HRM Functions, Practices, Employee Relations for SKPV Organization

This report provides a comprehensive overview of Human Resource Management (HRM) functions and practices, focusing on their application within the SKPV organization, a UK-based Indian street takeaway business expanding into an industrial kitchen. The report begins by outlining the purpose and functions of HRM, emphasizing workforce planning, job design, recruitment, selection, training, and performance appraisal. It then delves into the strengths and weaknesses of various recruitment and selection approaches, differentiating between internal and external methods. The analysis extends to the benefits of HRM practices for both employers and employees, including training and development, and employee retention strategies. Furthermore, the report examines the significance of employee relations in HRM decision-making, covering key elements of employment legislation and their impact. Finally, it illustrates the practical application of HRM practices with relevant examples, providing a well-rounded understanding of HRM's strategic importance in organizational success.

unit 3

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose & Functions of HRM that applicable to workforce planning & organisation .......3
P2 Strengths & Weaknesses of various approaches to the recruitment & Selection .................5
TASK 2............................................................................................................................................7
P3 Benefits of various HRM practices for employer & employee.............................................7
P4 Various HRM practices related to organisational profit & productivity ..............................8
TASK 3............................................................................................................................................9
P5 Importance of Employee relations in context of HRM decision making .............................9
P6 Key elements related to employment legislation & its impact on HRM decision making .10
TASK 4..........................................................................................................................................12
P7 Illustrate the applications of HRM practices with appropriate examples ..........................12
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Every organisation require a strategic framework to maintain the day to day operations
and it is important to prepare an effective strategy that can help to maintain the performance and
productivity of the organisation. To maintain each and every department , manager need to pay
more attention in all the activities of the employees so that they can easily maintain the all
regular operation successfully. Human resource is considered the most influential department
that mainly manage manpower based activities like recruitment, interview, selection, induction,
training sessions, development programs and motivational activities. HR department is
responsible to take care all the activities of the manpower. With the help of strategic planning,
manager can gain more profit advantage and improve the effectiveness of successfully. This
report will discuss about the HR functions and practices of SKPV organisation that mainly
launched by two entrepreneur, SKPV is Indian street takeaway in the London , UK. This
organisation now looking forward to start an industrial kitchen and they want to hire a HR person
so that HR can manage all the functions and deal with fifty people from various areas. This
report mainly concerned about the functions of HRM and identify the strength & weaknesses of
the recruitment & selection. Moreover, this report analyse the benefits of all the practices of
HRM in context of employees & employer. Lastly, this report analyse the significance of
employee relation for the welfare of organisation.
TASK 1
P1 Purpose & Functions of HRM that applicable to workforce planning & organisation
Human resource is the considered as strategic framework and ongoing process that
mainly engaged with the employees activities. HR depart is the one who is responsible to create
the organisational structure and provide some specific guidelines that are mandatory to follow
each and every employees. HR manager liable to play various roles and perform many functions
like hiring, appointment, orientation, training sessions, job design and analysis and many more.
SKVD is well known street takeaway that is also operating their business in various location of
the UK and now this firm want to start Industrial kitchen that's why they want to hire HR so that
they can easily handle all the staff members.

Workforce planning is like a structural planning process that mainly consider to analyse
and forecast all the plans and procedures of the manpower so that they can easily manage the
demand and supply. Workforce planking beneficial to manage the future requirements with the
help of predictions. SKVD mainly focus on their workforce planning that can help to boost their
market position and useful to prepare a plan for the future development (Agarwal and et. al.,
2017).
Functions of HRM
There are many useful functions of HRM which can help to manage the day to day
activities of employees. The description of HRM functions in context of SKVD are given below
-  Design & analyse job – It is consider as the most prominent function of HRM that is
essential to design the job profile so that manager can easily prepare the job application
for the interested candidate. This function also used by the SKVD so that they can easily
consider the requirement of specific job post and prepare an application to invite the
interested candidate. Recruitment & selection - This function is comes under the main function of the HRM
that can help to hire the right candidate for the right job. HR manager is responsible to
prepare the strategic recruitment planning so that they can hire most potential employees
who can provide their best contribution in the success of the organisation. SKVD is about
to hire talented HR person that can able to handle all the activities of the employees
(Boella, 2017). Training & career development programs - This is also considered the most crucial
function of the HRM that can help to enhance the knowledge and skills of the employees
so that they can learn and develop themselves and boost their performance level. With the
help of training sessions, SKVD can trained their new employees so that they can easily
families with their job roles and through advanced training, manager can update all the
employees with the current knowledge and trends. Performance Appraisal – This function can help to evaluate the performance of
employees so that they can easily improve their performance level and perform well as
compared to their previous performance. SKVD time time analyse the performance of
their employee so that they can provide the effective services to their customers. \

Purpose of HRM
The description about the HRM purpose in context of SKVD are given below-
 The main purpose of HRM is to maintain the performance of the employees so that they
can do their task effectively.
 HRM is responsible to conduct training sessions to their employees and the main purpose
is create the good understanding about the job role.
 HRM is also liable to arrange motivational and stress management programs to their
employees which can help to reduce the stress and pressure so that employees can
perform in a good manner.
 HRM can provide compensation to those employees who are performing well so that
poor performer will motivate and perform their task effectively.
P2 Strengths & Weaknesses of various approaches to the recruitment & Selection
Recruitment is like a strategic process that can help to attract, identify, select, interview
and hire the skilled employees. HR manager conduct the recruitment process and prepare the list
of specific job role that is help to hire the deserving candidate for the job. There are two type of
recruitment which are discussed below-
Internal Recruitment
This recruitment can help to consider the internal activities of the organisation. With the
help of this recruitment, manager can easily recruit existing employees. SKVD can use this
recruitment to motivate their employees. There are various types of recruitment process
considered which are as follows- Transfer – Transfer is the form of internal recruitment process in which those employees
who want to do job in their native place then company can transfer them so that they can
do their job without any issue. SKVD also transfer their staff members in other breachers
(Currie, 2019).
 Promotion – This is also the most effective internal recruitment that can help to motivate
employees. If any employee perform well then manager can promote them so that they

can feel valuable and other employees also feel inspired. SKVD also promote their staff
members and provide them higher position.
Strengths Weakness
 Internal recruitment can work like a
motivation and that can help to
encourage employees via transfer.
Through transfer, employee can do job
in their comfortable place.
 Through promotion, SKVD can
inspired lots of poor performer so that
they can improve their performance for
promotion.
 Sometimes promotions are biased and
less deserving people get promotion
easily.
 Transfer also work like punishment,
those people how are not working well
then manager transfer them
deliberately.
External Recruitment
This type of recruitment hire those candidate who are not directly belong in the
organisation. There are many types of external recruitment are discussed below- Campus Recruitment – This is most appropriate type of external recruitment that can
help to hire the employees in large form. Organisation can recruit the employee from
campus and provide the opportunity to the fresh talent. Organisation can large number of
candidate from one place. Consultancies – Most of the organisation contact with the consultancy which can help to
appoint the most potential candidate on short note. SKVD also tie up with the
consultancies that can help provide the talented candidate as per the requirement of the
organisation (Helmreich and Merritt, 2019).
Strengths Weakness
 Campus recruitment can help to recruit
massive number of people who are
really interested for the job role.
 Sometime it is critical to find out the
right candidate easily.
 Campus recruitment is expensive so

 Company can get the skilled employees
in minimum period of time.
some company avoid it.
Selection
Selection is like a systematic process that can aid to select the most capable candidate for
the job post. SKVD can use various method to select the right candidate for the right job at the
right time . Some way of selection are discussed below- Candidate Assessment Test – This is considered the most useful technique to select the
potential employees. This test can help to analyse the employees ability so that manager
can easily select the potential candidate. There are various assessment parameter are used
by the SKVD like psychological test, analytical test. Interview – Through interview, employees can easily judge by the manager. Face to face
iteration useful to understand the point of view of the candidate and manager can judge
the confidence level of the employees.
Strength Weakness
 Assessment test and interview can help
to make clear understanding about the
prospective of the candidate so it is
easy to select them.
 Sometimes, selection process create
confusion because during test time,
people qualified but they fail in
interview rime.
TASK 2
P3 Benefits of various HRM practices for employer & employee
HRM practices are essential for the development of the organisation and help to create
the specific understand about the job role of the employees. HRM practices are beneficial for
both employees and employers and help to regulate smoothly all day to day task. The description
of the benefits of HRM practices for the employer and employees of SKVD are explained below-
Training & Development Sessions

This is considered the most influential HRM practice which can help to manage the
knowledge and skills of the employees so that they can perform their job in a best manner.
SKVD provide proper training to their employees so that they can learn latest knowledge.
Manager of the organisation can provide advanced training to the existing employees so that they
can effectively learn new skills and improve their performance level. Benefits to Employees – With the help of training, employees can effectively improve
their skills as per the current scenario so that they can perform well and easily deal with
the other employees (Jena, Bhattacharyya and Pradhan, 2017).
 Benefits to Employers – Through training and development sessions, manager can
trained their employee so that they can easily maintain good relation with their
customers. SKVD mainly focus on the training and development of employees so that
they can easily create big network.
Employee Retention
Employee retention is essential which can help retain the employees for the longer period
of time. Employee retention is beneficial for the development of the organisation. HR manage
use this practice so that they can attract and retain high talent employees. SKVD can use various
strategies that is useful to retain the talented employees in the organisation. Benefits to Employees – with the help of this practice, manager can help their employees
so that they can engage with their customers. Manager of SKVD provide job security,
flexible working hours and healthy environment so that employees can easily retain in
the organisation.
 Benefits to Employers – Employee retention also beneficial for the employer because it
can help to develop the effective relationship with the employer. All the employer feel
comfortable to ask their query and doubt so that they can feel satisfied and become their
loyal customers (Johnson, Gardell and Johannson,2020).
P4 Various HRM practices related to organisational profit & productivity
HRM practices are useful for the betterment of the organisation and also helpful in the
smooth functioning of the organisational development. Through HRM practices, workforce can
easily improve their productivity and profitability. SKVD utilise these HRM practices so that
organisation can accomplish all the target in a specific given note period and also enhance their
efficiency level.

SKVD use some crucial practices such as employee retention, favorable working conditions ,
training and development which help to obtain the long term profitability. Through employee
relation, organisation can engage all the staff with their working task and also decline the
communication gap among employees and organization. With the help of training and
development practice, organization can provide valid and relevant information to the new and
existing staff members which lead the over all development. Through favorable working
conditions, organisation can focus on the working environment and also consider all the
activities related to employees such as positive values, productive atmosphere, effective
communication, corroborative and supportive environment, flexible working hours etc. which
will help to improve the working efficiency of the employees and then employees performance
level boost up which directly lead the organizational productivity and profitability. All these
practices help the SKVD to gain more profit and also improve the level of productivity and
performance. SKVD management department provide various kind of reward and benefits so
that all the staffs feel motivated and energetic.
Some other HRM practices like compensation, incentives, flexible working hours, appreciations
can enhance the level of productivity of employees and all the employees become more capable
to perform their job in a best manner they will improve the whole performance of the SKVD and
the productivity of the organisation will increase. High level of company productivity lead the
more profit maximization (Klaus and et. al., 2019).
TASK 3
P5 Importance of Employee relations in context of HRM decision making
Employee relationships are critical to the organization's success. Establishing a healthy
relationship between workers is important for improving the SKVD organization's entire design.
It is a multinational corporation that specializes in supermarket and household goods. As a result,
it's essential to develop positive relationships with others. As a result, it's essential to develop
positive relationships with employers so that everybody can function peacefully in respective
company supermarket as well as other shops. A positive working partnership is often beneficial
throughout the decision-making method. In SKVD Talent Management will provide helpful
advice to any and every manager, assisting in the development of appropriate policies and

tactics. The following are some of the reasons why job performance is so important in HRM
judgement-
Reduce disputes and conflicts
The respective organization quickly reduces tensions and wars among workers by having
efficient and good employee relations. Employee relationships that are healthy enable workers to
be involved in all aspects of the company's operations. Employee relations are important in
reducing complaints and gaining customer happiness. SKVD planned certain events, such as tea
breaks and re-enactments, refreshments hours, get-together, outings, and so forth, to help
minimize discord between workers and the organization, as well as to improve employee
participation, which aids in the organization's decision-making mechanism (Markey and et. al.,
2018).
Boost Employee's Motivation
Better workplace relationships tend to improve employee morale, making all
SKVD workers feel energized and confident of solving their problems out of their own.
Employees who are highly inspired are willing to provide some guidance or ideas that may aid in
the organization's decision-making (Yin, 2018).
Decrease Miscommunication
The more employees who are exposed to one another, the lower the likelihood of poor
communication. A positive relationship with workers can help to minimize employee
misunderstandings. Proper coordination is essential to the SKVD organization's smooth
operation, and the corporation's HR manager can effectively handle the transition of data and
information, as well as receive helpful feedback (Wang and et. al., 2017).
Improve Work Life Balance
Employee relations assist workers in achieving a better work-life balance, allowing them
to successfully maintain their personal and professional lives, as well as their leisure. The
SKVD HR boss focuses mostly on the workers' normal routine so that they really do not act
under stress and can complete their tasks successfully. This also contributes its best efforts to the
judgement system for both the organization's benefit (Parker, Van den Broeck and Holman,
2017).

P6 Key elements related to employment legislation & its impact on HRM decision making
Every organisation need to protect their employees and specific information so that no
one can harm the dignity of the organisation. For privacy concern, it is necessary to follow
certain rules and regulation to each and every employees so that they can easily maintain privacy
and security in an organisation. SKVD always concerned about their organisation and also take
care their staff members. There are some laws and legislation considered by the SKVD which are
explained below-
Employment Relation Act, 1996
This act deal with the rights of the employees when they work in organisation and it can
protect employees from unfair condition, dismissal , redundancy and time off rights for the
parenting. This act can secure the right and help to maintain the good relation with the employer.
SKVD also follow this legislation so that all the employees can maintain good relation and
organisation also coordinate with their employees (Tacutu and et. al., 2018).
Equality Act, 2010
This law help to protect employees from discrimination & unfair treatment as per the
specific personal characteristic such as age, disability, gender, marriage, race and many more.
SKVD use this law because it can help to reduce the discrimination in the working palace and
maintain equality so that all the employees can easily coordinate with their superior and
management also maintain good relation with employees so that they feel valuable.
Management can also ask their opinion and suggestion so that employees can feel their
importance in the organisation (Sarvaiya, Eweje and Arrowsmith, 2018).
TASK 4
P7 Illustrate the applications of HRM practices with appropriate examples
To analyse the present requirement of the business, SKVD want to hire a HR person so
the vacant job position in this organisation is HR manager. The requirement of this job post need
certain quality, roles and responsibilities so organisation need to go through some steps to hire
the HR Manager , which are given below-
JOB DESCRIPTION

Job Title- HR Manager
Reported to - Chief Manager
Job Summary: At SKVD, HR manager should have the core HR knowledge and strong
communication skills so that manager can easily influence their employees and maintain proper
coordinate with them through strategic planning.
Roles and Responsibilities
 To maintain good relation with the employees.
 To coordinate with the all staff members.
 Prepare strategic planing for the development of employees performance.
 To conduct training and development sessions.
 To evaluate employees performance and provide them reward and appreciation.
Qualification
 Bachelor degree in the Business Administration.
 Master degree in the Business Administration
 Diploma and certificate in Human resource activities
PERSON SPECIFICATION
Required Skills
 At least 2 years’ experience as HR field
 Effective communication skills
 Leadership skills
 Analytical & problem solving skills
Desired skills
 Willingness to conduct motivational and other activities regularly.
 Knowledge about social media network so that manager can conduct online hiring.
Preparatory Notes of the interview