Analysis of HRM Practices and Employment Legislation

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Human Resource Management
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Table of Contents
Introduction...................................................................................................................... 3
LO1.................................................................................................................................. 4
LO2.................................................................................................................................. 7
LO3.................................................................................................................................. 8
LO4................................................................................................................................ 10
Conclusion..................................................................................................................... 13
Reference list................................................................................................................. 14
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Introduction
The basic concept of HRM starts with appropriate management of workforce unit of a
business organization solving all the issues of employees in effective manner. Modern
HR principles are aimed at improving employee excellence to achieve set business
objectives. “Primark” is popular Irish fast fashion Retail Company that serves
worldwide customers since, 1969. More than 368 different locations, the company has
its presence (primark.com, 2019).
In this study, different aspects and importance of HR roles and responsibilities will be
revealed along with organizational examples. Additionally, different HMR practices and
other important concepts related to HRM field will be elaborated in this specific paper.
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LO1
Explain the purpose and scope of Human Resource Management in terms of
resourcing an organisation with talent and skills appropriate to fulfil business
objectives
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation.
In terms of resourcing a company with appropriate skill set, human resource department
plays the most vital roles and allows companies to gain competitive advantage. In
modern business scenario, competition level is increasing due to globalisation and rapid
entrance of numerous new business ventures (Noe et al., 2017). Hence, gaining
competitive advantage for higher market sustainability is not an easy deal. HR
personnel improve performance of the employees and motivate them in several ways,
especially through offering them different rewards, compensations, and facilities. HR
recruits and retains best quality eligible candidates in the company to maintain the
quality and excellence of company’s workforce unit (Bratton and Gold, 2017). HR
specialists make sure that the entire employee unit comply with company’s policies and
HR has also been typically linked with administrative responsibilities like collecting,
filling as well as keeping paperwork. HR personnel of “Primark” also establish and
enforce organization regulations.
Recruitment and selection
One of the most important function of HR department is recruitment and appropriate
selection of candidates that makes a great impact on revenue and growth of the
organization (Gravili and Fait, 2016). During recruitment, companies like “Primark” aim
to recruit applicants those can successful meet the requirements of company. HR
specialist is the responsible person for selecting and recruiting best performers from a
wide number of eligible applicants. HR meets the hiring needs of the company so that
the company can manage and conduct its business operations effectively.
Training and development
HR offers training to both new and existing employees of any particular business firm,
where employees extend their performance to their maximum level corresponding to
their job designations (Kadiresan et al., 2015). It is possible to maintain business
excellence and employee performance only by engaging employees in different training
programs. HR provides training opportunity to employees.
Reward system
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Employee motivation is another important consideration and HR personnel offer
various reward systems to their valuable employees for keeping them motivated and
satisfied with their jobs all the time. It allows speeding up productivity and profits in
business.
P2 Explain the strengths and weaknesses of different approaches to recruitment
and selection. (M2, D1)
Recruitment refers to the hiring process conducted by ventures for filing their vacant
job designations. Ventures like “Primark” can recruit candidates in two different
methods; one is internal method and other one is external method. Both of these
methods have their different pros and cons (Greiner, 2015). For instance, internal
method of recruitment allows filling job vacancies in minimal amount of investment,
where external method is expensive enough. Internal method is time efficient
recruitment method where, external recruitment takes much time to recruit employees.
However, the process of external recruitment resources the organization with most
eligible candidates so that they can maintain their business excellence effectively.
Selection is putting appropriate person at the appropriate designation in an
organization. There are various types of selection processes such as aptitude test,
psychometric test, interview, panel interview, group discussion and others that can be
used by business ventures to hire eligible candidates (Gatewood et al, 2015). “Primark”
uses multiple selection process to make their selection process successful and
authentic. Mostly uses psychometric test and panel interview for selection of best
quality candidates.
Psychometric test
It is one of the reliable selection processes, which assist to select best candidates.
Advantages Disadvantages
 Psychometric test is reliable
selection method and mostly
used by MNCs.
 It allows indentifying multiple
vital traits and qualities of
candidates within a short period.
 The process is expensive
 In order to conduct psychometric
test, companies need to arrange
experts first.
Panel Interview
Interview is the most common selection process and panel interview is quite similar to
interview process. In panel interview more than one interviewer, ask questions to
applicants.
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Advantages Disadvantages
 In panel interview, more than a
single interviewer asks questions
and checks qualities of
candidates. Experienced
interviewer can assist to recruit
perfect employees for the
company.
 It is reliable process to select
eligible candidates for company.
 Sometimes it takes long time to
complete and select best
candidates.
 Panel interview can confuse
candidates and make nervous.
M1 Assess how the functions of HRM can provide talent and skills appropriate to
fulfil business objectives
Recruitment and selection is one of the most important HR functions in a company. HR
arranges different selection tests, checks qualities of candidates, and then makes
recruitment of appropriate skilled employees. Before arranging recruitment process, HR
measures the vacancies and requirements of employees so that they can recruit
according to the needs of the company (DeCenzo et al., 2016). These skilled
employees assist the firm to face business challenges and accomplish business
objectives in a precise manner.
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LO2
Evaluate the effectiveness of the key elements of Human Resource Management
in an organization
P3 Explain the benefits of different HRM practices within an organisation for both
the employer and employee.
Modern business ventures are seeking for increasing upper hand at all cost as well as
are swinging to more inventive sources by different HRM practices as the world is
turning out to be more aggressive as well as unstable than ever before. HR personnel
undertake the design of HRM practices. HR designs the HRM practices according to the
needs of the organization. Most of the HRM practices such as selective hiring, extensive
training, workforce flexibility and others are designed in such manner that it can provide
benefits to both employer and employees simultaneously (Armstrong and Taylor, 2016).
Training improves performance standard of the workforce unit and assists the employer
to accelerate business growth and profits. Every employee desires flexible working
environment so that employees can work in free manner. HR designs and adopts
flexible work environment for employees to increase employee satisfaction and to
engage them in their tasks (Raziq and Maulabakhsh, 2015). Alternatively, it allows
accelerating business excellence as well as profitability amount. In short, all the HRM
practices, set by HR personnel are effective for increasing organizational excellence,
profitability and job satisfaction of employees altogether.
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity. (M3)
In a company, HR personnel are associated with verity of responsibilities. However,
they are aimed at increasing the business productivity and profits for influencing growth
in business. In this process, HR personnel sets HRM practices such as selective
recruitment, work-life balance, training and development, flexible work
environment, compensation and rewards and others. In selective recruitment,
eligible candidates are selected those can support and contribute their efforts for
company’s growth. It allows maintaining excellence and quality standard of company’s
employee unit (Caligiuri, 2014). Effective employees can accelerate business
performance of ventures. In training, employees strengthen their skills and improves
production rate of the company. Hence, employer generates high amount of profits.
Motivating employees and keeping them satisfied is important for speeding-up the
production rate of the firm. Motivated employee products more than depressed and
unsatisfied employees. Benefits and compensations are provided to employees for
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making them happy and satisfied with the jobs so that they provide their 100% efforts to
accomplish business goals and increase productivity.
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LO3
Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation
P5 Analyse the importance of employee relations in respect to influencing HRM
decision making.
In modern business context, employee relation is one of the key factors that business
ventures must keep in their mind, while executing various business activities in market.
Employee relation refers to the bonding and relationship between employees and
employer (Bardoel et al., 2014). Every business organization is now aimed at building
and maintaining a strong employee relation in their firms to improve their organizational
excellence. Being renowned fast fashion Retail Company, “Primark” must understand
the need of building strong employee relations. High employee employer relation allows
better decision-making. Additionally, improved relation influences performance and
contribution standard of employees, which leads a business towards accomplishing its
objectives and targets effectively. Strong bonding reduces conflicts in organization.
Conflict less organizations is more productive and branded in market as well. Apart from
this, the HR personnel can spread the flow of work performance effectively in
organization among different employees. Managers and employers can make better
decisions for higher growth of the foundation through using the high employee-employer
banding and relationship. Effective relation between employer and employees allows
better employee engagement and retention of employees for greater business
development and growth (Godard, 2014). With the support and assistance of the entire
workforce unit, employer can make greater business decision as well as reach its
business destinations effectively.
Overall, maintaining the healthy and strong binding between employer and employees
is highly required for greater organisational excellence.
P6 Identify the key elements of employment legislation and the impact it has upon
HRM decision making.
In Great Britain, there are multiple strict regulations and policies to protect employees
from unfair treatments and unethical practices. Equality Act 2010, GDPR Act 2018,
Redundancy Act and others are most common employment laws that impact over UK
business industry and their decision-making process as well.
Equality Act (2010)
In 2010, UK parliament enforced this act to provide equal rights to employees in a
company and safeguard them from unfair treatments. This equality act is extremely
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helpful in terms of building trust and healthy relations with employees, which
alternatively allows better decision making in business (Bryson, 2017). This particular
act protects employees from various types of discrimination activities based on sex,
gender, colour, relation and other different unfair treatments. Through following this act,
it is also possible to minimise the negative aspects of cultural diversity in workplace,
which leads to better and greater decision-making process.
Data Protection Act (2018)
Data protection Act describes that safety and protection of employee details and
personal information from being unethically used is one of the fundamental
responsibilities of business ventures that are conducting business operations
throughout the UK market (Carey, 2018). It helps to create a legal framework. In
“Primark”, huge numbers of employees work on daily basis. Hence, through keeping
safeguard of employees and ensuing them safety of the data and personal information,
employer increases the satisfaction level of the employees.
Apart from this, there are also Health and Safety Act, Employment Rights Act 1996,
Environmental Act and others that are required to be followed by UK based
companies. These all laws limit the scope of business growth and impact over decision-
making process as well.
M4 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision-making in an organisational context. (D3)
In an organization, HRM is aimed at improving the production rate and profits together.
In this context, ERM or employee relation management and employment
legislations impact a lot on HRM as well as business decision making process. HR
provides several benefits and compensations to employees for keeping them motivated
all the time within the company. In this process of arranging rewards and providing
benefits to employees, sometimes companies have to invest high amount of capital that
affects their business growth decision-making process. On the other hand, employee
legislations also affect on decision-making process of HR department. For instance, in
order to follow employment legislations such as Health and Safety Act, Data Protection
Act, Equality Act, Redundancy Act, Environmental Act, many times companies have to
sacrifice their great ideas of generating higher amounts profits. Employment legislations
have limited the scope of UK ventures to generate profits in business. Gradually, it
affects HR decision-making as well.
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LO4
Apply Human Resource Management practices in a work-related context
P7 Illustrate the application of HRM practices in a work-related context, using
specific examples.
1. The design of a job specification for one of a number of given positions in
the organisation.
Job Designation: Chief marketing manager
Position summary
Chief marketing manager will be responsible for monitoring the planning, developing as
well as executing multiple marketing and advertising activities of the company. The
CMO will make sure that company’s message is delivered and spread throughout
channels as well as to target customers for meeting sales targets. He will be
responsible for increasing sales revenue through complex marketing operations.
List of responsibilities
 To direct and guide market research of the firm
 To listen to the market trends
 To consider the demands, expectations and needs of new and existing
customers
 To evaluate the value of products to customers
 To define marketing strategies for supporting the overall strategies and
objectives of the company
 To make design and coordinate in promotional campaigns
 To select different promotional channels and mediums
 To create a solid network of strategic business partnership
 To build highly efficient marketing team for different marketing activities and
promotional activities
2. Documentation of preparatory notes for interviews, selection criteria/score
sheet
Preparatory notes for interview
In the interview round there were several candidates applied for the designated job role
in “Primark”. Mark Simons, Peter Welington, Robert Dickson, Roan Rhodes and others
were selected candidates for the interview round and from them only one is selected for
the job role.
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1.) Mark Simons
 Highly efficient in managing marketing activities
 Two years of experience n working in this field
 Efficient knowledge over different languages and fluent communication
2.) Peter Welington
 Candidate knows English, Spanish, Portuguese and other languages and can
interact fluently
 Efficient knowledge over computer applications
3.) Robert Dickson
 Completed its apprenticeship training from Tesco plc and working in a store since
last six months
 Effective communication skill
 Efficient knowledge over different languages
 Adequate managing capabilities
4.) Roan Rhodes
 Completed Master degree last year from London Business School
 Completed apprenticeship training in MNC
 Efficient communication skill
After the comparison of these candidates and proper observation of scorecard,
recruitment board of the specified company has decided to recruit Mark Simons as the
Chief Marketing Manager post in the company. His excellent communication skills and
experience will be beneficial for the company in terms of accelerating profit generation
and increasing market position.
Selection criteria
In every interview program of large size multinational originations, there must be
selection criteria that is used for selecting the most capable, suited, effective, qualified,
experienced and efficient person for the job. It assists to standardise the recruitment
process. In order to apply for the designation of Chief marketing manager in “Primark”,
candidates must have working experience of not less than one year in same filed.
Candidates must have expertise knowledge in computer applications and must be able
to fluently communicate and interact with people in more than two different languages
such as Spanish, English, French and others. Candidates with extra curriculum
activities will be promoted for the designated job role.
3. A template job offer for the desired candidate.
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