Report on Unit 3: Human Resource Management, Role, and Scope of HR

This report provides a comprehensive overview of Human Resource Management (HRM), focusing on its purpose, functions, and application within the Arnold Clark Automobiles. It explores the key areas of workforce planning and resourcing, examining the effectiveness of various HRM approaches, including recruitment, training, benefits, and legal compliance. The report delves into the significance of employee engagement and relations, highlighting strategies for fostering loyalty, welfare, and conflict reduction. Furthermore, it addresses the impact of employment legislation on HRM decision-making. The report also covers the importance of HRM practices for both employees and employers, emphasizing how these practices enhance productivity, experience, and satisfaction while promoting flexibility and tax benefits. The content includes an examination of the Arnold Clark Automobiles, including its history and the significance of HRM within the organization.

Unit 3 Human Resource Management
(The Role and Scope of HR)

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Overview of the Arnold Clark Automobiles..........................................................................1
Purpose of the functions of HRM...........................................................................................1
Assessment of HRM approaches............................................................................................2
Effectiveness and approaches of employee engagement and employees relations in The
Arnold Clark Automobiles.....................................................................................................3
Key areas of employment legislation in the Arnold Clark Automobiles...............................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management (HRM) is a special technique of appointing perfect persons
at the right job. It is a process in which the people trained, compensate, develop the policies that
are related to them (Albrecht and et.al., 2015). It is also known as HRM and in this field, there
are undergone many changes over the last two decades. It has become an important role in the
organization. In this context, there is a company named Arnold Clark automobiles which is
situated at Glasgow, Scotland. In this report, the detailed description about purpose and functions
of HRM, applicable to workforce planning and resourcing an organisation will be explained.
Furthermore, it covers the effectiveness of key elements of Human Resource Management in an
organisation. Lastly, it includes all internal and external factors that affect HRM decision-making
including employment legislation.
Overview of the Arnold Clark Automobiles
The Arnold Clark Automobiles was established by Arnold Clark and it is an auto mobile
organisation. Its first showroom was opened in Park Road, Glasgow in 1954. Further, it started
its finance business in 1963 and provides vehicles on rent in 1960. There were twenty-two big
branches in 1989 across the Central Scotland and one in England. In 2002, Arnold had more than
97 dealerships and this group have annual sales more than £1 billion. In 2016, company had 24
franchises with 250 dealerships and its staff members are more than 10000. The founder of
company, Arnold Clark, didn't take retirement till his death and remained the chairman of Arnold
Clark Automobiles. It also got Glasgow Business Award in 2009 for Apprentice Employer of the
Year and it withdrew demolish of infrastructure plan in 2014 and it also got achievement in the
Drum Awards 2016 and it got an award of The Best Marketing Company of the Year.
Purpose of the functions of HRM
The management of human resources is a special function within company and it focuses
on the organisation for recruiting and controlling all employees and staff members. This process
provides better guidelines to the worker in organisation (Armstrong and Taylor, 2014). In the
HRM process, there are various approaches for selection and recruitment process. The
recruitment is a fundamental element of organisation and it includes job design, performance
management, career planning and appraisal with many more things. The major purpose and
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functions of HRM process that should be applicable for workforce resourcing and planning are
described as under:
 Recruitment – It is a process that is most complicated and challenging task for the
manager of human resource department. The head of department gives a lot of resources
and attention that is required to draw, hold and employ the prospective team members
(Bailey and et.al., 2018). This process is applicable in the Arnold Clark Automobiles
company for effective planning as well as better resourcing.
 Provide training facility – It is also the duty of HR manager that he or she provides
better training and development facility to its new employer. The new trainees or fresher
should be train well and provide better facility for increasing their skills by the
management and it is mainly done to make them as need of the company. Every HR
manager should follow this function for the fulfilment of workforce planning. It provides
better training and development program to the employees in this organisation.
 Benefits and compensation – Every company wants to get its desired objectives and
goals so for this reason, the HR manager should provide better compensation and
different benefits to its employees.
 Ensuring about legal compliance – It is the main function of HRM that HR manager to
protect company against legal formalities and for this purpose, the HR manager should
perform this function in the right way (Bratton and Gold, 2017). In every company, HR
department should be aware about all policies and laws that are related to the
employment, labour, working conditions, tax and rebate allowances with many more.
 Professional development – It is an important function of HRM and this function helps
to the staff members of HR department in enhancement of the growth of new trainees and
educate them. Company makes sure about accomplishing this task. This function should
be performed by the HR manager of Arnold Clark automobiles.
Importance of HRM approaches in the organisation.
In HRM, there are so many practices included in it that can be used by the HR manager
in this company. All these practices are useful and beneficial for the employee as well as
employer. In such practices, it includes hiring, training, firing, development, payroll and various
benefits of administration. These practices are important for the company and it reduces labour
turnover rate so that the organisational environment will become better. HRM practices promote
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positive behaviour, motivate staff members, develop the employees and build a flexible
workplace environment that is helpful in proper use of labour efficiency (Brewster and
Hegewisch, 2017). From employee's point of view, it is all about securing the best possible
situations and their living standards. In this context, the major benefits for employees from
different human resource management practices are given as below:
 Enhance productivity - These practices have been proven to improve employee's
productivity because they are more impressive if they are assured of security of their
families as well as themselves.
 Experience - They get experience with peace of mind that leads to increase the
productivity and satisfaction.
 Proper satisfaction - Employees can feel a sense of emotion in their employment if they
are satisfied with their received coverage.
In the organisation, there are various HRM practices that are also useful for employers. A
successful relation in between employees and employer involves striking a better balance of
interests (BrewsterChung and Sparrow, 2016). This relation describes the better communication
that takes place in between representatives of employers and employees. There are some
advantages for different HRM process for the employers in Arnold Clark Automobiles which are
as follows:
 Accession - It provides proper flexibility and accession in the staff members benefits so
that employers can not only recruit but also retain the best and qualified employees.
 Relief in tax - These approaches provide facility of premium tax deduct for the
employers and it is useful for this organisation.
Effectiveness and approaches of HRM with respect to employee engagement and employees
relations in The Arnold Clark Automobiles
In the company, creating and maintaining positive work environment is responsibility of
the HR manager. HR practitioners use proactive initiatives and guide their team members and
work with them on addressing employee concerns and conflicts (Chelladurai and Kerwin, 2017).
There are high interactive workshops that are used for delivering the practice based technique
which is used for controlling and managing employee relations.
Employee relations
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It is a special process that is based on better communication program in between the
employee and employer. In addition to this, each employee feels better in the organisational
environment and give them right to speak or share of thought. A company can achieve higher
productivity and human satisfaction if there is a strong employee relationship maintained (Huo
and et.al., 2015). It can useful for new employee's in expansion in their efficiency. It must be
strength of the company and useful for both employee and employer. It makes sure by the HR
manager of organisation that the employee relations will not break. In every firm, maintaining
the healthy relations of employee is pre requisite to become successful. It deals with avoiding
different kinds of issues and conflicts which may arise out of or influence the work scenario.
Illustration 1: Employee relationship
(Source – Managing Employee Relationship, 2018)
For making better employee relationship, the management team of the Arnold Clark
Automobiles should follow the best process to communicate all employees, counselling them,
secure their rights and maintain the discipline so that they achieve certain height of success.
Approaches and effectiveness of employee relations: Employee loyalty – It is seen as the major effectiveness of employee relationships as it
creates productivity and more pleasant work environment (Marchington and et.al., 2016).
It has a great effect on an employee's loyalty to the organisation. It also encourages a
special loyal workforce.
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 Welfare activity – In the organisation, HR manager believes on some welfare activities
that are satisfaction, development, happiness and also, it stimulates from the monotonous
coding job. In the company, there are conducts various activities like gaming for the
organisational welfare. Delegate – It is also importance of delegation of task in the employees training. The HR
manager delegates an opportunity to empower and teach the staff members (Reiche and
et.al., 2016). This allows the manager to understand and acknowledge their weaknesses
and strengths. Set goals – A company sets its objectives and goals prior to start the work and employee
relationship is beneficial in this function. So, for this reason, every manager should make
it better and focused on the organisational goodwill. Exchange of information – Every departmental manager requires the professional
growth and its best part is that it also expands the employee's growth. All staff members
of this organisation keep updates, share articles and current affairs about the technologies
and for other things. Recognition for job – This element provides more help in maintaining healthy employee
relationship. It refers as a lot of value when this organisation gets an appreciation
feedback or messages from its customers. So, for this, it should be considered by the
board of management of this company.
 Conflict reduction – There are many conflicts arise in any organisation and if there is
better employee relationship, then it helps in the reduction of these issues and conflicts
(Simon and et.al., 2015). The management team should also solve and reduce such
problems and provide better facility to their employees.
Employee Engagement
The engagement of employee works as an engine in the organisation and it must drive
draws of its resilience from the effectiveness of different elements of environment from inside or
outside of the organisation. In this context, the strategic employee engagement initiatives support
the organisational reputation and branding in between employees. The process of engagement of
various employees makes work easy and with timely (Albrecht and et.al., 2015). Employee’s
engagement is the most important because the positive outcomes more gain from it and it will
helpful in achievement of desired success.
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In any company, in order to make better processes of training, recruiting, retention and
development for employees. It is a special approach at workplace that results in the better
situation for all staff members of a company to give their best. In other words, it is all about how
the HR manager creates the different conditions in which employees offer more of their abilities
and skills (Armstrong and Taylor, 2014). It is normally based on the integrity, trust and
communication among all members of a particular organisation. It is a special technique that
increases the chances of business revenue contributing to organisational and individual
presentation, fruitfulness and well-being.
Approaches and effectiveness of employee engagement
There are various approaches and strategies that should accomplished in this point and all such
techniques show that a company with high level of employee engagement are more effective and
efficient work in order to achieve competitive advantages in the market. It focuses on customers
and creative more work with take less time. It also cares about the future and put more efforts to
meet its objectives. There are some effectiveness or approaches of employee engagement, are as
follows:
 The employee engagement is refers as the employees feeling loyalty and pride working
for this Arnold Clark Automobiles.
 It is drawing in the staff member's innovations and ideas that use in improvement in the
services or products of this organisation.
 It refers as the actions taken by the company to consist its brand value and organisational
goodwill.
 It also leads to the employee's positive attitude and their behaviour to improve business
outputs.
Key areas of employment legislation in the Arnold Clark Automobiles
For every company, there is an important thing that is employment legislation. It is a law
or act that governs for all workforce inside the workplace with everyone who work in that
environment (Bailey and et.al., 2018). It affects the employees, employer and labour union
directly. The employment legislation refers as constancy that involve in more controversial
because there is a great impacts raise from the external elements and public concerns. The
legislation at the workplace is described as legal responsibilities of that particular organisation
(Bratton and Gold, 2017). All departmental managers of company make sure about awareness of
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all things related to new legislation. In this context, employment standards are the basic
standards that should require in that organisation and it covers many aspects that discuss as
follows:
1. Minimum daily break – In every organisation, it is an essential factor that minimum
routine break should be provided to each and every employee to sustain his or her
efficiency. This element is helpful in increasing their productivity at workplace.
2. Keeping records – The HR manager should record of every person for analysing their
capabilities. It is also necessary for the safety of company (Brewster and Hegewisch,
2017). It should be considered by every manager in the department.
3. Minimum wage – In employment legislation, there should be provided right wage plan
or salary to the right person so that he or she feels better in the work place environment.
It is an important task for the HR manager that they facilitate proper wage plan for their
employees.
4. Resolving disputes – It is also an essential element for the HR manager to solve various
conflicts and disputes that can arise in the organisation among the employees and staff
members. There must be a redressal procedure followed by the manager.
5. Weekly day of rest – In every organisation, there should one day holiday in a week. It is
helpful in increasing the productivity of staff members and feel them with providing
better environment.
In this context, there are also some areas that are covered in employment legislation that
are essential for organisation and it should be require to accomplished by the HR manager in that
particular company (Brewster and Sparrow, 2016). Some of these are deductions, minimum daily
pay, meal breaks, payment of earnings (payday), hours of work, overtime, statutory holidays,
annual holiday, probationary periods and many more.
CONCLUSION
In this report, it can be concluded that there different type of issues that are faced by
worker that are needed to be taken care by HR manager. In this conclusion, they should have
strong interaction with them so that the problems can be identified. Further, employees need to
be motivated so that they put on their full efforts in performing their set roles and responsibility.
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Further, all the laws that are included should be followed in which they should be given frequent
breaks so that they are able to overcome their tiredness.
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REFERENCES
Books and Journals
Albrecht and et.al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance, 2(1), pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey and et.al., 2018. Strategic human resource management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Huo and et.al., 2015. The effect of high-involvement human resource management practices on
supply chain integration. International Journal of Physical Distribution & Logistics
Management, 45(8), pp.716-746.
Marchington and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Reiche and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Simon and et.al., 2015. Employee engagement, human resource management practices and
competitive advantage. Journal of Organizational Effectiveness: People and
Performance, 2(1), pp.7-35.
Online
Managing Employee Relations. 2018. [Online]. Available Through
<https://www.studyblue.com/notes/note/n/c11-managing-employee-relations/deck/
14305899>.
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