HRM: Purpose, Functions, Strengths, Weaknesses, and Advantages

This report provides a detailed overview of Human Resource Management (HRM) within an organizational context. It begins by outlining the purpose and functions of HRM, differentiating between operative and managerial roles. The report then analyzes the strengths and weaknesses of the recruitment and selection process, emphasizing its impact on organizational goals. It explores the advantages of HRM practices for both employees and employers, highlighting performance appraisal, training, and conflict resolution. Furthermore, the report discusses the effectiveness of HRM practices in fostering organizational success and the importance of employee relations in decision-making. It also examines key elements of employment legislation and their influence on HRM decisions. The report concludes by summarizing HRM practices in a business environment, emphasizing their role in achieving organizational objectives. The report highlights the importance of skilled employees in the success and growth of any organization.

Human resources
management

Table of Contents
INTRODUCTION...........................................................................................................................1
Purpose and functions of human resource management:.............................................................1
Operative functions:.....................................................................................................................1
Managerial functions:..................................................................................................................2
Strength and weakness of the process of the selection and recruitment:.....................................3
Advantages towards the employee and employer from the practices of HRM:..........................3
Effectiveness of practices of human resource:.............................................................................4
Importance of employee relations in respect to HRM decision-making:....................................5
Key element of employment legislation and impact upon the HRM decision-making:..............5
HRM practices in the working environment of the company:.....................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
management of human resource refers to those functions of the management within the
organization including development and hiring of candidates for increase in productivity and
organizational growth in the future. It involves the proper management of people so that they
could work to for the better productivity of the company. Recruitment, selection, promotion,
motivation, development and proper training to the employees are function of the human
resource management. Focus of management of human resource is to achieve company objective
and future goalsby effective and efficient employees. Success and growth of the business is fully
depended on the proper utilization of human resources. A company cannot achieve its goals and
run successfully without skilled and intelligent employees.
Purpose and functions of human resource management:
Manage, direct control the activities of human resources is the focus of the company in
such a manner that they could achieve the organizational goals and increase the productivity of
the Scottish Power. People play the important role in the achievement of the company objectives
because without proper human resource Scottish Power cannot work efficiently and smoothly
(Noe and et.al 2017). It involves identifying skilled and talented people in the accurate place in
the company through job description and specification of physical and academic qualification of
the person. Selection of right person and then giving proper training to the selected person for
performing their job as mentioned in the job description. In the human resource management
managerial functions and operative functions are the two important functions which are
explained below.
Operative functions:
RECRUITMENT AND SELECTION: as per the need and requirement of skilled and
intelligent candidate in the company this process is organized to recruit and select the best
employees in accordance with the workforce planning to achieve the future goals. In the Scottish
power recruitment is done by two level i.e. graduate trainee and apprentice level that helps to
provide the new employees with different creative skills and talent. In this recruitment and
selection process of Scottish power it will give the talented employees who work to achieve the
future objective.
TRAINING AND DEVELOPMENT: this function trained and develop the employees to
improve their skills and knowledge for the effective working in the company. Trained employees
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leads to increase in productivity of the Scottish power. Training gives the better ideas to the
employees in the organization to focus on the business objectives.
MOTIVATION: motivation given to the employees is necessary to achieve the future goals and
objectives of the organisation. In the human resource management manger makes the various
rewards for motivating the employees of the company to increase the business objectives.
PERSONAL RECORDS: in every company the human resource manager maintain the records
of the proper training, development, promotion, and transfer programmes. This function provides
the information of each and every employee which helps in planning the other policies (Prayag
and Hosany, 2015). Personal records shows the performance level of the employees and helps to
increase the objectives of the company.
Managerial functions:
PLANNING: in this function a human resources manger plan how much and types of employees
needed in the company for achieving the goals of the Scottish power. If the manger wants the
things done by the employees planning must be needed for effective and efficient working of the
Scottish power. Human resource plaining and workforce plaining both are similar because both
focuses on the needs that help in success and growth of the company (Nankervis And et.al
2016). By proper planning of selection and recruitment process company get the skilled and
intelligent candidate for the accurate place in the company person so that the skilled person
works to achieve the success of the company.
ORGANISING: the human resources manager set the objective and develop the structure of
organization to identify the current and future wants of the company. Controlling, delegation of
authority, works are allotted as per the skills and activities of selected candidates that they could
achieve the business objective effectively for long term in the future.
DIRECTING: under the directing function the human resource manager gives direction to their
employees that they could work to achieve the future goals an efficient working like in the
workforce plaining (Hecklau and et.al, 2016). It includes guides, motivation given to the
employees for improving their skills in work and accomplish the future goals of the Scottish
power.
CONTROLLING: in this function the human resource manager controls the activities of the
employees according to the workforce planning with the objectives of achieving the future goals
of the Scottish power company.
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Strength and weakness of the process of the selection and recruitment:
Process of Recruitment and selection in the management of human resource for getting
perfect candidates with appropriate skills at the perfect time in the company which helps to
increase the profits of the company. There are various weakness and strength of the selection and
recruitment that could affect the environment positively ad negatively affect the profits and
objectives of the company.
STRENGTH: process of selection and recruitment in human resource management have various
advantages to the Scottish power. It provides the good planing of timing, quality and quantity of
hiring the employees in the company. The recruitment process involves the complete information
of job that the company could get the skilled and talented people as per the needs and wants of
the company (Stone and Deadrick, 2015). Greater support of management to the recruitment
function because they get the qualifies and talented employees for the fulfilment of job vacancy.
Technology is also helps to perform the function of selection and recruitment in the Scottish
power. A person have to face lots of tests in selection process that could give the required people
for the role of in the company
WEAKNESS: under the process of selection and recruitment of human resource management
company faces lots of problems because it is not always gives effective result to the company.
Methods like posting on company's social sites, advertisement on television or by phone calls
company will not always get the right person to see the post and apply for vacant role. it will
waste the organisation time and sometimes company hired less qualified person. Internal
recruitment also creates problems sometimes because company fill the job role by the existing
employees, and they will not get fresh and new ideas from someone else. Sometimes selection
and recruitment process is complicated for the candidates and the company cannot get the right
person due to less information (Taylor, Doherty and McGraw, 2015).
Advantages towards the employee and employer from the practices of HRM:
Human resource practices is the way to improve and develop the effectiveness and
performance of the workers to accomplish the company's objectives and to fulfil the goals.
Human resources management performs this human resource practices for the better and faster
success and growth of the company.
PERFORMANCE APPRAISAL: for checking the employees performance in the working
environment the manager of the human resource performs several functions like performance
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appraisal. The information through performance appraisals is important for the development of
the employee performance by improving their skill and knowledge (Morschett, Schramm-Klein
and Zentes, 2015). For example, it will improve and develop the employees performance and on
the other hand employer also improves the techniques of the monitoring and measuring the
employees' performance .
DEVELOPMENT AND TRAINING: in the human resource practices effective development
and training is necessary for the objectives of the company. For example employees get the
proper training it improves their skills and develops their ability of working in the company and
an employer get the benefits of increase in profits by getting effective and efficient company
objectives from training and development process.
CONFLICTS RESOLUTION: these management practices resolve the conflicts between the
employees of the company and focuses on to maintain good relation in the company. For
example conflicts are resolve by the practices of the human resource company get the good team
work my maintaining the good relation between them (Gutierrez-Gutierrez, Barrales-Molina and
Kaynak, 2018). Advantage to the employer from these practices getting good working
environment in the company and gets the business objectives by the team work.
Effectiveness of practices of human resource:
management of human resource involves development, training, motivation, promotion,
directing, controlling the human resources of the organization so that they could increase the
profits and productivity of the company. These practises have various advantages to the success
and growth of organisation . practises in the management of human resource improves the
knowledge and skills of the employees that they will increase the profits of the company and
expand the business to the higher level. Scottish power provide the safe and secure working
conditions to the employees of the company through these human resource practices. Profits of
the Scottish is increased by maintaining good relations between the employees. This hire the
right people at the right time with right skills at the right place to acquire the objective of the
company effectively. Human resource management also helps to share the information easily in
the company through this it reduces the miscommunication I the working condition of the
Scottish power. Human resources management is the key to the success and growth of the any
company (Sparrow, 2016). It also finds the issues and resolve them within the organization it
will help in increase in team work and productivity of the Scottish power.
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Importance of employee relations in respect to HRM decision-making:
The key to success and growth of any organisation is the skilled and talented employees
that help top achieve the goals. Involvement of the employees in the process of decision-making
helps in the success and growth of the company and also saves the time and money of the
company. Employees contributed in the increase in productivity and reducing the expense by
giving better ideas of decision-making. Engagement of employees in the process of the decision-
making increase the morale of the company. Active participation of the employees reduces the
separation between the workers and managers and the good communication between them.
Involvement of the employees in the decision-making process gives them opportunity to show
their ideas, opinion and sharing their knowledge and skills with others. This will encourage the
employees to a good teamwork in the Scottish power. Participation of the employees increase the
motivation power so that they could achieve the goals of the Scottish power. It is also better way
of gathering the information of employees as how their working in the team environment will
affect the company productivity (Gutierrez-Gutierrez, Barrales-Molina and Kaynak, 2018). By
the participation of the employees in the process of decision-making helps to measure them how
to give training and from where this will result in effectiveness and increase in good performance
and teamwork of the Scottish power. This participation increases the satisfaction of employees
towards the job and brings positive attitude both for the company and their position. Scottish
power engage their employees in the decision-making to increase the productivity and expanded
their business with the ideas and knowledge of employees as well.
Key element of employment legislation and impact upon the HRM decision-making:
In the employment legislation of UK workers get the benefits from the various
employment rights through the different acts, regulations and laws. Employees get the right of a
minimum wage under the national minimum wage act 1998. This act provides the right to the
workers that they will get the wages not less from the law over the age of 25 years and above.
The workers have to participate in the decisions of the company to get the fair wages as
compared to the minimum. The working time regulation act 1998 also introduces in respect to
give the right to the workers that they have the 28 days paid holidays, breaks in the working
environment. Their also have the right to treat all the employees equally and there is no unfair
treatment according to the gender, sex, age, beliefs and race under the equality act 2010. the
focus of the UK labour law is to give the minimum rights to the workers in their work place raise
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their voice against the inequality in any company. It also maintains the mutual relations of trust
and confidence in the worker for their work. In every company of the UK employer have to
provide safety and precautions in the jobs to the employees and workers. For the protection of
the employees life and health safety of employees is important for the good functioning of the
company under the national health service act 2006. The workers have the right of time of
working under the working time regulations act in which a person is working in night will work
for 8 hours. Every worker get the 11 hours of rest in the 24 hours of the day and have at least 20
minutes of break in every period of 6 hours (Collings, Wood and Szamosi, 2018). The provision
of laws of working time states that the right to a maximum working week in any company of the
UK.
HRM practices in the working environment of the company:
Practices of the human resource management is the training and development, selection
and recruitment, performance appraisals, carrier management these are used in the proper
working of the business operations to achieves the success and growth. In the selection and
recruitment process skilled and talented employees are selected for accomplishment of the
company's goals. For example Scottish power have the vacancy of qualified and skilled
employees to increase the productivity, so they follow the process of selection and recruitment in
the management of human resource. The process of development and training will trained and
develop the employee morale that could work in to achieve the profits of the company at their
best. For example Scottish power have need to trained their employees because the company
introduces the new technology for the success, growth and increase in productivity of the
company. Carrier management is another practice of the human resources management
performed to give the carrier benefits to the employees working in the company. For example an
organization wanted s increase the satisfaction of the human resource so that they use the carrier
management functions it will increase the satisfaction of job towards the employees, and they
will work to achieve the future profits of the company (Weerakoon, 2016). Every company
wanted to expand their business globally and it is possible only by proper and efficient and
effective human resource of the company.
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CONCLUSION
The above study of management of human resource states that it is the process of
selection, training, recruitment, directing, controlling the human resource for maximum profits
and achieving the goals and objectives of the organization. Human resource management
functions helps organization to run their business successfully. The company success and growth
depends on their employees. The effective and proper employees working leads the organization
to fulfil their business objectives
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REFERENCES
Books and Journals:
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production
Management. 38(1). pp.43-66.
Hecklau, F and et.al, 2016. Holistic approach for human resource management in Industry
4.0. Procedia Cirp. 54. pp.1-6.
Hecklau, F and et.al, 2016. Holistic approach for human resource management in Industry
4.0. Procedia Cirp. 54. pp.1-6.
Morschett, D., Schramm-Klein, H. and Zentes, J., 2015.Strategic international management (pp.
978-3658078836). Springer.
Nankervis, A.R. And et.al 2016.Human resource management: strategy and practice. Cengage
AU.
Noe, R.A and et.al 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Prayag, G. and Hosany, S., 2015. Human resource development in the hotel industry of
Mauritius: myth or reality?. Current Issues in Tourism. 18(3). pp.249-266.
Sparrow, P., 2016. Strategic HRM, innovation and HR delivery for human resource management,
innovation and performance. In Human resource management, innovation and
performance (pp. 15-31). Palgrave Macmillan, London.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Weerakoon, R.K., 2016. Human resource management in sports: A critical review of its
importance and pertaining issues. Physical Culture and Sport. Studies and
Research.69(1). pp.15-21.
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