
P6 Key constituents of employee’s legislation and their effects on decision making process.
For carrying out organisations functionalities which include different operations, it is
necessary for management to formulate policies (Armstrong and Taylor, 2014). In this regard, to
develop employment procedures, policies and more, HR manager of Squire Garden has adhere
entire laws and legislations by which they attain their goals, without hindering any governmental
law. They follow certain laws which are mentioned below:
Employment Right Act- This act was designed to safeguard rights of employees from
being getting extra work pressure, heavy redundancy and discharge (Kim, 2012). Furthermore,
this law also states that employees can take leaves as per their requirement and work in
appropriate flexible manner. Thus, this would aid HR managers of Squire Garden in taking
decisions to frame employment policies as per legal laws, through which practices related to
working hours flexibility, reward and compensation, pay scale and more can be made
appropriately.
Equality act 2010- This act states that all employees must be treated equally without any
kind of discrimination in terms of age, sexuality, salary, colour, nationality and many other
factors. It is the right of employees to work as per their capabilities and get salary accordingly.
Therefore, this act impact directly on HR practices of Squire Garden and assist managers to
provide equal salary to workers and treat them equally within workplace.
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