The Scope and Purpose of HRM: A Dyson Case Study Analysis
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This report analyzes Dyson's Human Resource Management (HRM) practices. It begins by defining HRM and its importance, followed by an examination of how Dyson's HRM department ensures the workforce achieves company objectives. The report delves into recruitment strategies, comparing internal and external recruitment methods, and evaluates selection methods like interviews and assessment centers. It also explores the benefits of different HRM practices, differentiating between hard and soft HRM approaches and how Dyson utilizes both. Furthermore, the report assesses the effectiveness of these HRM practices in raising organizational profit and productivity, using Dyson as a case study. The report covers various aspects of HRM, including job analysis, recruitment, selection, training, and benefits, within the context of Dyson's business operations.

The scope and purpose of Human Resource Management
LAPTOP_PS0061Maria Costanzo
LAPTOP_PS0061Maria Costanzo
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Task 1
1.0 What is Human resource Management?
HRM is a fundamental function in any organisation as important as
Finance, Marketing and operations.
Human Resource Management is the process of recruiting, selecting,
inducting employees, providing orientation, imparting training and
development, appraising the performance of employees, deciding
compensation and providing benefits, motivating employees, maintaining
proper relations with employees and their trade unions, ensuring
employees safety, welfare and health measures in compliance with labour
laws of the land.
Human resource management as a department in an organisation handles
all aspects of employees and has various functions like human resource
planning, Conducting Job analysis, recruitment and conducting job
interviews, selection of human resources etc. The roles of HRM may vary
due to the size and scope of the organisation.
1.1 How would Dyson’s HRM department would assure the workforce
accomplish company’s objectives?
Using Dyson as an example, in 2018 they announced an extra 300 jobs
would be made, varying their business into the field of electric car
manufacture, with the place of manufacture yet to be decided. The HR
function within Dyson now has a project on their hands, recruitment of
300 individuals, with the correct level of expertise. Training and
development of those people that may fall short of that level of expertise
and all of the administration and labour that goes behind that. (BBC,
2019)
Dyson will carry out much certainly a PESTLE analysis, to give a bird’s eye
view of the external environment and other aspects in which they about to
launch a new product into. This combined with the business objectives will
help conceive more robust direction. From this, the gaps in the project will
become clearer and a strategy will be created.
Task 3
2.0- There are different approaches to recruitment depending the
organization, each with different strengths and weaknesses, which is
best suited to Dyson?
In order to advertise job positions a job analysis must be carried out
to solidify the remits of the job. A clear person specification and job
description will be drawn up as a result, which will be in the job
advertising to assure the attraction of the right individual.
1.0 What is Human resource Management?
HRM is a fundamental function in any organisation as important as
Finance, Marketing and operations.
Human Resource Management is the process of recruiting, selecting,
inducting employees, providing orientation, imparting training and
development, appraising the performance of employees, deciding
compensation and providing benefits, motivating employees, maintaining
proper relations with employees and their trade unions, ensuring
employees safety, welfare and health measures in compliance with labour
laws of the land.
Human resource management as a department in an organisation handles
all aspects of employees and has various functions like human resource
planning, Conducting Job analysis, recruitment and conducting job
interviews, selection of human resources etc. The roles of HRM may vary
due to the size and scope of the organisation.
1.1 How would Dyson’s HRM department would assure the workforce
accomplish company’s objectives?
Using Dyson as an example, in 2018 they announced an extra 300 jobs
would be made, varying their business into the field of electric car
manufacture, with the place of manufacture yet to be decided. The HR
function within Dyson now has a project on their hands, recruitment of
300 individuals, with the correct level of expertise. Training and
development of those people that may fall short of that level of expertise
and all of the administration and labour that goes behind that. (BBC,
2019)
Dyson will carry out much certainly a PESTLE analysis, to give a bird’s eye
view of the external environment and other aspects in which they about to
launch a new product into. This combined with the business objectives will
help conceive more robust direction. From this, the gaps in the project will
become clearer and a strategy will be created.
Task 3
2.0- There are different approaches to recruitment depending the
organization, each with different strengths and weaknesses, which is
best suited to Dyson?
In order to advertise job positions a job analysis must be carried out
to solidify the remits of the job. A clear person specification and job
description will be drawn up as a result, which will be in the job
advertising to assure the attraction of the right individual.

There are different approaches to recruitment in HRM the most used
are:
Internal Recruitment: This consist in taking in consideration people
already working for the company for new opening positions. The
strength in this approach lies in the fact that the individual is already
familiar with the environment, that know the core values of the
company, and this approach is also time and money saving. In doing
this, it shows other individuals within the business structure that
progression is an option and career development is possible. The
weakness of internal recruitment could run the risk of maintaining a
status quo that doesn’t allow for new ideas or direction. This can put
you at a competitive disadvantage. In the case of Dyson, with a high
level of expertise required to diversify into the electric car range, it is
improbable that an individual can be upskilled since the level of
knowledge that is required.
External recruitment: On the contrary of the internal recruitment
approach, when it is decided to recruit new people, there are many
different ways to do it and, it has to be decided the most appropriate
one, to attract the right people. in the case of Dyson, one of these
pathways is most likely going to be more appropriate way to recruit
people. The most used way to advertise new open positions according
to CPDI 2015 are corporate website, recruit consultant and
commercial job board.
Now, looking outside the organization allows a company to target the
key players that may make its competition successful. Hiring a
candidate with a proven track record for the competition allows the
company to get an insider's view as to what the competition is doing
to be successful, but it also might damage current employees morale,
since they might feel lessened in having the opportunity to get a
promotion, and when an employee morale is touched it could result in
decrease of production.
Recruitment adverting such as: Recruitment agencies which could
be very helpful in Dyson scenario. It may be a difficult task to
encounter a qualified individual, that’s why agencies have a
fundamental role since those will receive the person spec set out by
Dyson and have a database of individuals that they can access in
order to see if there is suitability.
With this method there is a high chance that the end result will be
one that is suitable. The negative aspect of using a recruitment
agency would be the cost implied.
Internet recruitment, Whether through social media, search engines
or on company websites. The good side of this method are that it is
cost saving and it can attract many people, which my lead to find the
right person for the role advertised.
Perhaps the only downside to the internet and advertising through it
would be that the technology is not as accessible to everyone and
are:
Internal Recruitment: This consist in taking in consideration people
already working for the company for new opening positions. The
strength in this approach lies in the fact that the individual is already
familiar with the environment, that know the core values of the
company, and this approach is also time and money saving. In doing
this, it shows other individuals within the business structure that
progression is an option and career development is possible. The
weakness of internal recruitment could run the risk of maintaining a
status quo that doesn’t allow for new ideas or direction. This can put
you at a competitive disadvantage. In the case of Dyson, with a high
level of expertise required to diversify into the electric car range, it is
improbable that an individual can be upskilled since the level of
knowledge that is required.
External recruitment: On the contrary of the internal recruitment
approach, when it is decided to recruit new people, there are many
different ways to do it and, it has to be decided the most appropriate
one, to attract the right people. in the case of Dyson, one of these
pathways is most likely going to be more appropriate way to recruit
people. The most used way to advertise new open positions according
to CPDI 2015 are corporate website, recruit consultant and
commercial job board.
Now, looking outside the organization allows a company to target the
key players that may make its competition successful. Hiring a
candidate with a proven track record for the competition allows the
company to get an insider's view as to what the competition is doing
to be successful, but it also might damage current employees morale,
since they might feel lessened in having the opportunity to get a
promotion, and when an employee morale is touched it could result in
decrease of production.
Recruitment adverting such as: Recruitment agencies which could
be very helpful in Dyson scenario. It may be a difficult task to
encounter a qualified individual, that’s why agencies have a
fundamental role since those will receive the person spec set out by
Dyson and have a database of individuals that they can access in
order to see if there is suitability.
With this method there is a high chance that the end result will be
one that is suitable. The negative aspect of using a recruitment
agency would be the cost implied.
Internet recruitment, Whether through social media, search engines
or on company websites. The good side of this method are that it is
cost saving and it can attract many people, which my lead to find the
right person for the role advertised.
Perhaps the only downside to the internet and advertising through it
would be that the technology is not as accessible to everyone and
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can also attract many unqualified people so would no longer be cost
effective. (Torrington et al., 2017)
2.1- Selection methods
After applications are submitted, the human resource manager would
be responsible for selecting the right individuals in the right way.
Different types of positions require different kinds of selection
techniques. The selection techniques choose will depend on the
particular skills, attributes and knowledge required for the position.
Structured interviews: The interview is useful for assessing a
candidate's presentation and communication skills, 'getting to know'
candidates. It also allows the candidate to get a more detailed
overview of the role. Interviews are 2-way process;
In a way this method could significantly increase the effectiveness of
your interviews by using behavioural and competency-based
techniques. This interview format involves assessing skills, attributes
and behaviours through behaviour-based questions.
In the other way, no matter how hard the hiring manager can try to
make an interviewee comfortable, the interview is an artificial and
formal environment that may not best show candidates as they
behave in the work environment.
Telephone, video and skype interviews: For positions that are
prone to attract national candidates it might be necessary to conduct
initial discussions via telephone, video or skype. These types of
interviews are normally used to make a preliminary assessment of a
candidate. However, you should also meet the candidate face-to-face
before making final recommendations.
The in-tray test: This is an individual test designed to simulate
important or regular tasks associated with the job position. Different
types of in-tray tests might be designed to correspond to the different
requirements of the job role. At the conclusion of the test which
constitute the record of his or her behaviour in completing the task.
In-tray exercises permit direct observation of individual behaviour
within the context of a job-relevant problem situation.
Analysis exercises: These evaluate a candidate's aptitude in
analysis and judgement. Applicants are provided with quantitative
and qualitative data about an invented organisation and asked to
draw conclusions, make recommendations, assess the organisation's
situation or improve matters such as productivity, customer relations,
organisational structure and morale.
effective. (Torrington et al., 2017)
2.1- Selection methods
After applications are submitted, the human resource manager would
be responsible for selecting the right individuals in the right way.
Different types of positions require different kinds of selection
techniques. The selection techniques choose will depend on the
particular skills, attributes and knowledge required for the position.
Structured interviews: The interview is useful for assessing a
candidate's presentation and communication skills, 'getting to know'
candidates. It also allows the candidate to get a more detailed
overview of the role. Interviews are 2-way process;
In a way this method could significantly increase the effectiveness of
your interviews by using behavioural and competency-based
techniques. This interview format involves assessing skills, attributes
and behaviours through behaviour-based questions.
In the other way, no matter how hard the hiring manager can try to
make an interviewee comfortable, the interview is an artificial and
formal environment that may not best show candidates as they
behave in the work environment.
Telephone, video and skype interviews: For positions that are
prone to attract national candidates it might be necessary to conduct
initial discussions via telephone, video or skype. These types of
interviews are normally used to make a preliminary assessment of a
candidate. However, you should also meet the candidate face-to-face
before making final recommendations.
The in-tray test: This is an individual test designed to simulate
important or regular tasks associated with the job position. Different
types of in-tray tests might be designed to correspond to the different
requirements of the job role. At the conclusion of the test which
constitute the record of his or her behaviour in completing the task.
In-tray exercises permit direct observation of individual behaviour
within the context of a job-relevant problem situation.
Analysis exercises: These evaluate a candidate's aptitude in
analysis and judgement. Applicants are provided with quantitative
and qualitative data about an invented organisation and asked to
draw conclusions, make recommendations, assess the organisation's
situation or improve matters such as productivity, customer relations,
organisational structure and morale.
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Assessment centres: These are usually used for large scale or bulk
recruitment exercises. Assessment centres vary in complexity and
are typically conducted by trained consultants. They can be
expensive and complex to administer and are usually more cost
effective when recruiting large numbers of people.
(Bath.ac.uk, 2019)
Task 5
3.0 Benefits of different HRM practices
Human resource management is the procedure of linking the function of
human resource with the goals of the firm so as to drive and improve
productivity. In simple terms, management of human resources involves
hiring, recruiting, and managing employees. A human resource that is
successful requires many pieces of the company, involving the
administration of safety and health and the organizational culture. When
every element of human resource management it is understood, is the
possible to structure the business processes effectively.
The 2 most used approaches in HRM are:
Hard HRM which is that practise in which, workers are seen as a resource
that needs to be controlled to achieve the highest profit and a competitive
advantage. The easiest way to understand the hard HRM approach is to
simply view people exactly the same as any other resource in an
organization.
In hard HRM, human resources are not seen as different to other
resources in the business, like machines, facilities, or money. The focus of
hard HRM is on the task that needs to be done, cost control, and achieving
organizational goals. Depending on the industry and size of a company
the main advantages of this practise are that employees are well
monitored costs are minimised and companies can increase or reduce
output when needed. (tutor2u, 2019)
Soft HRM which is that practise at the contrary of Hard HRM that treats
employees as the most important resource in the business and a source of
competitive advantage. Some of the main qualities of soft HRM include a
focus on how employees are rewarded for their performance and how
employees are motivated to be dynamically engaged in achieving the
company's strategy, mission, and values. Other features of soft HRM
include a greater push to empower employees by encouraging them to
take responsibility for their roles, open communication between
management and employees and more performance-based awards and
recognition. Organizations also typically employ a more competitive pay
structure, such as profit sharing or company bonuses.
recruitment exercises. Assessment centres vary in complexity and
are typically conducted by trained consultants. They can be
expensive and complex to administer and are usually more cost
effective when recruiting large numbers of people.
(Bath.ac.uk, 2019)
Task 5
3.0 Benefits of different HRM practices
Human resource management is the procedure of linking the function of
human resource with the goals of the firm so as to drive and improve
productivity. In simple terms, management of human resources involves
hiring, recruiting, and managing employees. A human resource that is
successful requires many pieces of the company, involving the
administration of safety and health and the organizational culture. When
every element of human resource management it is understood, is the
possible to structure the business processes effectively.
The 2 most used approaches in HRM are:
Hard HRM which is that practise in which, workers are seen as a resource
that needs to be controlled to achieve the highest profit and a competitive
advantage. The easiest way to understand the hard HRM approach is to
simply view people exactly the same as any other resource in an
organization.
In hard HRM, human resources are not seen as different to other
resources in the business, like machines, facilities, or money. The focus of
hard HRM is on the task that needs to be done, cost control, and achieving
organizational goals. Depending on the industry and size of a company
the main advantages of this practise are that employees are well
monitored costs are minimised and companies can increase or reduce
output when needed. (tutor2u, 2019)
Soft HRM which is that practise at the contrary of Hard HRM that treats
employees as the most important resource in the business and a source of
competitive advantage. Some of the main qualities of soft HRM include a
focus on how employees are rewarded for their performance and how
employees are motivated to be dynamically engaged in achieving the
company's strategy, mission, and values. Other features of soft HRM
include a greater push to empower employees by encouraging them to
take responsibility for their roles, open communication between
management and employees and more performance-based awards and
recognition. Organizations also typically employ a more competitive pay
structure, such as profit sharing or company bonuses.

The main advantages of soft HRM are that training, rewarding and
motivating the employees, chances are, or it is actually tested that
productivity of the overall business is improved. Using soft HRM practice
maintain the company's employee collaboration, enhance cooperation,
enthusiasm and work of the staff, so encourage employees can achieve
maximum performance from them, reaching the competitive advantage.
(tutor2u, 2019)
Dyson uses both soft and hard approaches to human resource
management. Human resource management is making the best use of all
employees to achieve corporate goals.
Continuous professional development is taken seriously. Workers will be
learning all the time, and there are many whose only job is training and
development of others in the company. The managers are happy to set
budget aside to send people to international conferences, courses, and
industrial events. From this it can be gathered that Dyson have a keen
interest in improving the skills of their workers and focus on motivation
roles when training and courses for employees to go on. This could
suggest Dyson to have a soft HRM as it indicates that they believe that
employees are the most important resource, which they have to be when
it comes to research and development as the engineers and researchers
of the business are the driving for behind Dyson’s new products, designs
and innovative ideas.
Task 6 Task 6
Using Dyson, evaluate the effectiveness of the different HRM practices looked at in P3 in
terms of raising organisational profit and productivity (P4)
Productive Human resource management policies serve quite beneficial to
the organisation as it helps to strengthen the very image of the corporate
firm (Bratton and Gold, 2017). Dyson is one such organisation which not
only concentrates on building and innovating its products but also
concentrates on developing effective and positive human resource
management policies which will help the firm do utmost justice to the
needs and wants of its internal public as well as its external public. As
already mentioned Dyson follows a very unconventional hiring approach
for its employees. The company exceptionally concentrates of hiring new
and young talents, the brightest of minds through their Dyson Institute
(Dysoninstitute.com, 2019).Dyson incorporates both soft and hard
approaches in its human resource management functioning. Continuous
motivation from the senior management backed by proper and strategic
training of the staffs. Dyson has continuously worked for broadening its
technological investments for increasing its production. Its constructive
human resource management policies enabled Dyson to grow and expand
its energy storage research program as well as the robotic program across
the globe. These constructive approaches definitely helps the firm to grow
and expand at a rapid rate.
motivating the employees, chances are, or it is actually tested that
productivity of the overall business is improved. Using soft HRM practice
maintain the company's employee collaboration, enhance cooperation,
enthusiasm and work of the staff, so encourage employees can achieve
maximum performance from them, reaching the competitive advantage.
(tutor2u, 2019)
Dyson uses both soft and hard approaches to human resource
management. Human resource management is making the best use of all
employees to achieve corporate goals.
Continuous professional development is taken seriously. Workers will be
learning all the time, and there are many whose only job is training and
development of others in the company. The managers are happy to set
budget aside to send people to international conferences, courses, and
industrial events. From this it can be gathered that Dyson have a keen
interest in improving the skills of their workers and focus on motivation
roles when training and courses for employees to go on. This could
suggest Dyson to have a soft HRM as it indicates that they believe that
employees are the most important resource, which they have to be when
it comes to research and development as the engineers and researchers
of the business are the driving for behind Dyson’s new products, designs
and innovative ideas.
Task 6 Task 6
Using Dyson, evaluate the effectiveness of the different HRM practices looked at in P3 in
terms of raising organisational profit and productivity (P4)
Productive Human resource management policies serve quite beneficial to
the organisation as it helps to strengthen the very image of the corporate
firm (Bratton and Gold, 2017). Dyson is one such organisation which not
only concentrates on building and innovating its products but also
concentrates on developing effective and positive human resource
management policies which will help the firm do utmost justice to the
needs and wants of its internal public as well as its external public. As
already mentioned Dyson follows a very unconventional hiring approach
for its employees. The company exceptionally concentrates of hiring new
and young talents, the brightest of minds through their Dyson Institute
(Dysoninstitute.com, 2019).Dyson incorporates both soft and hard
approaches in its human resource management functioning. Continuous
motivation from the senior management backed by proper and strategic
training of the staffs. Dyson has continuously worked for broadening its
technological investments for increasing its production. Its constructive
human resource management policies enabled Dyson to grow and expand
its energy storage research program as well as the robotic program across
the globe. These constructive approaches definitely helps the firm to grow
and expand at a rapid rate.
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Task 8– Outline briefly the key areas the HR function can influence to try to make sure
good ER exists in an organisation and for each of these areas give specific examples of the
types of practice that HR can decide to put in place in the workplace (P5). To be continued
“The definition of employee relations refers to an organization’s efforts to
create and maintain a positive relationship with its employees. By
maintaining positive, constructive employee relations, organizations hope
to keep employees loyal and more engaged in their work”.
(Bamboohr.com, 2019)
How good employee relations benefits the organisation?
First of all, happy employees are more productive and put more effort
into their work. They do their best to meet your expectations and
support the company growth, which means more revenue and satisfied
customers.
Employees who have a positive relationship with their colleagues and
managers work smarter and more efficiently. They are more motivated
and put efforts in the company’s projects which leads to higher
productivity and performance, consecutively increased revenue.
Companies with engaged workers experience higher productivity.
Basically, it pays to make sure your staff feels appreciated and
empowered.
It is also very important to manage relationship between employees,
because one of the main reason of absenteeism is bullying at workplace,
or harassments, or simply not collaborations between colleagues, so it is
very important to investigate and make sure that members of the staff
feel safe at the workplace. (Bizfluent, 2019). Thus one of the key aspect of
human resource management strategy is improving the employee
relations through constructive measures like:
Open and clear communication- One of the core aspects in
continuous communication between the organisational heads and
the employees. The HR managers must ensure that all the new
corporate policies are conveyed to the employees and their needs
and grievances are heard and addressed. For example: If the
organisation decides to increase its working hour for the staffs
during its peak production season with a pay of extra bonus this
policy needs to be communicated immediately to the staffs before
reaching any conclusion to avoid any kind of miscommunication.
Acknowledgement of employee efforts through rewards and
recognition – This is another very important aspect to improve
employee relations. The efforts of the employees must be
recognised by the managerial heads either with monetary or non-
monetary benefits. The HR practitioners of the company must
necessarily help the employees feel that they belong to the
organisation and are appreciated for their efforts (Kumar and
Pansari, 2015). For example if any employee performs excellently or
has his or her birthday the HR must take initiative to arrange for
good ER exists in an organisation and for each of these areas give specific examples of the
types of practice that HR can decide to put in place in the workplace (P5). To be continued
“The definition of employee relations refers to an organization’s efforts to
create and maintain a positive relationship with its employees. By
maintaining positive, constructive employee relations, organizations hope
to keep employees loyal and more engaged in their work”.
(Bamboohr.com, 2019)
How good employee relations benefits the organisation?
First of all, happy employees are more productive and put more effort
into their work. They do their best to meet your expectations and
support the company growth, which means more revenue and satisfied
customers.
Employees who have a positive relationship with their colleagues and
managers work smarter and more efficiently. They are more motivated
and put efforts in the company’s projects which leads to higher
productivity and performance, consecutively increased revenue.
Companies with engaged workers experience higher productivity.
Basically, it pays to make sure your staff feels appreciated and
empowered.
It is also very important to manage relationship between employees,
because one of the main reason of absenteeism is bullying at workplace,
or harassments, or simply not collaborations between colleagues, so it is
very important to investigate and make sure that members of the staff
feel safe at the workplace. (Bizfluent, 2019). Thus one of the key aspect of
human resource management strategy is improving the employee
relations through constructive measures like:
Open and clear communication- One of the core aspects in
continuous communication between the organisational heads and
the employees. The HR managers must ensure that all the new
corporate policies are conveyed to the employees and their needs
and grievances are heard and addressed. For example: If the
organisation decides to increase its working hour for the staffs
during its peak production season with a pay of extra bonus this
policy needs to be communicated immediately to the staffs before
reaching any conclusion to avoid any kind of miscommunication.
Acknowledgement of employee efforts through rewards and
recognition – This is another very important aspect to improve
employee relations. The efforts of the employees must be
recognised by the managerial heads either with monetary or non-
monetary benefits. The HR practitioners of the company must
necessarily help the employees feel that they belong to the
organisation and are appreciated for their efforts (Kumar and
Pansari, 2015). For example if any employee performs excellently or
has his or her birthday the HR must take initiative to arrange for
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little celebration and provide him or her with a token of appreciation
to make the individual feel contended with his wok life.
Offer proper training for career development- An employee
always seeks for gaining more exposure and developing his skills for
attaining a career growth. The HR’s of an organisation must ensure
to provide this to its employees for improving employee relations
well as retaining employees in the organisation. Proper training of
staffs with professional mentorship programs under the guidance of
industry experts. For example for a firm like Dyson which is
continuously innovating and experimenting in its production line
ensures proper training of its staffs and has established a spate
institute where the young talents are nurtured before being hired to
ensure the quality of workforce. This is beneficial to both the
organisation as well as the employees and altogether favours in
maintaining a positive employee relation as well as induce job
satisfaction in them (Topolosky, 2014).
Task 10 Outline briefly the key activities in an organisation that are governed by
employment legislation. – For each of these key areas give examples of the legislation that
exists to govern the specific area and give examples of what it will force the HR function to
do (P6)
Employee legislation works significantly to safeguard the employees
against any unjust corporate practices. The key activities which are
governed by employee legislation pertain to:
Proper wage payment to employees- The National Minimum Wage
Act (1998) and Fair Labour Standards Act is meat to ensure that
employees receive fair and just monetary treatment and are well
recognised for their labour in the organisation. For example- If an
employee is promised to receive bonus for his extra working hours
but does not receive it, he or she is protected under this law and
can seek legal help under the UK government (Gov.uk, 2019)
Workplace Safety- Occupational safety is very crucial to ensure the
productivity of the employees. there is a six pack regulation
pertaining to this particular field which includes: Management of
Health and Safety at Work Regulations 1999, Provision and Use of
Work Equipment Regulations 1998, Manual Handling Operations
Regulations 1992,Workplace (Health, Safety and Welfare)
Regulations 1992,Personal Protective Equipment at Work
Regulations 1992,Health and Safety (Display Screen Equipment)
Regulations 1992 (Abubakar, 2015). These laws ensure that the
workplace is conducive to the growth and satisfaction of the
employees. For example- if an employee working in the mines faces
serious health hazards due to the nature of work he can file a
complaint against the company stating the cause of his degrading
health and can receive medical coverage from the company.
Ensuring social security- The Pension Act 2008 enables the
employees to receive social security by enrolling themselves in a
basic occupational pension whose funds must be protected under
the Pensions Act 1995.
to make the individual feel contended with his wok life.
Offer proper training for career development- An employee
always seeks for gaining more exposure and developing his skills for
attaining a career growth. The HR’s of an organisation must ensure
to provide this to its employees for improving employee relations
well as retaining employees in the organisation. Proper training of
staffs with professional mentorship programs under the guidance of
industry experts. For example for a firm like Dyson which is
continuously innovating and experimenting in its production line
ensures proper training of its staffs and has established a spate
institute where the young talents are nurtured before being hired to
ensure the quality of workforce. This is beneficial to both the
organisation as well as the employees and altogether favours in
maintaining a positive employee relation as well as induce job
satisfaction in them (Topolosky, 2014).
Task 10 Outline briefly the key activities in an organisation that are governed by
employment legislation. – For each of these key areas give examples of the legislation that
exists to govern the specific area and give examples of what it will force the HR function to
do (P6)
Employee legislation works significantly to safeguard the employees
against any unjust corporate practices. The key activities which are
governed by employee legislation pertain to:
Proper wage payment to employees- The National Minimum Wage
Act (1998) and Fair Labour Standards Act is meat to ensure that
employees receive fair and just monetary treatment and are well
recognised for their labour in the organisation. For example- If an
employee is promised to receive bonus for his extra working hours
but does not receive it, he or she is protected under this law and
can seek legal help under the UK government (Gov.uk, 2019)
Workplace Safety- Occupational safety is very crucial to ensure the
productivity of the employees. there is a six pack regulation
pertaining to this particular field which includes: Management of
Health and Safety at Work Regulations 1999, Provision and Use of
Work Equipment Regulations 1998, Manual Handling Operations
Regulations 1992,Workplace (Health, Safety and Welfare)
Regulations 1992,Personal Protective Equipment at Work
Regulations 1992,Health and Safety (Display Screen Equipment)
Regulations 1992 (Abubakar, 2015). These laws ensure that the
workplace is conducive to the growth and satisfaction of the
employees. For example- if an employee working in the mines faces
serious health hazards due to the nature of work he can file a
complaint against the company stating the cause of his degrading
health and can receive medical coverage from the company.
Ensuring social security- The Pension Act 2008 enables the
employees to receive social security by enrolling themselves in a
basic occupational pension whose funds must be protected under
the Pensions Act 1995.

The HR Practitioners of any organization play a very major role
in ensuring that these employee legislations are well addressed and
the employees are protected under these legislations.
Task 11
Example of a Job description/Person specification document that Dyson
might use when recruiting for a job role:
Job Title: Dyson Administrative Assistant
Hours: 37.5 weekly average
Pay: Competitive salary
Description: The role sits within the Finance Centre of Excellence hub in
Chicago and is responsible for administrative support for the Americas
Hub. This role will mainly support the US market but will support Canada
and Latin America as needed.
Responsibilities:
• Handle all incoming mail and distribute to the appropriate team
member, raising any urgent matters as appropriate.
• Safeguard confidential documents and ensure timely filing in secure
cabinets.
• Maintain DHL customs log, scan documents for processing, and file
completed paperwork.
• Assist Tax team with the filing and scanning for all Tax Returns and
Reports.
• Scan incoming checks for Dyson to deposit and update the daily
deposit log timely.
• Scan vendor invoices for VIM (Vendor Invoice Management), which
includes tax invoices.
• Print checks and route for signatures. Proactively schedule signers
pending availability. Coordinate mailing of checks with Reception.
• Scan AR documents and submit them electronically to our 3rd party
provider, Accenture. Keep log of this activity, including submission,
confirmation of processing, and filing of completed paperwork.
• Assist Financial Control team with project work as needed.
• Support the year end external audit requirements and pull
information as instructed by Finance management.
• Work at the same pace as Dyson.
• Fulfil any other ad hoc responsibilities as required.
Skills:
• Punctual and flexible with working times
• Reliable, Trustworthy and industrious
• 5 GCSE’s or equivalent
in ensuring that these employee legislations are well addressed and
the employees are protected under these legislations.
Task 11
Example of a Job description/Person specification document that Dyson
might use when recruiting for a job role:
Job Title: Dyson Administrative Assistant
Hours: 37.5 weekly average
Pay: Competitive salary
Description: The role sits within the Finance Centre of Excellence hub in
Chicago and is responsible for administrative support for the Americas
Hub. This role will mainly support the US market but will support Canada
and Latin America as needed.
Responsibilities:
• Handle all incoming mail and distribute to the appropriate team
member, raising any urgent matters as appropriate.
• Safeguard confidential documents and ensure timely filing in secure
cabinets.
• Maintain DHL customs log, scan documents for processing, and file
completed paperwork.
• Assist Tax team with the filing and scanning for all Tax Returns and
Reports.
• Scan incoming checks for Dyson to deposit and update the daily
deposit log timely.
• Scan vendor invoices for VIM (Vendor Invoice Management), which
includes tax invoices.
• Print checks and route for signatures. Proactively schedule signers
pending availability. Coordinate mailing of checks with Reception.
• Scan AR documents and submit them electronically to our 3rd party
provider, Accenture. Keep log of this activity, including submission,
confirmation of processing, and filing of completed paperwork.
• Assist Financial Control team with project work as needed.
• Support the year end external audit requirements and pull
information as instructed by Finance management.
• Work at the same pace as Dyson.
• Fulfil any other ad hoc responsibilities as required.
Skills:
• Punctual and flexible with working times
• Reliable, Trustworthy and industrious
• 5 GCSE’s or equivalent
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• Ability to work well on your own
• Ability to use own initiative in less demanding times
• Experience in an administrative role preferred
• Experience with SAP preferred
• Ability to organize and prioritize in a fast-paced environment
• Excellent communication skills
• Good team player
Benefits:
• Pension scheme
• Discount of Dyson products
• Performance related bonus schemes
• Free use of Leisure facilities
• 28 days annual leave
• Cycle to work scheme
Development opportunity
(Description, 2019)
Bibliography
Abubakar, U., 2015. An overview of the occupational safety and health
systems of Nigeria, UK, USA, Australia and China: Nigeria being the
reference case study. American Journal of Educational Research, 3(11),
pp.1350-1358.
Bamboohr.com. (2019). What is the definition of Employee Relations?.
[online] Available at: https://www.bamboohr.com/hr-glossary/employee-
relations/ [Accessed 30 Aug. 2019].
• Ability to use own initiative in less demanding times
• Experience in an administrative role preferred
• Experience with SAP preferred
• Ability to organize and prioritize in a fast-paced environment
• Excellent communication skills
• Good team player
Benefits:
• Pension scheme
• Discount of Dyson products
• Performance related bonus schemes
• Free use of Leisure facilities
• 28 days annual leave
• Cycle to work scheme
Development opportunity
(Description, 2019)
Bibliography
Abubakar, U., 2015. An overview of the occupational safety and health
systems of Nigeria, UK, USA, Australia and China: Nigeria being the
reference case study. American Journal of Educational Research, 3(11),
pp.1350-1358.
Bamboohr.com. (2019). What is the definition of Employee Relations?.
[online] Available at: https://www.bamboohr.com/hr-glossary/employee-
relations/ [Accessed 30 Aug. 2019].
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Bath.ac.uk. (2019). Understand the different selection techniques for
recruiting staff. [online] Available at:
https://www.bath.ac.uk/guides/understand-the-different-selection-
techniques-for-recruiting-staff/ [Accessed 27 Aug. 2019].
Bizfluent. (2019). The Advantages of Good Employee Relations. [online]
Available at: https://bizfluent.com/info-8156091-advantages-good-
employee-relations.html [Accessed 30 Aug. 2019].
Bratton, J. and Gold, J., 2017. Human resource management: theory and
practice. Palgrave.
Description, J. (2019). Administrative Assistant. [online] Dyson Careers.
Available at:
https://careers.dyson.com/en-gb/job-description/administrative-assistant/
27672 [Accessed 30 Aug. 2019].
Dysoninstitute.com. (2019). Home - Dyson Institute. [online] Available at:
https://www.dysoninstitute.com [Accessed 1 Sep. 2019].
Gov.uk. (2019). Welcome to GOV.UK. [online] Available at:
https://www.gov.uk/ [Accessed 1 Sep. 2019].
Kumar, V. and Pansari, A., 2015. Measuring the benefits of employee
engagement. MIT Sloan Management Review, 56(4), p.67.
Topolosky, P.S., 2014. Linking employee satisfaction to business results.
Routledge.
Torrington, D., Hall, L., Atnkison, C. and Taylor, S. (2017). Human
Resource Management. 10th ed. Harlow: Pearson education limited,
pp.167-174.
tutor2u. (2019). Soft and Hard HRM | Business | tutor2u. [online] Available
at: https://www.tutor2u.net/business/reference/soft-and-hard-hrm
[Accessed 28 Aug. 2019].
recruiting staff. [online] Available at:
https://www.bath.ac.uk/guides/understand-the-different-selection-
techniques-for-recruiting-staff/ [Accessed 27 Aug. 2019].
Bizfluent. (2019). The Advantages of Good Employee Relations. [online]
Available at: https://bizfluent.com/info-8156091-advantages-good-
employee-relations.html [Accessed 30 Aug. 2019].
Bratton, J. and Gold, J., 2017. Human resource management: theory and
practice. Palgrave.
Description, J. (2019). Administrative Assistant. [online] Dyson Careers.
Available at:
https://careers.dyson.com/en-gb/job-description/administrative-assistant/
27672 [Accessed 30 Aug. 2019].
Dysoninstitute.com. (2019). Home - Dyson Institute. [online] Available at:
https://www.dysoninstitute.com [Accessed 1 Sep. 2019].
Gov.uk. (2019). Welcome to GOV.UK. [online] Available at:
https://www.gov.uk/ [Accessed 1 Sep. 2019].
Kumar, V. and Pansari, A., 2015. Measuring the benefits of employee
engagement. MIT Sloan Management Review, 56(4), p.67.
Topolosky, P.S., 2014. Linking employee satisfaction to business results.
Routledge.
Torrington, D., Hall, L., Atnkison, C. and Taylor, S. (2017). Human
Resource Management. 10th ed. Harlow: Pearson education limited,
pp.167-174.
tutor2u. (2019). Soft and Hard HRM | Business | tutor2u. [online] Available
at: https://www.tutor2u.net/business/reference/soft-and-hard-hrm
[Accessed 28 Aug. 2019].
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