Human Resource Management Report: SKVP Takeaway Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) principles and practices within the context of a takeaway business, SKVP. It explores the core functions of HRM, including workforce planning, recruitment, selection, and training and development, and their impact on organizational development. The report examines the strengths and weaknesses of various recruitment and selection approaches, evaluates how HRM functions contribute to talent and skill development, and assesses the benefits of different HRM practices for both employers and employees. Furthermore, it analyzes the effectiveness of HRM practices in increasing profit and productivity, explores different methods used in HRM, and emphasizes the importance of employee relations and employment legislation in shaping HRM decision-making. The report concludes by discussing the application of HRM practices in a work-related context and the rationale for adopting these practices within an organization.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Activity 1.........................................................................................................................................1
Discuss the aim and functions of HRM, relevant to workforce planning and resourcing......1
Discuss the strength and weaknesses of various approaches to recruitment and selection....2
Assess how functions of HRM provides talent and skills......................................................3
Evaluate strength and weakness of recruitment and selection...............................................4
Discuss the benefits of various HRM practices for both employer and employee................4
Evaluate the effectiveness of different HRM practices in increasing profit and productivity.
................................................................................................................................................5
Assess different methods used in HRM practice...................................................................6
Explain the importance of employee relations influencing HRM decision making..............6
Discuss the important elements of employment legislation and its impact on HRM............7
Evaluate the key aspects of employee relations management & employment legislation.....8
Activity 2.........................................................................................................................................8
Discuss the application of HRM practices in a work related context.....................................8
M.5 Rationale of adopting HRM practices within the organisation.....................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
The human resource management is the process of systematic planning of human
resource in a company, it involves employing, training, compensating and motivating employees
in the organisation. Human resource management process ensure that there is availability of
resource in the organisation, it ensures that there is availability of skilled individual at right place
at the right time. In this report the SKVP in the suburb of London is takeaway as the base
company, it is an Indian street food take away launched by two entrepreneurs, they already have
around 6 takes away shops in London, Birmingham and Manchester within span of four years.
This report covers the strength and weakness of different approaches to recruitment and selection
also how the role of HRM provide talent and skills required to achieve business objectives by
discussing the functions of HRM required for planning and resourcing an business. In addition to
this importance of HRM for both employer and employee by evaluating different methods used
in HRM practices also importance of employees relation in context to influencing HRM decision
making and further more key element of employment legislation is also highlighted.
Activity 1
Discuss the aim and functions of HRM, relevant to workforce planning and resourcing
The workforce planning is the process of applied when the organisation is restructured or
expending. The human resource play an important role in analysing the gap between workforce
supply and workforce demand then accordingly taking required actions or strategies (Alvehus,
2018).
The purpose or aim of human resource management, applicable to workforce planning and
resourcing an organisation are as follow:
Organisational development: The purpose of human resource management is overall
development of the organisation, human resource management ensure that all the activities of
human resource are carried our effectively which automatically lead to the growth and
development of the organisation. In context to the chosen firm, human resource department
needs to ensure that proper training is provided to the employees to motivates them towards their
goals (Cristiani and Peiró, 2019).
Analysing workforce demand and supply: The another purpose of humane resource
management applicable to the work force planning is to analyse the gap between workforce
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demand and workforce supply and taking corrective action and formulating strategies to fulfil
this gap effectively. In context to the chosen firm, HR ensures that there is proper planning of
workforce demand and supply ratio in the firm.
Functions of HRM, applicable to workforce planning and resourcing an organisation are as
follow
Recruitment and selection: It is one of the important function of management, this
function involves attracting number of candidates and selecting best one out of the those.
Recruitment is the process of attracting large number of candidates to apply for the job using
various medium, after the candidates have applied comes the selection process, it the activity of
selecting best candidates (Daft, 2021). In context to the chosen firm, this function is effectively
followed as this functions helps them in having skilled and talented workforce. And also helps in
increasing g their productivity and profitability.
Training and development: The another function of human resource management is
providing proper training to the employees as per the requirement and motivates them towards
their goals, human resource also help in overall development of an individual. In context to the
SKVP, HR manager ensures that the proper training is provided to the employees as per the
requirement to increase their efficiency and productivity.
In context to the workforce planning and resourcing the various purpose and functions of human
resource management ensure that the gap between workforce demand and supply is effectively
fulfilled and workforce is getting proper training and development to increase their efficiency
and productivity and they are motivated towards achieving goals and objectives (Greenwood and
Van Buren, 2017).
Discuss the strength and weaknesses of various approaches to recruitment and selection
Recruitment and selection is the important part of management, both helps in finding
right candidate for the right job. The strength and weakness of different approaches to
recruitment and selection is as followed:
Recruitment: It is defined as the process of attracting large number candidates to apply
for the job, mainly done through campus recruitment, the main aim to attract large number of
candidates in order to find right and skilled candidates. The different approaches to recruitment
is as follow:
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External recruitment: There are various type of external sources of recruitment available, one
of the external source of recruitment is highlighted below:
Advertising: It is one of the widely used source of recruitment, advertising is non
personal form of activity which helps in attracting mass number of candidates. In context to
SKVP, HR department effectively using this process in order to attract large number of
candidate.
Strength: Through this process mass number of candidates can be attracted to apply for
the job in the short period of time.
Weaknesses: Using this source of recruiting involves huge cost for the human resource
department.
Internal recruitment: This is the type of recruitment where the candidates are selected from the
inside the business through selecting the existing candidates either promoting them for
transferring them.
Strength: Skilled and qualified candidate can be found from within the company itself.
Weakness: Reduces the opportunities for the outside candidates looking for the job.
Selection: It is the process of selecting the best candidate out the number of candidates
applied for the job, it involves series of steps to be followed to select the best and skilled
candidate fitted for the job. In context to the SKVP, this function ensure that right person is
selected for the right job.
Selection test: After the candidate is recruited comes the selection process, under
selection process, selection test is an important task that to be followed by the candidate.
Selection test involves series of test like written test, personality test, aptitude test to measure and
understand the skills and abilities of candidates. In context to the chosen firm, use of this source
will help in finding right and skilled candidates (Hayes, 2018).
Strength: This source helps in evaluating overall personality of candidates through
various selection test.
Weakness: The major drawback of this source of selection is that it is a time consuming
process .
Assess how functions of HRM provides talent and skills
The various function of human resource management like recruitment and selection and
training and development helps in enhancing the skills of an employee which leads to achieving
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organisational goals. The human resource makes sure that workers properly understand their
responsibilities which will reduce mistakes and error. By providing proper training to the
workforce helps in developing their skills and knowledge and motivates them towards achieving
desired goals and objectives. Providing continuous training sessions as per the new technologies
demands develops employee’s professional skills and lifelong learning of an employees, the
another function of HRM recruitment and selection helps in hiring and selecting the right and
skilled candidate for the available position. Selecting the right candidate will lead to enhancing
the overall performance of the organisation. (Hu and Jiang, 2018).
Evaluate strength and weakness of recruitment and selection.
Recruitment and selection is an important functions that needed to be followed by the
human resource manager in order to fill required vacancy in the organisation and to make sure
that right people is at the right place. The approaches of recruitment is adverting which helps
company to cover large area of customer but company needs to pay higher cost in order to use
this approach of recruitment. The approach of selection is selection test which helps in
evaluating overall personality of the individual but this approach of selection is a time
consuming process for the HR as a series of test needs to be followed. But overall these two
approach helps in finding right and skilled candidate as per the requirement criteria. Both the
approaches of recruitment and selection helps in hiring and selecting the right candidate for the
right position effectively, it is evaluated that the right approach will lead to building effective HR
system in the organisation and leading to selecting the skilled candidates (Katz, and Green, 2018)
Discuss the benefits of various HRM practices for both employer and employee.
The practice of human resource management is required in the organisation for the
smooth functioning of all the other activities and functions of the organisation, as human
resource ensures the availability of human resource in all the other departments of organisation,
also ensure that they are motivated towards their goals and objectives. In context to the SKVP,
company is effectively practising their human resource activities to manage the strength of fifty
people working at different locations (Luo and Tung, 2018).
Training and development: Providing training to the employees enhance their
productivity and motivates them towards achieving goals and objectives. In context SKVP, for
the smooth functioning of work required training is provided to the employees.
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Benefits to employees: In context to SKVP, the training and development of employees
helps in enhancing their productivity and improves their skills and motivates them towards
goals.
Benefits to employer: In case of company, this approach also help in improving the
overall performance of the organisation, once the employees and organisation is benefited it will
automatically benefit the employer.
Building relationship: Human resource management ensures the safety and security of it
workers and builds healthy relationship between workers and management by maintaining the
work balance in the organisation. In context to company, maintaining healthy relationship helps
in increasing productivity and profitability.
Benefits to employees: In terms of company, building relationship with top management
and other employer helps employees in increasing productivity and increase their motivation
level.
Benefits to employer: In case of company, it helps employer in maintaining good
relationship with the employees and motivates them towards goals.
Evaluate the effectiveness of different HRM practices in increasing profit and productivity.
Human resource management research there are mainly two school of thoughts on how to
effectively manage people in an organisation . The first one is best fit and the other one is best
practices. There are number of best practices available if correctly executed by the human
resource manager it leads to the adding value to the business and its goals (Paauwe and Farndale,
2017). In context to the SKVP different HRM practices in increasing profit and productivity are
explained below:
Ensuring security to employees: This is one the most important human resource practice
that needed to be ensured by the HR, employer needs to make sure that the employees are getting
proper security as employment security also benefits business entities as providing security helps
in keeping the employees for longer time which will automatically increase the profitability and
productivity of the business. In case of company, ensuring security of employees will help in
enhancing profitability of the business.
Selective selection: The another practice that human resource needs to carry out is
effective selection of the candidates, selecting right people with the righ skill and knowledge for
the right place in the organisation will help in increasing the profitability and productivity of the
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business. In context to SKVP, human resource department of the company needs to ensure that
they are selecting right candidate for the right position.
Managing team work: Human resource manager needs to motivate different team in an
organisation to work together, the teams can of same department or different department of the
organisation. Encouraging and managing different team groups to work together helps in
enhancing effective organisation (Pierre, 2016). In context to the company, the for managing
their team working across different locations organisational network analysis can help achieving
goals and objectives.
Equal and fair compensation: Right and skilled people adds value to the organisation so
they are needed to be paid fairly and equally in order to retain them in the organisation. It is the
responsibility of the human resource manger to pay fairly and equally to all the employees as per
their performance in the organisation. Compensation also helps in motivating employees towards
achieving goals and objectives. In context to the chosen company, human resource department
ensures that each and every individual is paid equal and fairly according to their performance.
Assess different methods used in HRM practice
There are various methods used in human resource management practice. In case of
SKVP, which focuses on the growth and development of its employees working in different
location (Storey, 2016). The various methods used in human resource management practices are
training and development, building relationship, ensuring security to employees and equal and
fair compensation in the business, which helps enhancing the overall performance of the
organisation and also motivating the workforce towards achieving desired goals and objectives,
these methods also helps in increasing the profitability and productivity of the business. In
context to SKVP, company is using training and development approach in order to motivate their
employees effectively also proper working environment is provided to employees. The training
and development method will allow company to trained their employees effectively which leads
to enhancing their skills and overall performance.
Explain the importance of employee relations influencing HRM decision making.
Employee relations is define as the kind of relationship shared among the employees in
the organisation. For a flourishing environment all the employees should be comfortable in
working with each other, it is the top most responsibility of the top management to avoid any
kind of conflict that can occur among employees and maintain a good relationship among
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employees. In context to the SKVP, human resource department needs to maintain goods
workers relationship in their company. The following steps can be followed by the company to
maintain the healthy workers relations:
Healthy environment: The organisation must ensure that employees are provided with
healthy environment. In context to SKVP, company is providing safe office environment, safe
techniques to use which helps in maintaining good worker relations in the company (Strohmeier,
2020).
Continuous interaction: Management needs to maintain continuous interaction with their
employees, they must be informed about companies policies, rules and important decision taken.
Well informed employees will feel motivated and productive. In context to the SKVP, company
can ensures that their workers working in different locations are well informed about important
things in order to maintain goods relationship with them.
Reward and appreciation: Employer must appreciate his employees and reward must be
given for the great performance in order to motivate them to work harder towards goal and
together as a team. In case of chosen company, employees must be rewarded and appreciated for
their hard work to motivate them.
From the above discussion, SKVP can consist the following steps in order to motivate
their employees and maintain a good and healthy relationship with them for long term,
maintaining good workers relationship will also help in enhancing productivity and profitability
(Williams and Hunn, 2019).
Discuss the important elements of employment legislation and its impact on HRM.
Employment legislation is defined as the all the laws relating to the rights of workers and
maintaining their relationship with their organisation and employer. In context to SKVP , these
laws should be consider in their general guidance by the HR department as these can totally
change any plan organised by the HR department. Various elements considered in employment
legislation are as follow:
The Equality Act 2010: This act aims at treating each and every individual equally and
fairly. In context to the chosen firm, this act focuses on treating each and every works equally
on basis of race, gender, religion and and protecting them from any form of discrimination.
Minimum Wages Act 1998: This act focuses on providing at least minimum wages to
each and every workers in the organisation, each individual in the organisation has right to get
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minimum right. In context to SKVP, human resource department must ensure that each and
every workers in the company is paid minimum wages in the company
Working Time Regulation Act 1998: Under this act working time of the employees
should be regulated effectively and efficiently, standard working hour should be fixed for
employees. In context to SKVP, company has standard working hours for employees, working
extra hours are paid accordingly.
The above important elements of employment legislation can be benefited from the
mutual agreement from both employer and employee's. The main focus of law is to safeguard
employees from any kind of discrimination, human resource departments needs to ensure that
proper strategies are formulated for implementing and functioning of these laws.
Evaluate the key aspects of employee relations management & employment legislation.
Employee relation at SKVP helps an important role, company motivates their employees
towards their goals, all the decision related to human resource department are taken inside the
company. Various methods like continuous interaction between employer and rewards and
appreciation is given to improve employee relations. Company is also adopting legal act to
protect their employees and to safeguard their security also to provide equal opportunities to
them also to enhance their productivity and profitability.
Activity 2
Discuss the application of HRM practices in a work related context
The application of human resource management practices in a work related context are as
follow:
Job Analysis: It is a detail analysis of responsibilities, duties and specification required
for a particular job in an organisation. It is also process of analysing required experience, skill,
knowledge required to perform a particular job in an organisation (Yasir and Majid, 2020).
Job description: It is detailed description of particular job, includes job title, location,
job summery, working condition, job duties and so on. Its detail description of job related
information.
Job Description
Title of the Job: HR Executive
Job Location: London
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Job purpose: At SKVP, human resource is responsible for creating referral program, updating
HR policies and managing our hiring processes.
Roles and responsibilities:
 Designing compensation and benefits packages for the employees in the company.
 Implementing performance review process of the employees.
 Formulating HR polices and rules for employees and making sure everyone understand
them.
Required skills & experiences:
 MBA degree in human resource and marketing filed.
 Good communication skills
 Basic knowledge of Ms word and power point
 Ability to manage projects and team
Personal specification
Experience:
 3 month of Internship in human resource at Esko ltd
 2 years of experience in human resource in recruiting field.
 Adequate knowledge of human resource department.
 Attended various human resource seminars.
Skills:
 communication skills
 leadership skills
 Ability to motivate and encouraged others
 Has basic knowledge of ms word and power point presentation.
 Can work in team and has problem solving skill.
Interview question
1) Introduce yourself
2) Why you have applied in this company?
3) Where do you see yourself in the next five years?
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4) What are your strength and weaknesses?
5) If there are any issues happens among employees how you are going to handle that matter?
M.5 Rationale of adopting HRM practices within the organisation
The performance of employees plays an important role in the growth of the organisation,
SKVP company is using various monetary and non monetary benefits to motivate and encourage
their employees towards achieving goals. In context to SKVP, human resource manager carefully
evaluate the performance of its employees regularly and then provides rewards as per their
performance (Yassine and Singh, 2020). Monetary benefits includes money whereas the non
monetary benefits are like recognition, promotion which satisfy the self esteem needs of an
employee. Both plays an important role in motivating an employee in the company as they fulfils
the basic and esteem needs of an employee (Zhao and Xu, 2019).
CONCLUSION
From the above report it can be concluded that human resource is an important part of
management, it helps in enhancing productivity and profitability of the organisation also ensure
that there is availability of skilled human resource in each and every department. This report
covers the overall knowledge of human resource department of the organisation also various
approaches, purpose and functions of human resource management is discussed in the above
report. In addition to this the employment legislation, practices and importance of employees
relations is also highlighted in the above report also applications of human resource management
essentials for the organisation is also explained in the above report human resource management
is an essential part of any organisation as it helps in finding right people for the right job and also
enhance the productivity and profitability of the business. Human resource management works
towards building workers relations and motivating employees towards achieving goals and
objectives. From the above report it can be analysed that human resource is an essential element
of each organisation.
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REFERENCES
Books and journals
Alvehus, J., 2018. Conflicting logics? The role of HRM in a professional service firm. Human
Resource Management Journal, 28(1), pp.31-44.
Cristiani, A. and Peiró, J.M., 2019. Calculative and collaborative HRM practices, turnover and
performance. International Journal of Manpower.
Daft, R.L., 2021. Management. Cengage Learning.
Greenwood, M. and Van Buren, H.J., 2017. Ideology in HRM scholarship: Interrogating the
ideological performativity of ‘New Unitarism’. Journal of Business Ethics, 142(4),
pp.663-678.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Hu, X. and Jiang, Z., 2018. Employee-oriented HRM and voice behavior: a moderated mediation
model of moral identity and trust in management. The International Journal of Human
Resource Management, 29(5), pp.746-771.
Katz, J.A. and Green, R.P., 2018. Entrepreneurial small business. McGraw-Hill Education,.
Luo, Y. and Tung, R.L., 2018. A general theory of springboard MNEs. Journal of International
Business Studies, 49(2), pp.129-152.
Paauwe, J. and Farndale, E., 2017. Strategy, HRM, and performance: A contextual approach.
Oxford University Press.
Pierre, J. ed., 2016. Partnerships in urban governance: European and American experiences.
Springer.
Storey, J., 2016. Human resource management. Edward Elgar Publishing Limited.
Strohmeier, S., 2020. Smart HRM–a Delphi study on the application and consequences of the
Internet of Things in Human Resource Management. The International Journal of
Human Resource Management, 31(18), pp.2289-2318.
Williams, N.M. and Hunn, E.S., 2019. Resource managers: North American and Australian
hunter-gatherers. Routledge.
Yasir, M. and Majid, A., 2020. High-involvement HRM practices and innovative work behavior
among production-line workers: mediating role of employee's functional
flexibility. Employee Relations: The International Journal.
Yassine, N. and Singh, S.K., 2020. Sustainable supply chains based on supplier selection and
HRM practices. Journal of Enterprise Information Management.
Zhao, Y. and Xu, Q., 2019. Understanding the achieving styles of Chinese millennials and
implications on HRM policy: A life course perspective. International Journal of
Manpower.
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