Comprehensive HRM Report: Absence, Appraisals, Recruitment & Selection

This report delves into critical aspects of Human Resource Management (HRM), offering a comprehensive analysis of employee absence, performance appraisals, and recruitment and selection processes. It begins by examining the reasons behind employee absenteeism, such as lack of flexibility, illness, stress, childcare responsibilities, and workplace issues like bullying and harassment, and proposes strategies to manage and reduce it, including flexible working hours, training, and ensuring safety and security. The report then evaluates the positive and negative impacts of employee appraisals, discussing their role in improving communication, identifying training needs, and encouraging better performance, while also acknowledging potential drawbacks like time consumption, conflict, and limited perspectives. Finally, it explores recruitment and selection policies and procedures, providing critical discussions on best practices. The report aims to provide a detailed overview of key HRM concepts and practices, making it a valuable resource for students studying human resource management.

Introduction to Human
Resource Management &
Learning and Talent
Development

Table of Contents
TASK1 ............................................................................................................................................3
1. Some organisation experiences higher level of absence.........................................................3
TASK2 ............................................................................................................................................6
2. Positive and negative aspect of appraisals and its impact on psychological contract. ...........6
TASK3.............................................................................................................................................8
3. Recruitment and selection policy or procedures with critical discussions..............................8
REFERENCES..............................................................................................................................12

TASK1
1. Some organisation experiences higher level of absence.
INTRODUCTION
Resource management is the process of making plans in advance, scheduling and
allocating resources which will maximises the efficiency. It involves planning so that the right
resources are assigned to the correct task (Bailey and. et. al., 2018). Thus includes planning so
that right resources are assigned to the correct task. This task will explain the reasons behind the
absence of employees in the organisations and the manner in which it can be controlled.
MAIN BODY
Absence of employees from the organisation is concerned with the higher level of labour
turnover or absenteeism in the company. When a higher level of absence of employees is seen in
the organisation than this can create a serious problem for the business. It has a significant
impact on productivity and cost money. When organisation starts experiencing the higher level
of employee absence than it is to be taken into account that it can affect the functioning,
operations, profitability and stability of businesses in the market.
Reasons for absence of labour or employees : There are various reasons for which the
organisations go through the stage of higher level of absence and they are discussed below :
Lack of flexibility : In present business scenario, every employee who works in the
organisation requires flexibility in their work. They will need a freedom to take their decisions
on their own and can adjust the work according to their requirements so that business goals can
be accomplished, but if there is a lack of flexibility than the employees may feel themselves in
pressure and burden which will lead to their absence in the company. For instance, during the
period of recession in UK, the Mark and Spencer were not able to adopt flexibility in their
operations (Bal and de Jong, 2017). They were not able to accept the changes which were
prevailing in the dynamic business environment which has turned the companies sale and
profitability downwards and due to this, employees were not motivated to work towards the
attainment of business objectives.
Illness or injury : During the time of illness or injury and serious health problems like
flu, infection, back problems, etc. to the employees will make them feel unhealthy and they
might not feel comfortable while working in the organisation due to the physical stress or

inability to work. For instance, when the swain flu was spread in all over the country in UK, then
most of absence of employees was faced by the Asda and other super markets because large
number gathering takes place in super markets which increases the chances of spreading the flu
among the employees.
Stress and burden : This can create numerous problems within the organisation. It is
due to the fact that employees who are under pressure due to work or personal reasons will have
poor morale to work for the attainment of business objectives and can also leave the
organisations without even serving notice period. For instance, in NHS, the senior doctors have
faced a huge problem during their work. Hundreds of employees has been experienced with the
chronic physical and mental stress which has led the employees to end their career(Senior NHS
doctors face huge burden of work related illness, 2019).
Child care and elderly people care : Many times, due to the personal reasons, specially
for women employees, they will have to miss work for taking care of their children at home and
treating the elderly people who may be suffering from some or the other diseases and requires
personal care. For instance, as Apple in UK requires that the work must be completed on time
and does not offer Work from home facilities to its employees which has led to the lesser number
of female employees within the company because they also have to manage home and children
(Banfield, Kay and Royles, 2018).
Bullying and Harassment : Every employees needs the safety and security at the work
place and if there are unethical practices occurs within the organisations premises like bullying
or harassment by colleagues or senior executive people of the management then employees may
feel bullied or harassed which will affect them internally and they might not want to come back.
For instance, NHS hundreds of employees and doctor were suspected to be a part of harassment
and bullying their colleagues. Furthermore, the data showed that the act of bullying and
harassment of people sexually has been raised from 420 to 585 as per the year 2017- 2018 data.
One of the doctor has also faced racism in the hospital (Bullying and sexual harassment
'endemic' in NHS hospitals, 2019).
For managing the higher level of absence of employees, it is proactively important to take
various steps so that neither employee loses their will power nor the organisational profits and
objectives gets affected. It is required to have effective monitoring of the different variants of
absence so that there will be outstanding balance between rendering a genuine assistance to the

employees when the reason of absence is valid. There can be various points through which it
can be managed and they are discussed below :
Creating flexible working hours : It is essentially important that organisation doe not
ask or force their employees to work over and above the legally stated working hours, thus offers
flexible working hours for the employees will be useful as they will be able to maintain the work
life balance (Chelladurai and Kerwin, 2018). For instance, the apple in UK can create flexible
working hours for its female employees so that they can handle the children and elderly people
as well as their work.
Providing training : The management of the organisation must regularly identify the
requirement of kind of training to their employees as this will help them in enhancing their
learning ability according to the new and innovative ways. These training can be in form of
coaching, guidance, presentation, etc. For instance, NHS can gain a lot of attention in the market
by adopting flexibility and rendering training programs to their senior employees who have
suffered a lot of physical and mental burden.
Safety and security : It is important that organisation is bound with legal laws and
legislations which will assure the safety and security to the employees against bullying and
harassments. This will not only assure the employees of safety but will create the ethical culture
which will motivate them to work (DeCenzo, Robbins and Verhulst, 2016). For this purpose, the
NHS where employees have faced bullying and harassment will adopt the legal law of Equality
Act 2010 which prevents every employee with unethical practises at the workplace and assure
them with safety and security.
The procedural document of the company must contain the various elements which will
minimise the labour turnover over rate and absenteeism in the organisation. It must contain
certain range of sick leaves, flexible working hours specially for the females who have small
children, proper and strict actions for unethical practices which can take place within the
organisation premises. Furthermore, they must assign the work to the people according to their
potential so that they does not feel burdened and can accomplish the work on time (Dickmann,
Brewster and Sparrow, 2016).
CONCLUSION

From the above task it has been concluded that employees are the asset of the
organisation and they must be treated with full care, respect and attention so that they remain
motivated and goals and objectives can be attained effectively and efficiently.
TASK2
2. Positive and negative aspect of appraisals and its impact on psychological contract.
INTRODUCTION
Appraisal is one of the most important function of human resource management in the
organisation (Kavanagh and Johnson, 2017). This gives the sign within the organisation
regarding the performance of the employees. This task will explain the positive and negative
aspect of appraisal and its impact on psychological contract.
MAIN BODY
Appraisal is concerned with the performance of an employees in the organisation. They
are treated as the judgements of the employees traits, attributes, characteristics and overall
performances within the organisation. The good or bad and worth and value of an employees is
identified and analysed on the basis of these different traits and attributes. Appraisals play a very
vital role in considering various administrative decisions like training, selection, transfer, salary,
promotion, etc. The main intention or motive of appraisal is concerned with transferring the
opportunity to the employees which will indicate the work and learning needs in order to
improve the performance of the employees within the organisation (Noe and. et. al., 2017). This
is achievable with the help of discussion with the employees regarding their feedback and
development on the job performances which can be constructive and motivational in nature.
Positive aspect of appraisals as every employee expects appraisals in an organisation for
the attainment of business goals and objectives. The positive aspects of appraisal are discussed
below :
Improvement in communication : When there is a lack of communication between
employer and employees then appraisal is a useful tool for enhancing and improving
communication between the different levels of management (Rees and Smith, 2017).
Communication is a very important aspect for the success of the organisation as this will provide
people with sharing their ideas, view, thoughts, etc. which help the management in deciding the
kind of appraisal for every employee.

Identifying the training needs : Training is one of the most important aspect which is
required to be provided within the organisation from time to time and this further helps in
improving people ability and learning power to work towards the accomplishment of business
goals and objectives (Reiche and. et. al., 2016). It is helpful in devising the strength and
weakness of the employees which will help the management in knowing the kind of training
which can improve the performance of the people within the organisation.
Encouraging good work and improvement : No individual is imperfectly perfect in
their working style and manner. Therefore, appraisal is of the important element which is useful
in outlining the areas which requires improvement. This helps the most effective employee to
improve their performances by providing them with additional training. The organisation renders
various instances and makes people clarify with their needs. Thereby, contributing in inspiring
fulfilment of good work and improvement in the performances of the employees.
Negative aspect of appraisal as there are various negative aspects also which are
discussed below:
Time consuming : The procedure of appraisal within the organisation is quiet time
consuming. This is because manager or the responsible person who is required to prepare the
written document regarding each of the employees, takes a lot of time and it also depends on the
number of employees for whom they have to write (Ruona, 2016). Thus, it can take hours for
writing the performance appraisals and hours for attending the meeting with different staff
members to review the performances.
Conflict : When the person or employee is appraised or are promoted to the senior
position compared to their sub ordinates or colleagues than this can create negative feeling
among the co workers. It can harm their interest and conflict can be formed between different
group of people whose sentiments are hurt. This can also spoil the good and friendly relation s of
the workers with that employee who is promoted to the higher level.
Limited perspective : The traditional performance appraisal will have a crucial impact
on the organisations appraisal system. If the managers oversees numerous reports and also
accountable for reporting to their senior level people than they will have a limited or restricted
amount of time for actually evaluating the performance of the employee. This is because, the
company or senior level people will not be able to observe the entire behaviour of the individual

regarding the manner in which the person or employee has over come the various problems and
the way adopted by them for accomplishing business goals and objectives.
The psychological contract of appraisal is the process concerned with representing the
attention to the subjective conception to the employment relationship. This has become a major
analytical instrument for the intention of encouraging and examining sustained employee
motivation and commitment. The performance appraisal and psychological contracts have a
similarities in them. They both are related to the social sharing and depends upon the norm of
reciprocity as the explanatory mechanism for their consequences on behaviour and attitude of
employees. Furthermore, they produces commitment and accomplishes and needs and
requirements of the employees leading to the satisfaction of people (Smith, 2016). Apart from
this, it was discovered that by making review of the performances of the managements, the deep
involvement related to the accuracy and fair-mindedness of the performance management
process has created agnosticism and has led to the negative impact on the psychological contract.
In previous days, the contracts was aimed to establish predetermined and imposed relationships,
loyalty is concerned with the performance of the employees, employees who work according to
the terms and conditions of the employment will exist in the organisation till the time of their
retirement. But the nature of this contract id dynamic and in present business scenario it has a
significant impact impact on appraisal of the employees. It is now related to developing mutual
relationship and negotiations, a person has to deal with multiple role including various external
roles of the business, loyalty is now related to the quality and outcomes.
CONCLUSION
From the above task it has been concluded that appraisal is one of the vital function of
human resource management because it helps in evaluating the strength and weaknesses of the
individual and determining their level of performance within the organisation.
TASK3
3. Recruitment and selection policy or procedures with critical discussions.
INTRODUCTION
The process of recruitment and selection are the most important aspect of human resource
function which plays a greater role in running a new and already established businesses. This is

useful in taking up right employees for the businesses and filling the vacant job position. This
task will explain the recruitment and selection policy with critical discussion.
Recruitment is the process of searching for perspective employees and stimulating them
to apply for the vacant job position in an organisation. When more and more persons will apply
for the particular job than their will be more scope for recruiting better individuals. It discovers
the sources of manpower to attain the requirements of the staffing schedule. The need for
recruitment in an organisation is for three reasons. The first one is treated as a planned need
because of the changes in the dynamic business environment where the need for new person is
arise due to the fluctuations and changes in the outside world. The another one is anticipated
needs which is concerned with the study of predictions by learning internal and external business
environment. The last one is the unexpected need for recruitment when the person leaves the
organisation, due to death, retirement, illness, etc. In recent years, the function of recruitment of
human resource management has gained a greater importance for the organisation. To maximise
the importance of human resources, it is now instant for every organisation to retain the
workforce and at the same time select the best and most suitable candidate for the job. There are
various approaches of recruitment process which will followed by Amazon depending upon the
needs and requirements and they are discussed below :
External approach : These approaches of the recruitment are concerned with the process
of recruiting people from outside the organisation. This is one of the most advantageous
approach as external applicants provides unique and extra ordinary backgrounds which offers
various new methods and ideas to the clients. The worker might know the more efficient and
effective way of completing the task (Sparrow and Makram, 2015). This further helps in
maximising the quantity of potential hires which will help the company in getting various
alternatives. Some of the major external approaches of recruitments are job boards, social media,
websites, campus placements, etc.
Internal approaches : These approaches are concerned with recruiting the individual
from within the internal environment of the organisation. With this approach, a job is offered to
someone who is already employed in the organisation. If the person is recruited internally, than
they will already know the manner in which the organisation operates and will have experience
about the culture of the company. This gives the opportunities to the present employees within an
organisation which will motivate them to work harder towards the attainment of business goals

and objectives. Some of the internal recruitment approaches are promotions, transfers, internal
advertisements, etc.
Advantages Disadvantages
Online job methods of external recruitment are
cost effective in nature, has a global reach and
handles high volume of applications in a
consistent way by recording responses easily.
Recruiting internally is less expensive and less
time consuming in nature. It helps in
establishing the individual at next higher level
and furthermore, minimises the cost of training
and guidance as the person is known to the
business environment.
When a recruitment takes place internally then
it can create internal conflicts among the
employees. This is because when people work
at same level and only one of few of them
selected for next higher level then the
remaining employees are shunned when they
feel that their application has not been taken
seriously.
The external recruitment is very expensive and
time consuming. It requires huge amount of
money for placing advertisements for job
vacancies.
Selection is concerned with selecting the most suitable candidate for the vacant position
in the organisation. Amazon is required to follow and adopt the proper procedure of selection
procedure as huge amount of huge amount of funds are invested in selecting the right candidate
for the job (Wilton, 2016). In TESCO, selection method is comprised of two main stages namely,
short-listing and assessment. The employer or HR executive of the TESCO is responsible for
assuring that the company is treating the candidate fairly, without discrimination or being biased,
it is done by evaluating the potentiality of the candidate for performing the job.
Advantages Disadvantages
Pre employment testing which takes place in
the process of selection by TESCO helps in
assessing the skill and capabilities of the
candidate more appropriately and is more
reliable in nature.
It is hard to know that the evidences and
replies provided by the candidate is authentic
and real as they might be lying or may not be
honest.
CONCLUSION

From the above task, it has been concluded that recruitment and selection are two most
important aspects of the organisations which are required to be followed with full care. It plays a
very greater role and is one of the most essential function of human resource management to
employ a person in an organisation.

REFERENCES
Books and Journals
Bailey and. et. al., 2018. Strategic human resource management. Oxford University Press.
Bal, P.M. and de Jong, S.B., 2017. From human resource management to human dignity
development: A dignity perspective on HRM and the role of workplace democracy. In
Dignity and the Organization (pp. 173-195). Palgrave Macmillan, London.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Dickmann, M., Brewster, C. and Sparrow, P. eds., 2016. International human resource
management: contemporary HR issues in Europe. Routledge.
Kavanagh, M.J. and Johnson, R.D. Eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Noe and. et. al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Reiche and. et. al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Ruona, W.E., 2016. Evolving human resource development. Advances in Developing Human
Resources.18(4). pp.551-565.
Smith, A., 2016. Experiential learning. Edward Elgar Publishing Limited.
Sparrow, P.R. and Makram, H., 2015. What is the value of talent management? Building value-
driven processes within a talent management architecture. Human resource management
review.25(3). pp.249-263.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
Bullying and sexual harassment 'endemic' in NHS hospitals. 2019. [Online]. Available
Through : <https://www.theguardian.com/society/2019/feb/24/bullying-sexual-harassment-nhs-
hospitals>.
Senior NHS doctors face huge burden of work related illness.2019. [Online]. Available
Through : <https://www.bmj.com/content/357/bmj.j2603.full>.