Human Resource Management Report for Unipart Group Company

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the Unipart Group. It begins by explaining the purpose and functions of HRM, focusing on workforce planning and resourcing, and then delves into operative functions such as recruitment and training & development, along with managerial functions including planning and directing. The report then assesses the strengths and weaknesses of both internal and external recruitment methods, evaluating their impact on talent acquisition and organizational goals. Furthermore, it examines how HRM functions contribute to talent and skill development within an organization. The report also explores the benefits of various HRM practices for both employers and employees, emphasizing the significance of effective HR strategies in fostering a competitive environment and ensuring employee satisfaction. The report concludes with a critical evaluation of different recruitment approaches, highlighting their pros and cons in the context of Unipart Group's operations.

Unit 03– Human Resource
Management

INTRODUCTION
Human resource management it the term that indicates the management of people &
work towards expected goals, it is a primary activity in a company in which individuals are
employed. Human resource are basically employees working in an organisation, and the tern
human resource management within an organisation refers to the responsibilities of human
resource manager that involves three major aspects i.e. staffing, employee benefits &
compensation, and designing work. Apart from this, the key duties related with HRM are; job
analysis, measurement & appraisal of employees performance, implementation of reward, etc.
This report is based on Unipart Group Private limited company, which is a multinational
logistics, supply chain, consultancy and manufacturing company situated in England. The human
resource manager of this organisation has appointed an assistant to produce this report which
aims at demonstrating about how to improve Job Advert with a person specification. Also, it will
explain the purpose & functions of the HRM. Further, report will describe the benefits of HRM
practices and strengths & weaknesses of various approaches to recruitment.
TASK 1 – REPORT
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Since people made every organisation, HRM is all about acquiring services of
individuals, improving their skills, encouraging them & ensuring that they constantly work to
keep their commitment towards the company. Furthermore, HRM is concerned with internal
sources of competitive advantage as the manager recruits the best & skilled employees as a
beneficial source in a company. In addition, human resource planning refers to a process of
systematically forecasting or predicting both the future demand & supply of employees with
respect to strategical goals of a firm (Azeem and Yasmin, 2016).
Function of Human Resource Management
Operative Function
 Recruitment: - it has been determined that, this task of hiring employees is the most
difficult task of HR manager as a lot of focus & assets are needed to attract, hold &
employee the perspective staff. Under this function the manager creates job description,
salary negotiation, and making the job offer. It has to be done strategically with effective

measures to hire the best talents in the firm. This needs to select the most appropriate
methods of selection that involves both internal and external means of employing the
workers and get productive outcomes from them.
 Training development: - this function of human resource management, applicable to
workforce planning states that during the job, training is the responsibility of HR section
in Unipart Group. It has been observed that during this process of training workers
understand the what makes it easier for them to get on their jobs. A regular training and
development session are therefore needed to be arranged by the HR personnel of the cited
firm to help workers develop in their specialised areas of work. For which, they can refer
hiring external bodies provisioning training to the employees. Timely training sessions
will in turn assist the workers in continual upgradation of their skills and knowledge with
opportunities to develop at both personal and professional level. Ensuring legal compliance: - this function of HRM is considered as the most crucial
function that is performed by the human resource manager. In addition, the HR manager
of Unipart Group should be aware of all imposed laws & policies associated to
employment, tax, wages, etc. This is especially on referring to a proper implementation
of legal aspects onto the business where it is important for the quoted enterprise to apply
the regulations dealing with employment, discrimination and other work-related aspects
to avoid any unfair practices at the workplace.
Managerial functions
 Planning: - it has been determined that, this function of HRM is considered as very
important for every organisation in order to set goals & objectives. Furthermore, when it
comes about planning, the first thing comes in mind of the HR manager is foresee
vacancies. It is vital in terms of hiring suitable number of workers at the workplace,
considering the turnover rate of employees and other related aspects. An effective
planning of workforce is important to work with abundant resources and avoid scarcity at
any cost.
 Directing: - this function of human resource management is concerned with inspiring &
directing employees to attain the goals. In addition, this can be achieved when the
manager has the proper planning of career of employees. Direction is also significant for
achieving the undertaken objectives of the firm and correctly get the work done by the

subordinates. Hence, the superiors have a greater contribution in this function with liable
accountability of developing worker’s skills to appropriately do the tasks and generate
effective outcomes.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment refers to the process of finding well trained & skilled employee that an
organisation needs to achieve its goals & objectives. Further, selection process involves choosing
from applicants a best suitable candidate to fill that post. In human resource management
recruitment, assessment and selection are three major steps for hiring employees (Bratton and
Gold, 2017).
External Recruitment Methods :- this recruitment method under HR management works by
assessing an existing pool of job applicants out the company in order to see whether there are
any enough qualified or skilled candidates available or not to fill the current job vacancy.
Further, methods of outside recruitment are; job boards, online based, newspaper recruitment,
job fairs, events, etc. This approach to recruitment has some strengths as well as weaknesses
which are explained below.
Pros:-
 Can bring fresh skills & input :- when Unipart Group hires employees from the outside,
there are major chances to have better & skilled employees. In other words, it will enable
them to identify candidates who are capable enough of delivery new skills & inputs for
growth.
 Promotes better competition :- it has been observed that, hiring workers from outside,
will provide the company to face better competition in the market. Also, through this
approach they will be able to meet certain specified characteristics in applicant through
interview (Brewster and eds., 2017,).
Cons :- Time consuming :- this external recruitment process is very time consuming approach.
This is because from writing the job description to identifying the best place of
advertising , it takes a very long period to make ready everything for the selection
process.

Internal recruitment method :- this approach to recruitment refers to hiring of employees from
inside the company & it is considered a good approach as the workers are already aware of
culture & policies well. However, it has both advantages & disadvantages for Unipart Group.
Advantages :-
 Reduce Time to Hire :- this method of recruitment takes less time to recruit anyone from
within the business, which means company spends less time in job description,
advertising , interviewing etc.
 It is less risky :- hiring through internally is considered good for any organisation as the
company already knows that person and in turn this will be less risky method.
Disadvantages :-
 Can cause internal conflict :- it has been also observed that, if a company hires employees
internally, it can have negative influence on morale. This states that, workers who are
already interested in applying, could end up feeling disappointed (Schmitt, 2014).
M1 Assess how the functions of HRM can provide talent and skills

It has been determined that effective human resource management, provides organisation
with structure & capability to fulfil needs of the company through controlling staff working in
the firm. Moreover, tactical leadership is served by talented HR managers that enable an
organisation in this world of increasing competition. Further, this states that this function of
HRM gives new views of human resource processes to create more strategic way to acquire
success in the market. Overall functions of HRM within the company aims at attraction,
selection, training, rewarding & assessment of employees. Apart from this Human resource
management is concerned with designing system of management to make specific that human
talent is utilised effectively to accomplish company's goals. These activities are all linked with
employee's well being & makes sure that company treat them in a way that gives mutual
advantages for both firm & employees (Iwu,2016.).
Illustration 1: HRM functions
(Source : HRM functions, 2018)

M2 Evaluate the strengths and weaknesses of different approaches to recruitment
If Unipart Group hires employees through internal process, then it will be beneficial for
the company in many ways. This is because recruiting internally is considered as an easier
process as workers are already aware of their responsibilities & policies within an organisation.
Also, employees who have been a part from of the company from for a significant period will
have good knowledge of companies goals. Whereas, if Unipart recruits employees using external
recruitment method then it will be considered good for the firm to acquire ideas from other
businesses. However, both the methods have same disadvantages or weaknesses as well. As in
external approach, company hire employees with limited understanding of the organisation's
policies, rules and culture. Also, Internal recruitment has some weaknesses such as if Unipart
hires internally then those candidates may not be respected by others who are currently working
there. It has been discovered that in the firm internal recruitment can offer the chance to alter to
change the job position. Company give the notice to their employees about their present vacancy.
The current employees are notified buy these strategies for quick decision making and to
decrease their expenses budget.
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
Unipart Group hires employees through either through internal process or external they
both have some pros & cons. While hiring by internal approach, then it will be beneficial for the
company in many ways, as research has proves that external hiring cost more than internal
recruiting (Kidron, Tzafrir and Meshoulam, 2016). This is because recruiting internally is
considered as an easier process as workers are already aware of their responsibilities & policies
within an organisation. Also, promoting employees from within the company states that
organisation value employees & want to invest in them. Whereas, if Unipart recruits employees
using external recruitment method then it will be considered good for the firm to acquire ideas
from other businesses. As in external approach, Unipart hire employees with limited
understanding of the organisation's policies, rules and culture, as they are new and it will take
time for them to know everything about company., and external recruitment process is very time
consuming approach. Also, Internal recruitment has some weaknesses such as if Unipart hires
internally then those candidates may not be respected by others who are currently working there.

P3 Explaining the benefits of different HRM practices within an organisation for both employer
employee
Human resource managers are responsible for many answer-abilities within an
organisation as they preserve the interests of both leader & worker. For employers, they control
employee relations and find ways to reduce labour costs (Kidron, Tzafrir and Meshoulam, 2016).
For employees, they protect their rights, ensuring that employers operate within the scope of
employment and labour law.
Human resource practices in any organisations play a most crucial role as it helps to
create competitive environment within the organisation. There are several ways by which human
resource become most crucial part for the company. First individuals provide numerous abilities
and behaviours to the firm which helps to execute firms strategy effectively. Overall, HR is the
people which helps to contribute in long term goals and also full fill the employee satisfaction
needs (Iwu, 2016). Overall, it brings new managing and social cause in order to deal with new
longer term of essential practices. HR practices designed and practised for employees.
Formalized HRM practices include attract and retain talented employees, peoples with the
company. Unipart Group Private limited HR manger should needs to retain good employees
within the company organisation through which they can easily make an effective team process
goals.
HRM practices
HRM is responsible for so many different kinds of business that affect the business
growth and best effective resourceful acts. HRM practices would help employees to earn so
many different kinds of services and benefits some of the HRM practices has been given below:
 Employment security
 Selective hiring
 Self managed and effective team building
 Contingent compensation
 Information sharing
Benefits of HRM practices
Benefits to employer

Promoting positive behaviour : A successful organisation creates a positive working
environment and favourable environment within the company. HRM practices such as training
and development encourage employees morale and confidence level.
Developing employees : HRM practices such as promoting employees by providing
incentives and promotions. This practice will develop the morale of employee into each level of
performance. Apart from that, it helps to provide the best approachable design full channel of
growth for employees (Iwu, 2016).
Benefits to Employees
Building flexible workplace : HRM activity indicate shifting demographic in the
workplace. Individuals of the new century anticipate different conditions than those of the
second half of the twentieth century.
Motivating workers : it is the another benefit of HR practices which motivates employer
into large number of manner. It gives the maximum employee information which gives the long
lasting effects. Successful manager apply HRM practices and assist people increases feelings of
being competent in their position level within the organisation.
M3
HR used different methods or process to identify the long term goals and best productive
resourceful idea in order to meet out the result goals. Overall, it helps to bring new opportunity
for the company. Different methods of HRM practices that used by HR in order to met out the
employee goals. HRM practices used a different type of tools such as performance solutions,
recruiting software, payroll service, benefits management platform, employee engagement tools
and techniques. Overall, it also helps to bring new opportunity task which gives long term
channel and performance area. Choosing a solution is the another technique that company
adopts. These are the methods that helps Unipart Group Private limited to develop a most
productive and effective team for the betterment of employees.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
This is on considering a well-known fact of several HRM practices that raises a high
level of productivity as well as profitability in the organisations like Unipart. These practices
together represent an important source of contending benefits for being such means through

which the company locate, retain as well as develop rare, non-substitutable and non-imitable
human capital. Some such practices involve-
 Performance pay- This refers to the tactic of incentive pay using both direct and indirect
method in Unipart that largely incite the worker in enhancing their productiveness as well
as execution (Zhou, Fey and Yildiz, 2018). Herein, the HRM is required to create a plan
based on both monetary and non-monetary benefits to the employees as a mean of
rewarding and encouraging them for their hard work. This is not only expected to create a
sense of motivation in the workers to perform well but is also anticipated to increase their
level of productivity. Besides this, it will together lead to an increased sense of loyalty in
the employees where they will make genuine contribution in their work, leading to a
reduced rate of turnover. Lastly, collaborative efforts are likely to achieve from the
employees who are working in groups.
For example: If the Unipart pay proper wages to the employee of the company then it will
help them to achieve all defined goals and objectives and as a result, monetary form of practices
are helpful for increases the productivity of their employees.
 Training and development- Training and development itself contributes in enhancing the
skills and abilities of the workers in Unipart. By which, they are expected to work with a
more contributory outlook of performing well and attain the organisational objectives.
Also, investing in the development of employees in turn enhances the profitability of the
enterprise with a simultaneous reduction in worker’s retention rates and increase in the
satisfaction level of the customers with an idea of bringing creative products for them.
Apart from this, an increased efficiency in the undertaken procedures together leads to
financial gain (Paauwe and Boon, 2018).
For example, If proper training and development sessions are provided to the employees
then it will also help them to raise their production level and also increases the working
performance. Moreover, investing in the development of employees in turn enhances the
profitability of the enterprise with a simultaneous reduction in worker’s retention rates

 Flexible working- This is yet another important tactic to be adopted by the HRM of
Unipart to improve the productivity of the workers. It will in turn lead to enhance the
profitability aspect of the firm as well. It is mainly on considering an acceptable idea of
flexible working that allows the worker to operate in accordance to one’s own comfort
level. Flexibility could be in terms of their work hours or the work location from which
they are willing to submit the tasks allotted to them.
For example, If the work done is in flexible way then it will also help them to improve
the productivity of the workers of Unipart. Flexibility of work also help to achieve the defined
goals of the company through effective working hours.
 Transparency: It is another method which help a business of Unipart in order to raise
the company's overall performance and to improve the production level. If HR of the
company work well or in transparent way then they actually help to raise the production
level of the firm and at last it directly affect the company's overall performance and help
to raise the profit too.
M3 Explore the different methods used in HRM practices,
This is to explore distinct measures of HRM practices which leads to an increased level
of productivity as well as profitability at the workplace. A foremost consideration over here is in
terms of setting high performance standards by together relating productivity with proper
planning of resources. Delegation of accountability is yet another concern for keeping the
employees satisfied as a way of reducing the rate of turnover (Chiang, Lemański and Birtch,
2017). On referring to the aforementioned practices of HRM to raise organisational profits as
well as productivity, it can be said that flexible working is the most effective method to equally
improvise both. However, training and development of workers with allocation of performance
related pay will require some sort of investment from Unipart for their successful execution at
the workplace.