Human Resource Management Report for WeSellAnything Limited Company

This report provides a comprehensive overview of Human Resource Management (HRM), contrasting it with personnel management and examining its core functions within an organization. The report uses WeSellAnything Limited as a case study, exploring the significance of HRM in areas such as recruitment, selection, training, and performance management. It delves into the roles and responsibilities of HR managers, the importance of human resource planning, and the effectiveness of various recruitment and selection techniques. The report further analyzes reward management strategies, methods for monitoring employee performance, and the processes of job evaluation. Finally, it addresses contemporary issues affecting HRM, including the impact of legal and regulatory frameworks. The report concludes by summarizing the key findings and emphasizing the importance of effective HRM practices for organizational success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Distinguish between the personnel management and human resource management............1
1.2 Functions of human resource management in contribution of organizational performance. 2
1.3 Roles and responsibilities of human resource manager.........................................................3
TASK 2............................................................................................................................................4
2.1 Importance of human resource planning in organization......................................................4
2.1 Stages involved in the planning of human resource requirement..........................................5
2.3 Effectiveness of selection and recruitment techniques..........................................................5
TASK 3............................................................................................................................................6
3.1 Effectiveness of different reward management strategies.....................................................6
3.2 Methods of monitoring employee's performance..................................................................7
3.3 Process of job evaluation and factors which determines the pay...........................................7
TASK 4............................................................................................................................................8
4.1 Contemporary issues which effect the human resources.......................................................8
4.2 Impact of legal and regulatory framework on the human resources......................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
Books and journals:....................................................................................................................11

INTRODUCTION
Human resource management may be defined as the process of managing the workforce
of an organization(Wright, 2018). It is a broad term which includes recruitment, selection,
orientation, training and development. This is very important because in the absence of proper
management of human resources business can't achieve their goals and objective. In addition,
this helps the workforce to improve their individual skills and talent so that they can become able
to achieve their personal goals. To understand about the human resource management in broad
sense WeSell anything limited company is selected which was established in 2017 at
Birmingham UK. It is involved in the business of selling electronic products.
This project report consists about the human resource theories and skills which helps in
the human resource development.
TASK 1.
1.1 Distinguish between the personnel management and human resource management.
Personnel management and human resource management both are the different terms in
nature and mean(Armstrong and Taylor, 2014). Personnel management is an important part of
management which is related to the satisfying the work force of an organization to achieve the
objectives. It is about to make positive relation between organization and workforce.
On the other hand, human resource management is managing the human resource of
organization by appropriate training, induction and orientation.
Herein, detailed distinguish between human resource management and personnel
management is described below:
Basis Human resource management Personnel management
Decision making In the HR management, the
decision making process is faster.
While in this management, decision
making is slower. It takes time in make
final decision.
Communication The communication is very
important for idea and opinion
sharing. In the there is direct
This management system includes an
indirect way of communication between
the workforce and top level
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communication system between
superior and subordinates.
management.
Basis of pay Human resource management
system applies the paying system
through performance evaluation
system.
On the other hand, this consists the pay
to the employees by job evaluation not
by performance evaluation.
Job design
system
Job design means assigning work to
the employees. This management
system assign the job to the
workforces in a team or group.
While it assigns the task or job by
dividing the labours on the basis of their
skill and ability.
Treatment of
human resource
In this employees are treated as the
resources.
Herein, employees are treated as the
commodity which can sold or
purchased.
1.2 Functions of human resource management in contribution of organizational performance.
Human resource management is about combination of recruitment, selection, training and
orientation(Chelladurai and Kerwin, 2018). To implement all these steps, human resource
management includes various functions. The selected company WeSell anything limited is also
use different human resource management functions. Basically, functions of human resource
management are of two types: managerial and operative. Herein, major functions of human
resource are described below:
Selection- It is the process of hiring new workforce for the designations which are
vacant. This includes the choosing of most suitable candidates who have required skills and
talent. In addition it removes those applications which are not required. It is an important
function of human resource management because a right selection saves time and money of
organization.
Recruitment- This is a wide term, including the process of attracting new candidates for
apply to the job in the organization(Pieper, 2012). It works as a link between job seekers and
organization. Due to this organization becomes able to find new workforce with more
alternative.
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Payroll administration- It is related to providing compensation to the employees on the
basis of hours at which they worked(Tyson, 2014). This administration consists many
information regarding to payment like hours of working, rate of payment etc.
Employee motivation- Employee motivation is a kind of function of human resource
management which is related to the encouraging the employees to achieve the organizational
goals and objectives. In addition, it includes providing direction to the workforces to work with
more efficiency and effectiveness.
Reward management- It is concerned with making policies and strategies for providing
rewards to the employees fairly and without any error. This includes the system of offering
rewards on the basis of performance.
Employment termination- This is a function of human resource management which
states about the departure of employee from the job or end of relation between employee and
organization. It may be occur due to firing of employee by company.
1.3 Roles and responsibilities of human resource manager.
Human resource managers play important role in managing the workforce of any
organization. They have roles and responsibilities to perform their task. WeSell anything limited
company's human resource manager performs many operations within the limits of roles and
responsibilities. Basically, human resource managers have following roles and responsibilities:
Training and development- It is the responsibility of a human resource manager to
provide required training to the employees so that they can perform the given task effectively. It
is not necessary that training is required only to new employees. It can be needed by the existing
employees if any change occurs in process or technology.
Performance management- Performance management is the key role of HR manager to
manage the performance of employees(Brewster, Mayrhofer and Farndale, 2018). This tool
ensures that employees activities are focusing towards organizational goal or not. It includes
multi-pal steps in it like planning the standard of performance measurement then monitoring the
actual performance and after recording the activities of workforce.
Managing employee relations- This is responsibility of HR manager to maintain
positive relation among employees towards the organization. For this purpose there should be
proper communication and coordination among them.
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Work within the functional areas- HR manager has the responsibility to work on the
basis of functional areas. They are not authorised to cross the limit of functional area because
this enables the way of work effectively.
TASK 2.
2.1 Importance of human resource planning in organization.
Human resource planning is very important in the context of organization(Marler, 2012).
If an organization manages their human resources in a better way then it becomes easy for the
organization to achieve the goals and objectives. WeSell anything limited company use human
resource planning which helps them in following way:
Provides sufficient man power when needed- HR planning helps in providing the man
power or workforces when there is need in the organization. This match the demand and supply
of human resource.
Control the human resource- Human resource planning helps in controlling the human
resource which is necessary(Martín-Alcázar, Romero-Fernández and Sánchez-Gardey, 2012). It
reduce extra cost of new employee hiring as well as save the training cost. Overall it controls the
workforce..
Forecast the future requirement of human resource- It provides an estimation to the
organizations to analyse about future need of employees. This makes easy to plan about future
fund of hiring and training.
Analyse the surplus and shortage of human resource- Effective HR planning checks
about the surplus and shortage of employees and provide suggestions accordingly.
Apart from all the benefits human resource planning includes two types of HR management: Soft
and hard human resource management.
Soft HR management- This management provides flexibility in managing the employees.
It is employee oriented system which takes the idea and opinion of employees.
Hard HR management- It considered all the human resources as the factor which is
needed to be control by the managers. This does not allow any flexibility.
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2.2 Stages involved in the planning of human resource requirement.
Human resource requirement is a method which helps in analysing about the number of
employees needed at any time. This requires a systematic procedure which is needed to be
followed by the organizations. The chosen company use the systematic way of human resource
requirement planning which is following:
Assessing the need of HR- It is the first stage in which organization analyse about how
much human resource required to perform the activities and tasks.
Demand forecasting- It is the stage in which organization forecast the accurate
manpower requires for achieving the objectives. This consists demands in both terms quantity
and quality.
Supply forecasting- In this step, HR manager forecast about the supply of human
resource and according to that sets the budget.
Matching the demand and supply- This is the stage in which organization's demand of
human resource match with the availability of workforce in the market.
Action plan- It is the last stage of HR requirement. In this human resource is taken into
the action or task completion.
2.3 Effectiveness of selection and recruitment techniques.
Selection and recruitment techniques both are different in nature and
meaning(Marchington, 2015.). Selection is about to hiring the new employees on the basis of
their skill and ability which is required by the organization.
While recruitment means attracting more candidates to apply for vacant designations of
an organization. WeSell anything limited use different selection and recruitment techniques.
Herein, effectiveness of selection and recruitment techniques are given below:
Situational tests- This test determines the ability of a human beings to work in typical
situations. If organizations adopt this test in the selection and recruitment process then it will
bring effectiveness in the techniques.
Physical ability test- It is related to the checking the physical ability of candidates. This
ensures that they are fit and able to perform in any condition. Though it is a common factor but it
impacts significantly.
Preliminary screening- This type of screening removes those applicants which are not
according to the job description(Brewster, Gollan, P and Wright, 2013). It helps in the saving
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time and cost of organization as well as brings efficiency in the selection and recruitment
process.
Programmatic advertising- If an organization adopts this then their selection and
recruitment process can become more effective.
Employee referral- Employees referral can help in choosing the right candidates
because an existing employee will refer a skill full candidate.
TASK 3.
3.1 Effectiveness of different reward management strategies.
Reward management strategies are related to the providing the reward to the employees
on the basis of their performance level(Ridder, Piening and Baluch, 2012). These strategies
brings transparency in reward system. In addition, these strategies also impact to the
performance of employees. WeSell anything limited applies these strategies which impact them
in following way:
Motivate the employees- Motivation is a kind of force which encourage the employees
to work with full of efficiency. Herein, the motivation level of employees depend on the reward
system. If employees are satisfied with the reward then they will be motivated and will work
with full of effort to achieve the organizational goals and objectives.
Effects on performance- Better reward providing system effects the performance of
individuals. This is why because if an employee gets good reward whether in financial form or
other way. It impact positively to the performance of an individual.
Helps in achieving objectives easily-Reward management strategies effects to the goals
of organization. For this it is necessary that business should adopt a reward system which is
satisfying for the employees. If employees are satisfy than they will work with full of efficiency
and it will overall result in goal and objective achieving.
Impact on resource- It also impact on the resources of the organizations. Usually,
companies have many kind of resources like human, financial and many more(Urtasun-Alonso,
Larraza-Kintana, García-Olaverri,and Huerta-Arribas, 2014). Herein, if the reward policies are
better in the context of employees then there would be optimum utilisation of resources. Apart
from this if reward system is not good, then it will impact negatively and this can be result in
waste of resources.
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Creates positive environment- Organization's environment depends on the employees
and employees happiness is linked up with the rewards. Eventually, if reward strategies are
focused on employees then there would be a positive environment and better relation between
workforce and organization.
3.2 Methods of monitoring employee's performance.
It is necessary to monitor and evaluate the performance of employees so that they can
perform their activities with full of concentration. Organizations apply various kind of methods
to monitor the performance. Main objective of performance evaluation is to check whether effort
of employees are towards organizational goals or not. There are two kind of method which are
traditional and modern methods. WeSell anything limited applies different method to monitor the
performance of employees. Some of them are mentioned below:
360 degree feedback method- This is a kind of method in which an employee gets the
feedback from all the human beings who works around. It helps the individual employees in
assessing their performance and way of work. This is why because in this system, feedback is
given by the managers, peers and other team members. This method is called 360 degree
appraisal method because in this an employee gets feedback from all the members. The selected
company use this method of performance monitoring and evaluation.
Management by objectives- MBO is an performance appraisal tool which measures the
performance of employees by deciding the objectives and after that checking that objectives are
achieved or not. Herein, important to know that determination of objective depends on the
employee and organization. It is an important method which is used by the organizations because
it evaluate the ability of employee to achieve the goals.
3.3 Process of job evaluation and factors which determines the pay.
Job evaluation is a systematic process of evaluating the job. It is totally different term in
compare to job analysis. It is related to the comparing of jobs with other jobs across to the
organization and industry. Eventually, job evaluation helps the organization in brings
transparency in pay system. WeSell anything limited company apply this system to evaluate the
job. This includes a process which is needed to be implement that is described below:
Planning stage- It is the starting stage, in this the plan of job evaluation is decided and
circulate among job holders.
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Analysis stage- In this stage needed information is collected by the evaluator which
becomes framework for upcoming stages.
Internal evaluation- Herein, the internal evaluation of jobs done through benchmarking
among the employees.
External evaluation- In this step of evaluation the informations are analysed on the basis
of external factors.
Design stage- In this stage the design of jobs decided by making salary structure and
assigning grades for the jobs.
Developing and maintaining stage- It is the last stage, in this stage all the plans and
stages are maintained as decided in the above stages including same salary structure of the jobs.
Factors which determines the pay: Pay system of an organization effects due to many factors
which are mentioned below:
Performance related pay- It is an important factor which may effect the pay of
employees. If performance is below average then the amount of pay will be low. On the other
hand, if level of performance is above the standards then employees can get good amount . So
performance determines the level of pay.
Pension schemes- These also determines the pay. It is employee related factors in which
an organization has to pay those employees who are not the part of their workforce.
Profit sharing- It also impacts the pay of organization. Some employees have partnership
in the profit sharing in which they don't get salary but get the part of total profit.
Employee share options- This works as an incentive for the employees. In this employees
have the right to buy the share of company at fixed price and can sell it when price is high. It
effects the pay system of company.
TASK 4.
4.1 Contemporary issues which effect the human resources.
Human resources effect due to various issues which exists within the organization. The
selected company's human resource face different issues which are described below:
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Accidents at work- It is a huge issue which may effect the human resource. This occurs
during the performing any task or activity. It impacts negatively to the workforces. In addition, it
can be prevent by proper safety at the workplace.
Ill health at work- Health is a key factor which determines the performance of
employees. If employees are ill or not physically fit then it may effect the performance.
Basically, it impacts to human resources.
Absenteeism- It is a pattern of staying away from the job place without any reason. It
impact both to the organization and human resource. If some employees will absent from the
workplace then it effect negatively to the other workforces.
Stress and management- Stress means mentally pressure on the employees to complete
the task. It affects the human resources. For this it is important to apply proper stress
management to remove the level of stress from employees.
Work life balance- It means a kind of balance between time allocated for a work and
other part of life. This is important to maintain the balance so that employees can perform the
roles because this can impact the workforce.
4.2 Impact of legal and regulatory framework on the human resources.
All the legal and regulatory frameworks are designed to help the employees against and
injustice. Organizations have to follow all the frameworks because it is compulsory. It impacts
the human resources in following way:
Equality act 2010- This act focus on the equality at the workplace or anywhere in
society. It impacts positively to the human resources to feel equal at organization and protects
from harassment at job palace.
European working time directive- It is related to the time duration of work. According
to this act employees have to right to work 48 hours in a week not more then from it. This helps
employees to save from over time working. In addition it also effects the employees health
positively because they can take proper rest.
Data protection act 1998- This protects the personal data of employees which is saved
in the organization. It helps employees to feel secure about their personal information. This
increase the faith of human resource in the organization.
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