Human Resource Management Report: HRM Practices at Scottish Power

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the context of Scottish Power. It begins with an introduction to HRM, defining its purpose and functions in workforce planning and resourcing. The report then delves into the strengths and weaknesses of recruitment and selection processes, differentiating between internal and external recruitment methods. It explores the benefits of various HRM practices for both employers and employees, focusing on training and development, employee relations, and employee satisfaction. The report further examines the effectiveness of HRM practices in raising organizational profits, specifically looking at training systems, staffing systems, performance appraisal, and employee compensation. Finally, it emphasizes the importance of employee relations in HRM decision-making, highlighting the positive impact of employee involvement and empowerment on morale, productivity, and overall organizational success. The report leverages academic sources to support its claims and provides a practical overview of HRM principles in a real-world business setting.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Purpose and functions of HRM, applicable to workforce planning and resourcing...................3
Evaluate the strength and weakness approaches to recruitment and selection. .........................4
External recruitment....................................................................................................................5
Benefits of different HRM practices for both the employer and employee................................6
Effectiveness of different HRM practices in terms of raising profit of organisation..................7
Importance of employees relations in HRM decision-making...................................................8
Key elements of employment legislation and impact on HRM decision-making......................9
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resource management is explaining both the people who are working for the
organization and company and department will be responsible for managing those resources
which are related to the employees. It is a term which is used to describe the management and
development of employees. It is a strategic access for the effective management of people in a
organization to help the business to achieve a competitive advantage.
The organization we are taking is Scottish power and it is integrated energy company in
Glasgow, Scotland. It is a subsidiary of iberdrola. Scottish power is the network of distribution
which is founded in1990 and the CEO of the company is Keith Anderson.
The brief report below is covering that how purpose and functions of HRM is helping business to
achieve objectives. That it shows the strength and weakness in recruitment and selection process.
Then how HRM practices help to run business effectively.
MAIN BODY
Purpose and functions of HRM, applicable to workforce planning and resourcing.
Human resource management refers to the process of management where employees in the
organisation and it includes training, hiring, firing and motivate employees.
Purpose of HRM-
The HRM purpose is to avoid issues and helps in maximize the performance of company by
invest in the right people. People who work in this field they have knowledge, tools and skills
needed to find and apply to help employees to get success in their work and assure well working
conditions.
Internal and external recruitment- Internal recruitment is the process where candidates are
recruited done into the company and in external recruitment where the recruitment is done
through outside sources.
Organization development- It is a effort which is already planned for a team or the company
which is managed by supported by the employees, to raise effectiveness in the
organization(Sparrow, Brewster and Chung., 2016).

Career development- it refers to manage others career in organization. it includes training and
developing new skills, moving to higher responsibilities for job.
Employee compensation- It is a tool used by organization to reward their employees so they will
put more efforts in their work to perform efficiently. It is just used for motivation of employees.
Functions of HRM-
HRM worried about managing employees from the starting to end. There are 5 main functions of
HRM which are:
Recruitment and selection- Recruitment and selection is very essential for every company
because it leads to decrease in cost of mistakes like unmotivated and under qualified workers.
Firing the non qualified applicant and hire new ones is again an expensive process.
Orientation- program of Orientation of employees and it includes goals and objectives of
company and how employees can make effort to attain short and long term goals for the industry.
Maintaining good working conditions- It are the responsibilities of HRM to give good working
conditions to workers so they feel good to do work at the workplace.
Managing employee relations- Pillars of organization are employees and relationship with the
employees is a crucial function of HRM. Through various activities which helps to know about
personal and professional level of employee.
Training and development- It is happened in organization to improve the future and current
performance of employee by increasing their ability through educate and increase their skills and
knowledge.
The functions of HRM will be effective in providing suitable talent and skills to accomplish
objectives of business by supporting organization to achieve authentic types and number of
employees in order to attain strategic and operational goals of the organization.
Evaluate the strength and weakness approaches to recruitment and selection.
Strength and weakness of selection and recruitment.
Recruitment is the process of finding and making the possible candidates to apply for the jobs. It
is known as positive process with its access of attracting many candidates as possible for the
available jobs.

Selection is the process of selecting the right candidates for the available positions. It is known
as negative process because it is the rejection of many candidates as possible for finding right
candidate for the right position(DeCenzo, Robbins and Verhulst., 2016).
Recruitment is classified into two stages:
Internal recruitment- It is the process of selection candidates from the existing workforce to fill
the available vacancy. For example, Scottish power is doing internal recruitment within the
company by transfers and promotions. There are so many different ways to find and select
capable candidates for Scottish power by HR. it is a cost effective method and through this you
can boost morale of employees.
Advantages of internal recruitment
 They already know the culture and standard of the Scottish power.
 Hiring cost of employees will be less in compare with external hiring.
 Management of Scottish power already know that candidates which are already working
for the company can able to met the expected performance.
Disadvantages of internal recruitment
 Scottish can remove qualified and experienced group from one role to more senior will
create significant vacancy needs.
 It has the capability to create hate withing the Scottish power to its existing employees.
 Scottish power is not looking for qualified applicants form a broad talent pool.
 It may restrain innovation if the work culture not able to get new thinking from external
resources.
 If Scottish power remove member from the existing team then it will disturb the
performance of whole group(Cascio., 2015).
External recruitment
External recruitment it is the process of putting to the available vacant positions from outside the
company. External recruitment removes so many problems but it is more costly than internal
recruitment and it is time consuming also. Scottish have to pay for training of new employees,
they pay for background checks, posting ads online or in newspaper. Moreover, the process of
selection is not that may effective enough to help company to to find correct people for the job.
Advantages of external recruitment

 Approach to skills which are potentially lacking in the candidates which are already
working in the Scottish power.
 Give challenges to the assumptions of internal worker that how the specific role can be
going to perform.
 It allows Scottish power to bring new talent with the knowledge of the competitive
market.
Disadvantages of external recruitment
 It is more costlier for Scottish power to hire someone from outside the organization.
 Their is a need of help from third party which are special recruitment consultants for
recruiting candidates.
 It will take more time for recruiting people from outside the organization.
 The biggest weakness is that external hiring will perform good at the time of interview
and not able to do anything after joining the Scottish power.
Benefits of different HRM practices for both the employer and employee.
Hr practices, it is a system which attracts, motivates, retains and develops employees to assure
that implementation will be effective and survival of organization and its members also. There
are some benefits of these practices for both employee and employer which are:
Training and development
Helping their employees in development and training is responsibility of managers in Scottish
power. By organizing different training programs will help to employer as well as employee too
because in this employer will also get the chance to increase their knowledge and develop
himself and it will affect on employees of Scottish power and motivate them(Chelladurai and
Kerwin., 2018).
Employee relations
Employer always ready to support employee where they feels that their rights are violating.
Employees who are experiencing any discrimination then they will contact to human resource
managers for solution and at last come to conclusion with the help of employer. This will also
beneficial to employer because in future if employer needs support of employees then they were
with employer in their critical situation to that's why maintaining relation is good for employer
and employee both(Cascio., 2015).

Satisfaction
satisfaction of high job may lead to improve productivity, improve attendance, decreased
turnover, decrease accidents, less stares s of job. If employees were happy with their jobs and
their role and taking job as fun and interesting then they will put more efforts or give more time
to their work and this will going to affect the employer by the benefits receive in the frown of
revenue for the Scottish power. Satisfying employees will maintain the working environment in
the Scottish power.
Effectiveness of different HRM practices in terms of raising profit of organisation.
According to the study HRM practices helps to improve, not only the turnover of employee also
employee productivity and helps company for long term performance. Some effective practices
which help Scottish power to raise profits.
Training system
Improvement and training refers to efforts which are planned, through which Scottish power aid
the learning behavior regarding job for employees. The main aim of training is to achieve skills
and knowledge which helps to increase personal skills in so many areas and by this, motivation
background will be provided and make improvements to do the job properly. When employee
will expert in this after they will work smartly and effectively which helps the Scottish power to
use less resource and raise in profits(Noe and et.al., 2015).
Selection and staffing system
Recruiting and staffing refers to search and attract a group of people through which we selects
suitable candidates with desired quality for vacancies and this will be done on the basis of
detailed description of job requirements with the help of job analysis. The proper and finding
effective team without doing much expenses ten this will help in future to generate incomes for
Scottish power(Morgeson, Brannick and Levine., 2019).
Performance appraisal system
Performance appraisal is the process of identifying, assessing and observing organizational
performance. Effective appraisal not only reduce bad behavior and work quality problems, it also
provide motivation to employees for contributing more. Clear direction of what is expected from
an employee makes it easier for them to eliminate tasks properly. This improvement and saving

of time in total results will have a positive effect on the cost of revenue ratio All the shift of this
positive attitude can directly affect the profit and in turn, the overall profit a Scottish power
makes.
Compensation of employees
identify that the productivity and quality of employees are at the bottom and it is depend on
these employees which are healthy, motivated and well-prepared to take out the tasks they are
going to perform. Employees at Scottish power were motivated towards their work and to do the
harder and perform well by a combination of increased wages and opportunities for thier
promotions. By giving rewards and appreciations to employees this will help them more focused
towards their work and help to raise the profits for the Scottish power.
Importance of employees relations in HRM decision-making.
They know that solid foundation of Scottish power is its people. Employees show a source of
ideas and knowledge, but sometimes this resource left maiden. Involvement of employees of
Scottish power in the decision-making process not only authorize them to give efforts towards
success but also saves the company's money and time in increasing the productivity and in
reducing the outsource(Stewart and Brown., 2019).
Empowerment improves morale
Engaging employees of Scottish power to make the decision that will raise total morale of the
company. As a functioning member in the making of decision process, employees will get to
know that their thoughts and ideas are important in contribution for the Scottish power, and
provides them the power to access the outcome of their work, positive attitude and increased job
satisfaction are not only toward their position but also to the company itself(Mondy and
Martocchio., 2016).
Taps into internal resources
Use of employees to make the decision process, which saves money, time and gives the
organization long-term trustworthy help from those who know the Scottish power well.
Consulting and Hiring from outside will be more expensive for the Scottish power and can take
up important resources in fees and the time spent in updating the advisor in different condition of
the company. Still employees are already aware from these processes which provide perceptive

knowledge which Scottish power needs, and then understand their policies of the company
totally(Noe and et.al., 2017).
Improves workplace relationship
Participating in making decision process provides opportunity to every employee to put their
opinions and to share their thoughts with others. While this will helps in improving relationship
between employee and manager, it also boost a strong teamwork sense among workers. It is also
a best way to collect data and information about the workers as how they are working in a team
environment, and where they are lacking and need of training is necessary, all it leads to raising
in effectiveness, and basically it can increase performance and good teamwork(Brewster and
et.al., 2016).
Key elements of employment legislation and impact on HRM decision-making.
Laws impact HRM on a high level, even though little businesses sometimes be immune depends
on their size. As in more to federal and its legislation, every state has its own law of employment
regulations which are affecting such topics as retention, records, records of employee who are
criminal and labour relations.
Anti discrimination
prohibition on Discrimination of employees and it is basis on the race, sex, religion, colour or
national origin. The adjustment will apply to those employers who had 20 or more employees are
on the payroll. Employers can't say no to hire an employee, remove him from employment, or
alternatively show prejudice against those employees who are for some of these reasons.
Health and safety
These are the laws which are ruled by the Health and Safety Administration and it require
Scottish power conformity with a different variety of laws that will going to protect workers
from the unsafe work environments. This act also gives a safety net for employees who move as
blowers of whistle when some unsafe situations are presented in the workplace. Business owners
or HRM departments are needed to keep documents of all hazardous materials which is using,
report of deaths and injuries that happen and they will give proper training for any situation
which are dangerous jobs at the workplace(Berman and et.al., 2019).
Medical privacy protections

Various laws commands show that how the employer will treat an employee with disadvantage.
The Disabilities for Americans with this Act restrict an employer from critically in front of
employees on the basis of a defect or seen disability. This Act also wants their employers that
they will make moderate board to allow employees to do their duties and give accommodations
as translator to give it to the disabled customers which can access to the services and goods
which Scottish power provides. This Act also needs Scottish power to change the premises that
will allow customers to approach the facility(Bratton and Gold., 2017).
Applications of HRM practices in a work related context.
A portfolio as apprentice in the department of HR at Scottish power for the post of the HR
Assistant which has been presented here.
Job specification
description of Job describe the skills, abilities and knowledge of the employees to perform the
responsibilities and duties of the organization employees. The HRM develops the job description
for the attraction and assign human resources which are effective for the company. A job
description for the Post of HR Assistant at Scottish power is as follow
Academic Qualification
 B.COM or M.COM degree from a reputed university.
Personal attributes
 Energetic and young
 Having good and proper communication skills
 Deep knowledge and information about HRM
 Leadership
Experience
 3 years experience as HR assistant and HR manager
Physical appearance
 Good looking, Smart and good health and Age between 20-30, body language.
Interview selection criteria
To find the perfect employees from the pool of candidates then follow this criteria which will be
used

 Education level- CGPA, background etc
 Communication skills
 Experience
 HR knowledge
 physical appearance
If Scottish power uses this criteria, the HRM will going to attract that employees which are
effective for the job. This will also helps in conducting the process of selection quickly(Stewart
and Brown., 2019).
CONCLUSION
From this above report of Scottish power HRM practices, are the state that human resource
management at Scottish power will increase the revenue by decreasing the employee turnover. If
Scottish power apply strategy of external recruitment then it will be able to choose innovative
employees and creative employees for the organization. Thus, human resource management at
Scottish power will give contribution in the development of brand effectively . Scottish power
should assure that their is effective human resource management at the workplace. Otherwise,
the employer will not be able to maintain good relationship with employees and this will decline
the total performance of the company
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