Human Resource Management Report: LV Company Case Study and Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within LV Company. It begins with an introduction to HRM functions, including recruitment, selection, orientation, and employee development. Activity 1 focuses on the purpose and functions of HRM, workforce planning, and the strengths and weaknesses of different recruitment and selection approaches, such as telephonic and face-to-face interviews. Activity 2 delves into the specifics of a personal assistant role, including candidate specifications, CV reviews, and competency-based interview questions. Activity 3 explores learning and development opportunities, along with rewards and benefits offered by the company. Finally, Activity 4 examines employee relations and key elements of UK employment legislation. The report aims to provide a practical understanding of HRM principles and their application in a real-world business setting.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
Activity 1 ........................................................................................................................................3
LO 1.................................................................................................................................................3
a) Purpose and functions of HRM...............................................................................................3
b) Workforce planning and resourcing in the company..............................................................4
c) Strength and weakness of approaches to recruitment and selection.......................................4
ACTIVITY 2 ...................................................................................................................................6
LO 4.................................................................................................................................................6
a) Candidate specification for personal assistance role...............................................................6
b) Review of CV's from job application.....................................................................................8
c) Six competency based questions for interview.......................................................................8
d) Rationale of the questions.......................................................................................................8
e) Short listing of Job applications..............................................................................................9
Activity 3.........................................................................................................................................9
LO 2.................................................................................................................................................9
a) Learning and development opportunities................................................................................9
b) Rewards and Benefits...........................................................................................................11
Activity 4.......................................................................................................................................11
LO 3...............................................................................................................................................11
a) Description on employee relation.........................................................................................11
b) Key Element of UK Employment Legislation......................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is the process of selecting, recruiting, providing orientation
and implementing development and training of the employees in the organization. They also
decline compensation and provide benefits to the employees and motivate them to achieve
companies objectives and goals effectively.
This report will analyse case study of LV company and cover four activities in this report.
This report will conduct Management development program in this company and explain
purpose of the HR functions and strength and weakness of selection or recruitment process. It
will also analyse proper resourcing process for the company and include the abilities needed to
complete this process. In the activity 3 report will analyse development opportunities of the staff
and reward benefits to produce profitability of the company. In the last activity of this report will
include team work activities to create good relationship between employees in the workplace.
Activity 1
LO 1
a) Purpose and functions of HRM
Recruitment and Selection-
Recruitment is the process of looking out for candidates who have the potential according
to work and those who are eligible for the job HR of LV works on preparing the plan of staffing
which will be effective for them and study the need of employees that the company is going to
require. HR of the company predicts the whole need and requirement according to the budget of
the company which will help them to achieve their goals and objectives (Brewster and Hegewisch,
2017).
Orientation-
HR of LV knows the value of the orientation which is the reason why they believe that
this is a necessary aspect for the employees of the company. This process will help the candidate
of LV to get familiar with the company and understand the details of work from the employer.
HR of LV includes the goals and objectives of the company and what role he or she needs to
play in the company so that they can attain their expected results. It will help the employees of
the company to have clarity in their vision which will help them to make themselves clear about
their work and understand what duties they need to perform by maintaining the code of conduct
of the company(Stewart and Brown, 2019).

Maintaining good working conditions-
HR department of LV works on mainlining the environment of the company. This is done
so that the employees of the company can work up to their potential. Apart from this department
of HR also provides them with other benefits so that they can be motivated and contribute more
of their efforts so that company can achieve their goals. HR of the company is working on the
system of employee welfare so that they can feel satisfied about their job.
b) Workforce planning and resourcing in the company
Planning of workforce helps the company to align the needs and priorities of the
company so that they can find out those people who can work according to the legislation,
requirement of production and objectives of the company. The recruitment and selection of the
company meets to the criteria of workforce planning as the HR department of LV works on
forecasting and prediction before executing the plan so that they can find out the suitable
candidates for the job. It is important for the company to work according to that so that the
employees which are selected matches the level of requirement of the company. HR of the
company does all of this under the resources and budget allocated to them so that no excess of
funds needs to be spent on the company. This will help the company to save the resources such
as money and time which can be used in other areas and get benefit from both the areas.
Orientation is considered as an important factor in the company and it relates to workforce
planning as it helps to make the role and objectives of the employees clear which will helps them
to have better vision of work and find out ways to achieve the goal. HR department of the
company maintains the relationship with their employees and tries to solve their problems so that
they can work stress free. It is important for the company to motivate them by offering them
benefits in both financial and non financial ways. The benefits which are offered to the
employees of the company must be under the aspects of planning of workforce (DeCenzo,
Robbins and Verhulst, 2016).
c) Strength and weakness of approaches to recruitment and selection
Telephonic Interview-
Strength
Wide geographic access-
Companies such as LV can gain the benefit of wide access on the basis of geographical
area with this method. Everyone is connected with these type of services with different modes

such as landline, mobile phones etc. Apart from this they can also gain more numbers through
the help of online directories. With this method the HR of the company can conduct the
interview on phone and evaluate that whether or not the candidate is eligible for the next round
of interview (Sparrow Brewster and Chung, 2016).
Cost and Timely Effective-
This type of method of recruitment and selection helps the company to save the cost as
compared to other methods of recruitment. This method helps the company to get results sooner
as other methods takes time because people may not respond to them if the company use the
method of mail or internet survey.
Weakness-
Connection-
HR department of the company feels that it is hard to make the connection on a phone
and judge the personality of the candidates. They feel that when they are conducting the
interview with them in person they can read their facial expressions and it helps them to figure
out that whether or not they are telling the truth to people.
Face to face interview-
Strength-
Strength of this method is to help the HR capture the important things about the candidate such
as their body language, personality and helps them to finds about the interests and enthusiasm for
work. Apart from this it helps them to collect the information which is accurate as compared to
other methods. The interviewee cannot fake their voice, personality when they are facing this
type of interview. On the top of that this method gives HR of LV to have full control over the
candidates which helps them to evaluate all the factors.
Weakness-
This method is costly for the company as compared to others as they require more people
to conduct the interview which increase the level of cost that the company needs to arrange.
Other than this company has to rely upon the skills of the interviewer and HR as they are the
ones who collect the data and assess the quality of the candidate. The interview can be biased or
unbiased it all relies on the HR of the company (Chelladurai and Kerwin, 2018).

ACTIVITY 2
LO 4
a) Candidate specification for personal assistance role
Company L.V company
Post Personal assistance
Location UK
Report to
Qualification Bachelor's degree
Responsibilities To provide high level of PA and secretarial
support to the two directors m in the past placed
environment
Title of the job Personal assistance
Date: 24, January 2020
Qualification required Essential Desirable Met
Bachelor's degree ( any
of the stream)
YES
Need of Experience
2 to 3 years of
experience
YES
Personal characteristics
& conduct
1)Time
management
skills
2)Effective
communication
YES

skills
33 Management
skills.33 Responsible
person33 good nature
Roles and
Responsibilities33 responsible
provide
secretarial
services to the
directors and head
of the department.33 Diary and email
management,
33 handling internal
and external
contacts and
receiving phone
calls , emails and
provide support to
the overall
business.33 Managing
meeting for the
company and
arrange all the
requirement to
organize meetings33 maintaining
relationship with
their workers and
collogues.33 Contribution in
every area of the
company.
YES

b) Review of CV's from job application
There are 3 CV's applied by the candidate for the job post of personal assistant and only
one will be selected for this job.
1st Cvs
Name of candidate is Cirriculum Vite , who have explained about personal assistance and
their work in the company which is good introduction and their skills are also impressive
because its matching with the job requirement (Athar, Fatima and Malik., 2017). This candidate
also worked in two different companies and Cirriculum have experience of 4 years experience
but this CV cannot be accepted because there is no qualification mentioned in the CV.
2nd CV's
Name of candidate is Sandra Besgrove who have given proper introduction of their
personal assistance experience and explained it properly. This candidate has all the qualification
which are needed and skills also mansion properly. This candidate also work for the Microsoft
company which means this candidate have good experience of work in the multinational
company so this C.V is accepted.
3rd CV
Next candidate CV is directly rejected because there is no name mentioned in this CV
which is one of the most important thing in the C.V . company cannot accept those candidates
who does not provide their personal details.
c) Six competency based questions for interview
Interview is well organized process which is taken by the companies HR team or Director
of the company, so they can select employees who are capable to work in the company. It is
important for the candidates to have a necessary skill according to the Job title (Chytiri,
Filippaios and Chytiri., 2018). LV company is looking for a assistant manager who can provide
support to the company's director. Here are 6 quaternions which HR manager ask to find right
candidates for the assistant mangers post.
1) Tell me about yourself and why you world make a good PA ?
2)Share your experience you had dealing with the client and what was the outcome ?
3) describe a time when you successfully provide a personal assistance to the co-workers?

4) what is the most challenging task you have completed in your previous job ?
5) tell me experience when you had to multitask and how conferable are you handling
multitasking ?
6) How do you stay motivated ?
d) Rationale of the questions
First question asked by the Interviewer will helps to know about the candidate 's personal
life and their ability. Second question will help to know their experience in the company, and
they are able to deal with the clients or not. Next question is asked to know how affective they
are to provide personal assistance and if they will select them then they will able to perform
their duty or not. Forth question will help them know confidence of the candidate, and they are
ready for the challenges or not (Cristia and Aracena., 2017). During the work they can face many
challenges, so they should have proper solution for the challenges. LV company need personal
assistance who are multitasker, so they can control 2-3 task at the same time. It will help them to
control activities properly, and they can take advantages in the market. Last question was about
motivation so interviewer can know how confident they are and how they stay motivated. It will
also help other employees to motivate from the personal assistant.
e) Short listing of Job applications
LV company have selected Cirriculim Vitie for the personal assistance job because
Interviewer have found all the specification in this candidate. During the interview, HR manager
of the company have found that this candidate was confidante and give answer to the each
question and able to impress interviewer (Haq., 2017). Cirriculim Vitie is having all the ability
which is needed for this job, most importantly, he is having effective communication skills and
management skills. These skills will help client to get information properly, and they are he will
able to attend all the calls and emails which is task of the Assistant manager of the company.
Cirriculim Vitie also have good experience from his previous job and provide good assistance to
the co-workers of past job. It was the best candidate among the all and company have selected
him for the personal assistant for directors.
Activity 3
LO 2
a) Learning and development opportunities
Company offerings-

LV offers opportunities to their employees so that they can learn and train their
employees which will help them to develop their skills. Company offers them various methods
such as webinars, topics on business according to the planning of workforce. This will provide
the employees with the opportunity to develop their own skills and increase their abilities which
are up to date and according to the new strategies which has been formulated by the company.
Embrace new Platforms-
These platforms will help the company to change the way that the company provides
training to their employees. LV is taking help of platform such as LinkedIn and Ted Talks so that
the employees of the company is able to generate more ideas. Benefit of this opportunity is that it
can be accessed from anywhere and anytime.
Mentoring-
HR of the company provides training to new candidates with the help of some people
who are experts in their respective areas. These people share their experience and wisdom so that
the candidates can learn the useful information and get an insight from it. Their vision will help
them to improve the vision and thought process of achieving the goal. This tool is considered as
very beneficial for both the experts and the candidates. In this type of method company can put
their employees into other departments also to gain some knowledge in those areas. There are
two methods by which company can use this tool (Bratton and Gold, 2017).
Directive- In this aspect the employees of the company is put into the team of the same
department in which they want to learn.
Non directive- This aspect states that when employees are put into different department which is
out of their primary area. Candidates are advised to listen and observe the methods which are
used by experts.
Collaborative Working-
This type of working states that candidates are asked to form up a team and the task
which has been assigned to them must be completed together by using the skills and knowledge
of each other. Company believes that this will make them learn how to work as a team and value
the opinion of other people, divide the work among the area of expertise of each member so that
they can achieve the results on task effectively and efficiently.

Giving and asking for feedback-
Employees of the company must ask about the feedback which is linked to their
performance so that they can know where they are lacking and with what measures they can
improve in those areas. This will help them to improve in the selective areas where they are
lacking which will put their time and efforts into those concerned areas and will help the
company to achieve their goals and objectives without committing errors (Armstrong and Taylor,
2020).
b) Rewards and Benefits
The employees are getting a lot of benefits from LV since the organization knows that
they are a very important factor in the organization. The human resource has set objectives and
aims for the employees, and they are monitored so that the employees can be rewarded and the
company can make sure that the employees are putting in their best for the organization so that
the organization can grow and capture more market for themselves. It is very important for
having a motivated employee workforce for the firm so that they can make the company have a
lot of benefits and capture more customers in the organization. Being an insurance company it is
very important for the organization to have the right set of actions so that the company can get a
loyalty trust from the customers which is a very important factor for them. Organization is
benefiting by giving rewards and incentives to the employees because they will be able to reach
their objectives and aims (Salah, 2016).
Human resource of the company has to be very active and has to make sure that all the
employees are satisfied with the job they are doing. Appraisal, rewards, incentives and extra
holidays are given to the employees when and where required so that they are loyal to the
organization which is a very important factor for LV. Employees have a growth in the
organization which is very clearly put out by the human resource department of the organization
so that the employees work more and learn more about the organization which is very beneficial
for the firm (Dikshit and Madan, 2018). If the employees of the organization are happy and
satisfied then the loyalty of the employees in the organization is present and that will make the
organization have a better brand name for themselves in the market. Employees are the people
who are directly in contact with the customers of the industry which is why if the employees are
happy then the customers will also get a happy and satisfactory face in front of the customers.
Organization will be able to make the customers satisfied if the employees are happy.

Activity 4
LO 3
a) Description on employee relation
Employee relations defined as relation that needs to be share among the employees
within an enterprise. Effective and healthy workforce is crucial to undertake business activities in
positive aspect. This is the prime duty of team leaders and superiors to discourage the conflicts
within team and to encourages healthy relationship among workers. The managing authorities of
LV needs to take the steps that can aids to maintain strong employer and employee relationship
as this is vital key to ultimate success of the enterprise. Henceforth, better relation of employees
leads to have more productivity, efficiency and also creates less conflict situation.
Analyse and critically evaluate the employee relations.
This is significant that employees to the enterprise must share the healthy relationship
with each other. As per the view of García, Gonzales-Miranda and Roman-Calderon, (2019)
stated that Healthy employee relations leads to more efficient, productive and motivated
employees that further leads to enhance in the sales level. Thus, strong employee relation has
impact on decision-making process of enterprise. The strong relation between employers and
employees reaps the wide range of benefits to business as-
Productivity- The better relation within the employees creates the pleasant atmosphere within
enterprise. As per the view of Heal, (2019) stated that enhance the motivation of employees and
also increase motivation of individuals as this has high impact on improved employee morale.
LV needs to take the initiatives to make investment into employee relations program to increase
the productivity level of enterprise. Increased productivity leads to enhance the profits for
business enterprise.
Employee loyalty- Creation of the level of productivity and pleasant work environment has
drastic impact on loyalty level of employees. According to the view of García, Gonzales-
Miranda and Roman-Calderon, (2019) stated that loyal workforce improves employee retention,
cost of retirement, hiring and training etc. Employee loyalty enhanced the rate of employee
turnover. Therefore, the another beneficial aspect of employee turnover is that this leads to
ensure that employer to the enterprise has training and highly skilled set of employees.