HRM Report: Workforce Planning, Recruitment, and Employee Benefits

This report provides a comprehensive overview of Human Resource Management (HRM) functions, practices, and their application within an organizational context, specifically referencing B&M European Retail Value S.A. The report begins by defining HRM and its core purposes, including workforce planning, recruitment, and employee relations. It delves into the strengths and weaknesses of various recruitment and selection methods, contrasting internal and external approaches. Furthermore, the report analyzes the benefits of HRM practices for both employees and employers, examining training and development, performance management, and compensation strategies. The report also explores the importance of employee relations and the impact of employment legislation on HRM decision-making. Finally, it provides a real-world application of HRM practices within a work-related context, offering valuable insights into effective HRM strategies.

HRM

Table of Contents
TASK 1....................................................................................................................................................3
P1 Functions and purpose of HRM and application of workforce planning......................................3
P2 Strength and weakness of different methods to selection and recruitment...................................5
P3 Benefits of HRM practices for both the employee and employer ................................................7
P4 Effectiveness of different human resource management practices...............................................9
TASK 2..................................................................................................................................................10
P5 Importance of employee relations in respect to influencing HRM decision making..................10
P6: Key components of employment legislation and its impact on HRM decision making............11
P7: Application of Human resource management practices in work-related context......................12
CONCLUSION ....................................................................................................................................14
REFERENCES......................................................................................................................................15

INTRODUCTION:
Human Resource Management (HRM) define as all the resources from selection of
employees till the end point and all the activities involved for managing the human power for
the accomplish the organization objectives. The major work involved in HR managements is
personal selection, during any causalities to the employees provide fair compensations and as
per the skills or capabilities of employees define their works and responsibilities’. The
organization can achieve their objectives when employee’s skills, experience are properly
utilized. HR management basic missions to access, promote, maintain the skills, adjust the
work force with business transactions. It’s role of HR managements first to hire the right
candidates for job, then provide popper training so that skills of employees always increase
and lastly examine the performances of each employees according to that rewards are given.
HRM department present in every type of organization whether it is profit base organization
or Non-profit base organization (Hendry, 2012). When HR management work in effective
manners it always provides positive outcomes like increase the profits, growth of
organization in market etc. To understand the HRM function properly we consider the HRM
system of B&M European Retail Value S.A) one of the leading retailer industry in United
Kingdom and establish in year 1978 was formed in 1978 employing over 30,000 staff. With
such large number of staff, the HRM departments act as important role in managing the
employees.
TASK 1
P1 Functions and purpose of HRM and application of workforce planning
In organization the employees act as skillful and consist various experiences in
respectively, these employees work together for accomplishment of organization objective
and individual objectives. HR managements involved major functions i.e. adopted the best
recruiting process so that excellent employees selected for respective works in organization,
when suitable candidates are recruit proper training session, induction classes and webbing is
conducted so the skills of candidate improve in best manners (Boxall and Purcell, 2011).
Purpose of Human Resource management: Most common function of managements
is to enhances the knowledge, skills, working ability of each and every employee so the
organization can easily achieve their objectives. To understand the purpose of HR
managements are describe below:

Internal customers management: One of prior function of HR managements to
select the best candidates, hence they used effective recruitment s policy to invite the desire
workforce and maintain in organization for long time.
Matrices: The HR managers of B& M organization prefer to utilize the metrics
approaches to calculate the cost or expense incurred and encourage whole level of
organization (Cascio, 2018).
Staffing: The B & M consist number of employees in their organization, so it
necessary the workforce's they select have the capabilities to perform their task in proper
manners. The mangers require to recruit those candidates how posse some knowledge or
skills.
Benefits of management: To develop the safe and secure environments among the
employees the HR managers always keep in their mind about employee’s benefits. This
benefit provide safety to employees when any casualties arises during performing the tasks.
The HR managers facilitates following benefits retirements policy, gym & fitness
memberships, reimbursements allowances, paid parking, discounts on auto and other types of
insurance, as well as other fringe benefits and perks (Bratton and Gold, 2017).
Employee relation: In organization the HR mangers always try to establish steady &
stable relationship between the top managements and staff members so that both help each
other for attaining the organization objectives.
Laws: the HR managers always comply all the law and order in refer to the
employee’s benefits.
Functions of HRM: Some of the important function of human resources
managements are explained below:
Training and development: One of the crucial function of HR department to provide
the competent training and development program so the employees skill and knowledge
enhances accordingly. These training and development programmer related improve the
capabilities of all employees so the organization objective achieve in effective and efficient
manners (Jiang and et. Al., 2012). Main motive to increase the company sales and generate
more revenues by preparing the suitable employees. The training program used On-the-job
and Off-the-job model.

Industrial or employee relations: In industry the HRM managers always maintain
peaceful relationship with labor work-forces because some conflicts arise it directly impact
on the production process and then sale of organization decrease. The strong and healthy
relationship between employees and employers always increase the organization revenues
and act as growth platform for business.
Compensation and benefits: The B& M organization the salaries and wages
distribute among the employees according to their position in business and what level they
performing their jobs. The HR managers decide the salaries and minimum wages by proper
examine current markets. The HR mangers also take suggestion from top managements and
treasurer departments while fixing the salaries.
Recruitment and Selection: The main or we can say major role of HR manager to
appoint those candidates which are best suitable for the vacancy. After use of proper
recruitment process right candidates is selected for the right jobs. When skillful or
knowledgeable candidates is select the organization can utilize his or her skills for achieving
the objectives and earn maximum profits from the markets (Choi, 2011).
Application of workforce planning: In industry number of labor work forces is required
through this applications location the HRM managers classify the need of workforce and
according to the needs and requirements labor forces is It develop a clear scene of talent
supply and demand problems by expense area.
P2 Strength and weakness of different methods to selection and recruitment
The HR management uses the recruitment and selection method attain the best
candidates from number of application for jobs. First the HR management attract number of
candidates for applying the job positions with help of recruitment's methods. When large
number of application received the HR, managers goes to further step i.e. Selection methods,
under this method the application receive in recruitment methods for the job where securities
and suitable or knowledgeable candidates is selected. Both recruitment and selection method
help the Hr mangers to hire skillful candidates for vacant jobs. In recruitment method 2
techniques is used and brief discretionary given below:
Internal: Under this vacant job fill by HR mangers by enhancements of positions of
current employees of the organization. The internal recruitment's transfer the current
employees to different location of organization, if existing employees performing well then

promotion in job positions, the existing employees inform their relatives regarding job
vacancy etc. Below the strong and weakness of this approach is specified:
Strengths Weakness
1-The existing employees well known to the
organization behaviors and environments.
2- Under this approaches the HR manager not
required development programs.
3-Employees establish peaceful and
understanding with other employees.
Organization well aware about the employee’s
false points.
HR received less number of applications.
Lack of skills and experiences from other
candidates.
External: This approach recruits the right candidates apart from the internal
organization. All the intelligent or eligible candidates are attracting from outside sources
(Chelladurai and Kerwin, 2017). Under this, Managers make advertisements in newspaper or
online mode, visit the colleges or education association to hire the skillful candidates, some
organization make contract with recruitment agency for filing up the vacancy. Below the
strong and weakness of this approach is specified:
Strengths Weakness
 Number of talented candidates able to
participate in recruitment’s process.
 Due to huge amount application from
outside the chances to get talented
candidates is increase.
External approaches required long
duration for recruiting
This process always used the
advertisements due to which cost also
increase
Selection: When recruitment is done and number of application where received now
the selection process start. Under selection process according to the job vacancy the desirable
candidates were chooses or elected. The selection process used Two method for evaluation of
applications and they are describe below:
Systematic: under this approaches The HR managers of B&M follow the systematic
methods which includes jobs scrutiny, explanations, advertisements marketing, supervision,
contenders the applicants, proposed new ideas and lastly initiate the new employees to
perform the works (Lengnick-Hall, Beck and Lengnick-Hall, 2011). These process mostly

used by organization in this approach according to that some strength and weakness show
which describe below:
Advantages Disadvantages
 It always shows large quantity of
interest from the candidates.
 Due to proper process there is less
chances of rivalry among them
employees.
 Having lots of step, it always takes long
time in selecting the candidates.
 This approach includes numbers of
expenses.
Unsystematic: As name define its function under this HR managers elect the
candidates through descriptions shown in CV or Resumes of the candidates. This approaches
also have strength and weakness which specified below:
Strength Weakness
 Always helpful to candidates who show
the interest in empty job positions in
Business.
 This approach always boosts the
employees to increase their skills and
experiences.
 Show negative effects on organization
existing employees if wrong candidates
get selected.
 Always create struggles situations
among the top managements and lower
managements.
P3 Benefits of HRM practices for both the employee and employer
HRM Practices: The main function or work of HR managements to select the right
employees and maintain the between the employee’s objectives and organization objectives
so the business run in smooth manners without any conflicts. Because every organization
need the human power or skills to achieve the organization goals and maximize the profits.
Some of the HRM practices specified below according to the benefits of employees and
benefits of the employers:
Four types of Human
resource management
practices
Benefits to Employees Benefits to Employers
Training and development Both training and When employees work in best

developments programmers
made by HRM is always act as
platform to the employees to
increase it capabilities, skills,
knowledge's and way to work
in organizations. In training
the main focus given on
enhancements of existing skills
and learn more new
experiences. And in
developments program moral
and values of employees is
motivated.
way because proper training
and development provide in
results it increases the
employees’ way work or
achieving the targets and for
the employers it results in
maximization of profits or
revenues, increments in
productions, more focus on
target achievements in given
time periods.
Employee performance
management and monitoring
The employee’s involvements
in achieving the organization
target is highlights by
performances managements.
and monitoring. The
employees easily share their
view or communicates with
employers regarding any
improvements required or not.
The employers use the
Performance management and
monitoring in following way:
The things which are not
essentials they pay less
attentions.
Less numbers of revival and
struggle situations arises
Payment and reward
management
Rewards given to employees
in either monetary or non-
monetary by employers
according to the performances,
hence the employees always
work in such manner s they
receive maximum rewards
from the employers
The employers used the
rewards tools to use the
employees’ skills or
experiences to achieve
organization targets and
increase the profits earning of
organization. The rewards
given by employers always
motivate the employees to
work for the organizations

benefits.
Flexible working options The HR managers always
practices in defense or security
of employees working in
organization. As number of
employees work in B&M the
HR mangers practices to
provide maximum number of
facilities so less number of
employees left the company's.
It is the facilities include work
at home, comprise in working
time, part-time work, home
etc.
When less number left the
company, the employers focus
towards essential organization
works. Adjustable working
environments overcome the
employees work hardships and
they work more effectively.
P4 Effectiveness of different human resource management practices
As we understand the HRM practice useful for both employees and employers.in
multiple ways. All the practices play vital role in different situation in B& M organizations
and provide positive outcome less turnover of employees, job satisfactions and maximize the
current profits. The main 4 HRM practices describe below:
Training and development: One of highly perform practices of HRM is providing the
efficient Training and Development programs which helps in generating large number of
revenues and in short duration achieve the organization goals. In B&M number of employees
works hence it necessary the HRM practices training and development program routine basis
(Berman and et. al., 2012). The Training and development always help the employees to
increase their present skills and experiences so that accomplish the given target in effective
and efficient manners. The training and developments programs always benefits for
organization as well as employees.
1. Employee performance management and monitoring: through this practice the
employees’ performances is properly evaluating by performance managements
and monitoring this program open the gates for employees and employers to
communicate each other and share views regarding the set targets. The B& M Hr
managers always use this practice to understand the employees’ behaviors or

nature and according to that formulate the strategy which satisfy both employers
and employees.
2. Payment and reward management: The B& M company run their business in
number of countries therefore number of employees work and perform their jobs
accordingly. The Hr managers always rewards their employees when they
perform in organization in efficient manners. The rewards and payments
managements play crucial role to push forwards the employees to work to
perform their task in best way in given time.
3. Flexible working options: The B& M company have multiple level of
managements in which various employees working. According to that adjustable
or flexible working options practices by HR managers so the situation of hardship
is eliminating The Company offers perform the job at home, compromise the time
with colleagues, rotation shifting, part-time and annual hours systems. This
flexible option decreases the chances of employee’s turnover and company profits
or revenues increase accordingly (Brewster, Chung and Sparrow, 2016).
TASK 2
P5 Importance of employee relations in respect to influencing HRM decision making
Employee relation: When employees relationship with organization and employers is
steady and stable then working environments for both employees and employers is favorable.
The strong and loving relationship always provide loyal and trustworthy employees in the
organization which is essentials for development of origination. When there is strong and
powerful relations between the employees then chances of conflicts , fights and rivalry is less
because when issues is arises the employer and employees resolve the grievances with
mutual understanding and discussion.
Importance of employees relations: The requirements of strong and favorable relationship
between the employees and employers are specified below.
 The Good relation of employees remove the conflicts and establish mutual
understandings.
 The employees show interest in work and take less leave from the organizations.
 All the employees work in enterprises as family members.
 The duties and responsibilities among the employees equally delegated.

 The employees easily understand the need of other employees because of strong
relation among them.
 The Good relation between the employees and employers increase the profits and less
number of employees left the jobs. In short duration or stipulated time company generate maximum profits and generate
more sales.
Employee relation influence on human resource management decision making: The HR
managements of B& M company define ways in which effective decision can used:
1. Accomplish goals and objectives: when Strong and good relation of employees
present in organization it always supports in achievements of organization
objectives in given time periods. The HR managers facilitates different training
sessions and development induction program which improve the skills of the
employees and as results set goals easily achieve.
2. Establish strategies and policies: When managements formulate new strategies
or make modification in existing the strategies and plan they need proper
participation of employees and good relation employees always help in making
effective strategies (Purce, 2014).
3. Reduce conflict and misunderstanding: When Effective employee relation is
established in organization all the conflicts and misunderstanding is solve by
mutual consent and proper discussions.
P6: Key components of employment legislation and its impact on HRM decision making
Numbers of laws and order are established for the protection of the employees and its
duties of Hr mangers of organization to follow these law and order to avoid the conflicts. The
B&M company follow the laws and some are specified below:
1. Equality Act, 2010: This legislation focuses on equal rights of the employees,
there should be no discrimination among the employees for their sex, color,
religion culture, age and gender. All the employees in organization treat equals
2. Working time regulation act, 1998: this legislation points the working time or
hours in organization. The managers used to follow the law and order and fixed
accordingly the working hours or time. The organization can force the employees

to work beyond the set business time or working hours and organization find of
doing this suitable action will take under this regulation act.
3. Health and safety act, 1974: The Hr mangers always keep in mind about the
health and safety of employees. In some organization hazardous and danger
substances is manufacture then it’s duty of organization to take proper measures
for the safety of the employees working. Due to any reason employees is injured
while working then according to this legislation Hr managers provides
compensations and benefits.
4. Minimum Wages act, 1998: under this legislation the B& M organization offer
fair and minimum wages to the labor and staff members.
P7: Application of Human resource management practices in work-related context
As we well aware about the importance of Human resource management roles and
responsibilities in every organization they start work from recruiting the candidates, then
selection of right candidates and other important process so the organization use the skills of
employees to achieving the set targets, they also maintain the balance between the
organization objectives and individual objectives so the he conflicts not arises. The B& M
HR managers always evaluates the performances of employees and according to that various
strategy adopted so the employee’s motivation level is high and organization profit and
productively also enhances simultaneously.
JOB SPECIFICATION
Organization: B&M
Job title: Manager-Assistants of Human Resources Management
Qualification: - Post diploma courses in Human resource
Essential Criteria:
 Experiences of various departments of organisation.
 Abilities to increase collaborations and knowledge's of working forces.
 In time examine the situation and make suitable arrangements accordingly.
Desirable Criteria:
 3.5 years knowledge or skill in retail industry.
 Brilliants and desirable information about the communications.