Human Resource Management Report: HRM Practices and Impact on Profit

This report examines the human resource management (HRM) practices of HN Global. Link, delving into the purpose and functions of HRM, workforce planning, recruitment, and selection processes. It analyzes the strengths and weaknesses of various recruitment approaches and highlights the benefits of different HRM practices for both employers and employees, including training, development, and employee relations. The report evaluates the effectiveness of these practices in raising organizational profit and productivity, considering aspects like employee motivation, training, and a flexible workforce. Furthermore, it analyzes the importance of employment relations in HRM decision-making, including the impact of employment legislation on these decisions. The study emphasizes the role of HRM professionals in influencing company performance and employee well-being.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P2. Explain the strength and weakness of different approaches to recruitment and selection....2
TASK 2............................................................................................................................................2
P3. Explain the benefits of different HRM practices with in an organisation for both the
employer and employee..............................................................................................................2
P.4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................3
TASK 3............................................................................................................................................5
P.5. Analyse the importance of employment relation in respect to influencing HRM decision-
making.........................................................................................................................................5
P.6. Identify the key elements of employment legislation and the impact it has upon HRM
decision-making..........................................................................................................................5
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
This study describes about to the human resource management of the HN Global. Link, in
this research we have discussed about to the purpose of the HR function and the key role and
responsibilities of HR function. Apart from this we have a look on assessment of the approach to
workforce planning, recruitment and selection procedure of the HRM department and
performance management and reward system in the company. We will talk about strength and
weakness of different approaches to recruitment and selection and also explain the benefits of
different HRM practices in within an organization for both an employee and employer with all
that we will discuss on benefits of different HR practices in terms of raising organizational profit
and productivity. Also, with that we analyse the importance of employee relations in respect to
influencing HRM decision-making and with that we have done the discussion about the key
elements of employment legislation and the impact it has upon HRM decision making. This
study provides the HRM professionals responsibilities, works and their impact on the company's
employee.
TASK 1
P1. Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation
As we all know that Human resource management is a most important function to assist
any business in a good manner. In this research we discuss the purpose and function of HRM for
the company HN Global. Link to support them. Managing a successful big business involves
getting, developing and maintaining the large number of resources of an organization. These
resources are being inclusion with materials, land, equipment, machinery and technology that are
maintained by the HRM team of an organisation (Dessler, 2011). Every company has a need of
good and skilled employed who will help to achieve goals and objectives of the company.
M.1. The function of HRM can provide skill and talent appropriate to fulfil business objectives
HRM is the business function that furnish centring on the people feature of the company.
It makes sure that an efficient and productive management in the organization. It is responsible
to make sure that every organization should have a right and skilled employed to verbalize it's to
the whole business. Further we talk about to the strength and weakness of the different
approaches, which is management know about to the future and recent needs of the department
of the company, all the selection phase help managers to know about to the quality of the
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employee and weakness is the selection of the current location of the company, which is because
the availability of the appropriate resources at that location due to old business function, then
workforce can not longer useful to the company because they will not be able to fulfil that work
which is computer engineer and service associates for a banking industry.
P2. Explain the strength and weakness of different approaches to recruitment and selection
M.2. Strength and weakness of different approaches to recruitment and selection process
Recruitment and selection is the process of the organisation's ability to meliorate the
quality of the human superior and position in competition. The strength of the selection process
is a candidate and employee train themselves to make an effective view in the interview and all
other selection process (Price, 2011). Apart from this the other benefits for the organisation is
that, they will be able to recognize the best skilled and talented candidate for the targeted post. It
will result in the future that more cost effective in the worst competition of the company and also
how they can improve themselves through the selection procedure could be seen effectively.
Along with, the recruiter also have an ability to alternate options himself into any kind of role
increasing their gaining potential. They also have option to analyse the fact, what is wrong and
right to the organization. Keeping all these factors in the mind in HRM team would assist to
work for the affirmative prospect of selection to procedure and activity to execute batter. The
disadvantage of the recruit process, which is not appropriate method of having the test, which is
conducted by the HRM team may not be proper result in some situations. Many times, it has
been seen in the organisation that the skill and ability of the candidate can not be identify with
the help of the tests. The tests also can not be efficiently used by the candidates, because of those
persons who is conducting this tests are not supported towards definite person.
TASK 2
P3. Explain the benefits of different HRM practices with in an organisation for both the
employer and employee.
In an organisation, there are many responsibilities present to the human resource team as
they are concerned about to the involvement of both employer and employee. These practices
include for employer they negotiate the employee relations and recognize the mode to reduce the
labour cost to the company, and for employee their practices are they protect their rights, training
and development and make sure employer doing their job according to the labour low (Martin,
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2010). They organize the training and development and also ascertain the relevant transferral
process to introduce preparation material's based in workers need. Human resources have asset
like employee, they can use them to ameliorate their deal and consumer service skill. Human
resources furnish support to the employee when they feel that their rights are being violated
(Jiang, Hu and Baer, 2012). And those employees who realise they are facing any kind of
discrimination and harassment can contact to the human resources team to provide the remedy to
this situation. Provide important information to the employee is another important responsibility
to the human resources managers.
M.3. The different methods used in HRM practices providing specific example
Ex- in the case of employee's matter, the worker's supervisor cannot give current answer
to them because of this case if often related to the HR department. Effective hiring practices is
one of most benefits, a good hire have an experience of knowledge, skill and ability match
proper in context of the job and culture of the company (Bach and Edwards, 2012). HRM
effective hiring process could be beneficial for the company by the development and
administrative process that will assist minimize the disadvantage of bad hiring to the
organisation. Training and development is an important part for any company, it furnishes to the
all employee a good skill and knowledge towards the working process of the company and
becoming how to prove cost effective in the most crucial composition. HRM team also provide
the employee recognition program and practices that will furnish to the company value to keep
employee well trained, skilled and wrapped up to the job. Human resources team also play an
important role I term of wellness and safety in the workplace. For example there are heavy
machines in the office and manufacturing plant, the human resources team makes posters, signs
and relevant steps in case of any emergency possibilities. Another basic function of the human
resources team is developing a good relationship among the all employees, they are responsible
to organize seminar, meetings and other office assembling for the management team of the
company.
P.4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
To inattentive among training and development, the training provides the best activity
and special working zones and to be friendly with the latest technology they use to the company
also help the organisation to raise their productivity and current employment. Skill training is the
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process in which you are able to learn the new development in the recent era (Aswathappa,
2010). Another practices are the reward system that will inspire and always motivated and that
will raise the investment in contributing develop thoughts, which encouraging the high
authoritative advancement. These approaches helps to raise the profitability and productivity of
the company, because of there are a huge scope of the raise of work efficiency in the company
by promoting the employee rewards and allowances and other benefits, which will assist to boost
the work capacity of the employees to more getting this (Fitz-Enz and Davidson, 2012).
Encouraging positive behaviour in the company, HRM practices is that motivate them to be more
productive and ensure them to maintain company culture. HRM practices helps to add the
intellectual value to the company and in recent competitive advantages raise their employee's
skill and experiences to be addressed more productive to the HN Global. Link company (Simons,
2011). Building a flexible and adjustable workforce also enhance the productivity of the
company, the reason behind it is, current workers of the organisation are expected to work in
different condition. HRM practices help to raising the thinking of being special in the particular
situation and that will positively help the organisation in the very crucial time. HRM also make a
healthy and friendly environment in the workplace and communicated with all the employees,
when they feel any type of difficulties in the company. They are needed to inform that to help the
and over come to the problems. Classify the job in the various simply terms that will must affect
the productivity of the company By decreasing the physical and mental efforts needed to execute
the activity. It is founded that all the practices we have mention above must help to raise the
productivity and profit of the organization. A well managed company have this all essential
HRM parts to work more productive in the future (Price, 2011). Nowadays world are being more
complex in the context of technology and compilation, so the company are suggested to have a
reliable and train their employees to take competitive advantage. There are many opportunities
available in the market that could be beneficial to the different -different sector. HRM practices
is the most cost effective and productive to the company in future to make them successful. A
well organisation have an extreme level or the human resource management that provides best
services like having full charge of training and development, job designing techniques and hire
efficient employee to the company which will help the organisation well set up in the complex
market. More stuff competition makes employee more productive and profitable to the
organisation (Demo, Nunes and Rozzett, 2012).
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TASK 3
P.5. Analyse the importance of employment relation in respect to influencing HRM decision-
making
Having a healthy relationship with the employees is a re needed to the organizational
attainment. A strong relation with the employees are required for high fruitfulness and human
contentment. Relation with employee generally indicate avoiding and resolving problems
relating to the individuals and that can might influence the work scenario of the organisation.
String relation with employee depend on the healthy and safe work climate, incentive and special
allowances for the motivation, effective communication system in the organization. Healthy
employee relation vantage more efficient, motivated and productive employees that make
influence on the sales of the company (Daley, 2012). When an employee do not behave
according to the rules of the behaviour, this is called employee indiscipline. There are serious
problems in which an individual person are not able to take decision, he/she need to guidance
and advices to solve the grievances.
M.4. The key aspects of employee relation management and employment legislation that affect
HRM decision-making
Many times we don't think about to some important point but in the corporation often
there are some other fallow employees can having brilliant idea that can solve our problems very
easily. Before we utilization any plan, we go for the pros and cons to help to excess the problem
and get opinion to overcomes to that problem. When you shared your work in the corporate then
your work will be easy for you. A healthy relationship with your fellow and management help to
minimize work load on you and increase the productivity of your organisation. Every person can
not do anything oneself, responsibilities should be decided with all to solve them rapidly. If you
have good relation with your organization they will always assist you to make easy your project
(Beardwell and Thompson, 2014). A management is energetic and motivated in the company on
that others employees can trust on them and whenever they feel need they can go for it.
Employee can also give the best suggestion to the problem which are facing the company
currently, with the experiences they can give more advices to the future opportunities and to the
competitive advantages. All their advices may be productive and help to appropriate
development in the organisation.
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P.6. Identify the key elements of employment legislation and the impact it has upon HRM
decision-making
In auxiliary national legislation, every states has its own employment law legislation
impacting on these topics like the record possession, labour relation, employee criminal record
checks etc. federal law directly effect the human resources' management on the national level,
while sometimes small business are not affected by the federal law, it is depended on the size of
the organization (Bratton and Gold, 2012). This is required to the all HR professional are well
known in every changing areas of the state legislation towards the organisation to decreasing the
responsibilities in all the sector of HR operations. Working times, wages and salaries of the
employee must be revised annually basis and HR professional make sure that all activities related
to the wages and salaries must be accurate that must me check on regular basis, because of there
will be a bad impact on the company if they have any problem regarding this. The leave
provision must be there in an organisation to have relaxed in the condition of health damage and
illness of the employees. HR professional should ensure that if an employee are disabled and
they need to medical provision then they are supposed to have options of it. Trade and labour
union are here since the 1930's to furnish the equal bargaining power, it thoughts all about to the
worker benefits like better pay, working condition and they are treated with dignity and respect
on the workplace (Guest, 2011). Human resources are influencing by the every state legislation
provision because of there are several options are available for the workers they can have against
the company if they have any kind of harassment and discrimination in the organisation. So for
all this aspect being mention in the policy of the company and that must be there in the job
profile terms. HRM professional are required to take care of these all aspects, when they are
making decision in terms of the employee's. For resolving the all the conflicts and disputes,
HRM professional must have in mind the all the provisions of legislation, when they are making
the decision that all affect the decision making process in the favour of employee.
CONCLUSION
The above deliberation we have learned about the human resource management role and
responsibilities. We have learned the importance of requirement and selection process and
training and development process and reward system that, how helps the employee in an
organisation. From this above discussion we have learned that, in any organization there are a
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HRM department should be there to maintain and solve all the grievances of the company. Also,
we have discussed workforce planning and development of an organization and it's role. Human
resource department is most essential part of any organisation that will assist to achieve
objectives and goals of an organisation.
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REFERENCES
Books and Journals
Aswathappa., 2010. Human Resource Management. 6th Ed. Tata McGraw-Hill Education.
Bach, S. and Edwards, M., 2012. Managing Human Resources: Human Resource Management
in Transition. 5th Ed. John Wiley & Sons.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Dessler, G., 2011. Human Resource Management. 12th Ed. Prentice Hall.
Martin, J., 2010. Key Concepts in Human Resource Management. SAGE.
Price, A., 2011. Human Resource Management. Cengage Learning.
Price, A., 2011. Human Resource Management. Cengage Learning.
Simons, R., 2011. Human Resource Management: Issues, Challenges and Opportunities. CRC
Press.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Demo, G., Nunes, I. and Rozzett, K., 2012. Human resource management policies and
practices scale HRMPPS: Exploratory and confirmatory factor analysis. BAR-Brazilian
Administration Review. 9. 4. pp.395-420.
Fitz-Enz, J. and Davidson, B., 2012. How to measure human resource management. Prenada
Media.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21. 1. pp .3-13.
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Jiang, K., Hu, J. and Baer, J.C., 2012. How does human resource management I nfluence
organizational outcomes? A meta-analytic investigation of mediating mechanisms.
Academy of management Journal. 55. 6. pp.1264-1294.
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