Human Resource Management Practices in Squires Garden Centres

Desklib provides past papers and solved assignments for students. This report analyzes HRM practices and their impact on organizational success.

HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS
Introduction..................................................................................................................................................1
Task 1...........................................................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing
an organization.........................................................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection............4
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives.................................................................................................................................................6
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.........6
Task 2...........................................................................................................................................................8
P7 & M5 Illustrate the application of HRM practices in a work-related context....................................8
Task 3.........................................................................................................................................................11
P3 Explain the benefits of different HRM practices within an organization for both the employer and
employee................................................................................................................................................11
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit and
productivity............................................................................................................................................12
M3 explore different methods used in HRM practices..........................................................................12
Task 4.........................................................................................................................................................14
P5 Analyze the importance of employees relations with respect to influence HRM decision making.14
P6 Identify the key elements of employment legislation and the impact it has on HRM decision-
making...................................................................................................................................................15
M4 Evaluate the key aspects of employee relations management and employee legislations that affect
HRM decision making...........................................................................................................................16
Conclusion.................................................................................................................................................17
References..................................................................................................................................................18

LIST OF FIGURES
Figure 1: HRM purpose and function..........................................................................................................2
Figure 2: Models of HRM...........................................................................................................................4
Figure 3: engagement of employee’s elements.........................................................................................15

LIST OF TABLES
Table 1: Job description...............................................................................................................................8
Table 2: Job specification............................................................................................................................8
Table 3: Job advertisement..........................................................................................................................9

Introduction
In the organization, the key resources of the organization are a human being that operates the
organization business in meeting the objectives of the business. The present study will cover the
scenario of Squires Garden Centers that is engaged in the business of horticulture activities and business
expansion has taken place in the organization, therefore, the need of hiring the candidates has arisen.
The HRM practices and its benefits will be reviewed in the organization. Employee engagement and UK
legislation will also be examined in the report. The study will also present job requirements in relation to
customer care assistant in Squires gardening centres.
1

Task 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization
Human resource management refers to the organization strategic function in relation to performance
management of the employees in the business. The activities of HRM include determining the suitable
candidates, recruitment and training and the most important managing of human resources of the
organization (Marchington, 2015). The other activities of HRM are suitable employee relations and
giving them necessary incentives and bonuses timely.
Function and purpose of HRM
Figure 1: HRM purpose and function
(Source: Author, 2019)
The major purpose of HRM is to communicate with the individual for the various activities to assure the
good environment of working that will increase the business efficiency (Bratton and Gold, 2017). The
functions of HRM and the HR manager purposes of the Squires Garden are as follows:-
2

Recruitment and selection: Squires Garden HR manager manages the activities of the firm to determine
the vacancies and carries out selection and recruitment methods so that capabilities and appropriate
candidates are chosen from several alternatives for the vacant places to increase the business operations
and productivity.
Orientation: With respect to the environment, culture and legislation the organization works
accordingly. Through this positive environment is created and proper communication takes place that is
possible only from appropriate training (Azeem and Yasmin, 2016). The culture and job environment of
the firm should also keep positively so as having higher satisfaction of the employees.
Development and training: It is one of the important functions of the HR manager that includes
employee's skills analysis for the vacant jobs in Squires Garden. After identifying the needs for
improvement, the training and educational facilities are offered to the employees for performance
improvements. The development of the employee is done for personal and professional life both and it is
continuous but on another side, training is of short period and is task oriented.
The effective environment of working: Squires Garden employees has the responsibility to offer useful
services to the staff so as to increase the sales performances. The firm workforce required being
effectively encouraged and training should be offered accordingly to manage the good environment of
working (Nankervis et.al. 2016).
Employee relationship: Squires Garden HR manager execute the motivation activities so that employee
personal professional development can also be increased. The relationship will also be achieved through
employee commitments and managing the balances of work life to increase workforce effectiveness.
Models of HRM
3

Figure 2: Models of HRM
(Source: HR strategies and objectives, 2019)
There are basically two techniques or models of HRM that supports the HR manager to handle the
human resources that are soft and hard HRM. In soft HRM manager puts the employee at the topmost
position and consider the important asset of the firm that will give a long time competitive advantage.
The workforce is just treated like family and their basic professional needs are taken and planned
appropriately (Swathi, 2014). On the other side, hard HRM practices are monitoring the activities of the
employees and needs of the candidates are identified and how they will be arranged and what cost will
be incurred by the HR manager that ultimately benefits the Squires Garden.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
The comparison of two approaches is mentioned in context with the Squires Garden to meet the business
objectives through effective planning by the HR manager. The best-fit approach and best practice
approach for strengthening the efforts of the employees in the business. In the best-fit approach, the
business environment contingency and employee's needs are well coordinated with the initiatives of the
HR manager (Lamba and Choudhary, 2013). This also concern with the employees needs to be
integrated with the objectives of the organizations.
On the other side, the best practice approach is the approach remains the same even in case of
emergencies as the top manager before only laid down the set of practices and plans for the organization.
The major seven stages that this approach encompasses are planning, selection and recruitment,
4

compensation, training, communication and security that help in increasing the employee’s
performances.
Selection and recruitment methods
The recruitment and selection process refers to the procedure of bringing the various jobs applications
and then choosing the superior candidate from the different alternatives (Townley, 2014). Squires
Garden is currently using the external recruitment sources for hiring the capable candidates but they can
use internal recruitment also to save the cost. The methods are elaborated below:-
Current Online websites and local newspapers method:
Squires Garden is the medium sized organization but it has own official website where the information
is placed for the vacancies and appropriate advertisement is also done (Jeske and Shultz, 2016). The jobs
specified content is posted so that candidates have knowledge about the job vacancies of the
organization and through this employment opportunities are also created.
Benefits
The large customer base is attracted towards the job vacancies along with that it is cost effective method
of recruitment and takes less time as well (Ekwoaba et.al. 2015). In this process sometimes
intermediaries are hired for the handling of data and giving the advertisement for the job so that
candidates can have the idea of the Squires Garden atmosphere.
Limitations
If the website designing is complex and is not user-friendly the candidate will not show their interest in
the jobs given. Further, there are people who did not still have knowledge about the use of internet
technology and will not be aware of the jobs.
External sources of recruitment
Recruitment through agencies, social media and campus placement are a few of the sources of external
recruitment. This method is bias-free as equal opportunity is given to the external candidate who has
enhanced fresh talent that supports the business for greater heights (Rees and Smith, 2017).
Benefits
5

This method provides numerous alternatives for employee's selection. The agencies are hired who
manages the recruitment criteria according to the specification of the organization for the candidate
skills, ability and experience. The new thoughts and ideas prevail with a new candidate in the Squires
Garden.
Limitations
Various steps are involved in recruiting the candidates such as inviting applications; shortlisting, group
discussion, interview and then training which are quite a time to consume and bring the hurdle in
meeting the business objectives (Mahmood, 2015). Issues of safety and security are also noticed as
social websites information might not be right all time and the wrong candidate can be hired in the
Squires Garden.
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives
In the Squires Garden, the hiring procedure is carried out through proper use of determined stages from
application selection which is followed through an aptitude test, group discussion and interview.
Accordingly, the training is given to enhance the capabilities and skills of the hired candidates. The
approach adopted by the organization increases efficiency and business productivity of the organization
while assurance about the training gives employee's personal and professional development (Wood,
2015). The organization HR manager considers important steps to communicate with the staffs so that
complains can be addressed to conduct the significant improvements in the business operations. It can
give effective result into positive satisfaction of employee's in the organization and if employees are
happy the more positive outcome will be shown.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
The two sources of recruitment are explained in the task that is internal and external sources of
recruitment. Internal recruitment source is the useful approach of meeting the needs of candidates in the
most cost minimization way as the arrangement of a candidate is done through job turnover but after
performance analysis of the employee's who are capable. This method has a limitation as it did not
attract the fresh talent that might have better knowledge about the market trend and preferences of
customers. On the other side, external recruitment sources are concern about the creativity, motivation
and innovation in the organization environment and the services it offers (Armstrong and Taylor, 2014).
6

The use of newspapers and official websites are both external recruitment sources that the organization
use and that are very effective as well. But this approach needs more time and includes typical process
and more cost as commission charges are paid to the agencies.
7

Task 2
P7 & M5 Illustrate the application of HRM practices in a work-related context
The below presented is the job description and specification of customer care assistant:-
Table 1: Job description
Organization name: Squires Garden Centre
Title of Job: Customer Care Assistant
Department: Front office
Interviewer: Manager of customer care department
Job purpose:
To ensure higher satisfaction of customers by taking their queries and then bringing out the
communication so that their issues can be resolved timely. The individual is also needed to support the
consumers in activities of planting and gardening as well.
Major duties:
 Guiding the customer in selection of appropriate plant that serves their purposes.
 Furniture, pots and gardening activities are also to be guided to the customers
 To set the proper place for placing the plants, garden and pots
 Determining the demand of the customer
 To give the proper details for all the transactions and visitors visit daily
 To give the information in relation to planting, cutting, seeds placing and stress management.
Table 2: Job specification
Organization name: Squires Garden Centre
Working hours: 9 hours
Name of the candidate: Mark James
Job title: Customer Care Assistant
Experience and qualification
 Must be graduate in agriculture subject
8