Human Resource Management Report: Functions and Practices at MRC

This report provides an in-depth analysis of Human Resource Management (HRM) practices, focusing on a case study of Mont Rose College (MRC). It outlines the purpose and functions of HRM, including recruitment and selection strategies, such as internal and external recruitment approaches. The report examines how HRM functions contribute to meeting business objectives, emphasizing the importance of training and development, performance measurement, and open communication sessions. Furthermore, it evaluates various methods used in HRM practice, such as 360-degree performance management, fair evaluation systems, and knowledge sharing. The report highlights the impact of these practices on employee motivation, organizational efficiency, and overall business outcomes, providing a comprehensive overview of HRM's role in organizational success.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................5
Purpose and functions of HRM ..................................................................................................5
Approaches of recruitment and selection....................................................................................6
Functions of HRM in meeting business objectives.....................................................................8
Evaluation of methods used in HRM practice..........................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Human Resource Management is a process to manage the human resources of the
organisation (Triguero Sánchez and et.al., 2016). This report is based on the case study of Mont
Rose College (MRC). This report will specify various functions and purposes of HRM work
practices. Various approaches used by the HRM in order to recruit and select candidates are also
summarised in this report. HRM functions to improve employee motivation will also discuss in
this report. Methods used by HRM also discussed in this report.

MAIN BODY
Purpose and functions of HRM
Human resource management (HRM)
Human resource management can be defined as the strategic approach which is used to
manage employee within company as well supports to gain competitive advantage. This
approach is designed for enhancing employee performance at working place so that easy to
achieve organization objectives.
Purpose
The main purpose of the HRM in Monte Rose Collage is to improve productivity of a collage
by preventing issues which occurs between employees and employers (Kianto, Sáenz and
Aramburu, 2017). Apart from this, human resource management support to optimize
effectiveness of employees within collage that automatically meets collage from their defined
vision.
Functions of HRM
Human resource plays roles such as recruitment, motivation, communication and direction
within company. Functions are :
Recruitment and selection: It is a major function of HR which is used to screening best
talent that matches with job profile and help company to meet their goal. It is crucial
procedure for every organization because it helps to reduce cost of mistakes i.e. engage
incompetent, unqualified employees and unmotivated etc. HR offers different type of policies
such as health insurance policies, incentives and compensation policies etc. to attract best
talent for giving interview.
Training and development: It is another function of human resource management where
they analyse employee needs and their performance at workplace. On the basis of evaluation
organizes training and development classes by the HRM to improve current and future
performance within workplace (Papa and et.al., 2018). Thus, HRM supports company to meet
their objectives by the help of employees.
Managing employee relation: Employee relation is more crucial for organization because it

creates healthy working environment and maintains well-being of them at job place. HRM
gives values to their employee by involving them in decision making process. Additionally
HRM offers employee supportive policies such as flexible working hour facility,
compensation policy and health insurance policy etc. assist to establish good relation with
employee.
Performance Appraisal: It is also an important function of human resource management
where HR offers appreciation those employees who gives more efforts on their performance.
Apart from this, HRM offers rewards strategy for improving employees performance at
workplace.
Mont Rose Collage (MRC) hires HRM to manage workforce planning. Where HRM supports
collage to introduce various strategy such as recruitment and selection strategy. The main
goal of the strategy to elect right skills for right job profile within collage. Additionally, to
deal workforce offers training and development classes which improves their performance at
workplace. Performance appraisal strategy also introduces by HRM to build employee
relation with company.
Benefits of different HRM practices
 Performance appraisal strategy gives positive impact on employee performance within
collage. For example rewards strategy motivates employee to give high performance
so that they become eligible to gain reward a part from salary.
 Recruitment and selection strategy gives positive impact on collage because gets
talented employee at workplace by HRM practices.
 Training and development class also a part of HRM practices which supports
employee and employer to improves their performance.
Approaches of recruitment and selection
Human resource department of MRC college conduct following activities in order to
recruit and select potential employees for various positions in the organisation structure of the
company. HRM follows both internal and external approaches for recruitment and selection
process of the organisation.
Internal Recruitment

HRM of the MRC college follow the approach of internal recruitment to meet the need
associated with various designations and position in the organisation structure of the college.
Internal recruitment is an effective recruitment and selection approach as it involve promotions
of existing work force in order to honour the efficient performance in the organisation (Al-
Hawary and Alajmi, 2017). Employees designated at existing positions and designations in the
college get promoted to fill the positional requirements associated with the higher designation in
the college. This approach also enable the employee motivation in the organisation as
promotions motivate to work force of the organisation to perform more productive tasks in the
college.
Strength of Internal Recruitment:
 It improves employee motivation.
 Promotion drives employees to perform more efficient operations in the organisation.
 Improve employee turnover of organisation.
 Healthy approach to meet positional requirements of the organisation structure.
 Cheaper method to recruit and select employees for job roles in the college.
 Time saving approach.
Weakness of Internal Recruitment:
 Resist to introduce new talent to the organisation.
 Internal politics also influence the recruitment process.
 It causes to business in the organisation.
External Recruitment
HRM of the MRC college also follow the approach of external recruitment in process to
meet positional requirements in the college. External recruitment is an approach where HRM
hires such individuals who are not associated with the organisation to meet positional
requirements of the college. Approaches apply by the HRM to conduct external recruitment is
summarised in the following ways.
Create Job Post: To implement the external recruitment HRM conduct job post in all effective
communicational channels to attract potential graduates (Para-González, Jiménez-Jiménez and
Martínez-Lorente, 2018). Job post involve precise information about the designation skills,
qualification, experience and other associated requirements with the designations are attached in
the job post so that all skilled candidates can apply for the position.

Aptitude Test: To start the interview process HRM conduct aptitude test in the beginning. This
test enables the HRM to assess the knowledge of all the candidates presented on the date of
interview.
Group Discussion Session: Group discussion session is also a crucial stage involved in the
external recruitment approach adopted by the HRM of the MRC College. This process guides the
HRM department about the over all personality of the candidates.
Personal Interview Round: This is the final stage involved in the external recruitment approach
follows by HRM in the college. After conducting both the processes Aptitude test and group
discussion round few candidates get short-listed based on the performance in previous stages of
recruitment and selection process. Based on the candidate performance in this level organisation
offers job to graduates.
Strength:
 Fresh talent get a part of the organisation structure.
 It also improves organisation hierarchy.
 It enables more options for recruitment and selection.
Weakness:
 Cost is high in this process.
 Risk is also high in this process.
Functions of HRM in meeting business objectives
Functions of HRM involve all such activities that guides the organisation to meeting
overall business objectives.
Recruitment and Selection: Recruitment and selection is among the major function run by
HRM in MRC college. Organisation meet its positional requirements with the support of this
HRM functions as college management get potential and efficient work force at different
designations in the organisation hierarchy (Ebiasuode, Onuoha and Nwede, 2017). Skilled work
force support the college management to achieve productive tasks which also improves brand
image of the college in target market. Profitability has a direct connection with the brand image
of the organisation in target market. Recruitment and selection enables the management to
associate potential employees with different organisation positions in order to meet all the
objectives of the MRC college.

Training and Development: Training and development associated with company's human
resources is also a crucial activity involve in the operational activity of the HRM. To improve the
skills of organisation employees HRM provide various training like IT training and other
functional training to develop the personality and skills of employees of MRC college. Training
and development potentially improve the abilities of employees that also enable employees to
perform more efficient tasks. Organisation also conduct training enabling personality
development of employees of the organisation (Tay, Tan and Yahya, 2017). Improves skills and
abilities of employees of the college guides the employees to perform more efficient tasks and
operations. Education belongs to service sector that highly depends upon the quality of service.
Training and development of employees improves the brand image as employees get to perform
more effective task which also improves the profitability in order to meet the objectives of the
MRC college.
Performance measurement: Performance measurement of employees of the MRC college is
also among the crucial operational function involved in the positional requirements of the HRM.
To honour all the efficient performances of employees HRM conduct performance measurement
(Rasool and et.al.,2019). HRM provide incentives and bonus to all the productive work force
based on the outcomes of the performance measurement task. This is a crucial activity that drives
the management to motivate all employees of the college in order to perform more efficient
operations. Highly motivated human resources is among the primary requirements involved in
achieving organisation objectives. HRM provide incentive based bonus as well that also guides
employee to put some extra efforts in order to achieve higher operational effectiveness. All the
aspects of performance measurement improves the efficiency of service of the sollege that also
enables management to improve brand image in the target market to achieve better profitability
and meet all organisation objectives.
Open sessions: Conducting open sessions is also among the crucial operation functions of the
HRM. With the support of this functional activity all the issues face by employees in performing
the respective duties get discussed so that management can take suitable actions to give more
efficient work culture to employees. This activity of HRM potentially improves the work culture
of the college which also enable the management to achieve all business objectives by bringing
more efficiency form employees.

All the above functional activities of HRM potentially enables the management to
achieve over all business objectives of the college. Practices like Training and development,
performance measurement enables the management to improve the effectiveness and work
efficiency of employees that also improve the brand image of the organisation. Impactful brand
image drives the organisation to improve profitability of the organisation. Recruitment and
selection process of the HRM enables the management to recruit efficient and skilled employees
for various designations in the college. This also causes to improve the organisation profitability.
Evaluation of methods used in HRM practice
Methods follow by HRM to conduct operations can be specified in the following manner.
360 Degree performance management feedback: This is a potential method used to assess the
employee performance in the organization (Rahman and Hasan, 2017). This technique involve
reviewing employee performance with the guidance of all the top-level management and senior
employees. Under this technique's employee efficiency is based on the opinions of all the seniors
about the employee.
Fair evaluation system: To ensure the high efficiency in performance measurement this method
is adopted by the HRM. HRM follow the standard approach by covering every aspect of the
employee performance such as productivity, time management and other skills, employee
contribution and other aspects that guides the HRM about employee efficiency.
Highlight Performer: HRM also follow the process of honouring employee's in front of all the
senior management and organization work force. HRM give certificates like certificate of
excellence and other benefits like incentives, performance based bonus and other benefits in
order to give reward in return to give performance of employee's.
Knowledge sharing: HRM also conduct open sessions in the organization. This session focus
over discussing all issues of employees that restrict the employee efficiency (Coffie, Boateng and
Coffie, 2018). This is an important approach that guides the employees to perform more efficient
tasks.
Performance based bonus: HRM also follow the approach of giving bonus and incentives to
reward all the productive performances conducted by employee. This activity improves
employees motivation and performance standard. It also improves the profitability of the MRC
college.

CONCLUSION
Various HRM functions and purpose like work force planning, recruiting and selecting
are concluded in this report. HRM of the college adopt both the strategies such as internal
recruitment approach and external recruitment approach in order to meet the designation
requirements of the college. Various HRM activities like performance analysis, training and
development are also discussed in order to meet business objectives. Methods follow by HRM
like 360 degree feedback system are concluded to motivate employee's.

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Online:
Human Resource Management, 2019. [Online]. Available Through:
<https://onlinelibrary.wiley.com/journal/1099050x>.