Analysis of HRM Practices, Recruitment, and Employee Relations Report

This report provides a comprehensive overview of Human Resource Management (HRM) practices within the context of JP Morgan and Canary Wharf. It delves into the purpose and functions of HRM, covering workforce planning, resourcing, and the strengths and weaknesses of various recruitment and selection approaches. The report further explores the benefits of HRM practices for both employees and employers, including training and development, allowances, and work-life balance. It also examines the effectiveness of HRM practices in raising organizational profits and productivity, employee relations, key elements of employment legislation, and the application of HRM practices in the workplace. The report offers insights into the different HRM models, such as Hard and Soft HRM, and provides an analysis of internal and external recruitment methods, as well as the use of third-party recruiters and online recruitment. Overall, the report aims to provide a detailed understanding of HRM and its impact on organizational success.

Human Resources
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of Human Resources Management...................................................1
P2. The strength and weaknesses of different approaches to selection and recruitments...........4
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices for both the employee and employer in Canary Wharf firm......5
P4 Effectiveness of different HRM practices that raise organisational profits and productivity.
.....................................................................................................................................................7
TASK 3............................................................................................................................................8
P5. Importance of employee relation in respect to influencing HRM decision making.............8
P6. Key elements of employment legislation and impact on decision making process of HR
manager.....................................................................................................................................10
TASK 4..........................................................................................................................................11
P7. Application of HRM practices in the work.........................................................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Management of all human resource activities is an important process for every
organisation. In this process, it includes hiring, recruiting, training and development programs. It
is a strategic approach to manage organisational functions effectively (Armstrong and Taylor,
2014). This report is based on JP Morgan, a US based company which also has a large presence
in United Kingdom and provides various services like private banking, asset management,
investment banking and many more. In this report, it will include purpose and the functions of
HRM that are applicable to workforce planning and resourcing at the work place. It will also
provide the strength and weaknesses of different types of recruitment and selection approaches.
Further, it includes the benefits of various HRM practices for employees and employer as well as
effectiveness of HRM practices. Furthermore, it contains employee relations and elements of
employment legislation and lastly, it will cover the application of HRM practices.
TASK 1
P1. Purpose and functions of Human Resources Management.
Human Resource Management (HRM) is a term used to describe formal systems devised
for the management of people in an organisation. Human Resource management is all about
enhancing or increasing the performance of employees within organisation. The HRM practices
in JP Morgan Firm is also very effective and effectual (Bailey and et.al., 2018). There are various
objectives and goals of company which can only be fulfilled by an effective practice of HRM. It
is a coordination of company's employee's to reach the goals and objectives of company, For
example, fulfilling the needs of staffing as well as maintaining satisfactions of employees
(Wilton, 2016).
The scope of HRM is very broad and wide. It refers to all the activities that come under
the management of resources. Here are some activities of Human Resources Management given
below-
Planning of Human Resource- Human resource planning means the procedure that
company determine the number of vacant jobs in the company. Addition to this, information
about excess staff, shortage of staff. It is the duty of human resource's manager to deal with
shortage and excess of staff.
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Job Analysis design-This is also the most important area of management of human
resources. The entire information of job in the company is identified with the help of job analysis
(Baum, 2016). It is very essential that company should have complete information of each and
every employees in an organisation.
Recruitment and Selection- This is one of the most essential functions of Human
Resource management. On the basis of information about the excess and shortage of staff, they
prepare advertisement and publish them in newspaper. Recruitment means the number of
applications received after the publication of advertisement (Purce, 2014). Further more
functions and operations are conducted by in selecting and recruiting like interviews, test and
various others.
Skill Inventory – It is the essential work and scope for human resource management to
find suitable candidate for a particular job. In this process first compile a comprehensive list of
all applicants who have ideal knowledge and skills for each job.
Training and Development- Training and development is also one of the most essential
part of human resources practices. It is the duty of human resource manager to organize training
and development programmes to enhance the skills and knowledge of employees.
Performance Appraisals- In order to motivate employees, and improve their
performance to the highest level it is also very essential that employee's performance should be
encourage by giving performance appraisals.
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There are two distinct forms of Human Resource Management (HRM) which are Soft
and Hard. This model is also adopted in J.P Morgan Firm. These models are generally based
opposing views if human nature and strategies of managerial control.
Hard HRM- According to hard HRM approach employees are treated as resource of
business like machinery and building. In general term it is strategies of tight control. This
approach is very practical and instrumental approach.
Soft HRM- According to the soft HRM approach employees are treated as the one of the
most essential resource of business as well as source of competitive advantage. This model is
based on control thorough commitment. It is also known as development humanism stresses,
entails trust, skill development, collaboration model (Jackson and et.al., 2014).
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Illustration 1: Scope of HRM
(Source: Scope of HRM, 2017)

P2. The strength and weaknesses of different approaches to selection and recruitments.
Recruitment is an essential activity that produces better relationship between the HR
officer and candidate. Its main aim is to make jobs for number of workers. It is a simple process
and the candidates just require to submit the application form with including documents that are
demanded by the organisation (Bratton and Gold, 2017). On the other hand, the selection is the
systematic process of recruiting well-qualified and skilled employee at their suitable matching
vacant positions. It is a time consuming and critical process. In this context, there are many
methods of recruitment and selection. For example: interview, test, group discussion, etc. Its
strengths and weaknesses are described as below:
Internal Recruitment Method – It defines as to attract new candidates from inside the
company who have skills, talent and sufficient knowledge. In this context, there are several
formal and informal mechanisms. The major strength of this method is, there is an objective
assessment done in this method that reduces operational costs by choosing the best candidate for
the organisation (Brewster, and Hegewisch, 2017). It allows the HR manager to understand about
each and every candidates through their information written in application. This is useful in
taking decisions regarding training and development. There are some weaknesses of this method
also that it may be costly sometimes to rate and administer. It is time consuming because results
may be subjective due to checking manually rather than technically.
External Recruiting Method – In this method various jobs that especially at the top and
middle level need the specialize training and new skills that can not be have by the management
of a particular organisation. This method is use in newly incorporated company and technical
organisation. In this context, the HR manager will have to consider many elements when making
the choice to recruit externally. In order to prosper and grow, all companies must use new
persons at the job (Foster, 2014). It is used for a particular job where some abilities and skills
are required for completion of the work. Its major strength is that it correlates positively with the
actual position so that the human resource department get the best person. It is less likely to
differ by gender and support to other methods. It is an expensive method because it conducted
within the organisation.
The Third Party Recruiting – It has two types contingency and executive firms. In this
context, contingency means candidates in the hope of placing them and pleading a fee if an
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arrangement is made. There are certain responsibilities of human resource management may be
contains in the selecting by third party. Its major strengths is, management get better candidates
for their organisational work and weaknesses is they can not sure about the authentic information
about the applicants.
Interviews – It is a one way questionnaire process where the employer ask some
important questions that are related to this job work (Jackson and et.al., 2014). These questions
have been develops on the basis of a specific scale rating where human resource manager find
many suitable candidates. It has some strengths that it is measured on the presentation and verbal
skills like communication, listening, etc. In this method, employer can find several right talent
and skills that must have in the applicants. It is also time consuming and this may be subjective if
questions ask in written formate.
Online recruitment – It is the method or way where employer use internet to choose
right candidates. They form an interaction with them and eventually provide new job offer. In
this method, the human resource management rely on the internet and offers through emails
(Junni and et.al., 2015). The strengths of this method is that organisation gets more applications
for a particular job and they reach at huge geographical area of unemployment. Main weaknesses
of this approach is that even though employer get more applications to choose right person but it
is not always better. There can be a possibility of untruth or false information.
The JP Morgan follows interview and test method to select the right person in their
organisation for working the business activities of this company. This is service provider
organisation so the management need to hard worker and enthusiast workforce. In this context,
they must appoint the suitable candidate.
TASK 2
P3 Benefits of HRM practices for both the employee and employer in Canary Wharf firm.
In Canary Wharf Firm, human resource management conducts different types of practices
for their employees. The HRM practices are the strategies which is partly conceptual and partly
implementation basis in the organisation and it consists of proper system (Langford and et.al.,
2014). It follows the general way of doing the organisational activities in business. The Canary
Wharf Group is a civic engineering real estate public limited company, established in 1993 and
currently situated at London, UK. In this firm, there are more than 1200 people work and
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dedicated to their assignments and job work. Human resource department conducts several
practices for growth and development of their staff members and employees to create impact on
workforce. In this context, benefits of different HRM practices for employees and employers, is
described as follows:
HRM practices Benefits for organisation Benefits for employee
Training and development Training and development are
the key functions of HR
department and it contains job
skills, professional
development, leadership
training, job skills and many
more that are useful for
organisation in enhancing their
overall productivity (Mandate,
2015). They can develop their
moral values and get more
efficient work from new
interns.
It is too much useful for all
employees because they get
proper motivation. They learn
new things related to
organisational work and
capable to work more. They
can conduct many tasks and
their efficiency also increases
in terms of company's work.
They also sustain in the
organisational environment to
make more products or
outputs.
Allowances and
compensation
It is an essential function that
should conduct in favour of
their staff members. It includes
different types of perquisites,
gifts, home allowances and
many more to retain the
employee. It is useful for
company in expanding their
sales and growth.
It is presenting a
comprehensive view of
employees rewards. All staff
members get compensation
that can be in terms of money
or kind form. It is internally
equitable for employees (Nel
and et.al., 2014). It supports
their budget and support to
their financial fulfilment that
are necessary. Employees are
receives those benefits,
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allowances to deal with their
expenses and accomplished the
requirement of money.
Work life balance Management can implement
flexible work schedule and
provides to their workforce so
that they can manage their
personal life and office work
(Purce, 2014). It can increase
the overall productivity of
organisation so they can
achieve desired goals and
objectives.
It helps to the employees in
their personal life to manage
professional work as well as
personal work. They can
schedule logistics, technology
and asses several work.
Employee performance
management and Monitoring
This activity conducts by the
managers in every organisation
to check employee
performance. This process is
useful to find productivity and
capability to production.
By using this practices, an
employee get better result in
his or her work (Runhaar and
Sanders, 2016). In this context,
staff also work for increasing
their efficiency.
P4 Effectiveness of different HRM practices that raise organisational profits and productivity.
The Human Resource Management practices are an important part of role and
responsibility of HR officer. The manager should conduct all activities related to employee
training & development, empowerment, compensation and appraisal system in order to increase
workforce productivity (Wehrmeyer, 2017). In this context, the management of organisation use
multiple regression analysis to found their skills and capabilities. These approaches are effective
for increase organisational productivity and profits in order to achieve desired targets and goals.
These effectivenesses evaluate as, it works for company's growth and development.
The management can choose new skills, knowledge and talents for their organisational
gain to meet the requirements for sustaining the environment. Practices will provide the
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workforce a greater understandings about their functions and responsibilities and create
confidence in their behaviour (Wilton, 2016). It will enhance overall performance that beneficial
for organisation. The HRM practices also improve morale and there are fewer requirements of
supervision them so that cost also reduce and it will grow organisational profits. In the business,
the employees training programs reduce accidents because if worker understand all activities
then they can work effectively with proper use of plants and machineries. Errors and omissions
are occurs in low quantity (Armstrong and Taylor, 2014). The management of Canary Wharf
Firm also increase their product quality and sell it to in the target market and earn maximum
profits. Organisation make better image of their work environment and it must help in the
inspiration to their supportive staff members. It is profitable for the company in adopting
changes and minimize the labour turnover. The HRM practises provides satisfaction to the
employees and it shows that workers are valuable for the company. The training and
development programs will create supportive work place environment and employees are more
capable to do work and increase overall profits and productivity of organisation.
These HRM practices are address to the weaknesses of their staff members and reduce it
as much as possible. There are many workers and they have some weaknesses in their skills and
knowledge (Bailey and et.al., 2018). In this context, these approaches are useful in reduction of
such deficiencies and make them more productive in order to achieve desired objectives and
goals. Management offers some payment, bonuses and reward programs that are useful in
ensuring about workforce have a consistent experience and sufficient background knowledge. It
also helpful in making new strategies and innovations in services and products. An ongoing
training programs can encourage creativity and new ideas will be formed and useful towards
increasing profits.
The HRM practices are more effective in enhancing company's reputation and the
business will become a prime consideration for new customers. It also creates more attractive to
attract more new employees and uplift their skills.
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TASK 3
P5. Importance of employee relation in respect to influencing HRM decision making.
Its very important that an employee shares it relation in natural and polite way so to keep
the surrounding happy (Baum, 2016). Employee relation in the company is to communicate
between employees and head or supervisor.
Encouraging Employee
The HR manager should always motivate the employees which increases the profitability of the
company. The employee is not only for money, it requires a healthy relation with his co-
employees. The employees must be always motivated which helps in increasing the productivity
in market. Almost all the employees tend to maintain relationship with his co-workers and also
regards to increase the productivity. The increasing productivity in the business is good in the
market and for the business. By giving the best approval to the employees also motivate them
for better productivity.
Set Goals
HR manager should also look forward in maintaining strong bond with co-workers which also
helps in setting the high goals in the organisation. This employee relation increases the
productivity and make possible to reach the target according to the consumers need (Bratton and
Gold, 2017). The employee relation helps in seeking success in the future. The HR manager can
easily make decision by seeing the better productivity which sets the goal high.
Employee Loyalty
The HR manager must seek to know that employee should always be loyal to its work and to his
organization. The environment surrounding to employee also affects the employee loyalty. The
employee relation must be executed such that the HR gets the better and trained employee with
loyal behaviour.
Different strategies can also be applied in the company to improve the relation of the
employees. The better and healthy atmosphere for working must be provided which helps in
better productivity in the company (Brewster, and Hegewisch, 2017). The organisation must also
look forward in seeking the complaints coming forward from employees which should be
resolved soon. The employees must be promoted according to their work perspective. The
employees should get the mutual support in the organization for better productivity. One of the
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strategy is also to celebrate different functions which involves all the employees and can
communicate freely.
Importance of trade union in Canary Wharf Firm
Trade union in canary wharf always look for the interest of the consulted members. Trade unions
make profitable business by creating partnership firms and involving the employees equally
(Foster, 2014). Trade unions in this canary firm make an agreement in which it involves the
employees in knowing, informing about the business to be widen and informing about the
locality of the business. The suitable place is to be selected for more profitability. Trade union
can also make a committee jointly which involves this purpose for ongoing business. Trade
unions are organised by the workers to improve the working place more effective and healthy. It
also relates to the wages, the hour that employee works in the company, their safety, health and
many more. The employee's cooperation between them and among the organisation helps in
improving the employee health.
Trade union recognition
The employers who recognise the union in canary wharf firm will come over the rules and
regulation (Jackson and et.al., 2014). In this the court is also involved in making decision
whether recognition should be awarded or not.
Collective Bargaining
The firm of canary wharf is recognised to trade union by the employer then they negotiate in
rules and regulation. Then this process becomes collective bargaining between union and
employer in canary wharf firm. Lastly, trade union also refers in selecting the employees and
maintaining the discipline among the employees. Trade union is also a part of social organization
which helps in achieving overall organisational peace.
P6. Key elements of employment legislation and impact on decision making process of HR
manager.
The employment legislation refers to the provides proper security and protection to the
employees from unethical behaviour of employers or company. It is the law that control and
governs employment inside the workplace environment. So it will directly influence to the
employees and human resource management and also the company (Junni and et.al., 2015). It
seems to be constantly involve controversial due to the impacts it may influence to the entities.
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