HRM Report: HRM Practices, Employee Development, and Legislation

This report provides a detailed analysis of Human Resource Management (HRM) practices, focusing on key areas such as the purpose and functions of HRM within an organization. It explores the strengths and weaknesses of different recruitment and selection approaches, differentiating between internal and external sources, and their respective advantages and disadvantages. The report delves into various HRM practices, using Woodhill College as a case study to illustrate job analysis, job descriptions, and the process of selecting an HR executive. It also examines the differences between training and development, including how training needs are identified and various training methods. Furthermore, it discusses the benefits of HRM practices for both employees and employers, along with an evaluation of training and development effectiveness. The report also covers employer-employee relationships and their influence on HR decision-making, and concludes with a discussion of key elements of employment legislation.

HUMAN RESOURCE
MANAGEMENT
Table of Contents

INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM.........................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection..............4
TASK 2............................................................................................................................................6
P7 Approaches of HRM practices .........................................................................................6
TASK 3............................................................................................................................................9
P3 a) Difference between training and development.............................................................9
b) How training needs are identified and methods of training ..............................................9
c) Benefits of HRM practices for employee and employer..................................................10
P4 Effectiveness of training and development.....................................................................10
TASK 4..........................................................................................................................................11
P5 employer relationship and its influence on HR decision making ...................................11
P6 Key elements of employment legislation .......................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is an important resource for an organisation as it helps in
the achievement of goals and objectives of an organisation. It involves distinct employee related
concepts that assist in managing and motivating work force to work with high degree of
efficiency. In an organisation no work can be carried out without an effective assistance of those
who are part of a particular commercial enterprise (Armstrong and Taylor,2014.). Apart from
this, the report will be describe significance of HRM practices for a business organisation and
accomplishment of its goals and objectives. Readers will also come to know about difference
between training and development and its benefits for employees and employers.
TASK 1
P1 Purpose and functions of HRM
Human resource management can be defined as to take care of employees need including
recruitment, training and development, performance appraisal and rewarding as well as the
designing of the strategies to maximize the performance of the employees (Armstrong, 2014).
Workforce planning can be defined as the core function of the human resource management in
which the systematic identification and implementation according to the skills, abilities,
knowledge and experience at a right place to achieve the objectives. The allotment of the
individual tasks to the employees to fulfil a particular mission of the organisation to achieve
goal (Berman, 2012).
Purpose of HRM
INTERNAL CUSTOMER MANAGEMENT: The quality of the output or productivity is
almost depends on the ability of the employees of the organisation (Berman, 2012). The human
resource of the organisation need to implemented systematically regarding their efficiencies at
the right place to utilise the manpower of the company in a better way to have an effective
performance.
LAWS: The hiring and termination process of the organisation for the employees will be
done according to certain laws and rules of the company should be managed by the human
resource department only. The regulation of retirement plans, bonus, compensation and others
benefits of the employees are included in human resource management.

METRICS: The effective management of human resource will manage the all levels of
employees in the organisation and works as business partner to reduce the employee turnover by
designing the solutions to retain the talent of the company. The cost implemented should be
utilised well and achieve the maximum profit.
CULTURAL SENSITIVITY: The HR management need to manage the cultural
differences so that people can work effectively in the organisation without having any conflicts.
The organisation need to provide a healthy environment to the employees as they can focus on
their task and perform efficiently (Bloom and Van Reenen, 2011).
Functions of HRM
Staffing: It can be defined as to conduct the job analysis or we can say to identify the job
vacancies and then human resource planning following the recruitment and selection process to
hire the candidates as per requirement in the organisation.
Human resource development: This function of HRM can be defined as the to provide
learning to the employees if the company so as to boost up the skills and abilities of the
employees to maximize their performance. Training and development programmes are basically
conducted in the organisations to improve the working efficiency of the employees.
Compensation and benefits: The human resource management have a task to design the
criteria to regulate the pay, bonus, rewards, compensation and employee benefits including the
sick leaves, paid leaves, holiday and medical insurance as well as the retirement plans according
to the laws and rules of the organisation (Boxall and Purcell, 2011).
Employees and labour relations: They also have a task to built a healthy relationship
between the employees and labour in the company to generate the mutual understanding for
effective work because they are interdependent on each other regarding their work as they need
to work together to achieve the desired target.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment consists with searching and obtaining a pool of suitable candidates who have
good knowledge, experience and skills so as to fulfil vacant position within organization. The
prime objective of recruitment is to identify wide range of people for getting best employees for
required positions at workplace. Wood hill College wants to acquire best workers in order to
obtain high competitive advantage in a certain time frame.

Apart from this, selection is a procedure of picking right candidates who are most
appropriate for the vacant job position. It can also be defined as the process of interviewing all
people and measuring their abilities that are essential for specific job role (Bratton and Gold,
2012). If a corporate association has suitable employees then it would accessible in raising
performance level.
There are two types of approaches of recruitment and selection, such as-
Internal and external. Below describe the brief description of these approaches: -
Internal sources of recruitment and selection
 Transfers – In this, staff members are transferred from one department to another
department for similar job or sometimes one place to another. Basically, transfers not
encompasses to changes in salary, position, roles and responsibility of the job. Although,
it aids in diminishing the monotony of individuals at workplace.
 Promotions – It includes promoting skilled employees for suitable jobs. It assists in
encouraging people by providing them higher positions, raising salary, delegation and
status.
 Existing employees – In this, individuals at workplace are informed for vacant position in
organization as they can carry forward it to their friends and relatives.
Advantages and disadvantages
Advantages Disadvantages
Helps in decreasing employees turnover The approach is not befitted for all
organizations.
Creates a scope to get high competitive edge Reduce the scope of determining skilled and
efficient workforce.
Raise job security as well as job satisfaction Adoption of new methods may always not
succeed.
External sources of recruitment and selection
 Advertisements – In order to demonstrate efficient workforce, business organizations
can give advertisements for the vacant job profile in newspapers, magazines etc. It helps
in providing information to more and more people and improving brand image.

 Job portals – Due to growing technology and internet usage, job portals plays an
imperative role to find right employees for right job. It can inform people to up to date
about recruitments in different business organizations. Various job portals gives attractive
discounting offers to employers (Brewster and Hegewisch, 2017).
 Company's websites – Cause of globalisation, the need of human resources is increasing
day by day. Therefore in order to remain competitive and cutting turn over costs, many
firms have been set up their own websites and place advertisements on the same so as to
identify suitable with efficient skills and knowledge.
Advantages and disadvantages: -
Advantages Disadvantages
Bringing new ideas with new insights Time consuming and expensive
Rapid growth of organization aids in
controlling external recruitment
Lost the incentive of promotion.
TASK 2
P7 Approaches of HRM practices
Human resource management is an important part of any organisation. They perform
various activities including hiring, promoting, training and developing process, appraisal process
even firing a candidate too. HR practices effect the employee performance in any organisation.
They help in maintaining the balance of authority and production in organisation through
performance appraisal, motivation and training and developing co-relation between all
employees. So their main role is to make employees more capable by providing healthy and
positive working environment so they can achieve their missions and targets of company. Thus
HRM helps to run a business smoothly. For example to appoint an HR Executive in Woodhill
College, various steps has been taken for recruiting a perfect candidate. These steps are discussed
below:
Job Analysis – It provides complete information to organisation that helps them to
determine a best candidate for particular job. So company should provide a proper JD to all
candidates who can show their interest.

Job Description
Organisation Name
Woodhill College
Job Profile
HR executive
Location
UK
Reports to
HR Team
Responsibilities and Roles
 Recruitment
 Induction/ On-Boarding
 HR Policies and HR Manual
 Attendance and Leave Records
 Performance Management
 Employee Engagement
 Workforce Management
 Statutory Compliance
 Exit Formalities
 Compensation and Benefits
Qualification Required
MBA in Human Resource
Skills
 Good communication Skills
 Positive attitude
 Basic Computer Knowledge
 Have information about PF & Gratuity policies as per Govt.norms
Experience Required
5-6 years from any registered College.
Salary
Negotiable

After posted JD, HR will go through screening process of various resumes applied by the
interested candidates. Their resume for an Executive must cover the following format.
Curriculum Vitae
Name
Address
Contact Number
Email Id
Career Objective: To work with an established college so as to enhance my ability and
personality that will help in career growth.
Academic Qualification:
Graduation
Master in Business Administration in Human Resource
Diploma in Information Technology
Experience:
6 Years
Personal Skill:
Well Communicated'
Punctuality
Hard Working
Declaration:
I hereby declare that all details provided are true to my knowledge and expectations.
Preparation of interview- It helps to select a right candidate for desired post which is based on
how he cracks his interview in front of an interviewer. So questions are should be relevant for
him to check his qualities and capabilities (Chelladurai and Kerwin, 2017).
Offer Letter- After selecting the perfect candidate by an interviewer, the company will provide
an offer letter to him which includes the complete detail of his joining date, company
information, salary structure, working hours etc., and all terms and condition that he had to
follow.

Performance Appraisal- It gives the systematic evaluation of performance of
employees as well as to understand their abilities for further growth. It used to motivate new
employees for working hard by implementing different training and development programme to
enhance their capability.
TASK 3
P3 a) Difference between training and development.
Training Development
Training is a process in which knowledge and
skills of employees are enhances. Main goal of
this is to improve performance of personnel.
Training is of two types on the job and off the
job. it helps TESCO in achieving its goal
efficiently and effectively. Training program
motivate employees, improve operational
efficiency, increase customer satisfaction and
reduce employee turnover (CHUANG and
Liao, 2010). It is generally provided when
there is need in company and focus on job
related skills. It is an investment in human
resources with a promise for better results.
Development program is organised by TESCO
for their employees to faster growth, provide
opportunities and build employees morale. The
same program prepare employees for
promotions, decrease turnover and spark
employees for innovations. It is the key
function of HR(human resource). It is not only
skills oriented development also focus on
general knowledge and attitudes, which help
them for higher positions. Development
program provides knowledge about business
environment, management principles, human
relation and specific industry analysis these all
are used for betterment of organisation.
b) How training needs are identified and methods of training
Training needs are identified by looking current skills level of employees, by monitoring
gap between actual and standard performance of personnel, current position of company and new
skills required for business growth and training is required on timely basis for employees
development and TESCO also (Crook, 2011). Every organisation have different type of needs
and requirements that have to be met by human resource manager.

There are two types of training method first is, on the job training method: this is the
most common method of enhancing knowledge in which trainee are placed on job and then
tough the required skills and knowledge to perform it. There are number of advantages
associated with it, as employees can learn while working at the job place. Some examples of the
same are job rotation, coaching, job instruction, internship training etc. whereas, second is off the
job training is which in this it is adopted for employees development away from the field of job
with the help of case study, incident method, role play, in-basket method, lectures, management
education and many more.
c) Benefits of HRM practices for employee and employer
There are many benefits of training and development to employees and to the person also
who is giving job. Some of them are explained below:
Benefits for employees - It increase job satisfaction to employees because their skills
and knowledge are increase that help them in completing work easily and efficiently. If
personnel are satisfied with their work their will be less employees turnover. Conducting ethics
training improve company image (Daley, 2012). Communication skills of workers are increased
which help employees and organisation for completion of work on time without
misunderstandings.
Benefits for employers – It help learning new skills faster which improve performance
of organisation. Increased skills of employees help in increasing both quantity and quality of
output. If employees are well trained than there is less need of supervision that help in time
saving of supervisors so they can do some other works. New talent increase productivity and
maximise profit of the TESCO.
P4 Effectiveness of training and development
HRM(human resource management) is effective for TESCO in raising their
organisational profit and productivity. Management of HR in company helps in achieving huge
profit and productivity by following ways -
 Innovation and high performing employees – It promotes innovative environment and
motivate employees for give their hundred percent to company so that TESCO increase
their productivity and maximise profit (Wright and McMahan, 2011).

 Effective direction setting and execution – leaders and manager are the persons in
organisation who set direction, purpose, priorities, goals and role of workforce.
Recruiting appropriate manager is necessary for organisation profit and productivity.
 Team and individual goals with effective communication – Human Resource
Management help in achieving both goal individual and organisation. Communication
mode changes lots of thing in organisation this management practices provide effective
mode of communication.
 Effective rewards drive performance - If there is monetary rewards for good
performance than it attract other employees also for give their full which effect TESCO
in high productivity and profit gaining.
 Sharing and collaboration – Productivity and profit of organisation are improved
automatically when outsiders of the company freely collaborate and share their views and
opinion. HRM in company can help in development to this formal method for
organisation welfare.
 Non-monetary factors to improve employees – There are some non-monetary factors
also which help employees to perform well are excitement, energy, motivation and
loyalty (Guest, 2011). These non monetary factors are used by HR of the company
effectively.
 Updating employees skills to maintain productivity – New technology and skills are
required for maintaining productivity and for survive in business environment. Latest
technology helps in productivity and profit.
TASK 4
P5 Employer relationship and its influence on HR decision making
Employee relationship refers to the process in order to maintain healthy and conducive
relation with personnel with management so that they can align their objectives with
organisational goals. is a major internal factor in an organisation maintaining a strong employer
relationship helps in in attaining ultimate success of any organisation having having constructive
advantages. A strong relationship will implant properties like efficiency, loyalty, harmony,
coordination which will increase the productivity of the organisation. This will be a

advantageous factor for HR manager as it helps to ease out regulation and monitoring the whole
workforce management (Vörösmarty, 2010) .
Benefits of having a strong employment relationship: -
 Productivity- Effective and positive relationship between the employees helps in making
a pleasant atmosphere which increase the motivational and confidential level of the
employee. This improved morale reflects working hence increases work productivity. It
has been found out in recent times that companies are investing in the employee
relationship programme to enhance their productivity , which ultimately will increase the
value and profit of the organisation in several market ,several other training programmes
are also implemented which also increase the level of skills and efficiency of employees
which result in increasing brand value and allowing companies to invest in in new
ventures and expansions.
 Employee loyalty- Improved relationship among employees creating pleasant and
productive atmosphere can only be possible by loyalty possessed by the employee apart
from making environment pleasant it increases employer retention reducing recruitment
cost, hiring process cost and training. Induction of employee is a very tedious task as it
require money and time and retaining employee will reduce overall cost drastically
(Harzing and Pinnington, 2010.) .The loyalty will henceforth increase work efficiency
which will reduce number of employee for certain work.
 Conflict Reduction-A good work environment when it is efficient and friendly .Conflict
in the organisation reduces extensively. Less disputes and conflict will help the employee
to focus on their work comprehensively . Statistical survey suggested than reducing
conflict creating a sound and efficient work environment . This is a very important key to
success and failure of any organisation. There are certain employer relationship
programme like introduction of training and team building activity helps in resolving
conflicts among workforce and ultimately in workplaces.
 Quality improvement-company are having different programs and measures to increase
the quality of the employer relationship they increases the morale of the employees by