HRM: Recruitment, Training, and Profitability Analysis Report

This report provides a comprehensive overview of Human Resource Management (HRM), encompassing its core functions, approaches, and practices. It begins by defining HRM and its critical role in organizational success, detailing the functions of staffing, training and development, motivation, and maintenance. The report then explores the two primary approaches to HRM: Hard and Soft, analyzing their respective strengths and weaknesses. Recruitment and selection strategies, including internal and external sources, are examined, along with their associated methods and advantages. Furthermore, the report delves into the benefits of various HRM practices, such as job analysis, organization utilization and maintenance, training and development, performance appraisals, compensation, and rewards. Finally, it investigates the potency of different HRM practices in enhancing profit and productivity, with a focus on learning, development, and training, emphasizing their impact on employee skills and organizational performance. The report concludes by highlighting the significance of HRM in fostering employee and organizational growth.

Human Resources
Management

INTRODUCTION
Human Resource Management is a process of an organisation of selecting, Recruiting,
giving training to employees. It also includes the functions like benefits, appraisals, incentives
and rewards. The last function is maintenance which involves commitment and loyalty of
employee to organisation. In this report there many approaches and functions of HRM. They are
responsible for maintaining proper relations with employees and developing rules and
regulations regarding employee safety and health (Albrecht and et.al, 2015). HR management
maintain workforce, develop and implement policies or procedures. HR Management has basic 4
functions with respect to organisation management and development: Staffing, training and
development, motivation and last maintenance (Jackson, Schuler and Jiang, 2014). Staffing is a
recruitment process in which HR select top ranked potential candidates for company through
interviewing, applications, networking etc.
TASK 1
P1- Purpose and the functions of HRM
HRM plays a significant role in any business in terms of skills and abilities i.e. HRM is
responsible for managing all work within an organisation successfully.
According to Edwin Flippo “Human Resource Management is defined as planning,
leading, organizing, controlling of acquisition, improvement, integration, maintenance and
termination of human resources to the end that individual, organisational and objectives can be
achieved”.
Nature of human resource management is that the HRM is combination of management
function of any organisation like planning, directing, organizing and controlling. It involves
development and maintenance of human resources to achieve organisational objectives. Human
Resource Management is a continuous process which work for team spirit and team work.
The Human Resource overall purpose is to achieve the goals and objectives of company
They hire right person with high potential for the company. The selected candidate should be
provided proper training and giving intensive orientation to know his assigned duties and his
exact job description and job role. Later, t assessment of employees’ performance should be done
in order know whether the employee work as per the standard set or not (Cooke, Saini and

Wang, 2014). Deserving employee should be rewarded or paid for the great job they did for the
organisation. The HR management should implement the safety or security measures for
employees and see that they are strictly followed. Maintaining healthy relationship between
employee and management avoids conflicts between them which will affect the performance of
an organisation.
There are two approaches of Human Resource Management (HRM) for planning and
resourcing: Soft and Hard. In Hard HRM management, manager treats employee simply as
resource like machinery or buildings. In this a strong business planning of corporate can be done
i.e. what resource do we need? Cost of resource, how to approach resource. The focus of HRM is
on fulfilling the need of business and recruit and manage human resource accordingly
(Fagerström, Lønning and Andersen, 2014). In Hard HRM is no surety of management which
short-term changes of employees. The pay scale is according to business where operational
efficiency and cost are primary objective of Hard HRM. Appraisals of employees can be done on
the basis of performance of staff. Hard HRM is hasher approach where low wages, minimum
training, close supervision and monitoring, appraisals and rewards are very low. Whereas in Soft
HRM employees are treated as important resource for business. Employees are treated as
individuals and their needs are planned accordingly. Unlikely Hard Soft HRM focus on
employee needs and their roles, appraisals, rewards, motivations. The strategic plan of soft HRM
is long-term workforce. In Soft HRM employees are encouraged for taking responsibilities
which create confidence among them. This gives the business high productivity, performance,
adaptability and level of commitment because of happy employees is working which increases
the efficiency and profitability of business.
P2- Strength and Weaknesses of the various approaches of recruitment and selection
Interior Sources: Internal sources are within the organisation means when vacancies are
there existing employees are promoted or transferred. The employee who already on pay-roll can
be appointed for the post that implies promotions, transfer and some exceptional case demotion
(Wehrmeyer, 2017). Employees are motivated for hard work when a higher post is given to any
deserving candidate. The post is given according to performance of employees. By Internal
advertisement employees are informed for such vacancies.

Methods of Internal Sources:
Transfer: Shifting from one place to another place of some requirements for similar jobs
without any change in salary, rank, responsibilities or position. Transfer helps people to increase
interest for working in new environment and reduce boredom or it may help organisation to fill
vacancies with suitable and deserving internal candidates.
Strength- Suitable and deserving candidate can fill the vacancy internally.
Weakness- Continue transfer can reduce the productivity of employees.
Promotions: Shifting from one position to higher position with more responsibilities and pay
with better prestige. Promotion cannot increase the persons in organisation it only promotes the
existing employee. Promotion will motivate other employees to do more hard work so they can
also get promoted.
Strength- Increase the morale of employees by given the higher post and also motivate the other
for hard work.
Weakness- If promotion has only criteria of seniority, then the person may not be capable of
filling vacant post.
Present Employee: The present employees of organisation can inform about any vacancies
available to their friends, relatives or persons. In many organisations, referring potential
candidates can be allowed to fulfil vacancies. The existing employee take responsibility for their
proper work, performance and behaviour.
Strength- Hasty decision are eliminated completely as the existing employee are well tried and
can be relied upon.
Weakness- Employees are employed on the basis of recommendation not suitability which may
low innovations and creative thinking for organisation
External Sources: Recruitment can be done from outside the organisation. It involves the more
skilled and efficient candidate apply for vacant seats in organisation from outside (Boehm and
et.al, 2014). Vacancies can be informed in external environment by various approaches like
advertisement, campus selection, employment exchange, organisational websites, job fairs, walk
in interviews and job portals.
Methods of External Sources

1. Advertisement: Advertisement is mostly used in all organisation, in which business
entity by giving ads in newspapers and professional journals invite the application from
candidates. This method is used for skilled workers and higher staff. This generating
many applications because its popularity is very high.
Strength- It gives the better result of deserving candidate and cheaper.
Weakness- High Cost and long term process.
2. Campus Selection: Campus selection become a common practice to recruit required
technical or professional qualified candidates. A linked between education institute and
organisation helps to recruit deserving candidate. Company spotted students before
completion of courses.
Strength- New generation gives innovative and creative ideas for organisation which help to deal
with competitors.
Weakness- Lot of time is required for providing training to fresher.
3. Job Portals: with increased in use of internet technology, job portals play significant role
for unemployed people and organisation for having vacancy in company. Job portal
update time to time for new vacancy for jobs and offers attractive benefits and packages
to employers.
Strength- This tool reduces the efforts in finding skilled and deserving candidates for
organisation.
Weakness- This process required a lot of time because many people apply for the post in which
company have to sort people and find right qualified candidate.
4. Placement Agencies: Placement agencies find right and willing candidate by calling or
any other communication process and schedule interview, which reduces the time and
effort of company to find right candidate from the ocean of skilled candidates.
Strength- More candidates more competition, this increases prospect for selecting the best
candidates from 1000.
Weakness- The main drawback of using placement agencies is they have commission on hiring
the candidates from their agencies.

TASK 2
P3- Benefits of different HRM practices within the firm
HRM have focus on developing both employee and organisation in which they work.
communication between employee and employer for nurture development of organisation
(Clark and et.al, 2016). There are many HRM practices designed for employees. HRM
practices includes attracting talent, training and development for challenging roles, develop
skills, promote team work spirits, encourages for hard work, job satisfaction through
appraisals and promotions, enhance standard of living and many more. Without HRM
practices benefits may be a barrier for employee rather than improving performance. HRM
practices benefits are flexibility, cross training and works teams, incentives pay
performances and many more.
Job Analysis
Job Analysis is basis of HRM practices because it delivers information about vacant
position in organisation to hire, promote people, etc. (Albrecht, and et.al, 2015). This can
determine the skills and experiences which is required for fulfilling the vacant position. Lot of
functions are required to be performed for completing recruitment process such as preparing job
description, job posting, recruiting candidates, interviewing, salary negotiations and making job
offer. Once the recruitment part is done, selection process in which skilled and deserving
candidate is selected through, interviews, reference check, testing and other tools are used for
completing the recruitment procedure.
Organization Utilisation and Maintenance
This is another key function of HRM practice includes designing framework for
organisation to use maximum human resources and enhancing communication system that help
organisation to operate in a unified manner. Regulation made by federal Occupational Safety and
Health Administration for instance worker’s compensation and federal Environmental Protection
Agency law (Jackson Schuler and Jiang, 2014). In workforce management it is necessary to
coordinate with various agencies of labour unions so that practices such as grievances and
misbehaving can be solved.
Training and Development

Orientation programs includes training and development practice that determines design,
execution and analysis of training programs. The HRM practice of training and development
character may cover a wide variation of task dependent upon programs. Effective training and
development program effects the overall organisation as well as workers.
Performance Appraisals
Providing feedback to employees about their work performance are both positive and
negative. The goal of appraisals is to provide feedback to employees about their performance.
Performance measurement is important for both individual worker and organisation as it helps in
evaluating performance and setting goals accordingly. In case of not promoting is due to
unsatisfactory performance for organisation and it is the duty of management to correct the
weakness and improve their contribution to company.
Compensation
Compensation is another major HRM function, refers to HRM practices for development
of employees: it includes providing incentives for better and extra work(Cooke Saini and Wang,
2014). This practice encourages the employees to do more work with full energy and enthusiasm.
The ultimate aim of providing compensation is to maximize the company's investment and to
achieve the goals and objectives. The HRM always try to create compensation equity for
employees within the organisation to increases the morale and provided sufficient financial
motivation.
Rewards
This practice is also managed by HRM as well. This mechanism is to provide their
workers with rewards for best work, achievements and incentives for high performance
(Fagerström, Lønning and Andersen, 2014). This motivates the employees for more hard work
and also maintain a healthy relationship between individuals and organisation. This approach
increases the growth of organisation in future.
P4- Potency of Various HRM practices to rise profit and productivity
Learning, Development and Training Practices
Training and development is initial stage for employees that enhances skills. This effort
made to improve the performance of employees which effects the productivity of organisation

(Wehrmeyer, 2017). This is learning stage of employees or we can consider this as an
educational process which involves sharpening the skills of employees, clearing the concept of
workers and assisting them in improving their work and behaviour, changing assertiveness and
gaining more information to the increase performance of employees. Some examples are
orientation, class room, lectures, case studies, role playing, group discussion and computer based
training. Training programs focus on individual working or team work. Organisation have to
recognize that different employees have different needs and requirements that will change
according to time. When organisation invest in improving knowledge of employees and enhance
the skills of its employees that will return in form of more productivity which may lead
organisation profitability and future growth.
Flexible Working Options
For some employees 9 to 6 working hours are burden and that may trouble for
organisation in productivity hence, Flexible working options for employees is the best option for
workers. With flexible working hours' workers can save enough amount of time, avoid possible
tension and disturbance which is caused by commutation. Punctuality and higher employee
morale is improved by flexible working hours. When organisation provide flexible working
hours then it helps employee to create their own schedule which increases overall productivity of
business. This lead profits for business. If organisation offer deserving candidate flexibility in
time, it may entice to join your team and the organisation can easily beat the competition for
qualified candidate. It will help in creative working that will lead to achieving goals and
objectives in proper time. With this productivity of employees will enhance. It will enable them
to get ready for more challenging task.
Employee Performance Management and Monitoring
Employee Performance management is a process of HRM in which management and
workers work together to plan, monitoring operations to ensure that they achieve their objectives
and goals. The fundamental goal of performance management is to improve and to promote
employee effectiveness which may lead to improved company performance for future growth
The HRM focuses on ongoing performance of employees (Boehm and et.al, 2014). Many

elements of employee's effective performance management to automate and control the process,
includes:
 Monitor and track contribution and incidents
 Evaluate through employee's reviews and appraisals
 Track employee attendance.
 Monitor and schedule training and development initiatives for employees.
Payment and Reward Management
Employee reward is one of the key drivers which can be used for motivating employees
at workplace: employees would do more hard work if they get better encouragement from
superiors or leaders. More encouragement and recognition for well work done by employee
means happier and engaged employees are and more doing hard work in organisation as resulted
produce great work which increase productivity and profitability of organisation (Clark, and et.al
2016). HRM focus on celebrating both small and big wins along the way to ultimate grand
victory for organisation. The objective of rewards and pay management is to reward employees
fairly, equitably and consistently to show the value of contribution employee's give to
organisation for company productivity. Reward system is motivate individuals for working hard
with full dedication to company and make their important contribution towards achieving goals
and objectives which is set by organisation. It is not only concerned with pay and employee
benefits but it is important to inspired workers for their work with non-financial rewards such as
development, recognition, training and increased designation and job responsibility.
TASK 3
P5- Importance of Employee relations in context of influencing human resource management
decision.
Employee relations are crucial factors in increasing the efficiency of JP Morgan. The
employee relations create emotional connectivity within organisation and it will directly make
employees more comfortable and hence, they will be able to work more effectively. The good
employee relations have following impact on decision making of human resource management:
Work efficiency: The good workplace relations between employees and employer can increase
the efficiency of employees. It encourages them to achieve tasks with their best efforts. HRM

can enhance efficiency by making appropriate decisions related to pay benefits, holidays and
incentives. These decisions will also help JP Morgan to retain the skilled employees for long
term.
Motivation: The organisation can motivate its workers by establishing healthy relations with
their employees. The training and development programs of human resource management can
motivate the employees so that they can be used with maximum benefits. HRM can motivate
employees through appreciation and rewards (Sanders and Yang, 2016). These strategies will
develop a competitive atmosphere within organisation which will be definitely brings more
profits.
Innovative strategies: The interaction process and effective communication channels can be
established easily with the help of employee relation strategies. The interaction which results due
to employee relation programs will give rise to innovations and creativity in work. HRM can
promote the innovations by conducting discussions and debate sessions so that each employee
can put his views forward.
Conflict management: The organisational conflicts which may arise due to difference in
personal and organisational interests need to be resolved at the earliest otherwise, it will affect
the performance of JP Morgan. HRM must ensure that employees do not have any conflicts
regarding pay benefits or policies of organisation. And if such conflicts occur then it is the
responsibility of the HRM to resolve those conflicts by establishing mutual understandings.
Reduced absenteeism: The emotional connectivity due to good employee relations encourage
employees to regularly interact with other employees. Thus, they tend to attend organisation
more frequently without taking more leaves from work.
Business environment: Employee relations are important to make business environment
comfortable for employee's as well as for customers. Human resource management can ensure
that business culture must be comfortable and pleasant enough that JP Morgan have higher
customer and employee retention. HRM of organisation must take regular feedbacks from the
employees to analyse their requirements.

Future requirements: Human resource management can easily recognize the future
requirements of employees by using employee relation management strategies. On time
assessment of future requirements is helpful for organisation to implement the advanced
marketing trends (Tzabbar, Tzafrir and Baruch, 2017). This approach brings more benefits to the
organisation in terms of employees as well as customer satisfaction.
Performance evaluation: This is the most important aspect for evaluation of organisational
performance. HRM can use employee relations to analyse the performance of supervisors and
individuals. Employees consider the feedbacks and suggestions in professional manner. when
feedbacks are provided with the base of good employee and employer relations.
P6- Elements of Employment Legislation that affect HRM decision making.
Human Resource Management is greatly influenced and shaped by employment laws and
rights which are imposed by state and federal laws governing employment issues. Every state has
its personalized employment law regulations that affect record retention, workers relations,
criminal records of employee. These legislations obvious affects the organisation, employees,
management and unions directly. Employment legislation includes:
Anti-Discrimination
The Civil Rights Act 1964 protects employees and applicants from discrimination based
on colour, religion, race, national origin and sex. This regulation is applied on organisation who
have more than 15 employees on payroll. Employers cannot refuse to hire candidate and fire or
terminate from employment or other way of discriminate employee for any of these reasons: if
the company does so in such situation employee can file law suit against HRM and its
organisation and get remedy under Anti-Discrimination (Albrecht, and et.al, 2015). The Age
discrimination in employment Act enacted in 1967. This protects employees from prohibiting of
discrimination in hiring and firing action to worker aged 40 and older. American with
Disabilities Act prohibits against employees who are physically or mentally challenged or
chronically ill. They required “reasonable accommodations” to be provided for their disabilities.
IN 1978 government enacted legislation of Pregnancy Discrimination Act which protects the
women who are pregnant and cannot be dismiss by company.
Data Processing Act

Data Processing issues affect most HR activities from handling data, record tracking and
performance monitoring of employees and recruitment and references. Hence, it is important for
organisation to impose data protection law to manage data and to update it as per changes in law
(Jackson Schuler and Jiang, 2014). In UK currently governs the new Data Protection Law 2018
of data protection as well GDPR (General Data Protection Regulation) and other laws affecting
organisation. This law is related to storing of data or information of individuals and their rights
over access to information. Under Data Processing Act, personal data must be:
 Lawfully and fairly processed
 For some specific purpose data is processed
 Adequate, relevant and not excessive
 Keep it for required time i.e. not keeping for longer than is necessary
 Only processed with rights of individual
 Secure
 No transfer of data to any employer or country until and unless the information is
protected.
TASK 4
P7- HRM practices in a work related context
1. Agenda for training seminar for receptionist at a 5-Star Hotel.
Duration: 45 days
Time: 6.30 pm-8.30 pm
Location: XYZ Hotel
Start Date: 25 August 2018
Day: Saturday
The aim of conducting these activities is to give necessary training to employees
and in order to help professionals to develop their administration skills. To understand that their
workstation is an expansion of themselves and should represent their professional image also.
Maontain telecommunication with clearness, quality and politeness and also improve face to face
verbal communication. Implement stratifies for dealing politely and successfully with
dissatisfied and demanding visitors.

2. Job advertisement in Financial Times for Business Lecturer at UCL
Job Title: Business Lecturer
Job Location: UCL
Experience: Successful business experience
Key Skills: Public speaking, teaching and communication skills.
Job Role:
 To develop and deliver effective teaching.
 To perform role and responsibilities and preparation, assessment, moderation and
curriculum development.
Job specification:
 Participating in curriculum development work
 Provide high quality of leadership and ensure high quality teaching through the provision
of detailed teaching guidance and also academic support.
 Supporting the faculty and corporate vision. Providing ongoing personal tuition to business school students in line with university
policy.
3. Job Specification document and five interview question for a Nurse position.
Documents Requirements, Licenses and Certifications
 Be registered in General Division of the Register of Nurse
 License of Nurse.
 Diploma or degree document in this field.
 Each candidate for and any person holding the office must be of good character.
 Age restriction shall only apply to candidate where he/she is not classified new entrance
examination i.e. Public Service Superannuation Act, 2004
5 Interview question for a Nurse Position
 How you deal with someone who isn't satisfied with your patient care?
 Tell about the time period you had to deal with a challenging patient and how you
manage that situation.
 What is the most challenging part of being nurse?

 Why did you set your career as a nurse?
 Describe your most effective skill as a nurse.
4. A Document for a chef position at a Michelin star restaurant.
Work Place: Michelin Star Restaurant
Reporting to: Head Chef
Purpose: Assistance of head chef in producing meals and services within deadlines and to
institution fixed standard rules and satisfaction of customer.
Direct Report: Kitchen Team
Responsibilities:
 To maintain and ensure the standards and quality of food and services as per the HACCP
procure.
 To regulate the whole day activities of kitchen in absence of head chef.
 To take part in the designing of seasonal menus and buy all food and food related product
using comp nay suppliers.
 To maintain all catering tools with full car3 and diligence.
 Assistance of head chef in discipline of all staff in line command. Customer complaints are feedback and explanation to general manager.
5. CV for a photographer for Vogue Magazine
Allien Massey
103 Parkway, Belmont Street, London NW1.
Contact No: 555-222-5555
Email ID: ***@gmail.com
Career Summary10 years’ experience in photography.Good command in taking high quality digital photography.Provide edit and pre-edit pictures to make sure they are high quality and properly colour
corrected.Intimately familiar in framework, superior choices and background lighting, and

determining advance shutter and lens options.
Key SkillsKnowledgeable in all various types of photography.Strong aesthetic sense.Technological knowledge of different kinds of cameras.Effective communication, corporation and work skills.Skilfully conceptualizing, evaluating information and highly focus on small details.
Achievements“Youth Talent Exhibition”, XTZ Exhibition college.Prize winning, superior B&W Print, ABC Arts college.Photographic Show, Rays of Fundraising Campaign Benefits.Nominated for Big P Fair Honourable.
Educational QualificationsBachelors of Art in Digital Photography From San Francisco University.Professional Photographer Certification from Professional Photographers of America.Masters of arts in New Media Photojournalism from Corcoran School of Arts and Designs.
CONCLUSION
From this it is Concluded that Human resource management focused on development of
individuals as well as organisation, HRM fulfil all requirements of business and needs and
development of employees. Management creates competitive advantage by selecting and
developing skills of staff and motivate them by rewarding in order to increase their performance
that leads to enhance productivity and profit to organisation for further growth and development.
Decision of HRM is highly influenced by government legislations.

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