Human Resource Management Report for Talent Plus Company

This report analyzes the Human Resource Management (HRM) practices of Talent Plus, a global management consulting firm. It covers workforce planning, recruitment and selection methods (internal and external sources), and the strengths and weaknesses of each approach. The report explores the benefits of various HRM practices for both employers and employees, including performance management, career management, training and development, and conflict resolution. It evaluates the effectiveness of HRM practices like performance appraisal, recruitment, employee retention, leadership development, and training. The report also emphasizes the importance of employee relations in decision-making and the impact of employment legislation. Finally, the report illustrates the application of HRM practices within the company, providing a comprehensive overview of HRM's role in Talent Plus's operations and success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning........................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices for both the employer and employee...........................4
P4 Effectiveness of several HRM practices................................................................................4
TASK 3............................................................................................................................................5
P5 Importance of employee relations in decision making..........................................................5
P6 Key elements of employment legislations impacts on decision making...............................5
TASK 4............................................................................................................................................5
P7 Illustrate the application of HRM practices...........................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................5

INTRODUCTION
Human Resource Management (HRM) is an essential process that is focused on
managing the employees of an organisation. It involves number of interrelated activities that is
concentrated on performing tasks in attainable manner. Individuals are considered as an
important resource of the business organisation thus, it is necessary to manage them in efficiently
so that final outcomes could be achieved in set time period. The company included in this report
is Talent Plus, which is a management consulting firm that operates in around 20 countries all
over the world. It was established in 1989 and is internationally constituted, having around 500
clients of different places across the world. Report focuses on importance of employee relations
and key elements of employment legislations that impact the decision making process of the
company. Apart from it, there are certain benefits of different HRM practices that are enjoyed by
both the employee and employer of the business organisation.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning
Workforce planning refers to managing employees of the company in an effective
manner so that they could deliver their services to the best of their capacity. There are numbers
of activities that have to be carried out in an appropriate manner so that ultimate objectives and
aims could be accomplished. Talent Plus has proper HRM system that contains certain functions
and purposes that are described as follows:
 Recruitment and selection function: This is the basic function of HRM in which HR
manager has to perform recruitment process that involves attracting potential employees
for the organisation. It is very much essential to attract skilful and knowledgeable
workers so that they could align their personal objectives with company's aims and
results in achieving ultimate results properly. Talent Plus has proper system of
recruitment and selection procedure.
 Training and Development function: Training and development is imparted to enhance
the existing skills and capability of the employees in order to increase their productivity
level. Talent Plus has proper procedure of delivering training and development process
for their employees that results in achieving final outcomes.
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 Appraising the performance of employees: It involve appraising the performance of
employees according to the work performed by them. HR plays a vital role in this as they
have to frame number of appraisal activities applied to the employees. It includes several
rewards, incentives procedure in order to increase the motivational level of each and
every worker.
 Benefits and compensation process: Talent Plus has proper compensation system in
order to increase the loyalty and motivation of employees which is very much necessary
to reach final outputs of the company.
Purpose of HRM
 Encourage healthy culture: It is very much necessary to promote effective and efficient
working culture so that every employee remains satisfied with the organisation culture.
Talent Plus has conducive environment in order to utilise the complete talent of each and
every employee of the company.
 Follow stringent government rules: Government have framed certain rules and
regulations that must be comply by the company in order to carry out functions and
legislations in accordance to it.
 Applying innovative resources: It is necessary to apply resources in the business
activities so that whole work process could be performed in innovative process. Talent
plus have apply this technique to increase the overall productivity of the company.
From the above discussion, it has been concluded that human resource manager of Talent
Plus perform several purposes and functions in order to reach ultimate results.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection is a dynamic function of HRM in which potential employees
are attracted towards the company. It is necessary to have proper system of hiring skilful
individuals so that they can prove to be asset of the company. There are number of approaches
through which talent plus can carry out this process. It involves internal and external sources that
carry different characteristics. The brief discussion about this is given as follows:
External sources: In this, business organisation attracts application of employees from
number of external sources. Hence, it enables them to invite new and fresh blood into the
organisation system. Some of its ways include:
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 College Recruitment: Various companies in modern time perform recruitment function
through campus placement drive at number of colleges. This help them to hire suitable
candidates in to their organisation at vacant positions (Board, 2017).
 Advertisement Process: Number of companies render attractive advertisements to deliver
information regarding various job positions available, place, contact details so that
interested individuals can apply accordingly.
The strengths and weaknesses of this source are described below:
Strengths Weaknesses
 It assists company to attract new and
fresh talents into business organisation
at certain job position.
 Recruitment through external source
enables the company to attract creative
and innovative ideas.
 Attracting employees from outside
source involve lot of expenditure of the
company.
 Already existing employees feel bad as
the company is hiring new members in
the company.
Internal Sources: This source involve shifting employees within the business
organisation from one job position to another. There are number of designations that is present
single company and can be filled with the present employees of company. There are several
ways that are described below: Transfers: It involve movement of candidates from one place to another and their job
position, responsibilities and duties remain same. Employee Referrals: This source involve present employee making reference of their
friends, relatives in order to fill vacant job position in the organisation.
 Promotion: It is a vertical movement of employee from their existing position to higher
level. It involve change in roles, responsibilities as well as salary structure.
Strengths and weaknesses of this source are:
Strengths Weaknesses
 Increase in motivational level among
the employees as they feel important
 Biasness can pose a problem in front of
management system in which, manager
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pat of the company (Wright and
McMahan, 2011).
 Management have complete knowledge
about each and every candidate hence,
they could take proper decisions in
respect to them.
may favour some candidates of their
choice.
 There are some positions that require
hiring new and fresh candidates hence,
recruitment through this process is not
appropriate.
From the above discussion, it has been observed that there are several sources of
recruitment therefore, Talent Plus can adopt different sources according to their need and
requirements.
TASK 2
P3 Benefits of different HRM practices for both the employer and employee
HRM practices are conducted to carry out number of activities of different nature and
types so that all it must be focused on gaining high results and outcomes. There are certain
objectives of Talent Plus which is related to human resource management and have to be
formulated in correct manner. There are several benefits of HRM practices that is enjoyed by
employee and employer that are discussed below:
Benefits of HRM practices for Employer: Performance management: Every individual is different from each other in the level of
performance performed by them. Therefore, it is necessary to manage the performance of
the employees in effective manner. There are certain criteria and aspects that have to be
set which gives the standard level so that actual performance could be measured and
deviations can be identified to solve it in effective manner (Boxall and Purcell, 2011).
Talent Plus have proper system of managing the performance of every individual so that
best outcome could be received.
 Career management: Every employee wants to work in the organisation that delivers
them chance of growth. Thus, it is very much important for the employers to perform
career planing of their employees. Management of Talent plus have proper and effective
career planning process so that every worker remain satisfied with them and work with
high efficiency and productiveness.
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Benefits of HRM practices for Employee Imparting training and Development: Talent Plus have structure training and
development system that is imparted by the management. As there different types of
employees that are present in business organisation and have different needs of training,
therefore manager have to find out the requirement and than carry out the process. Building conducive employee relation: It is very much important to build effective and
efficient relationship with each other so that whole work process can be carried out in
better and productive manner. As there are different level of department that exist in
talent Plus, which is necessary to coordinate their functions and actions.
 Resolving Conflicts among workers: Business organisation consists of people between
them hence, there are number of situation which lead to the generation of conflicts among
each other. HR manager of Talent Plus have to inculcate this function in their HRM
practice so that employees could work with proper relation.
The above benefits are discussed that are enjoyed by employee and employer through
number of HRM practices. It is indispensable to run all work activities in appropriate way so that
final aims could be attained (Bryson, James and Keep, 2013).
P4 Effectiveness of several HRM practices
HRM practices are very important in company through which various kinds of
procedures are carried out for completing requirements. It is necessary to apply effective as well
as efficient HRM activities to gain desired outcomes in appropriate manner (McGraw, 2013).
Talent have to conduct several processes to achieve required benefits. Some of them are given
below: Performance appraisal: This function of HR activity involve reviewing and examining
the performance of every employee and appraise them in accordance to their performance
and productivity level. It is the responsibility of HR manager to draft proper reward
system so that employees get motivated and they perform with best of their abilities and
capacity. HR manager of Talent Plus have some set system of performance appraisal that
is carried out by them in efficient way. Recruitment and selection: This is a basic activity that is performed by HR manager in
which they have to attract potential and skilful employees in the company. There are
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number of recruitment sources which are available thus, it is necessary to evaluate them
in accordance to their strengths and weaknesses so that effective decision can be made. Retention of employees: This HRM practice involve reducing the employee turnover in
the company. In order to carry out this function, the HR manager carry out number of
strategies and techniques that enable them to retain employees fro longer period of time
(Cordner and Cordner, 2011). Talent Plus have proper control on their employees and
always make efforts to make them happy and satisfied. Leadership development: Leaders are consider building block of the company as they
play many roles of guide, mentor which leads his team in effective manner. Therefore, it
is required that leaders must posses certain characteristics and features in order to attract
his team members and manage them properly. Talent Plus always focuses on hiring
effective leaders who have appropriate skills and knowledge to carry out the wor5k
process in attainable way.
 Training and development: This function of HRM practice involve imparting training
and development process to their employees in order to enhance skill and effectiveness of
workers so that they could perform with more efficiency. There are different nature of
workers possessing distinct level of skills and knowledge hence, their requirement of
training also differs.
TASK 3
P5 Importance of employee relations in decision making
Employee relations refers to constructing the healthy relation between employees of the
company so that workers could perform as per their best efforts. Management of Talent Plus
have to make proper arrangements for organising the human resources in effective manner.
There are some importance of employee relations in decision making process which is as
follows: Generation of innovative ideas and thoughts: Employee relations results in generating
innovative actions so that superior allow their employees to share their important point of
views that is required in decision making process. Talent Plus have system in which staff
members are allowed to share their innovative ideas in decision making process. Business
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have to operate in dynamic environment hence, it is necessary to adopt several innovative
and creative process in their working process (Ekwoaba, Ikeije and Ufoma, 2015). Maintaining Conducive environment in organisation system: Healthy relationship
between employees results in construction of working environment that is free from
conflicts (Keep and James, 2010). This enable workers to perform at best of their efforts
and efficiency. Therefore, continuous efforts must be maintained to improve the working
conditions of whole business organisation.
 Handling overall cost of Production: There are number of conditions and areas which
require lot of expenditure and may result in increase of overall cost. Hence, proper
employee relations between employee and employer will result in maintaining cost of
production of the company. This is required to utilise all resources in optimum manner as
well as wastage could be reduced at significant level.
From the above discussion, it has been concluded that healthy relationship must be
maintained among workers so that final work could be performed.
P6 Key elements of employment legislations impacts on decision making
There are certain rules and regulations that are formulated by the government authority
that has to be comply by the business organisation in their system. Thus, management have to
render full attention in following set of rules and norms in respect to it so that proper decisions
could be taken place in effective manner. Similarly, Talent Plus take measures and actions to
carry out all work process in efficient way. Some of the legislations related to employee of the
organisation are illustrated below: Equal Pay Act: There are several companies that do not have proper payment structure
hence, government have taken steps to remove the problem of low salary or
compensation so that employees do not get discriminated in the company. Talent plus
have proper system of payment to the employees as per their job position and level. Employment Rights Act: This right safeguards the interests on every worker and
employee so that they do not face any problem while working. This act involve number
of aspects in relation to incentives, compensation system and many other (Garner, 2012). National Minimum wage Act: According to this act, every company is required to
deliver minimum salary and wages to their employees as per the set criteria by some legal
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authority. As it is the responsibility of the management to comply with all rules and
regulations in relation to minimum wage act.
 Sex Discrimination Act: according to this act, no worker could be discriminated on the
basis of gender. Management must provide equal rights and opportunities to every staff
member that is working in business organisation. Talent Plus do not discriminate among
their employees hence, proper system of is developed that supply equal opportunities.
From the above discussion, it has been concluded that there are number of employment
legislations that have been formulated by legal authority (Guest, 2011). Thus, it is necessary for
Talent Plus to follow all acts and norms involved in employment legislations so that proper
working process could be conducted.
TASK 4
P7 Illustrate the application of HRM practices
Some application of HRM practices that is carried out in effective way by the
management system is described below:
JOB ADVERTISEMENT
Vacancy
There is a vacancy of financial manager in TALENT PLUS, which is a consultancy firm
delivering high class human resource services. They offer number of tools that enable several
candidates to identify their aptitude and apply to suitable job opportunity. There is a vacancy of
financial manager and suitable candidates who are interested can apply. Requirements for the
same is discussed below:
 Candidates must be between 20 to 30 years
 Must be a experience holder of at least 3 years
 Good communication skills
 Must be well informed about new developments in finance sector
 Must posses ability to apply several financial tools and techniques
 salary offered: 2000-4500 pounds per month as per the experience
Applicants who are interested for this job position and fulfilling all criteria can upload their
resume on company's email id: [e-mail].
Last date for submission of the resume is 6 June, 2018.
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There are number of sources through which company can supply information related to
some vacant position to the candidates that are present. This function is carried out by HR
department of the company in efficient way so that potential and eligible employees could be
selected (Jiang and et. al., 2012).
Job Specification: It supply the complete information about the job position that is available in
the business organisation. Thus, it become clear for the candidates about the requirements,
qualification and other attributes.
Job Specification of Financial Manager
Educational Qualification Must be from finance background.
Experience Between 4-6 years.
Special quality Effectual communication skills and calculative
efficiency.
Other attributes Must be able to manage all funds of the
company is accurate manner.
Proper arrangements of books of accounts.
Must have creative and innovative abilities to
carry out the financial work process.
CONCLUSION
From the above prepared report, it has been concluded that employees are consider
important resource of the business organisation. HR manager plays a important role in human
resource department as they have to carry put several duties and responsibilities for managing
workers in effective way. The report focuses upon several HRM practices that has to be
implemented in organisation in order to conduct various tasks and work process appropriately so
that ultimate aims of the company could be achieved in set time period. There are number of
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employment legislations that have to be included in the company to perform employee
management properly.
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