Human Resource Management: HRM Practices and Analysis Report

This report provides a detailed analysis of Human Resource Management (HRM) practices, using Toyota as a case study. It begins with an introduction to HRM, outlining its purpose and functions, particularly in workforce planning and resourcing. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, followed by an examination of the benefits of different HRM practices for both employers and employees, including training and development, recruitment and selection, work-life balance, and fair evaluation systems. The report also assesses the effectiveness of HRM practices in raising organizational profit and productivity. Furthermore, it explores the importance of employee relations in influencing HRM decision-making and the impact of employment legislation. The report concludes by applying HRM practices in a work-related context, using specific examples to illustrate key concepts and strategies.

Human Resource
Management

Table of Contents
Human Resource Management.......................................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection.............2
TASK 2............................................................................................................................................4
P3. Benefits of different HRM practices within an organization for both the employer and
employee ................................................................................................................................4
P4. Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.............................................................................................................................6
TASK 3............................................................................................................................................7
P5. Analyse the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................7
P6. Key elements of employment legislation and there impact on HRM decision making...8
TASK 4............................................................................................................................................9
P7. Application of HRM practices in a work-related context, using specific examples........9
REFRENCES.................................................................................................................................12

INTRODUCTION
Human resource management is a practice that includes in vetting, recruiting, selecting,
hiring, training, paying and firing employees and independent contractors. It is a department of
activities within the business which is responsible for governing workers and maintaining
relationship between management and employees. For better identification of this topic Toyota
has been chosen as an organisation which is Japanese multinational manufacturer of automotive,
it deals in auto-mobile, luxury vehicle, engines as well as commercial vehicle. In this present
report lot of topics will be covered such as purpose and functions of HRM and application of
work force planning. furthermore, communication will be made on strength and weakness of
various approaches of recruitment and selection. Along with this, report carries benefit of several
HRM practices for both employer as well as employee and assessment on effectiveness of
different HRM practices. At last, importance of employee relation to influence HRM decision
making, elements of employment legislation and application of HRM practices will be discussed
(Cascio, 2015).
Activity 1
Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing
an organisation
Human resources management is a necessary part of an organisation. It includes in
different functions which is performed by HR department such as planning, recruitment,
selection, placement, training as well as development to maintain the performance and achieve
the goals and objectives of an organisation. Therefore, several functions of HRM are given
below:
Functions of HRM-
Planning: It refers to the settings of preset objectives of an organisation in early. The
manager of Toyota makes important plan related to the workforce and resource planning like
development and training programme for its existing or fresh employees as well as anticipating
the needs and requirement of hiring specific number of candidate. Here, Toyota makes different
plan and strategies to achieve the goal and objectives of an organisation by select best process.
Managing employee's relation: Employees relationship is a very wide concept and it is
most important function of HRM which helps to foster good employee relations. In this function,
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Toyota mainly focuses on ratio of total system instead of an individual efficiency. Managers
build long term relationship with employees by the positive reinforcement such as reward,
compensation, promotion, recognition and appreciation. Apart from this, Toyota offers
appropriate working environment to cut down the turnover.
Training and development: It is a important HR practice for workforce and resource
planning. It is attempt to improve the current or future performance of employees by increasing
the ability of employees through educating and knowledge in particular subjects. As Toyota run
in global market and they follow new technologies as well as various strategies. Furthermore,
Toyota not only belief in making cars but also people. Therefore, Toyota provide several formal
training programme like workshop and so on. This practice helps in increasing the knowledge
and skill of staff members as well as their personality. So that, this function leads to growth of
employee through ensuring the overall development of employees (Buller and McEvoy, 2012).
Purpose of HRM practices within the organisation-
 Human resource department operates whole recruitment as well as selection functions to
achieve suitable workforce. According to this, Toyota workforce planning or selection
process is done in a effective manner on the basis of job statement to achieve the
targeted goals and objectives of an organisation.
 The manager of human resource within the Toyota, conduct training and development
programmes to update the knowledge and skill of its personnel.
 At last, employer or employee relationship is maintained by the motivation so that
employee will consider them as an necessary part of an organisation and helps in
achieving targeted goals.
Strengths and weaknesses of different approaches to recruitment and selection
Recruitment: It is a positive process of finding and hiring the best educated candidates
for job vacancy within the organization. The process of recruitment involves in planning,
searching, screening and hiring the new employee to the organization.
Approaches of Recruitment-
There are two types of recruitment approaches like internal and external source, these are
given below:
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Internal source of recruitment: In this vacant place are filled through the existing
employees by transfer, promotion, employee referral and so on. Toyota, mainly depends upon
the promotion and transfer approach to fill up higher level of vacant place.
Promotion approach: It is a type of positive reinforcement where knowledgeable
candidates shift from lower job position to higher job positions. This approach changes the role,
position, status and salary package of candidates.
Transfer approach: It refer to the changes in working environment of employees
through the shifting them from one department to another or particular job location to other
location. Therefore, the job responsibility and status of an employees remain same.
Strength of internal recruitment-
 It is the cost effective method as comparison to external recruitment.
 It saves the organisation time as there is no need to offer induction and run training
programmes.
 It increases the job securities among the employees (Brewster, Gooderham and
Mayrhofer, 2016).
Weakness of internal recruitment-
 It has short scope as every vacancy can't be filled up by internal source.
 It may lead to conflict among the employee and employer.
External source of recruitment: In this external sources of recruitment, it attracts
employees in a large scale. According to this, Toyota run its business overseas hires large
quantity of workforce for its different outlets by external source. Therefore, several approaches
of external recruitment such as employment exchange, telecasting, employees referrals,
advertisement, field trips, labour contractors etc. some of the method are used by Toyota are as
given below:
Direct recruitment approach: According to this type of recruitment notice is placed at
the notice board and it is basically for an experienced candidate in the form of technical or
skilled worker.
Campus recruitment approach: Toyota mostly visit technical, professional or various
management institute to hire most desirable candidates.
Strength of External Sources of Recruitment-
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 This approach carry new opportunities and stimulate them to achieve objectives in a
effective manner.
 It reduce the chances of partiality.
Weakness of external sources of recruitment-
 It is a time consuming approach but little bit expensive process.
 In this approach, external applicants demand for high salary and remuneration.
Selection: It is a negative process or activity that involve in picking up best suitable
people among the large pool of applicant. In this, Toyota uses bit difficult evaluation round for
the various position such as shortlist on the basis of resume and online screening. Apart from this
by face to face interview round and different test like psychometric test, aptitude test, group
discussion, personality test and so on for select the right candidate for right place in a effective
manner (Bratton and Gold, 2017).
Strength of selection approaches-
 Under this selection process evaluation of actual performance job is easy.
 According to this it is not so much easy to avoid selection process through both selector
and employees.
 It is inexpensive and much costs effective for large number of employees.
Weakness of selection approaches-
 It is time consuming approach but some times it crates some problems or conflicts with in
the organisation.
Activity 2
Benefits of different HRM practices within an organization for both the employer and employee
HRM practices are those which helps people to manage and work effectively in order to
increase their performance level. It is one of the most important practice for an organisation in
present world. It is very helpful for an organisation in improving relationships between
employees or employer. There are several HRM practices which is used by managers of Toyota,
that are given below:
Training and Development: It is an essential tool which helps in order to improve
knowledge and skills by instructions or guidelines along with this practices, where as growth is
viewed as a supporting process or activity where employer gives training to its employees in the
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increasing of their knowledge-based skills for performing tasks in a effective way. Benefits are
given below:
Employer
As per the Training and Development benefits, employers of Toyota develop better ways by
formulating various strategies, programmes and implement them in a effective manner to
achieve positive results efficiently.
Employee
Training and development benefits, employees of Toyota in different ways as it helps in rising
capabilities, competencies and cope up with tough situations as well as increasing their
knowledge to improve efficiency in a effective manner.
Recruitment and Selection: It is a process of attracting, searching and stimulating the
prospective applicant to apply for the job position. Selection is a very well known term term
which is used to place the appropriate candidate at the right place at right time in a effective way.
Benefits are given below:
Employer Employee
Effective recruitment and selection of Toyota
employers benefits an organization is to
achieve its aim and managing or create good
workplace culture in a effective manner (Noe
and et.al. 2017).
Effective recruitment and selection of Toyota
employees benefits in performing their job task
or duties and responsibilities, engagement and
retention of employees to achieve the desired
gaols and objectives.
Work life balance: It is the healthy environment offers to the employees in an
organization to manage work effectively with the personal life which helps in minimising stress
and common health problems in order to encourage an individual or employee to perform for
long period of time. Benefits are are given below:
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Employer Employee
Employers of Toyota are much successful in
crating a healthy environment within the
workplace, which helps in maximising
employees productivity and minimising
conflicts or issues within the environment.
In Toyota healthy work life balance encourages
an employees to work with loyalty,
commitment and focuses on without stress to
manage their work on time in performing
several aspects of an organisation.
Fair evaluation system: In this evaluation of performance should be well fair enough to
evaluate the performance of employees in an organization. This practice of HRM helps in
analysing the performance of candidates and encourage them towards high results. Benefits are
are given below:
Employer Employee
This system helps the Toyota employers to
successfully evaluate the performance of
employees and executing various programs and
plans to improve them by good training and
development.
This system is benefits for the employees of
Toyota to specify their duties, roles and their
performance also offers them with effective
feedbacks in which areas improvements are
needed.
Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
An effectiveness of various HRM practices includes in several factors which helps in
increasing organisational profits and productivity in Toyota, which are given below:
Raising organizational profits: In the chosen organisation Toyota, recruitment and
selection process helps in the selection of right candidates who has ability to perform their work
in a effective way which results in raising selected organisational profits. Fair evaluation system
provides a detailed information in order to check employees performance like what extent and
what type of performance they have (Renwick, Redman and Maguire, 2013). On the other side,
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training and development helps in formulating several programmes for its employees to increase
their knowledge and skills in relation to performing task effectively to get the good profits. In
relation with work life balance it is also provide the healthy work life to their employees and
motivating towards the work in an organisation. All benefits of HRM practices the selected
organisation to raise its profit.
Raising organizational productivity: In the selected organisation Toyota, selection and
recruitment helps in involvement of employees and encourages them towards achieving output
effectively. Wherein fair evaluating system analyse the performance while pointing out the
demand in which improvements are needed. Training and development are related with
improvements in the requirement along with increasing of training programmes and plans as per
the business concern. Work life balance aims to execute flexible working hours and reduce the
employees stress from the organisation. At last healthy working environment increase the
employees productivity through the safe environment. Therefore, all HRM practices helps
Toyota in raising its organizational productivity effectively.
Application of HRM practices in a work-related context, using specific examples
Approach of HRM is used by organization to manage performance efficiency by adopting
flexible styles of management. HR practices are adopted to increase productivity and accomplish
organizations goals and objectives.
Toyota: Toyota is Japanese multinational automotive manufacturer in Aichi, Japan. It is
leading automotive brand operating in more than 150 countries globally. The company has
generated trust among customers because of its quality of products and services. At the time of
growth phase Toyota faced lots of challenges like failure of acceleration system, increasing
demand for fuel efficient cars, changes in preferences, dissonance of customers due to delay in
delivery. To maintain healthy relations manager adopts certain HR practices which are as
follows:-
Positive reinforcement: It refers to process of encouraging individuals or group of
individuals by offering rewards and incentives so, that behaviour will occur again in future.
Manager of Toyota motivates employees through various rewards and incentives to fulfils order
timely and adopts changes by promoting flexibility. The rewards are given on the basis
performance and targets achieved by employees. Therefore, this method encourages employees
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to help increasing productivity and attainment of goals of overall organisation (Armstrong and
Taylor, 2014).
Selection of experienced person: Companies select expert engineers or workers having
best knowledge and expertise because of change in market demands and innovation required in
products and services offered. Experienced persons helps in minimizing wastage and work will
be done efficiently and effectively. Experts employed in Toyota helps to overcome challenges
and producing best quality products and services according to customer demands and satisfying
customer.
Job description: It is a general written statement showing details of specific job. It
includes job duties, scope, title, designation, responsibilities, and working conditions. This is
composed of job specification and job responsibilities.
Company Toyota
Department Technical
Job profile Automotive Engineer
Job location London, United Kingdom
Job summary Applicant is required having good expertise in development of
product, effective designing, conducting test and manufacturing
of new product. Candidate should have proper knowledge of
mechanical engineering and designing which help in reducing
need for re-engineering.
Roles & Responsibilities  Adequate and complete knowledge of technical and
designing work.
 Knowledge of modelling and simulation software's for
executing designing process.
 Conducting research, making changes by adopting
innovative technology and efficient in giving
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presentations to superiors.
 Report writing and making improvements on basis of
customer feedback.
Personal specification: Personal specification is detailed description which outlines
experience, expertise, qualification, job skills which an individual should possess to perform a
specific job duties in company
Name: John Mathew
Address: Gloucester avenue, near qualtier Hill, United Kingdom
Contact number: 22441023120
Job Experience: Toyota is looking for candidate that have more than five years of job
experience in respective field. Applicant must uses new technology to product innovative
product and gain advantage over its competitors.
Specialization:
 Specialization in design, control, robotics as well as neutral engineering
 Fluent in Microsoft office package especially in excel and power point presentation
 Understanding of visual art and 3D designs
 Experience in designing various content as well as design disciplines
Skills:
 Creative designer
 Effective technical as well as problem solving skills
 Excellent communication, negotiation and presentation skill
 Ability to work in team
Qualification:
 Certificate of Adobe Photoshop and digital designing
 Degree in respective subjects like engineering design, manufacturing engineer and so on
 Diploma in web design
 Five years of work experience in respective field.
Declaration: Hereby, I ensure that all details provided by me is valid.
Date: 01/02/2019
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