Human Resource Management Report: HRM Practices, Benefits and Profits

This report provides a comprehensive overview of Human Resource Management (HRM) within the context of Mont Rose College. It begins by defining the purpose and functions of HRM, including strategic HR planning, staffing, training and development, orientation, and motivation. The report then delves into different approaches to recruitment and selection, comparing internal and external recruitment strategies, and outlining the strengths and weaknesses of each. The report further explores the benefits of effective HRM practices, such as providing workplace flexibility, motivating workers, resolving conflicts, and offering training and development opportunities. Finally, the report examines how specific HRM practices can contribute to raising company profits, including reducing employee turnover, fostering workplace flexibility, coordinating employer-employee relations, and investing in training and development. The report utilizes relevant academic sources to support its analysis and provides a detailed understanding of HRM's crucial role in organizational success.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Purpose and functions of HRM..............................................................................................1
P2 Different approaches to recruitment and selection.................................................................2
LO2..................................................................................................................................................3
P3 HRM practices benefits..........................................................................................................3
P4 HRM practices for raising company profits...........................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
HRM is the strategic approach for recruitment and selection as well as, imparting
training and development, motivating employees, maintaining good relations with employees,
trade unions etc. in such a way that help business in gaining competitive advantage. It is the
formal system which is meant for appropriate utilization of current employees as well as
effective use of existing workforce. For this report, Mont Rose College is taken which offers
research, public and teaching service in the context of general education, continuing education
and also focuses on the student development located in England. This report covers the functions
and purpose of HRM, strength and limitations related to different strategies of selection and
recruitment, advantages of different elements of HRM practices for employee and employer.
This report also discusses about the effectiveness of various human resources practices for
raising organisational productivity and profits.
LO1
P1 Purpose and functions of HRM
It is the mission of HRM to keep employees coordinated within a company in order to
achieve specific organizational goals by fulfilling staffing needs and maintaining employee
satisfaction. Some important function and purpose of HRM is stated below.
Strategic HR planning: HR planning can be referred as a procedure to identify number and type
of employees that are needed to achieving organizational goals. It ensures that organization has
adequate number of qualified people performing jobs, which meets the organizational objectives
and provide satisfaction to the employees (Cunningham, 2016). Research is the important part of
it. Mont Rose College uses research to collect and analyse the information to forecast and predict
human resource needs.
Staffing: It refers to the selection and recruitment of the human resources for the organization. It
is the main purpose of HRM to select proper workforce to fulfil the employment needs
(Chambel, Castanheira and Sobral, 2016). At Mont Rose College, HR recruiter plays a crucial
role in ensuring that it is hiring the best talent based on organizations plans and objectives.
Training and Development: After staffing, selected employees are provided with training that
is required for the relevant job. These programs are organized by HRM for developing
competence and develop skills for improving performance within organisation (Human Resource
Management (HRM): Definition & Functions. 2019). HR not only takes care of new employees
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but also existing employees by providing them training as and when required to improve skills. It
also provides development opportunities to its employees so that employees can excel in other
field or skills (Carvalho and Machado, 2016). Mont Rose College is working the same with its
employees by providing them opportunity to enhance the knowledge by conducting seminars,
conference or workshops on specific topic.
Orientation: It is the responsibility of the management to help new employees to make them
familiar and adjust with the new company and job. In employee orientation program,
organizations mission, vision and objectives should be properly stated and the way through
which it can achieve its long term and short term goals. Mont Rose College provides proper
orientation to its new employees by providing them opportunity to interact with the existing staff
and adjust themselves with the surrounding.
Motivation: It is an important function of HRM department. After recruiting it is important to
motivate the employees which helps in reducing the employee turnover and increases
productivity. Mont Rose College motivates its staff by providing them rewards, promotions,
increment, flexible work hours etc. which makes them satisfied and enhance employee
experience.
P2 Different approaches to recruitment and selection
Recruitment is a process of inviting application for the job by creating pool of applicants
and identifying the one who fit the role requirements. Recruitment is of two types which are
explained in detail below with its strength and weaknesses.
Internal Recruitment: It is mainly done through promotion or transferring employees to other
places. In this organization allows its existing employees to fill the vacancy by switching from
temporary to permanent job type.
Strength: It can prove cost effective and can boost morale of employees and also helps in
retention employees (Cascio, 2015). Employees also sense motivated towards working hard and
improve the performance.
Weaknesses: It may miss out fresh ideas that external candidates can bring, limits the potential
candidates.
External Recruitment: In this strategy company can hire pool of applicants to fill and perform
the existing job vacancy outside the organisation.
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Strength: Automated recruitment system can prove timer saver and money saver for the
company.
Weaknesses: It can prove to be somewhat expensive as well as time-consuming process, requires
training selected employees, , subscribe to job boards, pay for background check (Picincu Andra,
2018). Automated system may lose out the potential candidate who would be the perfect fit for
the job.
Selection: Selection process differs from one organization to another. But generally, it is done
through tests and face to face interview. Like above, it also has pros and cons which are stated
below.
Strength: It helps in measuring applicant’s presentation as well as its verbal skills, can be cost
effective, tests are more reliable and helps in eliminate bias, can assess candidates job
knowledge, interviewer can obtain other important information.
Weaknesses: Individuals can manipulate and may not be honest in answering questions, results
may be subjective to manual grading, not more reliable than tests and no valid evidence of
selection process.
LO2
P3 HRM practices benefits
HRM involves managing and coordinating with the workforce through HRM practices so
that employees feels satisfied and work hard to improve the performance. Effective HRM
practices will benefit both employer and employee. Some important benefits of HRM practices
are stated below.
Provides flexibility: Nowadays, HRM practices reflects demographic shift, workers are more
diverse with older workers with disability as well as part-time workers which denotes employers
flexibility (Becker, Brandt and Eggeling, 2015). If organization wants to retain its employees, it
needs to provide flexible workplace in terms of time, work teams, location and work
environment. Mont Rose College tries to provide flexibility to its employees to retain its top
talent and skilled workers. This will improve the employee job satisfaction and experience which
benefits to both employer and employees.
Motivates workers: Human resource managers plans, monitors and review the performance of
its employees and the overall employee contribution in the organization. Based on the
performance, employees are rewarded which can be in the form of monetary such as promotion,
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incentive, increment etc. and non-monetary rewards like appreciating publicly, flexible work
hours, opportunity for new learnings etc. which motivates employees to work hard, improve
performance and reduce employee turnover. Mont Rose College motivates its employees through
monetary rewards including other forms of motivation such as flexible hours, promotion etc. It
helps in retaining the employees for a longer period which increases employees experience level
and excel in its daily task.
Resolves Conflict: Another benefit of human resource management is to manage and resolve
conflicts among employer and employees which may happen in an organization (Englmaier and
Schüßler, 2015). Human resource managers clearly states the organizations rules, regulations
and framework to all its employees to avoid any conflict between them and if any arises timely
action can be taken following the guidelines. In Mont Rose College, proper guidelines have been
stated in order to resolve any issue that may arise and tries to mediate the conflict before it goes
out of hand.
Training and Development: The human resource department conducts needs assessment test
for its existing employees in order to determine the type of skills are required and provides
training which are required to improve the performance or hire the professional for the same.
Every start-up or a company in growth phase can be benefited from this. Mont Rose College
provides training to upgrade its employees skills which in turn helps in satisfying and retaining
its talented workforce.
P4 HRM practices for raising company profits
The effective HR management focusses to maintain a respectable relationship with its
workforce. This relationship is very crucial for an organization for its survival, growth and
productivity. Some effective human resource practices are described below.
Reduce employee turnover: Employee turnover rate affects the functioning of an organization
so in this case it is duty of the HR department to implement the practices that can help in
reducing the employee turnover because increasing rate of employee turnover, increases the cost
of the HR department for recruiting, selecting and training the new employees (Kadiresan, and
et.al, 2015). This hampers the organizational performance and productivity. Mont Rose College
is trying hard to reduce its employee turnover by implementing the practices that will help in
retaining its employees. Thus, human resource management can help in increasing profits and
productivity of an organization by reducing its employee turnover rate.
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Flexibility in workplace: Providing flexibility in the workplace will improve the performance of
the employees as employees can feel belonging with the organization and make a balance
between the personal and professional lives. If employee leaves the Mont Rose College, it will
lose its experienced, talented and skilled employee which will affect the productivity of the
college. For this reason, Mont Rose College provides its employees with flexibility to satisfy and
improve the employee performance. This satisfaction increases the profits for the college or
organization.
Coordinating employer and employee relation: It is the vital function HRM which is to
preserve a good employee relation. It is essential to develop, revise and implement HR strategies
as well as measures and communicating the same to both managers and employees understand
what is expected (Sitzmann, and Weinhardt, 2019). In Mont Rose College, proper coordination is
maintained and relation is maintained among its employees and employer to avoid conflict and
work with harmony. This factor also help in improving the performance, productivity as well as
profitability of the organization.
Training and development: Many organizations provides training to its employees from time to
time with respect to change and requirement. It not only provides training to its new employees
but also to its existing one's in order to retain its employees. Another reason is, it tries to
motivate its workforce by making employees realize their importance. This boost the
performance and productivity of the employees. Organization invests huge amount in training
and development of its employees with the expectation that employees will work for the
organization in achieving its objectives. Mont Rose College takes care of its employees by caring
out training and development sessions, seminars, conference, workshops etc. which increases the
profitability and productivity of the employees.
CONCLUSION
Present report concludes that HRM plays a crucial role in a workplace. It has multiple
functions and benefits associated with it which is beneficial to both employer and employee and
proper management of it enhances the productivity and performance of company.
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REFERENCES
Books and Journals
Becker, W., Brandt, B. and Eggeling, H., 2015. Determining Outcomes of HRM Practices.
In Human Resource Management Practices (pp. 223-235). Springer, Cham.
Carvalho, S. and Machado, C., 2016. Electronic human resource management in
SMEs. Technological Challenges and Management: Matching Human and Business
Needs. 2. p.79.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Chambel, M. J., Castanheira, F. and Sobral, F., 2016. Temporary agency versus permanent
workers: A multigroup analysis of human resource management, work engagement and
organizational commitment. Economic and Industrial Democracy. 37(4). pp.665-689.
Cunningham, J. B., 2016. Strategic human resource management in the public arena: A
managerial perspective. Macmillan International Higher Education.
Englmaier, F. and Schüßler, K., 2015. Complementarities of HRM Practices.
Sitzmann, T. and Weinhardt, J. M., 2019. Approaching evaluation from a multilevel perspective:
A comprehensive analysis of the indicators of training effectiveness. Human Resource
Management Review. 29(2), pp.253-269.
Kadiresan, V., and et.al, 2015. Performance appraisal and training and development of human
resource management practices (HRM) on organizational commitment and turnover
intention. Asian Social Science. 11(24). p.162.
Online
Human Resource Management (HRM): Definition & Functions. 2019. [Online]. Available
through : <https://studiousguy.com/human-resource-management/>.
Picincu Andra, 2018. Advantages and Disadvantages of Selection and Recruitment. [Online].
Available through : <https://bizfluent.com/info-8518707-advantages-disadvantages-
selection-recruitment.html>.
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