Human Resource Management Report: Practices and Decision-Making

This report provides a detailed analysis of Human Resource Management (HRM) practices within JP Morgan, a major financial institution. It begins with an introduction to HRM, defining its core functions and purpose, emphasizing the role of HR in managing employees as valuable assets. The report then delves into Task 1, covering the functions and purpose of HRM, including recruitment, training, and appraisal processes. It examines the strengths and weaknesses of different recruitment and selection approaches, such as internal and external recruitment, and evaluates the benefits of HRM practices for both employers and employees. Task 2 explores the effectiveness of HRM practices in terms of organizational profit and productivity. Task 3 focuses on the importance of employee relations and the impact of employee legislation on HR decision-making. Finally, Task 4 applies HRM practices in a work-related context. The report concludes by summarizing the key findings and providing references to support the analysis.

Human resource and
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1- Functions and purpose of HRM:......................................................................................3
P2- Strength and weakness of different approaches to recruitment and selection.................5
P3- Benefits of HRM practices for employer and employee.................................................7
TASK 2 .........................................................................................................................................9
P.4 The effectiveness of different HRM practices in terms of raising organisational profit &
productivity.............................................................................................................................9
TASK 3 .........................................................................................................................................11
P.5 The importance of employee relation in respect to influencing the HRM decision-making.
..............................................................................................................................................11
P.6 The key elements of employee legislation and the impact on HR decision-making.....12
TASK4...........................................................................................................................................14
P.7 Application of HRM practices in work related context.................................................14
CONCLUSION..............................................................................................................................16
REFRENCES ................................................................................................................................17

INTRODUCTION
Human resources management is a process of hiring, deploying, recruiting and managing
the employees of the organisation. HRM manages the employees as they are treated assets for
the company as they are the human capital. If the employee are used effectively then it reduce
the risk and the return on investment will be increased (Human Resources and Management.
2019). The company is JP Morgan, it’s an American banking corporation and have the large
presence in the UK. They work in financial instruments like investment banking, wealth
management, securities, etc. In this report the purpose and functions of HRM is covered along
with the effectiveness of the HRM as well as the approaches of recruitment and selection. The
benefits of HRM which help the organisation to make effective decisions and the importance of
HRM while making decisions. The internal and external factors effects the decision-making and
the human resources of the organisation.
TASK 1
P1- Functions and purpose of HRM:
Human Resource Management is a function of an organisation which indulge in the
activities which deals with the people of the organisation effectively during the several stages of
their employment cycle (Bakker and Demerouti, 2014). The activities involved are hiring
people, motivating them and managing them in the organisation. HR officials at J.P Morgan
concentrates at internal sources of competitive advantage. They regard their employees as the
asset to the organisation. The functions and purposes of HRM in J.P Morgan firm are as follows:
The main purpose of HRM is to organize people of an organisation to accomplish the
specific goal with efficiency. The purpose are:-
 Helps in fulfilling job vacancies and finding the right person for the suitable job.
 Maintaining employee satisfaction, they are rewarded for the jobs performed by them in
a effective manner.
 Safety and security of the employees is ensured.
 To maintain healthy relations in the organisation to avoid conflicts between the
employees.

Roles and responsibilities:
HR officials of J.P Morgan plays many roles and responsibilities in the organisation for
the overall development of its employees.
 Training:- They provide proper training to their employees. Which helps them to
understand the working patterns and the new culture of the organisation (Bringezu and
Bleischwitz, 2017)). If proper training is provided, then employees don't face any
problem while doing the work.
 Recruitment:- The role involves a strategic campaign a proper guidelines for the
appropriate recruitment category. In this employees are recruited according to the job
profile requirement in the company through the sources by which the manager wants to
recruit whether internal or external.
 Appraisal:- HR team monitors the work of the employees and they are awarded on the
basis of outstanding performances to keep them motivated. By which, the employees of
the organisation are able to achieve the goals effectively as well as the efficiently.
Functions of HRM:
HRM is important for appropriate utilization of resources in the company and effective
use of the human resource in the organisation. HR officials of J.P Morgan performs various
functions which are discussed below:
Managerial functions:-
 Planning:- It is a planned course of human activity, in which HR officials set goals and
objectives for the organisation as planning is future oriented.
 Organising:- This includes assigning of each subordinate with specific task, delegates
the authority to subordinates, establishes channel of communication and coordinates the
work.
 Staffing:- In this the HR officials have to decide which type of people will be hired,
recruiting perspective employees, selecting employees, setting performance standards,
and providing suitable training.
Operative functions:-

 Procurement:- It involves procuring suitable amount of people at suitable place in the
organisation. It is concerned with planning, recruiting, etc. which helps them to obtain
their target.
 Compensation:- This includes determining the wages and salaries for the workforce in
the organisation (Buttimer and Seamon, 2015). HR officials of J.P Morgan assures
equitable and fair remuneration for the employees in the company.
 Maintenance:- It is very important to protect the employees as they are part of the
company. It is the functions of HRM to protect their employees and provide positive
working environment in the organisation. To attain this the company can provide various
types of benefits to the employees which includes facilities like medical allowances,
housing policies, transport facilities, providing benefits in education to the children of
the employees , etc.
P2- Strength and weakness of different approaches to recruitment and selection.
The methods of recruitment help an organisation to form a path in acquiring the suitable
employee for the desired job. HR officials of J.P Morgan are responsible for selecting and
appointing the employees for the job. This process has various approaches which are as follows:
Illustration 1: Functions of HRM
Source 1:Functions of HRM. 2019

 Internal recruitment- This process consist of attracting employees within the
organisation to come up and take the new responsibilities within the company. HR
officials of J.P Morgan carry this process to recruit the employees at quicker pace and it
is also cheaper in its ways. It eradicates initial steps after recruitment because employees
are already familiar with the working environment of the organisation (Dean, 2017). It
also leads to the benefits for the employees as it provides promotion opportunities to
them. It also causes some disadvantages in limiting the value of suitable candidates. It
leads to restriction of new ideas from outside.
 External recruitment- This is the process of hiring suitable employees for the desired
job from external sources of the organisation. In this HR officials of J.P Morgan recruits
through introducing the job vacancies to the aspirants by advertising, campus
placements, etc. this introduces new ideas to the organisation from outside (Farndale,
Brewster and Poutsma, 2014). There are wider options to choose from. HR comes
across with experienced people in their own respective fields. External recruiting is a
time consuming process, incurs expenses in advertisement, sometimes results are not
effective in choosing the suitable employee.
Strength and weakness of recruitment approaches-
Strength Weakness
 When the recruiting process is carried
externally it increases the chances of
hiring the suitable person for the job
from a wider source of candidates.
 Recruiting through internal means,
reduce the cost involved in external
process and also helps HR manager to
finish the process fast as they know the
skills of the employees already.
 Recruiting from external source incurs
high cost in advertising and there is
surety for the desired result.
 Recruiting internally results in lack of
new ideas in the organisation which can
affect the growth of the organisation in
long run.

Selection- It refers to the process of selecting the suitable candidate for the job in the
organisation. The process involves steps like interview of candidates, evaluation of their profiles
for suiting the specific job (Harrison and Lock 2017). The approaches which HR manager of J.P
Morgan can use are personality evaluating test, skill test, personal interview, etc. the organisation
can apply these selection approaches to select suitable candidates-
 Interview round- This round involves predetermined questions which are related to job
and requires specific knowledge in the respective field. Interview round is conducted by a
panel of managers.
 Situation judgement test- It helps in finding the reaction of the candidate when he has to
deal with a hypothetical situation in the defined job title. This round consists of questions
related to various situations which arise on a natural basis in the organisation.
Strength and weakness of selection approaches
Strength Weakness
 It helps in eliminating the candidates
who are not suitable for the job and
lacks in skill and knowledge.
 It allows the HR manager to ask
questions that can result in revealing
additional information about the
candidate and help in selection process.
 Candidates may not be honest and some
test may be evasive which will impact
the result.
 It is time consuming and expensive
process.
P3- Benefits of HRM practices for employer and employee.
HR manager of J.P Morgan have various responsibilities within the organisation to
safeguard the involvement of employer as well as employees. These practises help employers in
a way which manages their relations with the employees and helps in reducing the labour cost. In
case of employees rights and scopes are secured (Helmreich and Merritt, 2017). HR practices in
J.P Morgan has benefited the employees of the organisation by advancing their knowledge and
improving the skills in their respective fields with the medium of various development programs
and training sessions. These practices help in creating positive behaviour within the organisation

and helps in eradicating various harmful situations for the organisation. HRM practices fortify
and give rewards for desired behaviour of an employee.
HRM Practice Benefits
Employer Employee
 Training practice It is important for an employer
to give proper training to their
employees. This will directly
result in making the employees
expertise for the work they
will continue to do for the
organisation. These training
programs will help the
employers of J.P Morgan to
achieve the desired target.
It is essential for a new
employee to come across the
working environment and
patterns of the work place.
These training sessions will
lead to self development of an
individual and will benefit for
the long run.
 Monitoring the
performances
This practise helps employers
to monitor the performances of
employees so that the desired
goals of the organisation can
be timely achieved. Employers
at J.P Morgan closely
evaluates the performances of
the employees and keep them
updated with the followings.
So, that regular improvement
can take place within the
working styles of the
employees.
This helps employees in a way
if the employees evaluate their
own performances on daily
basis and be honest with their
efforts it will help themselves
to grow within the organisation
itself.
 Conflict resolution HR practices helps in
controlling the conflicts within
the organisation between
It gives support to the
employees to eradicate the
wrong behaviour of any

employees or between
employees and management. It
also helps in resolving and
controlling wrong attitude and
poor language within the
organisation.
employer and makes a suitable
environment for the work
place.
 Reward It is very necessary for an
employer to reward their
employees for their
outstanding performances
(Jensen, 2017). These timely
appreciation helps the
employees to remain
motivated and boosts their
interest towards achieving the
set goal of the organisation.
The rewards can be in forms
like monetary terms,
promotions, holiday trip, gifts,
etc.
This practice helps the
employee to do better and
generates a healthy
competition among the
employees to win the awards
for their work. These HR
practices will keep the
employees of J.P Morgan
enthusiastic and keen to
deliver their best for the
organisation.
TASK 2
P.4 The effectiveness of different HRM practices in terms of raising organisational profit &
productivity.
The human resources practices will help the organisation to increase the profit as well as
the productivity. The companies which follows the skilled HRM practices in their organisation
get the higher revenue and the growth in the organisation. The practices which JP Morgan HR
follows to increase will help increasing the productivity and the profit of the organisation. The
practices are:-
 Training & development:- Its essential for the organisation to train the new employee
and make them familiar with organisation working environment (Keep, 2014). The

development is done for the existing employee. If any change is going to be according in
the organisation its HR responsibilities is to develop the qualities in the employee to
make the work effective as well as productive. The growing state of technologies and the
advance techniques are used due to which it become necessary for the organisation to
provide the appropriate learning, development and the training to its staff. If proper
training is provided to its employee then their motivation will increase to do more work
by which profit will also increase in the company.
 Payment and reward management:- It is very important for the organisation like JP
Morgan to manage the proper performance in the organization. The HR manager will
manage the performance by providing them the reinforcement. If work is done according
to which the productivity increased, goals & objectives are achieved on time as well as
the profit of the company grow then HR manager will reward their employee in terms of
monetary as well as non-monetary rewards (Mosakowski, 2017). The non-monetary are
promotion, provide them some trip etc. these are the positive reinforcement of the
employee. If employees are not doing working according to the précised standards then
negative reinforcement is used by the HR manager as work get effected. In this employee
get the punishment. To the proper performance management system employee get
motivated to do the work with higher productivity. If rewards are given timely to them as
employee start doing more work by which production as well as profit will increase.
 Performance management system:- Its HR manger responsibility to provide the proper
security to its employee as this help the organisation to retain them. It is a process in
which manager see the overall performance of the employees improving then the
organisation performance will also be improved as this will help in raising the
productivity which helps in achieving the organisation goals as well as the productivity.
In this roles and jobs are defined to the employee, selecting the right set of people in the
right place is important as well as proper feedback is essential to be provided.
 Flexible working environment:- If organisation provide the flexible working
environment to its employee then their moral will increase and labour turnover will
therefore decrease by which organisation productivity as well as profit will increase
(Nicholas and Steyn, 2017). As, the employee have the chance to work according to their
comfort as this will motivate and influence workers to work more effectively. In this

activities are aligned to the department by which overall goals and objectives are
achieved. The HR manager of the JP Morgan builds the flexible working environment. If
employees can work according to them them production will increase as well as the
profit of the company will also raise.
 The Manpower Planning:- To increase the productivity and the profit of the JP Morgan
HR need to plan the manpower effectively. In the clear actions are plan to make the
effective working for employee as well as in time. The work is allotted to their staff in
accordance to the profile which makes the work more effectual. In this putting the
employee in the right position at the right time which makes the organisation work more
productive as this will also help company to achieve the goals and objectives.
TASK 3
P.5 The importance of employee relation in respect to influencing the HRM decision-making.
In the workplace the employee has the relation with the college and the management. Its
HR manager responsibilities to maintain the proper relationship between them need to made
otherwise decision making of HRM can't get influence. The JP Morgan decision making is
influence by the employee relation. The importance of employee relation on decision-making
are:-
 Easy in sharing the work:- If the employee relation is maintain appropriately between
the workers then it would ease the work load which help the organisation to increase the
productivity. So, if the proper relations are maintained then workers will help each other
in doing and assigning the work. The decisions which manager take will accepted by
them if the employee relation is maintained properly. Than worker is ready to share the
work with anyone is proper relation are maintained. As the work need to be shared by the
employee is mandatory and employee relation are maintained then it’s very difficult for
the organisation to make their employee to work together as a team. Team need to
maintain the proper employee relation to make work more effective.
 Conflict resolution:- If the HR manager of the organisation preserved the appropriate
employee relation then it become smooth for them to solve the conflicts between the
employees. If the working environment friendly and effective then conflict are solve
easy (Quinlan and et., al. 2019). The decisions which are made by the HR manager of JP

Morgan related to conflict will be accepted as well as followed by the employees
properly if employee relation are maintained. If they don't maintain the employee
relation, then solving the conflicts become difficult. If conflicts are resolve on time then
productivity as well as employee relation are maintained properly.
 Productivity:- If organisation wants to increase the productivity than proper employee
relation is required to be maintained. If manager wants to reduce the labour turnover rate
then they need to take decisions related to increase the production. The employees are
going to accept the decisions and start working according to when employee relation is
strongly maintained in the organisation. If employee relations are not maintain
appropriately then increasing the production in between is difficult for the manager and
decision will negatively influence.
 Reduce the problem of absenteeism:- If healthy relationship is maintained between the
employee and the employer then the seriousness towards the work will increase. If the
working environment is maintain strongly than employee can't frequent leave as if
manager want them to do some over time then decision will followed as employee
relation are strongly build (Renz, 2016). The productivity will also increase as the
employees are giving their best as well as the profitability also increase if they are regular
and punctual in work.
 Changes in policies and the allowances:- If manager need to change their polices in the
organisation their decision effects employees working. If the employee relation is
maintained properly then decisions are not influence as workers ready to accept the
changes as well as changes in allowances will be accepted by them (Ross, 2017). The
allowances in terms of perks, increment in salary etc. If change then to decisions are not
going to influence if relations are maintained appropriately.
It is essential for the JP Morgan HR manager to maintain the proper relationship between
the employee, employer and the management after which productivity will increase and
due to this decisions making of the manager are also get not get effected.
P.6 The key elements of employee legislation and the impact on HR decision-making.
There the laws which are made by the government related to practices in the organisation
which impacts the decision making of the HR manager. The laws and the legislations need to be
followed by the manager then organisation is not going to face negative impact on Decisions.