Report on Human Resource Management Practices at JP Morgan Firm

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within JP Morgan, focusing on the roles and responsibilities of HR managers, including recruitment, selection, training, and employee relations. The report explores internal and external recruitment approaches, evaluating their strengths and weaknesses. It examines the benefits of effective HRM practices for both employers and employees, emphasizing conflict resolution and employee development. Furthermore, it assesses the effectiveness of HRM practices in raising organizational profit and productivity, along with the importance of employee relations and legislation in decision-making. The report concludes with an overview of job and person specifications, providing a practical application of HRM principles within a work-related context.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P.1 Purpose and functions of HRM and approaches internal as well as external in HRM.. .1
P.2 different approaches of recruitment & selections as well its strength as weakness.........3
TASK 2............................................................................................................................................6
P3. Benefits of HRM practices within the firm for both employer and employee.................6
P4. Evaluation of effectiveness of different HRM practices in terms of raising organizational
profit and productivity............................................................................................................7
TASK 3............................................................................................................................................8
P5. Importance of employee relations in respect to influencing HRM decision-making......8
P6. Key elements of employee legislation and impact it has upon HRM decision-making 10
TASK 4..........................................................................................................................................11
P.7 Job specification, person specification of employee......................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Management is the art of recruiting, deploying, hiring and managing
the organization's employees (Human Resource Management. 2019). These employees are the
human resources for an organization. The organization here given is JP Morgan Firm which is
based in central London. This report is based on the task assigned to a newly recruited human
resource assistant at firm. In this report, purpose and scope of human resource management in
terms of resourcing an organization with talent and skills is explained. Evaluation of
effectiveness of key elements of HR manager is done. Apart from that, internal and external
factors that affects human resource management decision-making including employment
legislation is also done. In the end, application of human resource management practices in a
work related context is also done.
TASK 1
P.1 Purpose and functions of HRM and approaches internal as well as external in HRM.
Human resource management is essential for organisation to have proper planning,
making strategies as well as planning for employee become easy (Al Ariss, A., Cascio, W. F. and
Paauwe, J., 2014). HRM is majorly focused on issues related to recruiting, staffing, providing
compensation to its employee, employee relation, organisational development as well as training
to its employee. HRM is involved in developing as well as in administering programs which are
actually designed for effectiveness of an organisation through which profit will be increased. The
JP Morgan have to make appropriate department for HRM as well as HR required to be
appointed through which these activities will be manage. This includes appropriate spectrum of
managing, creating and cultivating employee and employee relations. Its very much essential for
organisation to understands the basics of company through which managing will be improved.
Purposes of the Human Resource Management are:-
 Its HR manager of JP Morgan who need to identifies job vacancy which is available in
their company. If there is no vacancy available so then they have make sure that work
should be done proper by employees.
 The productivity of organisation have direct influence upon quality of employees as if
employee turn over rate increase then automatically productivity of company will
increase. The internal customer management is done through HR manager of JP Morgan.

 HR manager of JP Morgan is also need to make budget plans as well as performance
goals for organisation employees. Its essential for organisation to make employees get
aware their roles which is duty of a HR of a company.
 HR manager of JP Morgan select the recruiting criteria on which basis employees are
hired in company. The appropriate culture of organisation is also maintained by them
only through which they are been able to maintain proper working environment for
employees of the organisation.
Roles and Responsibilities of HR manager are :-
 Recruiting:- Its HR manager of JP Morgan who need to identifies appropriate talent for
right job in company (Albrecht and et. al., 2015). As they are responsible for attracting
accurate talent placed them in a right job in organisation through which productivity of
company will increased.
 Training:- Its their responsibility to provide training to new hired employees and make
them aware about new culture of organisation by which it become easy for them to do
work in an appropriate manner (Rothwell, W. J., Hohne, C. K. and King, S. B., 2018).
Functions of HRM
 Recruitment & Selection:- Recruitment is a process through which people are hired in
organisation according to their capabilities and role company offered. The JP Morgan
company HR manager hire people as per capability (Bloom, N., Sadun, R. and Van
Reenen, J., 2015). The process is done through captivating, screening, selecting potential
as well as the qualified candidate for particular job. After recruitment appropriate
selection process is going in which organisation select desired candidate for organisation.
 Orientation:- HR manager of JP Morgan is going to provide orientation to its employee
(Armstrong, M. and Taylor, S., 2014). As its a fundamental step through which
employees get themselves adjust in new organisation. In this employees are also get
aware about things through which they get aware about short as well as long term goals
and work is required to achieve goals.
 Maintaining good working condition:- Its a responsibility of HRM to make
organisation working condition good as through this employees are get comfortable to do
work so that employees like working environment as well as workplace (van Woerkom,
M., Bakker, A.B. and Nishii, L.H., 2016).

Strategic HRM and its scope
The connection between human resource and its strategies, objective or goals which is
done through strategic HRM (Armstrong, P., 2014). Strategic HRM is made to make
organisation to use advance technology, be flexible and improve organisation performance as
well as its employee or develop appropriate culture for employee through which they get energy
to do work comfortability in organisation. The scope of strategic HRM are:-
 Polices are required to be more cohere and across hierarchies.
 HR practices are required to adjust, accept and use line manager as well as employees as
part of their everyday work.
 HR architecture of organisation is result for firm to make above-average financial
performance. Its composes with system, competencies, employee relation and practices
through which work can be done in a appropriate manner.
The hard & soft approach of HRM:-
 The hard approach of HRM in which employees can get work as per their capabilities,
they do work according to company wants them to do so. The company is required to do
work in a way that will be satisfied for them only. Its HR responsibilities to make sure
that work is required to be done on time. Hard approach manager treat their like machine
as accordance to them work need to be done.
 In soft approach work is required to done at time when its become essential for them do
so. As per capabilities work is assigned. They are not treated like machines as per
capability they do work in JP Morgan.
P.2 different approaches of recruitment & selections as well its strength as weakness.
The recruitment is a process through which people are find as well as get hired in organisation
(Bakker, A. B. and Demerouti, E., 2014). Through this best qualifies and capable candidate will
be hired by JP Morgan in a timely and in cost effective manner. Manager will find out job
opening in organisation, attracting appropriate candidate for job and get that hire at suitable time
in organisation. Recruitment management system is a tool through which recruitment will be
proceed. Approaches of recruitment are:-
 Internal Recruitment:- In this process JP Morgan manager try to fill organisation job
vacancy through existing workforce or within organisation recruitment process is done

(Rittinghouse, J. W. and Ransome, J. F., 2016). Its quick as well as cheap method to hire
employee in organisation. The recruitment is done through reference, promotions etc.
 External recruitment:- In this process workforce is hire from outside of organisation
(Bratton, J. and Gold, J., 2017). When organisation wants fresh as well as new talent then
they go for external recruitment method. This method is quite expensive as well as more
time is required to hire people in organisation. The recruitment can done through
newspaper, advertisement, campus placement, any sites employees are get hired in
organisation.
The strengths and weakness of recruitment approaches are as follows:-
Basis Strength Weakness
External  It increases chances in
organisation. As JP
Morgan gets employee
who are fresher as well
as have variety of
knowledge to handle
job appropriately
through which work can
be done in a new as well
as in a advance way
(Stocking, M. A., 2017).
 Through this process
company can decrease
internal politics and be
able to generate new
ideas or strategies to
grow organisation.
 This process of
recruitment is very time
consuming as well as
very costly. Through this,
company get fresh
candidate but finding
right one is difficult.
 When employees see
fresher at higher position
then internal disputes will
increase as they can't be
able to do work (Lin and
et. al., 2016). So, it’s a
weakness as this will lead
to make difference in
employee relation as
well.
Internal  In this cost of  As employees are

recruitment is very low
as HR manager can't
faced difficulty in
finding employees
through external ways.
They hire employee
within organisation for
particular vacancy as
well as time is also
saved through this
process (Bartlett and et.
al., 2016).
 The organisations not
require providing
training to its employees
as they are already been
aware about
organisation policies.
selected within
organisation which may
create conflicts between
them and a lot of problem
through which work is
not been able to done.
 HR manager gets limited
options to chose
employee for
organisation on what
basis employee is get
selected in organisation.
It’s essential for
organisation get the fresh
candidates through which
innovative ideas will be
generated.
Selection:- Its process in which employees are get selected by organisation as putting
right employee at right place in organisation through which productivity can be increased
(Brewster, C. and Hegewisch, A. eds., 2017). The effective selection will be done when
organisation gets effective matching for particular job in organisation. As to select the best
qualifies candidate for the required job in organisation through certain test. The method of
selection are:-
 Structured interview test:- In this, employee is required to give test in organisation
through which capabilities of candidate will be determine by organisation (Brack and et.
al., 2015). The answered need to be in structured as well as in systematized way. The
advantage is to get best qualified as well as talented employee in organisation and
disadvantage is its very cost effective as well as time consuming in organisation.

TASK 2
P3. Benefits of HRM practices within the firm for both employer and employee
HRM practices offer great benefits to an organisation (Cooke, F. L., Saini, D. S. and
Wang, J., 2014). Benefit of HRM provides profit to both the employee and employers. Benefits
of both the employee and employer are explained below:
Benefits to Employee
Benefits Description
Conflict Resolution This is an important task of human resource manager to resolve issues
among the employees. When some employees are gathered together to
perform a specific task at JP Morgan than there is chance of conflict-ions
among the employees due to different perceptions and views. Human
resource manager has the task of resolving this conflict-ion so that
succession of task can be assured (Pedro-Monzonís and et. al., 2015). This
helps an employee in performing its task without any issue and thus
increasing their performance.
Training and
development
When an employee is recruited or has been assigned a new task, it
requires a training session so as to develop itself for that new opportunity.
This is responsibility of HR manager to provide effective training sessions
to employees so that they can work smoothly in JP Morgan. Training
sessions allows employees to learn and develop their skills accordingly.
This result to increase in their career progression.
Employee Relations This is another task of human resource manager to protect violating rights
of employees (Ahmed and et. al., 2016). This helps those employees who
feel discriminated and harassed in working environment of JP Morgan.
Human resource manager interprets the anti-discrimination and
harassment law to help the employees in legal matters.
Information
Resource
Human resource manager is available if the team supervisor is not
listening to issues related to rights of employee (Jackson, S. E., Schuler,
R. S. and Jiang, K., 2014). An employee can go straight to human

resource department regarding leave, absence, employee assistant
programs and worker's compensation benefits. If an employee is required
personal assistance in JP Morgan than confidential help can also be
provided to employee.
Benefits to Employer
Benefits Description
Organisational
Culture
Organization culture is an important aspect in organization because
values, working rules, company vision, traditions and beliefs depend over
it (Shin and et. al., 2015). HR manager of JP Morgan has responsibility of
maintaining the organisational culture. In company, if a policy is framed
than HR manager has the responsibility to make all employees punctual
about their policy.
Planning for
Change
Changes are rules of any business to continue. Technology and customer
requirements are facts which changes rapidly. Implementation of
technology is done by an HR manager at organization. Since all
employees in organization should be familiar with new technology before
implementing it. The arrangement of training and development should be
done by HR manager so that new technology can be implemented with an
ease in JP Morgan.
Recruitment and
Retention
It is one of the basic works of HR manager at JP Morgan. The recruitment
and selection of candidates should be done with specified requirement of
post (Mok, K. Y., Shen, G. Q. and Yang, J., 2015). This will help
company in developing itself among its rivals. For developing business, it
is necessary for an HR manager to recruit appropriate candidate for a
specific job role.

P4. Evaluation of effectiveness of different HRM practices in terms of raising organizational
profit and productivity
There are different HRM practices in an organisation which helps it in increasing its
profit and productivity (Kramar, R., 2014). The effectiveness of these practices in increasing
organisation's profit and productivity is as follows:
Learning development and training practices:
This is one of the important task of an HR manager. The HR manager is responsible in
providing proper training to employees (Cloern and et. al., 2016). This will help employees in
developing their skills according to recent trends and technologies. This results to effective use
of skills and technologies in JP Morgan. The employees are also motivated to develop
themselves so that they can learn from their past experience. This is also helpful for employees
to mark themselves in experience. Thus due to experienced and skilful workers company can
increase its productivity and profit.
Flexible Working Options:
Due to changing trends and culture there is requirement for workers to create themselves
as flexible as possible. This is necessary because changing requirements can force employee to
work over time and beyond capabilities (Geisler, E. and Wickramasinghe, N., 2015). To make
employees flexible it is necessary for HR manager to motivate employees so that they will be
ready for any instant opportunity. This will not only develop experience in employees but also
bring creativity and opportunity for them. When employee will work over time and beyond its
capabilities, this will surely increase its productivity. This results to increase in productivity and
profit of JP Morgan also.
Employee performance Management and Monitoring:
The performance of employee also depends upon increase in productivity and profit of an
organization (Marchington and et. al., 2016). The HR manager has responsibility of managing
performance of each employee in organisation. To do this, a performance measuring graph is
prepared in which employee who is performing good and employee whose performance is below
level are selected. The performer employees are rewarded to show their passion towards their
role and employee who has below level performance are than motivated to increase their
performance accordingly. This step of performance measurement increase motivation among
them and thus their productivity increases. This results into increase in profit of JP Morgan also.

TASK 3
P5. Importance of employee relations in respect to influencing HRM decision-making.
To improve decision-making of HR manager, a good relationship with employee is
necessary. Importance of employee relationship with respect to decision-making are stated as
below:
Productivity:
Productivity of an employee increases by giving proper motivation to them (Purce, J.,
2014). Increase motivational level provides extra moral in employee so that it can work beyond
its efficiency. Strong employment relationship creates a pleasant atmosphere in working
environment of company. JP Morgan should invest in increasing employee relationship so that
they can work with their full potential. Thus, productivity of employees will increase. Increase in
productivity helps company to make effective decision because company which have good
productive employees can make decision smoothly in favour of organisation. These employees
will help company to achieve any target.
Conflict Reduction:
A working environment which is efficient and friendly then the chances of conflict-ion
among the employees gets reduced (Xiong and et. al., 2016). When employee concentrates on its
work rather than in conflict-ions it will help it in doing its work with it's full potential and thus
increasing its productivity. All research leads to one conclusion, “A happy workforce is a
productive workforce.” Therefore JP Morgan should focus on creating a sound and pleasant
environment in which employee can focus on their work. Thus productive employees can help in
creating decision-making.
Strategy used by firm to improve employee engagement
There are many strategies used by HR managers to increase employee engagement in
organization (Rode, J. C., Huang, X. and Flynn, B., 2016). The involvement of employee in
organisation will leads to increase in more focus and sharpness in their work. This results to
increase in productivity of organization. Following are strategies used by firm to enhance
employee engagement.
Examples set by leaders:
In this strategy leaders of JP Morgan should focus on increasing their engagement in
organization. The employees of any firm always looks forward to their leader (Schwalbe, K.,

2015). Therefore leader should set an example of its engagement. Increase in employee
engagement will leads to increase in their productivity hence increase productivity and profit of
firm also increases.
Giving access to training and development tools:
The employees should have been given access of training and development tools. An
employee who has been hired by company will not do same things in its whole working lives. To
go differently, it should have been given responsibility which will help firm and the employee
also (Bailey and et. al., 2018). To make responsibility being implemented effectively, training
and development sessions should be their to engage employee towards organization.
Giving employees clear role and responsibility:
Each and every employee in organisation is important for firm (Howard-Grenville and et.
al., 2014). With absence of employees, it is not possible for firm to address their functioning
smoothly. Employees are important asset of JP Morgan. Sometimes they feel to be not important
for company. To overcome this situation each and every employee should feel itself an important
asset for organization. They should also aware about their roles and responsibilities so that they
can work accordingly and efficiently. This results to increase in their engagement in firm.
From the above strategies, JP Morgan can use training and development tools strategy for
the engagement of employees within the organization. This tool is very effective in making the
employee's performance up to the mark. This will force the employees to work beyond their
capabilities.
P6. Key elements of employee legislation and impact it has upon HRM decision-making
There are many legislations available to protect rights of employees in an organizations.
These legislations help employees in getting their rights to their desk. The government of UK has
led these legislations. Some of the employee legislations are stated as follows:
Anti-discrimination Law:
This law is prepared to secure rights of employees to discriminate against anyone because
of age, gender reassignment, disability, race, religion, sex, sexual orientation etc. No one can
discriminate with anyone at work place, in education, as a consumer, when using public services
etc. All these law are prepared under the Equity Act 2010 (Deery, M. and Jago, L., 2015). A
proper action is taken against person who is involved in such activities. Due to this law, an
employee will feel safe at working of JP Morgan. This secure feeling will motivate employee to