Analysis of Human Resource Management at LV= Organisation

This report provides a detailed analysis of Human Resource Management (HRM) practices within LV=, a UK-based financial services organization. The assignment explores the core functions and purpose of HRM, including recruitment, selection, training and development, and employee relations. It assesses the strengths and weaknesses of LV='s recruitment and selection processes, including an evaluation of both the recruitment and selection stages. The report also includes a person specification for a personal assistant role, a shortlist of interview candidates, and example interview questions. Furthermore, it examines employee performance, development, and reward systems, as well as factors influencing HR decision-making. The report concludes with an evaluation of employee relations and key elements of UK employment legislation, providing a comprehensive overview of HRM within the context of LV=.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
PART 1............................................................................................................................................3
Activity 1.........................................................................................................................................3
Functions and Purpose of HRM..................................................................................................3
Assessment of functions of HRM...............................................................................................5
Critical evaluation of Strengths and Weaknesses of recruitment and selection process ............5
Activity 2.........................................................................................................................................7
Person specification for personal assistant role..........................................................................7
Shortlist for interview.................................................................................................................8
Questions for selection interview................................................................................................8
Rationale ....................................................................................................................................9
Critical evaluation.......................................................................................................................9
PART 2............................................................................................................................................9
Activity 3.........................................................................................................................................9
Employee performance, development and reward & Factors that influence HR decision
making.........................................................................................................................................9
Critical evaluation of HR learning and development opportunities..........................................10
Critical evaluation of rewards and benefits provided by HR in increasing profitability of
organisation...............................................................................................................................12
Activity 4.......................................................................................................................................13
Employee relation.....................................................................................................................13
Role of leadership in maintaining effective employee relations...............................................14
Key elements of UK employment legislation...........................................................................14
CONCLUSION .............................................................................................................................15
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management is basically responsible to handle all the aspects and
activities that are related with management and coordination of employees which includes
activities like human resource planning, recruitment and selection on the basis of job analysis,
orienting, training, compensation, looking after safety and welfare issues of employees, etc
(Kollmann and et. al., 2020). This assignment is based on LV= organisation that is considered as
the UK's largest friendly society which is wholly owned and managed by its members. LV= is
founded in 1843 and provides a range of financial services to its customers that includes
pensions, life insurance and other investment products for more than 5.8 million clients and
customers. This assignment includes purpose and main function of HRM along with evaluation
of various strengths and weakness of recruitment and selection process. Beside this, a person
specification document together with interview questions are also form a part of this report.
Benefits of learning and development opportunity for both employer and employees is also form
a part of this report. Finally, this assignment consists benefits of employee relation and various
employment legislation.
PART 1
Activity 1
Functions and Purpose of HRM
HRM is continuous process and essential for an organisation for effective workforce
planning and building and leading team spirit and proper coordination in team work thus, plays a

crucial role in in success and timely achievement of goals of a firm (Kalantar, Amini and Sadeh,
2020). The main functions of HRM with respect to LV= organisations are as follows:
Recruitment and selection- This function of HRM is mainly concerned with recruiting
and selecting most competent and skilled candidate for a job. In LV= timely staffing plan is
made to have proper workforce planning with the aim of maintaining a coordination between
demand and supply through analysis of vacant job postilion and recruiting a qualified individual
to fill that vacant position.
Induction and orientation- This function is mainly associated with making new
employees friendly and habitual with workplace and also helps them in having better
understanding about company's policy and environment (Kalambi, 2020). In LV= various
induction and orientation programmes are lead by HRM to make new employees comfortable in
working environment and also make them aware about their job role and responsibility.
Training and development- Development and enhancement in employees skills and
knowledge is also included in function of Human resource management thus, various training
and development programmes are lead by HRM of LV= with the aim of sharpening and
developing new skills in its workforce to meet the dynamic changes of business environment. A
well trained and skilled employees yield many benefits like strengthen companies position and
facilitates better competitive strength.
Purpose of HRM
The main purpose of HRM is to optimize the effectiveness and performance of workforce
with the aim of maximization of the productivity and overall performance of an organisation.
The main Purpose of HRM in LV= are as follows:
Staffing needs- One of the main purpose of HRM is to evaluate staffing needs of
organisation to ensure supply of talented employees for organisation. In LV= organisation the
main purpose of HRM is to creates position announcement and involve various activities of
identifying job duties and determinate skill level for recruitment of an employees needed for that
position (Ponisciakova, 2020).
Compensation and Performance appraisal- Another important purpose of HRM in LV=
is concerned with deciding organisation pay structure for employees on the basis of
compensation trend. Apart for this timely performance appraisal is also made by HRM on the
basis of efficiency and performance of an employee. Thus, Main purpose of HRM is to motivate

employees for better work through providing adequate amount compensation and timely
appraisal that includes various rewards and incentives.
Law Compliance- HRM plays a crucial role in assessment of various recruitment and
other policies of an organisation and helps in complying with policies of various federal and sate
laws in regard to fair compensation and other labour standards (Tomcikova and Coculova,
2020). Thus, to comply with and fulfil the criteria of various legal laws and policies is also a
main purpose of HRM in LV= organisation which facilitates a safe and equitable treatment and
workplaces environment for all employees.
Assessment of functions of HRM
It can be evaluated that various functions and purpose of HRM plays a crucial role in
LV= to have proper workforces planning and resourcing within in LV= through maintaining a
balance between supply and demand of staff. Beside this, HRM also facilitates adequate pay
structures and timely performance appraisal for employees that is necessary to motivate them
and lead to better performance for timely achievement of targets and goals of LV=. Further,
timely training and development programmes are also yield by HRM that facilitate a more
competent and skilled employees to have enhancement in organisation competitive strength and
lead to better positions in business environment (Perez-Uribe and et. al., 2020). Thus, HRM
function is essential, crucial and important for LV= and other organisation to have proper
management and control and check non the performance of employees and quality of overall
workforce.
Critical evaluation of Strengths and Weaknesses of recruitment and selection process
The recruitment and selection process of LV= includes four steps to recruit and select
most competent and skilled employees as per the criteria of vacant job. An evaluation of
recruitment and selection process of LV= together with their strengths and weakness is provided
below:
Recruitment process
Recruitment is the process that is concerned with attracting and finding a best candidate
for a job profile. The first two step of recruitment and selection approach of LV= are concerned
with attracting applicants for recruitment process and use of external mode of recruitment is
made by LV= that involve attracting individuals from external environment for recruitment
purpose (Apornak and et. al., 2020). The first step of recruitment in LV= includes Research

according to which before submitting their application and CV, candidates are required to have
overview of vacant job through social media sites and other online platforms to analysis their
suitability for job profile. After that candidates can apply online for getting recruitment in LV=.
A large pool of application is received by LV= thus, the second step includes review of these
application by recruitment team of LV= on the basis of applied job role and shortlist best and
most suitable candidate for selection process. The strength and weakness of this process of
recruitment of LV= is provided below:
Strengths Weaknesses
A wider pool of talented and skilled employees
are attracted through making use of external
recruitment method after proper evaluation of
job criteria thus, enhance the chances of
recruitment of best and most skilled
employees.
Making advertisement trough social media and
other digital platform can be expensive and
chances of getting neglect by talented
individuals is also there as no personal appeal
or mails are made to them (e Cunha and et. al.,
2020).
The recruitment of process if LV= is quite
transparent where all the information about job
profile and other relevant knowledge about the
organisation is provided to candidates through
use of various online and social media
platforms, thus, boost the moral and
confidence of applicants.
Screening and review of a large number of
application through recruitment team can be
time consuming and thus, makes recruitment
process lengthy and use of external recruitment
method can also hamper the moral of existing
employees as they are not getting better growth
opportunity in form of internal recruitment.
Selection process
It is mainly concerned with selecting and hiring most competent and talented candidates
from the shortlist applicants of recruitment process. Use of various interview and assessment
tests are made by organisation to select a suitable candidate for particular job profile. The third
step of recruitment and section process of LV= is associated with selection process that includes
use of telephone interviews to have more understanding about the qualification and skills of
candidates (Gloet and Samson, 2020). After the telephonic interview shortlisted candidates are
called for a face to face interview at the office of LV= that are mainly aim at evaluating

behaviours and technical skills of applicant. The last step of selection process of LV= includes
final outcome of that is informed to applicants and selected candidate by the recruiter of LV=.
The strengths and weakness of this selection process of LV= are as follows:
Strengths Weaknesses
Use of interview method provides a relative
amount of flexibility in selection process as the
questions of interview can be easily modified
as per the requirement to monitor and check
the qualification of applicant.
Selection of candidate through double
screening method by making use of telephonic
and face to face interviews is a time
consuming process and issues related with
poor network can also faced in telephonic
network that hamper selection process.
There are two rounds of interview, one through
telephone and other face to face, thus double
screening of applicant provide helps in
selection of best candidate through yielding
better knowledge about skills and
competencies of candidates.
The other weakness of selection process
trough interview is that no written proof or
evidence is available for future analysis and
validation of selection process (Kwon and
Farndale, 2020).
Activity 2
Person specification for personal assistant role
Person specification is a written document that is basically prepared by a company to
provide a detailed information about the skills, experience, qualification, knowledge and
experience required for a particular job which must be posses by a candidate to apply and secure
that job (Wayne and et. al., 2020). Following person specification documents is prepared by
LV= for job role of Personal assistant.
Person specification
Job Title : Personal assistant
Service area: Chief Executive Directorate
Grade: A
Criteria Essential Desirable

Skills required Communication skills
Time management
Team management
Planning skills
Computer skills
Attainment/ Qualification Diploma holder in any field BA( honours)
HNC business course
Knowledge Handling incoming calls
Managing dairy and emails
Preparation of daily meetings
schedules
Basic knowledge of Maths
together with good English
communication.
Management skills to
coordinate all travel and
arrangements
Maintaining effective
coordination among various
activities and staff.
Relevant experience Between 1-2 years -
Other attributes Polite and calm nature
Obedient
-
On the basis of above person specification LV= has received three applications for the
job profile of personal assistant from them 2 applications are shortlisted.
Shortlist for interview
On the basis of above person specification applicant 2 and 3 are selected for interview
round as they met the maximum criteria of job profile of Personal assistant. Applicant 2 is
having is an experience of working as Personal assistant for more than 2 years and also worked
on the post of personal secretary thus, meet the criteria of experiences. Beside this, applicant 2
also posses good management skills and together with communication and result oriented skills
and excellent IT knowledge is also possessed thus, applicant 2 is selected for next round
interview. Applicant 3 is a BA (Hons) thus, met the educational criteria of job profile of
Personal assistant. Beside this expert secretarial and PA skills and use of Microsoft office is also

learned by applicant 3 therefore shortlisted for interview round. On contrary Job Application 1 is
not shortlisted and selected for interview round because of its irrelevant job experience that is
different from job criteria and needs of Personal assistant that are specified by LV=.
Questions for selection interview
The competency questions that can be asked by interviewer of LV= while selection
process to choose a suitable and competent candidate for job profile of Personal assistant are as
follows:
Q1.Introduce yourself in a precise manner?
Q2.Tell me about your educational qualification and past work experience?
Q3.What are three most important skills that make you a good Personal assistant and different
from other candidates?
Q4. How you will going to mange and organise your work as a personal assistant?
Q5. What additional training and computer knowledge have learned by you?
Q6. Describe a situation when you have shown your good management skills to resolve a work
related issue?
Rationale
The above stated question provide an in-depth information about life experience and
quintillion of candidate to interview thus, meet the objectives of LV= of selecting a talented
candidate. Beside this job specification document also provide a clarity behind short-listing
candidates for the interview process.
Critical evaluation
Use of person specification document by LV= provide a better ides to candidate about the
job and also facilitates a systematic way to shortlist and for screening of candidate for interview
round (Shojaei, Bagheri and Ghiri, 2020). But it is a time consuming process and it is also
difficult to include all the required skills and educational qualification in a person specification
document. Person specification facilitates selection of most competent personal assistant from
the number of application as it clearly specifies the job requirements and criteria thus, lead to
selection of most relevant and justifiable applicant or candidate for role of personal assistant in
LV=. Beside this, interview has facilitated a better two way conversations among the HR of LV=

and applicant in order to have a better check on communication and other skills of applicant thus,
facilitate selection of moat suitable applicant for job role of personal assistant.
PART 2
Activity 3
Employee performance, development and reward & Factors that influence HR decision making
Human resources management plays a significant role within appropriate development
and management of employees that ensure further improvement of organisational performance.
There are number of HR practices that performed by an organisation in order to provide adequate
learning and development opportunities to employees so that they can grow with organisational
growth (Sennewald and Baillie, 2020). LV = is one of the fastest growing organisation of UK
that provide a range of financial services which become possible due to its great people. It work
toward performing a range of learning and development opportunities to its employees so that
they can building up most competitive workforce. Several learning and development related HR
practices performed by LV= is mentioned below :
 Performance review:- The HR department of LV=, reviews the performance of its
employees on regular interval in order to track their actions as well as support then in
enhancing their level above to their current performance (Your curiosity will shape our
future, 2020). In this the suggestions and appropriate guidance are being provided to
employees over their mistakes or weaknesses so that they can improve and able to
perform well.
 Training program:- The LV= also offers the training to its employees in several manner
in order to improve their level of performance and keep them ready for future challenges.
There training schemes involve a range of practices such as job shadowing where
employees are being guided over their job where they learn from seniors and at the same
time practical implement them (Doz, 2020).
 Personal development sessions:- Under this, LV = offers a range of learning and
development opportunities to its employees where they get personal development by
improving their weaknesses. These session includes coaching schemes where some set of
skills are being teaches to employees that are crucial for their job role. These sessions are
delivered at the Transformation academy which is a greater example that LV= spend

much time and efforts over its employees (Grafova, Kirishchieva and Mishchenko,
2020).
Critical evaluation of HR learning and development opportunities
There are range of HR practices that get performed within LV= in order to promote
learning and development among employees. These practices hold up benefit for both an
organisation as well as employees which can be better understood using below given details,
Basis Benefit to employees Benefit to organisation
Performance review The performance review will
support employees in getting
idea about the mistake they
are undertaking and manner in
which it can be improved
through the feedback or review
of their seniors.
Regular review of employees
performance will support LV=
in ensuring alignment of
employees effort toward
organisational goal which
brings up growth and success
in marketplace.
Training program By getting on the job training
through job shadowing
practices, employees would be
able to learn organisational
practices more effectively by
instant implementation of
skills or knowledge they gain
under the guidance of their
mentor which help in
improving the productivity
(Kollmann and et. al., 2020) .
By offering job shadowing the
time and cost of LV= get save
which they spend in training
practices. In addition to this it
also become possible for
organisation to provide
training through experienced
staff members while
maintaining more focus over
the each employee
individually.
Personal development session By getting coaching about the
particular skills and capability
at academy the employees
would be able to get a chance
of personal development. This
By providing personal
development sessions the LV=
would be able to develop a
high skilled and competent
workforce for their job

in turn support them in getting
a better career pathway which
help in improving their future
productivity.
challenges and support them in
reducing the chances of errors.
This in turn further support in
enhancing the level
performance that further
contribute toward the
profitability and productivity
(Kalantar, Amini and Sadeh,
2020).
Critical evaluation of rewards and benefits provided by HR in increasing profitability of
organisation
In order to keep employees motivated toward their job roles and from workplace it
become crucial for the organisation to keep the need of employees satisfied. In addition to this
appreciation, reward, benefit and recognition are also some other factors that support in keeping
employees motivated. The LV= provide a range of reward and benefit to its employees in order
to keep them motivated and at the same time align them with their actual roles and
responsibilities (Kalambi, 2020) . These are mentioned below:
Benefits:-
The LV= provide a range of benefits to its employees which support them in keeping the
workforce more dedicated toward the goals ad objectives of the organisation which in turn
further support them in increasing more profitability (Rewards and Benefits, 2020). As the
reward and benefit, motivate employees to perform more better that contribute toward increasing
productivity which further benefit organisation. These benefits are,
 Employees get benefit in term of holidays between 24-30 days.
 Company spend fund over employees health assessment.
 Provide life assurance to its employees between one to eight time of their salary.
 Provide medical insurance to employees which cover their full family.
 It also provide personal accident insurance which involve a serious permanent injury
(Ponisciakova, 2020).