Human Resource Management Report: Employee Relations and Practices

This report provides an overview of Human Resource Management (HRM), focusing on the significance of employee relations, elements of employment legislation, and practical applications of HRM practices within a work-related context. The report highlights the importance of employee engagement in boosting productivity and customer satisfaction. It also outlines key employment legislations such as the Occupational Health and Safety Act, the Age Discrimination Act, and the Equal Pay Act. Furthermore, it includes a job specification for a nurse position within the NHS, along with an interview questionnaire and a person specification for a candidate. The report concludes with a list of references.

Human Resource
Management
Table of Contents

P5 Significance of employee relation......................................................................................................3
P6 Elements of employment legislation...................................................................................................3
P7 Application of HRM practices in work related context......................................................................4
REFERENCES............................................................................................................................................7

P5 Significance of employee relation
Employee engagement is liable for determination of concepts of human resources that are
dependent on energy levels for performing their jobs. Thus, it is crucial for employees to be a
part of different activities that are being conducted within firm to bring in confidence in them
(Alomari, 2020). The importance of employee engagement with respect to decision making has
been specified below:
Boost productivity: Having enhanced employees engagement leads to significant increase
within productivity of employees as this will enable them to make use of their skills while
working. With respect to organization, they always look for skilled employees who can aid them
to bring in innovations and attain benefits from them.
Customer satisfaction: This has significant role for each firm as this leads to
enhancement within their value which will aid them to have competitive edge. Organizations aim
at accomplishment of probable needs of customers through which they can retain them for longer
time frame.
Trust & psychological contract: By creation of motivation along with encouragement
within working environment, firms can amplify trust among employees towards them. By
building up trust, relevant ideas or suggestions can be given by them and by involving employees
within decision making process their engagement will be amplified. .
P6 Elements of employment legislation
There are different legislations to which organization can adhere to depending upon their
functionalities. Some of the essential legislations are illustrated below:
Occupational Health and Safety Act, 1970: This is formulated to protect their employees
from surroundings in which they are delivering their services. Firm, need to ensure that they
have relevant measures through which they can carry out their operations in a healthy working
environment and in case if there are any uncertainties then they must be informed to employees
(Boella and Goss-Turner, 2019).
The Age Discrimination Act, 1967: It is liable for protecting employees and individuals
who have acquired age of 40 years. This act makes sure that they are not discriminated while

process of recruitment is being carried out. In context of organization, they need to protect rights
of individuals and make sure that if they possess capabilities for particular job role then age must
not be considered.
The Equal Pay Act, 1963: It is devised to furnish equal wages to people who fall under
same age. As per this, wages are being paid on hourly basis instead on any discrimination like
position, sexual identity or responsibilities that are being carried out at same level. Through this,
organization can attain efficacious levels of performance (Stewart and Brown, 2019).
P7 Application of HRM practices in work related context.
Job Specification
Company: NHS
Job Position: Nurse
Qualification: Diploma in nursing
Requirements for the job position:
 Ability to assess and plan nursing care requirements even beyond their confines if it is
needed by patients.
 Capable of furnishing pre as well as post operation care and maintaining relevant
records for the same.
 Have the capabilities to supervise junior staff and ensure that they work as per desired
standards as well as organize workloads among them.
 Administration and monitoring of intravenous infusions along with medications.
Required criteria:
 1 year experience.
 Tactical skills
 Strong correspondence skills
 Persuasion
Interview questionnaire
 Tell me something about yourself.

 Why did you decided for a career as a nurse?
 What seems most rewarding to you with respect to this job?
 How will you handle a person who is not satisfied with the ways in which you care for
them?
 What do you think is the hardest part associated with being a nurse and why is it so?
Person Specification
Formal Details:
Name- Perry Williamson
Address- 130, High Street
Contact no.- 2183838546
Email id- perry117@gmail. Com
Career objective- To have a place within organization in which I can utilize my knowledge,
capabilities and skills for development of growth of firm. Along with this, I want to make
effective contributions from my knowledge through which organizational objectives and goals
can be attained.
Experience level- 5 years
Qualification
Educational Qualification University Percentages
Bachelor’s Degree in Culinary
arts
University of London 79.70%
Certification from American
Culinary Federation
American Culinary Federation 75.50%
Roles and Responsibilities-
 Management of overall kitchen and controlling the cost associated with activities carried
out within.
 Developing schedules for employees and if head chef is not available then also carry out
their responsibilities.
 Furnish training to employees and conduct line checks along with overseeing that timely

rotation of all the food products is being carried out.
Computer proficiency-
 MS office
 MS PowerPoint
Personal Information
Date of Birth- 18th April 1987
Languages Known- English, German, French and Chinese

REFERENCES
Books and Journals
Alomari, Z., 2020. Does human capital moderate the relationship between strategic thinking and
strategic human resource management?. Management Science Letters, 10(3), pp.565-574.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.