Human Resource Management Report: Future PLC, Recruitment and Strategy

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Future PLC. It begins with an introduction to HRM and its functions, focusing on recruitment, training, and employee relations. The report explores the purpose and function of HRM, detailing how it aligns with organizational goals and objectives. It then delves into the strengths and weaknesses of both internal and external recruitment approaches used by Future PLC. The role of HRM in fulfilling organizational goals is examined, including staffing, training, and reward systems. The report also addresses the importance of human relations, key elements of employment legislation, and the application of HRM practices in a work-related context. The analysis includes critical evaluations and examples, offering insights into the effectiveness of various HRM strategies in driving organizational profit and productivity. The report concludes with a summary of the key findings and recommendations for Future PLC's HRM practices.

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Human Resource Management
By
Date
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Lecturer’s course and number

Human Resource Management
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Contents
Introduction:...................................................................................................................................................3
LO1:...............................................................................................................................................................4
P1: Purpose and function of HRM:............................................................................................................4
P2: Strengths and weaknesses of different approaches to recruitment:.....................................................6
M1: HRM's role to fulfil organisational goals and objectives:..................................................................9
M2: Strengths and weaknesses of different approaches to recruitment:..................................................10
D1: Critical evaluation:............................................................................................................................13
LO2:.............................................................................................................................................................14
P3: Benefits of different HRM practices:................................................................................................14
P4: Evaluation of the effectiveness of different Human Resource Management practices regarding
rising organisational profit and productivity............................................................................................16
D2: Critical evaluation of Human Resource Management practices and application within an
organisational context, suing a range of specific examples.....................................................................17
LO3:.........................................................................................................................................................18
P5:Importance of human relations with respect to HR decision making.................................................18
P6:Key elements of employment legislations and its importance...........................................................20
M3: Examples of different methods used by HRM practices..................................................................21
D3: Critical evaluation:............................................................................................................................22
LO 4.............................................................................................................................................................23
P7: Illustration of Human Resource Management practices in a work related context...........................23
M4:Key elements of employment legislation and employment relations................................................25
M5: Rationalisation of the application of specific Human Resource Management practices in a work
related context..........................................................................................................................................26
Conclusion:..................................................................................................................................................28
References:...................................................................................................................................................29
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Introduction:
This assignment is all about HRM and its roles and functions in an organisation. The chosen
company for this assignment is Future PLC. It is a British public limited company, and it was
founded in 1985. Future PLC also has a branch named the Future US in the US. The role and
function of HRM are demonstrated within this company.
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LO1:
P1: Purpose and function of HRM:
HRM of an organization has many functions and purposes.
The purpose of HRM is to recruit,train and hire candidates according to the needs of the
organization. They can also guide the employees where required to be discipline and also dismiss
them if they are not working properly With the help of effective training and development the
promotion can be achieved by employees. The wants for external recruitments can be reduced by
such things and the existing talents can be used in the organization. This is cost beneficial way
for any organization to come through with its staff. According to the position of business the
HRM will increase the strength of performance of employees to the peak levels.
The human resource management (HRM) provide suggestion to the team related to the business
strategies to manage customers as a business asset. To achieve this, they provide various
recruiting,hire employees,give suggestions for employ benefit. They cannot be considered as
workers,they give suggestion to managers that can be affiliated to employees. These Human
Resource (HR) consultants also help the organization to achieve its desired goals.
Functions of HRM
Collaboration -:In an organization,both mangers and HR consultant works together for the
development of client skills. Like,HR consultant gives details to the managers on how to give
workers distinct roles in the firm,thus assisting the organisation towards its growth. In other
organizations workers are shifted according to business needs and preference of employees.
Building of Commitment-:They suggest ideas that would increase employee productivity in the
organization. This starts with the process of recruitment or by identifying employees with their
preferred positions. Once seeking the job,employees should give its 100% to the job and should
feel challenged by the manager(Parry and Tyson, 2010) .
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Capacity development-:A HRM team can be useful for developing a competition advantage
which may include capacity building so that it can provide a different set of material to its
clients. In terms of building an effective human resource,companies compete with each other.
This is not about hiring good people it is about development and growth of organisation. For
longer period.
Recruitment: The accomplishment of recruiters and service experts is calculated by the figure
of places they fill up and the time it acquires to fill up those places. They promote career
postings, source applicants, screen candidates, perform preliminary interrogations and organize
hiring labors with directors accountable for making the last selection of applicants (Gilbert, De
Winne and Sels, 2015).
Workforce planning and resourcing :- Major function of HRM is to allocate task and activities
to the individual staff members. Each staff member is given specific duty to accomplish so that
functional activities in the company could be successfully accomplished. With this action plans
and strategies are prepared so that all the employees should be allowed so that specific job roles
should be assigned to individual working in the company.
Task are allocated on the basis of skills and capabilities of people and with this it
supports for future business plans and financial objectives of Future Plc. It is ensured that
demand should met with the supply and it aids for performing the required functions
successfully. Forecast for the requirement of manpower inventory is made and on the basis of
that jobs are allocated to employees.
Safety: Workplace Security is a significant cause. In the ‘Occupational Safety and Health
Act’(1970), managers have a duty to offer a safe functioning atmosphere for workers. One of the
primary purposes of HRM is to sustain workplace security preparation and preserve federally
directive logs for office injury and casualty reporting (Paauwe, Guest and Wright, 2013).
Employee relationships: In a work milieu, the worker and labour associations purposes of HRM
may be united and held by one expert or be completely detach functions supervised by two HRM
professionals with specific skill in each region. Employee relationships are the HRM regulation
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concerned with the intensification of the employer-worker connection through computing job
fulfilment, employee meeting and determining workplace divergence (Innes and Wiesner, 2012).
Training and expansion: Employers should provide workers with the apparatus essential for
their achievement which, in numerous cases, means providing new workers extensive direction
guidance to assist them to change into a new managerial background. Many HRM sections also
offer leadership education and professional progress. Leadership direction may be requisite of
newly active and advanced managers and administrators on subjects such as work administration
and how to hold employee associations topics at the subdivision level (Thakore, 2013).
P2: Strengths and weaknesses of different approaches to recruitment:
Recruitment is a important activity for organisational human resource management and
designing process(Innes and Wiesner, 2012). This is the process of finding and encouraging the
potential job seekers to employ for the present job offerings..These are of 2 types-:Internal and
external recruitment.
In internal recruitment the employment opportunity is given from within the organization. This
type of recruitment provide the power to alter the position in the workplace. The external
recruitment is a process of finding job from outside of its personal employees to apply for
position.
Various recruitment processes have some strengths and weaknesses. Future plc makes use of
external and internal source of recruitment and advantages and disadvantages of these
approaches are as mentioned :-
Strengths of external approach that is being used by Future plc :-
 It aid for inviting large number of potential candidates for applying for the vacant job
positions of the firm.
 Individuals having skills for accomplishing the job duties associated with specific job
positions could be identified.
Weaknesses :-
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 It is time consuming and cost consuming process and it takes a longer time of the
management for organizing the recruitment process.
 Time and cost: External staffing processes naturally obtain more time to finish and
engage more expenditure. Internal employing often acquires place through emails and
work panel postings at the corporation (Ahmad Dalalah, 2014).
Strengths and weaknesses of internal recruitment process are as mentioned :-
Strengths :-
 It saves time of firm for inviting external candidates to apply for the vacant job position.
 It provides opportunity for internal candidates to get promoted at the higher job positions
in the company. They gets opportunity for getting promoted at the higher job positions in
the firm so that they can get chance to apply for high job position in the company.
Weaknesses :-
 It makes it essential for hiring internal candidates to be promoted for the high job
positions and due to that external candidates does not get chance to get selected to apply
for the vacant job position.
 Reduced selection expenses: Different approaches to staff selection and recruitment
process reduces the high costs of recruitment and selection (Bateman and Snell, 2013).
 Scalable selection capacity: One of the major strengths of recruitment is that different
methods can easily measure the capacity of the selection process.
 Consistent and knowable hiring process: It also helps the candidates to know where they
stand in the selection process. This way the reputation of the organisation stays intact and
the candidates also feel satisfied (Idrees and Ahmad Faize, 2014).
 Increased candidate quality: Different recruitment approaches evaluates the qualities and
experiences of the candidates thoroughly. This way it helps the organisation to select a
perfect candidate for their company.
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 Increased HR manager contentment: Satisfaction of HR manager is critical for a team.
Different approaches increase the comfort level of HR manager.
 Enhanced service brand: Different methods of recruitment and selection process enhance
the name and quality of the brand (Högberg, 2011).
Weaknesses:
 Inefficiencies: A major weakness of employment procedures is that some employers
waste time utilising search and employing devices that do not guide to better feature
applicants. Instead, they route to common strategies such as work fairs, operating tables
in open spaces, etc (Jackson, 2016).
 Narrow thoughts: Companies that exercise private employment confine potentially
superior applicants from outside the organisation. This might mollify the need from
current workers that endorsements are domestic. Also, prohibiting external contenders
bounds the whole faculty pool, which might avert the company from eventually getting
the finest human being to fit the work.
M1: HRM's role to fulfil organisational goals and objectives:
The Human Resource Management of Future PLC plays an important role to fulfil the goals and targets of
the organization. Functions of HRM provides talent and skills that are required for fulfilling the business
objectives of the firm successfully. Talented managers of human resource guide and assist the
organization to withstand in a competing business environment. HRM is making the management system
to generate more human expert to fulfill organizational goals. Planning is most important function of
any workplace as it will decline the future uncertainty and will work for economical changes
that would lead to benefit of the company(Noe,2013). In planning process there are certain steps
that need to be followed to achieve the desired target.
Staffing objectives: HR managers of Future PLC are worried about guaranteeing that the
company is appropriately staffed, and therefore capable of drawing in the human assets it
requires. This engages designing managerial structures and recognizing in what kind of
agreement different worker groups will employ.
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Recruitment and selection :- Major objective of HRM function is for selecting suitable and
talented candidates for filling the vacant job positions in the company. With this, it helps for
hiring talented and suitable candidates to apply for the vacant job position. It also support for
getting talented workforce for meeting the objectives of the company in effective and
successfully manner.
Training and selection :- Appropriate training is provided to the employees so that they can be
imparted with the skills and capabilities that are required by them for accomplishing the required
objectives of task that are being allocated to the employees. It supports for making positive
improvements in capabilities and skills of the staff members so that they give their best efforts
for fulfilling the required objectives of the organization in successful manner.
Reward and performance appraisal :- Future plc is a leading company and management gives
importance to appreciating hard work and and good work performed by the staff members.
Workforce planning :- HR department of Future Plc makes it ensure that specific task and job
roles should be allocated to every staff members. PLC should ensure that workers are well
aggravated and devoted so as to exploit their performance. By the exercise of different
motivational methods such as endorsement, augmented pay and profits HR directors can boost
the performance of an employee (Parry and Tyson, 2010).
M2: Strengths and weaknesses of different approaches to recruitment:
Recruitment is a important activity for organisational human resource management and
designing process. This is the process of finding and encouraging the potential job seekers to
employ for the present job offerings..These are of 2 types-:Internal and external recruitment.
In internal recruitment the employment opportunity is given from within the organization. This
type of recruitment provide the power to alter the position in the workplace. The external
recruitment is a process of finding job from outside of its personal employees to apply for
position.
Various recruitment processes have some strengths and weaknesses. Future plc makes use of
external and internal source of recruitment and advantages and disadvantages of these
approaches are as mentioned :-
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Strengths of external approach that is being used by Future plc :-
It aid for inviting large number of potential candidates for applying for the vacant job positions
of the firm.
Individuals having skills for accomplishing the job duties associated with specific job positions
could be identified.
Weaknesses :-
It is time consuming and cost consuming process and it takes a longer time of the management
for organizing the recruitment process.
Time and cost: External staffing processes naturally obtain more time to finish and engage more
expenditure. Internal employing often acquires place through emails and work panel postings at
the corporation (Ahmad Dalalah, 2014).
Strengths and weaknesses of internal recruitment process are as mentioned :-
Strengths :-
It saves time of firm for inviting external candidates to apply for the vacant job position.
It provides opportunity for internal candidates to get promoted at the higher job positions in the
company. They gets opportunity for getting promoted at the higher job positions in the firm so
that they can get chance to apply for high job position in the company.
Weaknesses :-
It makes it essential for hiring internal candidates to be promoted for the high job positions and
due to that external candidates does not get chance to get selected to apply for the vacant job
position.
Reduced selection expenses: Different approaches to staff selection and recruitment process
reduces the high costs of recruitment and selection (Bateman and Snell, 2013).
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