Human Resource Management Report: LV= HRM Functions and Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within LV=. It begins by defining HRM and identifying its core functions, such as recruitment, selection, and training and development, and assessing their importance to workforce planning and resourcing. The report then evaluates LV='s recruitment and selection process, exploring both internal and external recruitment methods, along with aptitude tests and presentations used in the selection process. It also delves into job and person specifications, providing insights into job descriptions and the requirements for a personal assistant role. Furthermore, the report examines the benefits of various HRM practices for both employers and employees, assessing their effectiveness in raising organizational profitability. It also explores the significance of employee relations, the role of leadership, and key elements of UK employment legislation, culminating in a discussion of the 'Best Fit' approach versus the 'Best Practice' approach to HRM. The report concludes with a summary of the key findings and their implications for effective HRM within LV=.

Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
Activity 1 (LO1)..............................................................................................................................4
Explains what HRM is and identifies the functions of HRM within LV= .................................4
Assesses how these functions relate to workforce planning and resourcing within LV and
therefore its..................................................................................................................................4
importance to the organization as a whole.................................................................................4
Critically evaluates the capability and helplessness of LV=’s Recruitment and Selection
process. Recruitment- .................................................................................................................6
Activity 2 (LO4 ).............................................................................................................................8
Job and person specifications:.....................................................................................................8
Recruitment and selection in practice.......................................................................................11
Activity 3 (Lo2 )............................................................................................................................12
Benefits of various HRM practices in context of both employer and employee. ....................12
Effectiveness of HRM practices for raising organisational profitability..................................14
Activity 4 (LO3)............................................................................................................................16
Explains what is meant by the term employee relations and why is so important for LV= to
have...........................................................................................................................................16
effective employee relations?....................................................................................................16
Critically evaluates the role of leadership.................................................................................16
Identifies the key elements of UK employment legislation. ....................................................17
CONCLUSION .............................................................................................................................18
........................................................................................................................................................19
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INTRODUCTION
HRM refers to the manpower and firms and various departments who are majorly
accountable for coordinating and measuring the materials and resources in an organisation.
HRM is a present-day term used by management and development of personnel in organisation
and also known as Personnel or talent management. This report is based on the LV= that existed
in the world to build modern mutual life and pension business for their loved ones. They are for
people who are curious and collaborative across the country. this report is based on the goal and
scope of HRM in terms of planning related to manpower and their other activities. Further it
includes the capability and powerlessness of the various formulation of appointment and option.
It also elaborate the benefits of the HRM practices in context of both the employee and employer
in raising organisational productivity and profit. Further it elaborate significance of positive
relationship in context of organisation and the major attributes of legislation that directly
influence on the decision-making.
Activity 1 (LO1)
Explains what HRM is and identifies the functions of HRM within LV=
In the words of Edwin Flip-po Human resource management as the Planning, organising,
directing, controlling of procurement, development and maintenance of human resources for the
end individual, organisation and social objective to achieve.
Functions and activities of HRM:
In an organisation there are various kinds of functions and activities prevailed in the
organisation such as recruitment, selection, T&D and many more. Here are the some important
kinds of functions and activities of HRM in context of LV= that are as follows:
Assesses how these functions relate to workforce planning and resourcing within LV and
therefore its importance to the organization as a whole.
HRM plays very much important role within the organisation as it helps to select one of
most competent staff members within the organisation. In context of LV= their HR manager are
responsible for respective functions that are as follows:
Recruitment:
Recruitment and selection is one of the most important activity for an administration to
select and retain one of most talented personnel in the department by accessing their skills and
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capabilities on the various grounds to remain always competitive in marketplace. In context of
LV= they with the help of their brand value enables to attract and retain one of best and potential
workforce within the organisation by taking kinds of processes to identify their key areas of
strength. Respective organisational functions proved beneficial for them to plan and coordinate
within the team by list out all potential skills required within the organisation. So it can be said
that it helps in workforce planning by selecting one of most potential candidates. Respective
function of organisation helps to recruit and select one of most competent employees by
accessing their skills and capabilities in order to opt one of best mode of selection so that
competent staff members should be selected. For an organisation workforce planning plays very
much important role in context of LV= they optimise one of best way to recruit the candidates by
accessing their skills and capabilities in order to gain potential outcomes in positive manner.
Their way of selection of employees enables in workforce planning and retention of employees
after accessing their needs and wants in proper manner.
Training and development:
T&D is another crucial kind of organisation function that helps to give potential teaching
to employees after find out the major gaps in performing the works and activities. In context of
LV= they examine the areas in which employees needed improvement and their relevance in the
business environment with the help of both on the job and off the job training and development
acting by examine the relevant areas of improvement in positive manner. Respective function of
HRM helps in giving crucial skills and capabilities to an individual for gaining competitive
advantage that directly contributes in workforce planning and resourcing in proper manner. With
the help of T&D organisation can give one of potential skills and capabilities to the individuals
that lack behind in some aspects so by using respective tool organisation can obtain one of
potential skills that helps to secure future employees with rare skills and abilities.
By using the Training and development organisation give proper teaching to employees which is
very much essential for them to gaining potential outcomes from them. In context of LV= they
accessing employees skills and also find out gaps to gain potential outcomes from them (LV=
learning and development. 2019.). .
The ‘Best Fit’ approach vs ‘Best Practice’:
The best practice approach of HRM claims about the specified HR activities that supports
or assist at universal level to gain competitive advantage in positive manner (.Berman And
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et.al ., 2019. ). The best practice models create a close connection in between the HR practices
and organisational performance to bring high committed management. In context of LV= they
acclaimed suitable strategies to maximise the performance by market and product strategies and
tactics to gain potential outcomes.
Best fit approach:
The best fit model is considered one of most important Model for HRM for developing
policies as per the business strategies and tactics. In business strategies involved the future works
and activities, objectives to perform well and policies to reach at corporate aim (Branicki, Steyer
and Sullivan-Taylor, 2019.). In context of LV= by using respective model they focus on the
contingency fit in between the HR activities and their development such as internal structure and
their external environment.
The best fit approach which focus on the organisations best practice to adopt by readily
identifiable and transferable across business organisations. There are various elements of Best fit
approach that are employment security, selective hiring, team working, high pay contingent,
extensive training, Reduction of status hiring and many more. In context of LV= they by using
such kind of approach and aspect leads towards achieving one of best results in an organisation
after accessing the gaps in performing well.
Respective tool helps in workforce planning and implementation as it select candidates that best
fit for doing or commencing the business activities in proper manner. In context of LV= they
find out areas and specialised people required for organisation in order to gain potential
outcomes from them. So it is very crucial for firm to find out candidates as per the required
scenario for fulfilling their goals and objectives in positive manner.
Critically evaluates the capability and helplessness of LV=’s Recruitment and Selection process.
Recruitment-
Recruitment can be defined as a process involving various stages from identifying, short
listing, selecting and hiring the potential and deserving and qualified candidate for a job opening
to meet organization's requirements.
Internal and External Recruitment-
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Internal Recruitment refers to hiring employer internally to fill up the vacant positions in
an administration. Whereas External Recruitment refers to appointing a suitable applicant for a
job opening from outside the company excluding the existing employees.
Internal Recruitment-
 Advantages-
Internal Recruitment is an fast and a cheaper way of recruiting employees as they are
already familiar with the business operations (Buckley And et.al ., 2019. ). This can act as a
motivating factor for promotion within the existing staff. It saves time and money as existing
employees don't require much training and orientation. In context of LV= they by using both
internal and external way of recruitment optimise one of best candidates from the both inside and
outside of organisation in order to reap important outcomes.
 Disadvantages-
Internal recruitment can pose to be a reason for unemployment as people outside having
more potential are left out. The choice is limited to existing employees. When someone is
promoted, a vacancy is created which will again need to be filled.
External Recruitment-
 Advantages-
When people from outside the company are hired, new ideas are introduced in the
organization and people wider range of experience and skills are selected. External recruitment
increases the flow of new ideas and skills in the system with an unlimited choice of candidates.
With the help of external recruitment LV= they find out best talent from outside the world as it is
very crucial for them to select and retain one of competitive staff members within the
organisation.
 Disadvantages-
External recruitment is a longer process than Internal Recruitment and involves more
money and advertising (Ferraris, Erhardt and Bresciani, 2019.). The new hires at LV= may find
it difficult to adapt to the organization's culture initially. There are chances of a wrong candidate
getting selected which in turn affects the effectiveness of the organization.
Selection-
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Selection refers to the procedure of choosing the candidate who most suits a vacant job
position in a company.
1.) Aptitude tests-
Aptitude tests are pre-employment selection ways that serve as an additional tool for evaluation.
 Strengths- Aptitude tests evaluate different skills of candidates such as leadership skills,
creative skills etc. Being standardised, they give valid and reliable results. Behaviour of
candidates while attempting these tests helps LV= to gasp knowledge about the
candidates' real personality.
 Weaknesses- Their are other methods apart from conducting aptitude tests that LV=
uses to identify the right candidate for a vacant job position such as motivation, training
etc.
2.) Presentations-
Presentations are used as a means of selection for senior level jobs. LV= provides an
appropriate topic and time-frame to the candidate to deliver a presentation. The applicant has to
prepare a presentation and deliver it in front of the panel.
 Strengths- Presentations help the panel to clearly understand various aspects about the
candidate such as verbal and writing skills, self awareness etc. It also helps in
understanding the knowledge of the applicant. In context of LV= they ask from
candidates to present some work in front of panel and ask they present some necessary
questions to gain potentiality from them.
 Weaknesses- There may be technical troubles during the presentation and the audience is
left bored. If the presentation is not made to the point, the people will get distracted easily
and lose interest. Ultimately, the audience won't understand the message the applicant is
trying to deliver (Heizmann and Fox, 2019.).
For the selection process, they are conducting the telephonic interview so that they can able to
identify the capable candidates to provide effective services to audiences and in this their
recruiter have key questions for covering few competency based questions. Thereafter, they
conduct face to face interview so that they can able to test their technical as well as behavioural
skills required to succeed within role.
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Activity 2 (LO4 )
Job and person specifications:
Job description is an detailed or narrative form which describe the general tasks and
related duties and accountability of an position (Kamoche, 2019). In a job position various job
roles includes which required various skills and capabilities to reach (What is a Job
Description?, 2019).
Person specification is the detailed statement regarding qualification, ability, content and
cognition with other dimension that essential for a candidate to perform the specific task or duty
in positive manner (Person specification, 2019). .
Person specification for the job role of Personal assistant that are as follows:
PERSON SPECIFICATION
Position: Personal assistant
Organisation: LV=
Attributes Acceptable Desirable
Education and qualification  The candidates should
possess the NVQ tier
three knowledge and
competency level and
willingness to learn
and remain
competitive.
 An individual should
be enough capable to
bring out excellent
level of professional
education by following
standards in language
of Hindi and English.
 An individual must
possess the knowledge
of technical
background such as IT
skills and RSA word
processing.
 Should done diploma
in Business
administration.
Experience and knowledge  Candidate have  The individual must
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adequate level of
confidence,
confidentiality and
knowledge of security
of data.
have the one year of
experience in same
field as personal
assistance
Ability and skills  Person should be
honest and courteous
in nature and very
much effective in
sharing the roles and
responsibilities to other
individuals in proper
manner.
 Able to manage the
meetings and
conferences, by invite
people by define their
roles and
responsibilities.
 Must have the positive
attitude towards work
culture and customer
centred so that can give
one of their best efforts
in achieving
organisational goals
and objectives.
From reviewing the all Cvs it has been analysed that The one of most suitable candidate
is SANDRA BESGROVE that possess all qualities and qualifications that are required for the
Personal assistant and also possess the knowledge of Microsoft that is very much potential for
respective designation.
The another candidates who is Jack Parkway at the time of face to face interaction not
able to present himself in fully manner and he also lack behind in computer knowledge which is
very much potential for respective field in order to gain potential outcomes.
In context of LV= they ask several questions that:
 How you managing the quality services in an organisation?
 Who you build collaboration and partnering within the team?
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 How you consult with employees regarding changes?
 What can be expected from an individual while performing at workstation of company?
 What is your areas of specialisation that proved beneficial for organisation?
 What kind of culture and working environment you prefer in an organisation?
Respective questions helps to organisation to acknowledge the knowledge and information about
an individual in order to take decisive information to remain competitive in marketplace. As
respective competency based questions enables to select one of most desirable individual within
the organisation.
Activity 3 (Lo2 )
Benefits of various HRM practices in context of both employer and employee.
In an organisation there are various kinds of HRM practices prevail that contributes in
organisational development and enhancement that are as follows:
Learning, development and training:
Learning viewed as an new knowledge, skills and capabilities and it gained by
organisational information. Specifically information involves the knowledge from the
perspective of learner to remain always competitive in the marketplace. In context of LV= they
notices the skills in their employees by their behaviour so to find out major gaps. In respective
organisation they focus on e learning that is very much potential for organisation to remain
competitive in fierce world (What is Organisational Development?, 2019).
Training:
The term training interpreted as an important activity when an expert work together to
provide or transfer the knowledge and information to the learner so that another individual can
perform in better way (Training and Development Definition, Importance, Advantages,
Disadvantages, Process & Overview, 2019). There are various ways to perform in better form
such as self directed, formal or informal. In context of LV= use both formal and informal kind of
training sessions to employees in order to gain potential outcomes.
Development:
The respective term interpreted as an broad, multi faceted chain of works and activities to
bring the individual or organisation to anther threshold of performing works and activities
(Macke and Genari, 2019.). In context of LV= they by Providing kinds of insurance to their
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