Human Resource Management Report: Functions, Practices, and Benefits

This report delves into the core functions and practices of Human Resource Management (HRM), analyzing topics such as recruitment and selection approaches, employee relations, and the benefits of various HR practices. The report explores the strengths and weaknesses of internal versus external recruitment methods, highlighting the importance of employee well-being and motivation. It also assesses how HRM impacts organizational goals and employee satisfaction, referencing a case study on Canary Wharf. The report further examines the significance of employee relations in decision-making and the impact of employment legislation. Overall, the report provides a comprehensive overview of HRM principles, their practical applications, and the importance of strategic human resource management in achieving organizational success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
P1) Functions and purpose of human resources management....................................................3
P2 Strength and weaknesses of different recruitment and selection approaches........................5
TASK2.............................................................................................................................................6
P3 Benefits of various human resources practices......................................................................6
P4 Evaluating the effectiveness of the human resource practices...............................................8
TASK3.............................................................................................................................................9
P5 Importance of the employee relation influencing the HRM decision making.......................9
P6 Elements of employment legislation and its impact on decision making............................10
TASK4...........................................................................................................................................11
P7 Applications of the HR practices.........................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resources management is a process through which the organisation implement all
the functions of the management in the human resources of the firm. The manpower is very
important part of the organisation, they have to be managed very well hence it is very necessary
for the organisation to manage the employees of the organisation (Armstrong and Taylor, 2014).
The training and the proper allocation of the work to be done by the firm so that the employees
can be able to utilise their skills and knowledge at the area where they are having expertise.
Canary Wharf firm is situation in London, it is one of the two financial centres of UK. It
also contain tallest buildings of Europe's. The human resources management of the of the
company is to be done for the better operations and the services of it. The major responsibilities
that lies upon the human resources managers are to plan and design the recruitment and staffing
process, compensation and all the benefits are planned.
TASK1
P1) Functions and purpose of human resources management.
Human resources management is the process used for the managing of the manpower
working in the organisation. The market is full of competitions and it has to be fought and to be
sustain in it by the firms. Hence to carry out all the activities of the organisation the most of the
contribution are made by the employees, so it is the major aspect of the business that has to be
very well managed. If the management of the employees or the human resources of the firm are
not done properly then the operations and the activities can not be able to perform in an effective
manner (Arrowsmith and Parker, 2013). Therefore Canary Wharf firm has to very effectively
carry out the management process of the human resources of it.
Functions and role of human resources management in the organisation
 Safety- The human resources management has the role of planning for the health and the
safety aspects of the employees of the organisation. The safety at the place people are
working is very important, the employers of the firm has the strict obligation to look after
the security and safety of each and every employees working in the firm. One of the most
important function of the HR management team is to provide the safety and related
training to everyone so that at the time of problem the proper management can be done.

 Employees relation- It is very important aspect that the firm has to follow as to maintain a
good relationship between the employees and the employers of the firm (Avey and et.al
2012). This will help the smooth functioning of the activities and operations of the
organisation and also the conflict can be effectively managed.
 Compensation benefits- The compensation, salary and the wages are planned by the
human resources management team, this have to be very carefully and effectively
managed by them so that the bias situation can be reduced and the employees can also be
satisfied with the offerings made by them. Recruitment- The most important function that the management has to perform is the
recruitment process. The management regarding the process of recruitment is very
essential as to fulfil the requirements of the employees in the different depart of the
organisation. Well planned methods are to be used for this process.
Purpose and objectives of HRM
 The human resources management's main objectives is to properly serve the different
functions of the organisation.
 It is helpful in attaining the goals and the objectives of the firm.
 Helps in providing the facilities according to the requirement of the different departments
of the organisation. The another important aspect that are performed by the human resources management is
to motivate the employees working in the firm as because motivation is a very essential
element that is must for the employees.
Nature of strategic human resources management
 It is very much integrated with the strategies and the management related to the human
resources management of the organisation's.
 It is a continuous process.
 It is a universal aspects that has to be followed by every organisation of the world though
the manner might be different but the aspects and the objectives are very similar (Bratton
and Gold, 2012).
 It is very flexible as well as it is rigid too so that some of the aspects can be changed
when ever required and some has to be very strictly followed. It's nature lies upon the fulfilment of the objective and the goals of the organisation.

Scope of strategic human resources management
 The scope of the human resources management is very wide as the personnel aspect
which is concerned with the planning, selection, compensation, training and
development.
 The welfare is another aspect that has to be focused by the human resources management
of the organisation. Basically it is dealing with the transportation, medicines, housing,
rooms and health and the safety policies that are very essentially required by the
employees of the organisation. The human resource management are done for the maintenance of the relationship
between the organisation and the other industries of the nation who are dealing with the
same kind of the products and the services.
Soft human resource management
Here the employees treated very well as they are the asset of the organisation. As they are
treated as the resource which can be very helpful in attaining the competitive advantage in the
market the priority are given to the employees and their needs are planned accordingly.
Hard human resource management
Here the communication are not done as required with the employees, the wages paid to
the employees are not satisfactory minimum wages are offered. Harsh nature compared to the
soft human resources management plan.
P2 Strength and weaknesses of different recruitment and selection approaches.
The recruitment and selection process is the method through which the organisation can
hire the employees as per the requirement of the organisation (Brewster and Mayrhofer eds,
2012). As to opt the different methods of the selection as well as the recruitment process there
are many strength as weaknesses that has to be very carefully understood by the management of
the firm so that the effective actions can be performed by them and proper planning can be
carried out for the betterment of the human resources management of the firm.
Strengths and weakness recruitment and the process of the selection
Internal method
The quick decision making can be done with the help of the internal recruitment and
selection process. This will help the organisation to reduce its unnecessary incurred cost and the
financial resources can be properly managed by the top level management of Canary Wharf. The

time can also be saved with the help of the internal sources. The motivation of the employees can
be increased with this as well. The loyalty of the employees and the employers can be sustained
and strong bonds can be seen with its help. The employees of the organisation will get the
opportunities to change their roles and the responsibilities through this (Delbridge, 2010).
The problem with the internal process is that the new skilled people can not be able to
attained by the organisation. The possibility of creating new ideas can be reduced with the
internal sources. It is also very difficult for the firm to judge and select the right person for the
job profile for which the firm is looking at. It may be sometime affect and demotivate the other
employees who do not get the chance for the profile.
External method
External process is the method through which the organisation can be able to hire the
candidates from the external sources. With the help of this the new people and new ideas can be
attained by the organisation. The bias situation can not be able to performed by the firm as
because the employees who are hired are not from the same organisation. This will also help in
the covering the wide range of the areas and large number of good stuffs of the candidates can be
hired with the help of this method.
The external process is a very lengthy method, and the time here are consumed is in very
large scale also the energy are invested. The management of the firm has to be very conscious
about the activities of the selection and recruitment. This process is very expensive compared to
the internal sources of selection and recruitment. It is understood that the external process is not
effective enough for revealing the best candidate for the profile.
TASK2
P3 Benefits of various human resources practices.
The organisation performs different human resources practices which are very essential
for the organisation to carry out effectively, this will help the management to performs well as to
manage the employees of Canary Wharf. There are many benefits that are indulged with the
practices of the human resources (Fratričová and Rudy, 2015). Following are the benefits that the
employees and the employer will get with the help of the human resource practices.
Benefits for the employees Benefits for the employer(Canary Wharf)
 With the help of the human resource  If the firm will implicate the proper and

practices the employees can be able to
develop as an individual, the
improvement in the performances of
the employees can be attained with the
help of this practices.
 The employees of the organisation can
be able get many options and
opportunities regarding the growth of
the career. The different path can be
chosen by the employees as they get
many chances to prove themselves.
 With the help of the human resource
practices the employees will be able to
increase their self esteem. He/she can
establish him/herself and can make a
recognition among all.
 The employees will satisfy with the job
and the task which they are performing
with the help of the human resource
practices.
 The safety and the security of the
employees can be availed , if any
problem take place then the human
resource practices performed can be
very helpful for resolving the issues
related to the health and safety.
effective human resource practices in
the firm then the productivity and the
profitability of it can be effectively and
appropriately attained.
 The objective and the goals of the
organisation can be obtained and the
actions which are required for the
improvement of the performances of
the firm's can be achieved.
 The development of every individual of
the organisation can be done by
practising effective human resource
management in Canary Wharf.
 This help in carrying out proper
communication regarding the vision,
mission, goals and the objectives of the
firm with all the related people of the
organisation.
 The legislative obligations can be able
to attain the with the help of the human
resource practices (Giauque, Resenterra
and Siggen, 2010).
 It helps in providing various guidelines
for the carrying out the operations of
the firm.
 The motivation and participation can be
able to increased in the organisation
both employees and the employers can
be increased.
 Help in the maintaining opf the
relationship with the employees of the

organisation so that the effectiveness
and the appropriateness can be retained
of the activities and the operations of
the firm.
P4 Evaluating the effectiveness of the human resource practices.
Human resource practices are the functions of the organisation which are carried out so
that the aims and the objectives of the organisation can be able to attain in an effective manner
(Hendry, 2012). Canary Wharf is carrying out the learning, development and the training
practices so as to accomplish the goals and the objective of it and the productivity and the
enhancement of the employees can be attained in appropriate manner. The learning of the
employees and their development are also an essential need for the firm so that the employees
can be able to enhance their efficiency, skills and the knowledge that can be very helpful for the
firm to perform in proper way.
Learning one of the method through which the firm can be able to improve the standards,
skills of the employees of it. As in the human resource practices the employees who are at the
stage of their retirement are offered many benefits so that they can be able to survive and live a
healthy life ahead after the working tenure. The evaluation of the human resource practices can
be done by understanding the effectiveness of the result that they employees are performing. The
training and development is an act which is very useful for the organisation as well as the
employees of the firm as because it will help the employees to enhance their skills and the
knowledge. Learning basically means to acquire the knowledge, skills and the experiences with
different ways and practical aspects. The employees are motivated by the management so that
the employees can be able to attain the ultimate objectives of the firm (Huselid and Becker,
2011). This is very beneficial because the employees are the assets of the organisation and they
have to be trained and developed then only the organisation can be able to carry out their
operations and the functions in the effective manner.
The flexible working option is also one of the human resource practices that the
organisation performs so that the employees of the firm can be able to do their tasks in an
effective manner. The organisation has to very effectively plan the working culture in flexible
way as because it will directly help the employees and the organisation in the smooth functioning

of the activities and the operations of the firm. The good and healthy time and the culture of the
organisation is much better option than offering a higher wages as because the compensation can
be a motivating factor for a certain period of time but the working culture and the flexible time
can be for the long time period (Jose Chiappetta Jabbour, 2011). The employees of the
organisation if treated in an effective manner then the reputation and the goodwill of the firm
will be created in the society.
TASK3
P5 Importance of the employee relation influencing the HRM decision making.
It is very necessary in the organisation to maintain the good relationship with the
employees of the firm. This will help the firm to create a harmonious working environment so
that the operations can be carried out in an effective manner. If the conflict is present in the firm
then the chances of low productivity and the decreased ratio of the performances can be seen,
that can directly affect the firm's objectives and goals. Trade unions are the group which are
made by the workers of the firm so that they can stand up for their rights and responsibilities.
These are very helpful as because it will help in the protecting of the rights of every employees
of the organisation. Hence the firm has to be very concern about the employees and the relation
with the management of the firm this will lead a healthy and prosperous environment at the
working place. It is the responsibility of the firm's human resource management team to make
several strategies which will be helpful in maintaining the good relation with the employees of
the firm, this will help in controlling the conflict situations and will lead in smooth functioning
of the different operational activities.
Importance of employee's relation
the employee's retention is the aspect which is very helpful for the reduction of the
conflicts that are getting raised in the organisation (Reddy, Estrin and Srivastava, 2010).
Therefore it is very necessary for the organisation to create a healthy and good relationship
between the employees and the employers. As the relation is good the chances of the attainment
of the objectives are also very high. Canary Wharf creates a very healthy environment so that the
employees of the firm can be able to perform their activities in an effective manner. The
employers of the firm will motivate and influence the employees in performing in better and
effective way. The productivity of the employees can also very enhanced if the relationship is

very friendly and healthy. The performances of the employees can be groomed and they can be
improve themselves in such an environment which is very healthy and good (Rees and Johari,
2010). It is also helpful for the employees and the organisation as because the bond can become
one of the advantage that the firm can get in the competitive market. Working together as a unit
will help in attaining the objectives and the goals of the firm in more effective and efficient
manner.
Strategies for improving the involvement of the employees
The survey within the organisation can be an effort that the management of the firm can
perform so that the employees can be able to interact and involve more in the development and
the attainment of the firm's goals and objectives. The survey of the firm will help in knowing the
exact views of the employees and then the problematic areas can be find with the help of this.
The fact that has to be consider by the researcher is that the data or the information that is been
gathered must be relevant then only the firm will able to identify what all actions has to be taken
by them for maintaining good relation with the employees.
P6 Elements of employment legislation and its impact on decision making
As to avail effective relationship with the employees it is very necessary to adapt the
different laws by the organisation. In the legislation the government has made many laws that are
very helpful for the firm to apply in the operations of the firm so that the employees of relation
can be done properly. There are few acts that the organisation has to adapt in the work place so
that the employees of the organisation can not face any kind of problem in the working place.
The acts for which the firm are focusing is the gender discrimination, equal rights to the
employees, health and safety and the act of equal pay to the employees (Snape and Redman,
2010). These acts are very helpful in creating the awareness about the different acts and also to
motivate the employees in getting their rights.
Health and safety is the aspect that the organisation must consider the most about the
employees of the firm as because it will help in the safety of the employees and if any kind of the
problem get arises regarding the health and the safety factors then the management can help in
managing them in effective manner. Canary Wharf have to very effectively perform the
implications of the health and safety act for the welfare of the employees and also this will help
in creating loyalty of the employees.

The equal rights is also one of the act that has to be considered by the firm as because it
will help in motivating the employees and also will help in availing the opportunities for the
workforce of the firm. This act will help in providing the equal opportunities for the employees
in the firm so that the discrimination can be removed totally. This is a factor of motivation that
is very important for the employees as well as the firm because it will help in equal participation
of the man power which can enhance the productivity of the firm and the operations and the
activities can be performed in an effective and proper manner ( Thompson, 2011).
TASK4
P7 Applications of the HR practices.
Application of the human resource practices means that the acts and the different criteria
regarding the human resource management that are to be implemented in the real working
environment of the organisation.
Job specification document
It is a written document which is defies the description regarding the job that has to be
done by the employee who are to be hired for the profile of the nurse. It is very necessary for the
firm to defines the activities and the responsibilities that has to be performed by the employees of
the organisation for what so ever profiles is been offered (Warner ed, 2014).
There are few interview questions that can be asked to the candidate for the nurse position, they
are as follows-
 Explain the gap in employment?
 Do you like to work alone or with group?
 How would you treat and handle the patients who are continuously suffering from pain?
 What is diversity at work according to you?
 What are your strengths and weakness and what actions are you performing to overcome
the weaknesses.
CONCLUSION
As per the above study it can be concluded that there are different recruitment and selection
approaches that can be used by Canary Wharf. It is required to adopt such procedure in effective
manner so that efficient personal can be appointed in the organisation. There are various acts and

legislation as discrimination act, equality act etc. that provides assistance to employees of
organisation. Such acts and legislation can be used by employees when their rights are
discriminated by the employer. HRM decision making is influenced by employee relation.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
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roles of the HRM function. The International Journal of Human Resource Management.
24(14). pp.2692-2712.
Avey, J.B. And et.al., 2012. Impact of employees' character strengths of wisdom on stress and
creative performance. Human Resource Management Journal. 22(2). pp.165-181.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C. and Mayrhofer, W. eds., 2012. Handbook of research on comparative human
resource management. Edward Elgar Publishing.
Delbridge, R., 2010. The critical future of HRM. Reassessing the employment relationship,
pp.21-40.
Fratričová, J. and Rudy, J., 2015. Get Strategic Human Resource Management Really Strategic:
Strategic HRM in Practice. International Journal of Management Cases. 17(4).
Giauque, D., Resenterra, F. and Siggen, M., 2010. The relationship between HRM practices and
organizational commitment of knowledge workers. Facts obtained from Swiss SMEs.
Human Resource Development International. 13(2). pp.185-205.
Hendry, C., 2012. Human resource management. Routledge.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jose Chiappetta Jabbour, C., 2011. How green are HRM practices, organizational culture,
learning and teamwork? A Brazilian study. Industrial and Commercial Training, 43(2),
pp.98-105.
Reddy, S., Estrin, D. and Srivastava, M., 2010, May. Recruitment framework for participatory
sensing data collections. In International Conference on Pervasive Computing (pp. 138-
155). Springer Berlin Heidelberg.
Rees, C.J. and Johari, H., 2010. Senior managers' perceptions of the HRM function during times
of strategic organizational change: Case study evidence from a public sector banking
institution in Malaysia. Journal of Organizational Change Management. 23(5). pp.517-
536.
Snape, E. and Redman, T., 2010. HRM practices, organizational citizenship behaviour, and
performance: A multi‐level analysis. Journal of Management Studies. 47(7). pp.1219-
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Thompson, P., 2011. The trouble with HRM. Human Resource Management Journal. 21(4).
pp.355-367.
Warner, M. ed., 2014. Confucian HRM in greater China: Theory and practice.
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