Report on HRM: Workforce Planning, Resourcing, and Appirio's Practices

This report provides a detailed analysis of Human Resource Management (HRM) practices at Appirio, a software company headquartered in Indianapolis, Indiana, UK. It explores the purpose and functions of HRM, focusing on workforce planning and resourcing, and examines the strengths and weaknesses of different recruitment and selection approaches. The report also explains the benefits of various HRM practices for both employers and employees, evaluating their effectiveness in raising organizational profit and productivity. Furthermore, it analyzes the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation and their impact on HRM. The report concludes with an illustration of HRM practices in a work-related context using specific examples from Appirio's operations.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection
.....................................................................................................................................................2
Task 2...............................................................................................................................................4
P3.Explain the benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................4
P4.Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................5
Task 3...............................................................................................................................................6
P5.Analyse the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................6
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision-making..........................................................................................................................7
Task 4...............................................................................................................................................7
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples......................................................................................................................................7
CONCLUSION................................................................................................................................9
References:.....................................................................................................................................10

INTRODUCTION
Human resource management is an process in which manager manages the employees
within the organisation to achieve organisational goal on time with full efficiency or workers
(Boon, Den Hartog and Lepak, 2019). Workers are the biggest asset for any company. Hence,
HRM is appropriate to handle all issues related to employees or workers. Appirio is an software
company headquartered in Indianapolis, Indiana, UK. It was founded by Chris Barbin, Glenn
Weinstein, Narinder Singh and Michael Obrien in the year 2006. the following report consist of
purpose and the function of HRM, strength and weaknesses of different approaches of
recruitment and selection, benefits of different HRM practices in terms of raising organisational
profit, importance of employee relation in respect to influencing HRM decision making, key
elements of employment legislation and application of HRM practices in a work related context.
Task 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
Company overview- Appirio is an IT company which was founded in 2006 in
Indianapolis, UK. The founders of this company are Chris Barbin, Narinder Singh and Michael
Obrien, Glenn Weinstein.
Mission statement- Their mission is to improve workers and customers experience by
providing them new and advance software for many companies and wants to bring a
technological change in world which further help them to reduce time for completing any task.
Strategic objectives- Their strategy is to lead the market by providing high tech
technological help to corporate world.
Meaning of HRM- HRM is consist of managing manpower of company at right place
and on right time to increase the overall efficiency of workforce (Macke and Genari, 2019) .
HRM is important in every organisation including Appirio where HR manager handle all
requirements of organisation by distributing resources or company to right person on right time
to increase performance.
Purpose- Purpose of the company is to provide field service solutions for medical
devices in the area of service cloud and portfolio.
Function of HRM- HRM plays many functions and some of them are explained below-
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Recruitment and Selection- Hiring new employees who are talented in perfrmimg job
responsibilities is one of the main function of HRM(Cooke, 2018). In context of Appirio, they
recruit only IT skilled employees who is eligible to make software for required companies. And
they select those employees who clear all interviews like cultural interview, competency
interview and 4 in person interviews. Total 8-10 interviews are held, who so ever clear all
interview can get job. Therefore, recruitment and selection process of Appirio is very tough
because they only hire productive employees.
Performance Management- This function of HRM consist of managing performance of
employees in organisation. In context of Appirio, they manage their performance through their
culture. They provide good culture to work and provide many other benefits through which their
employees get motivated and perform good.
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection
Recruitment is the process of attracting more candidates to apply for the vacant job in an
organisation(Boon and et. al., 2018). Appirio recruit skilled and talented candidates. There are
two types of recruitment process-
Internal Recruitment – These are those recruitments which take place inside a company. In this
type existing employees fulfil vacant job. Few examples of internal recruitment are explained
below-
Promotions- This is internal recruitment where vacant job is fulfilled by some another employee
in an organisation who is working on lower position than vacant job. The job is offered to those
employees who perform better for longer time in Appirio and deserve to get paid high by getting
on higher position through promotions.
Transfers- This are internal recruitment where vacant job is fulfilled by another employee of
same company but from different location (Salikov, Logunova and Kablashova, 2019). There are
many branch of Appirio situated in London, Espoo, Sydney and many others. Many times vacant
job of company in one location is fulfilled by another employee of same company from different
location.
Strength and weakness of internal recruitment are given below-
Strength Weakness
 Employees is already known to policies  There is lack of new ideas if employees
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and rules and regulations of companies
which help in reducing time for
induction.
 Internal recruitment is mostly done to
fulfil higher job positions . Hence,
employees get motivated to work better
to get high job through promotions.
is hired within an organisation only.
 Conflict may arise due to jealousy
factor in employees when another
employee of same company get
promotion(Zeebaree, Shukur and
Hussan, 2019).
External Recruitment- This is the recruitment type where candidates from outside the company
is recruited. Most of the time Freshers applied for this recruitment. Some examples of external
recruitment are explained below-
Walk in- Participants directly come to organisation and participate in the process of companies
recruitment . This is called walk in.
Campus Placement- In this type of recruitment, company visit many universities and colleges
and them select students who has eligible skill and knowledge about the offered job
responsibilities. Appirio company hire only IT skilled students who has knowledge of computer
software.
Strength and weakness of external recruitment are given below-
Strength Weakness
 New idea and skills enter in the
company with external recruitment
which help the company to get the
work done in different and new
ways(Chams and García-Blandón,
2019) .
 Less conflict will occur when
employees are recruited from outside
the company.
 Lot of time and cost is spend in
induction of new employees as they did
not know the policies and rules and
regulations of company.
 Existing employees may get
demotivated in case of external
recruitment because most of the
employees are waiting for longer time
to fulfil higher job position.
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Selection- It is the process in which company select best candidates among all candidates who is
capable for vacant job positions in company. This is the final process of hiring new employees in
organisation. Appirio select best candidate for their office. Few types of selection are explained
below-
Interview- This is the process of selection where employer and candidate communicate face to
face and employer ask questions(Steffensen Jr and et. al., 2019). Candidates who give best
answers of each question are selected for job. Appirio take 10-14 interviews.
Online Test- Company conduct online test to check required skills and knowledge of candidates.
A fix numbers are set by company for passing marks and who cross the passing marks or
percentage will be selected for the vacant job.
Some strength and weaknesses of selection are determined below-
Strength Weakness
 Personality and communication ability
of candidate can be observed directly
by employer in interview (Ren, Tang
and Jackson, 2018).
 Sometimes candidates get nervous to
face direct interview and hence,
candidates did not represent themselves
in much better way in interviews.
Task 2
P3.Explain the benefits of different HRM practices within an organisation for both the employer
and employee
HRM practices is important for both employees as well as employer. It helps in
performing better at workplace. Some of the benefits of different HRM practices within Appirio
for both the employer and employee are explained below-
Recruitment and Selection- This is the process of attracting new participants toward
company and hiring best alternatives among all participants which has skills and talents to
perform better for vacant job. In context of Appirio, they hire skilled and talented employees
having IT skills. Recruitment and selection has its own benefits in Appirio-
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Benefit for employer- Employer is the person who hire new employees after interviewing all the
candidates(Tweedie and et. al., 2019). Recruitment and selection is beneficial for employer of
Appirio because by performing this HRM practice, employer increases their skills of hiring
better employees for their organisation and more good hiring employees in organisation help the
employer to get promoted.
Benefit for employee- Recruitment and selection process of Appirio is beneficial for employees
because they get the chance to work with reputed company which increases their reputation in
society and secondly they earn salary by which they fulfil their basic needs.
Managing Rewards- Distributing rewards in terms of monetary and non- monetary
(appreciation) for the good performance of employees is also an important practice of HRM
(Curado, 2018). Appirio is a company who manage rewards according to the performance of
employees which further help in motivating all employees of organisation.
Benefit for employer- Employer of Appirio get benefited from managing reward because
employees create good image for employers in their minds which help to create well-bing
working environment in organisation and employees accept employer decisions which further
help to increase efficiency in organisation.
Benefit for employee- Earning rewards in monetary form can help the employee to increase their
of living and earning rewards in non- monetary form help the employees in getting good
reputation in organisation specially in the eye of management team which further help the
employee to get promotion(Bombiak and Marciniuk-Kluska, 2018).
P4.Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
The main aim of every organisation is to achieve its organisational goal on time with full
efficiency. HRM plays an very important role to gain profit by achieving organisational
objectives and some of the HRM practices are explained below which help to raise
organisational profit and productivity-
Recruitment and selection- It is the main process of attracting and hiring appropriate
skilled and talented workforce at workplace to fulfil vacant job. Selection of good talented
employees tells that employees have capabilities to perform best in organisation. In context of
Appirio, they recruit software engineers and hire the best candidates who have best skills among
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all. A talented workforce is fully dedicated to their work and always perform best and a well
defined performance from skilled employees lead to gain profit by achieving organisational goal.
Managing Rewards- This is the activity which consist of motivating employees by
providing them rewards on their good performance(Peccei and Van De Voorde, 2019).
Distributing rewards for good performance help to motivate employees to perform more better to
gain more rewards. And this thing also motivate underperformance employees in Appirio to
perform better to get rewards and reputation in organisation. Hence, managing rewards help to
increase overall productivity of organisation and increase in production help to gain more profit
for company.
Task 3
P5.Analyse the importance of employee relations in respect to influencing HRM decision-
making
Employees relations refers to relationship between employees and employer within an
organisation. It is considered that a good relationship between management team and employees
impact positively upon company because good relations in organisation results in good
communication level and creates positive mind set in employees for each other(Hoon, Hack and
Kellermanns, 2019). In context of Appirio, they are more focused on making good relations by
their organisational structure and their rewards distributing policies. The importance of employee
relations in respect to influencing HRM decision-making are explained below-
Elimination of conflicts: A good relationship between workers creates good mind set for
each other in Appirio, which help in eliminate the conflicts. Conflicts are the main reason for
underperformance of many companies. Hence, it is compulsory to reduce conflicts in an
organisation and conflicts are created because of bad relations of employees with each other.
Hence, good relations create good working environment and good working environment
eliminate conflicts.
Enhanced motivation: A good relationship always motivate employees in every aspect
whether to perform good in organisation or to work for personal development (Amarakoon,
Weerawardena and Verreynne, 2018). In context of Appirio, their good relations between
management and employees help to motivate employees to work more productively and a
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motivated workforce leads to increase in productivity by performing well. Employees of Appirio
get motivated by thinking that their managers are working for providing benefit for workforce.
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision-making
Employment legislation covers all those laws which is made for the benefit of employees.
Some of the employment laws which is followed by Appirio in their organisation and the impact
of this laws on HRM decision making are explained below-
Equal pay act 1970- This act says that there should be equal pay for all workers in an
organisation. Payment must be based on position of employees at workplace and the employees
at equal position must be paid equally (Macke and Genari, 2019). This act further states that
there is no discrimination among payment on the basis of gender wise, skin colour, religion wise
and many other factors. This law has an positive impact upon HRM decision making. An
element of HRM decision making is distributing salaries and wages on time to their employees
and workers. This law impact on HR manager of Appirio to pay equal wages to all workers. In
case of avoiding this law HR manager and company will get punished by the government.
Health and safety work act 1974- This act is made to concern upon the safety measures
of employees working at workplace. This act states that all companies must focus on health and
safety issues of workers at their workplace (Salikov, Logunova and Kablashova, 2019) . In
context of Appirio, this act impacts upo HRM decision making as all managers require to get
work done as quick as possible but this law includes work must be done on time with full health
safety of workers like health check up after every 6 months, allowing appropriate working hours
and lunch time, providing helmets and uniform to workers at manufacturing working areas,
providing compensation in case of any injury to any worker at workplace and many other things.
Appirio provide adequate time for lunch in which their officemates feel relaxed and they also
allow year wise health check up of each employee.
Task 4
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples
Job Advertisement
WE ARE HIRING, BE THE FIRST TO APPLY !!!!!!
7

Marketing manager ( full time)
its a good opportunity to get job in highly reputed company. We have a vacant job position
for marketing manager.
Training and all equipments will be provided at work place at the time of induction.
Deadline for application is 24 march (Wednesday) 2021.
Pay and benefits
 24 days annual leave
 London living wage
 Good incentives on good performance
Contact us
Interested applicants must send their CV at
243 JC Lane, London or mail it to
[e-mail] website.
Job Description- It is the short summary of vacant job about the responsibilities and
requirements to handle the job position.
Job Title- Marketing Manager
Reported To- HR Manager
Job Summary- To analyse marketing conditions and to suggest what all
measures should be taken for growth of business.
Responsibilities-
 Marketing manager are responsible for handling marketing
department efficiently by analysing which company is lacking behind
in adopting advanced technology
 To take decisions related to their own field.
 Report to HR manager in case of any requirement related to working
under the representative position.
 To analysis new opportunities for company to grow.
Qualification and other requirements-
 Diploma in marketing course with minimum 75% marks with true
university.
 Minimum 7 year of experience in reputed and popular company.
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Job Specification-
Qualification- Diploma in marketing course is required with minimum 75% marks with true
university.
Experienced- Minimum 7 year of experience is required in reputed and popular company.
Required skills-
 Good decision-maker.
 Analyse market properly.
 Coordinative Good communication
Desired skills-
 Good communication
 Self motivated
 Enhance organisational culture
 Dedicated to work
CONCLUSION
It has been concluded from above information that HRM is an essential part of
organisation and plays many roles and functions to provide benefit for companies. Recruitment
and selection is an essential function of HRM which help in hiring skilled and talented
employees within an organisation. HRM plays many roles like it helps in increasing performance
and productivity, it helps in reaching the success of company and many others. Employment
legislation plays an important role in making decision by HRM in context of any company.
Employment laws are made for the benefit of workers working at organisations.
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References:
Books and Journals
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