Human Resource Management Report: Canary Wharf Case Study

This report delves into the realm of Human Resource Management (HRM), examining its core functions and significance within an organization. The report begins by defining HRM and its purpose, emphasizing its role in maximizing employee performance and achieving organizational goals. It then explores workforce planning, recruitment, and selection processes, highlighting their strengths and weaknesses through a case study of Canary Wharf. The report further examines various HRM practices, including benefits, employee relations, and the impact of employment legislation. It discusses the importance of employee relations, decision-making, and work efficiency. The report also analyzes the effectiveness of HRM activities, focusing on productivity, team goals, and performance metrics. Overall, the report provides a comprehensive overview of HRM principles and their practical application, particularly within the context of a real-world business environment.

Human resource
management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Different purpose and function of HRM ..........................................................................3
P2 Process of recruitment and selection and its strengths and weaknesses ..........................4
TASK 2............................................................................................................................................5
P3 Different benefits of HRM ...............................................................................................5
P4 Certain effectiveness of HRM activities ..........................................................................6
TASK 3............................................................................................................................................7
P5 Various importance of employees relations .....................................................................7
P6 Different impacts of employment legislation ...................................................................8
TASK 4............................................................................................................................................9
P7Applications of HRM practices .........................................................................................9
CONCLUSION..............................................................................................................................10
REFERANCES..............................................................................................................................10

INTRODUCTION
Human resource management is defined as managing human resources effectively and
efficiently. HRM is designed for maximising employees’ performance for the company and it
planned for achieving various goals and objectives of company. (Albrech, 2011). It is mainly
considered with appropriate direction of people within the coordinate, concentration on polices
and different systems. It helps the organisation to for defining impressive knowledge,
understanding and key skills that are required by human resource manager for improving their
own performance. The province of there are three main criteria of human resource manager
which includes, employees staffing, compensations and performance & shaping or designing
work for different employees and workers. Manager develops their process of hiring and training
their new employees; so they can perform their role effectively and prove to be valuable to
company. Useful research is conducted throughout the report considering case of Canary Wharf
firm which is situated in east London Canary wharf is one UK company and includes financial
centres of company. It develops new development programs which helps in motivating their
employees to perform effectively. Human resource management helps the company to focuses
on contrasting recruitment, management and development of workforce within the organization.
TASK 1
P1 Different purpose and function of HRM
Workforce planning is one of continual process which is used for identifying the goals
and objectives of organisation and work force is necessary for checking legislative restrictions

which is related to company products and services. An effective workforce planning is
important for identifying different strategies of workforce development. . It is one of essential
function of human resource management and it is also related with organized determination
and investigation of need of organisation about the size. With help of education, skills and
knowledge, the employees can fulfil all objectives and goals of company. It is the process to
create an business ability to communicate the business occurrent transactions and future effect
of the outside environment on the business Canary Wharf organisation use different workforce
planning to cover three to five year predict time period and straight to organisation needs and
outcomes (Armstrong and Taylor, 2014).
Purpose and functions of HRM: Leadership development: This Company follows effectual leadership development
programs. The expected contribution from various leaders are defined and organisation
appreciation towards inspiring leader for best performance. Performance management of
organisation is depended on the effective leadership. Then, organisation applies the
effective leadership theories for developing effective and suitable skills of leader (Kogan
Page, PublisBloom and Van Reenen, 2011)Organisation also assure that they can conflict
their workforce into job families and expected leaders can identify and groom for
effective role and responsibilities of leaders.
 Cooperation between HRM and senior management: HRM purpose of the organisation
work in a framework with their expected leaders. Leaders’ job helps in controlling
different activities of employees and worker so they can perform their task in an effective
way. HRM functions play critical roles for the recruitment, selection and training phase.
Leader of organisation are anticipated to have skills that competition need for adopting
respective challenges for the business activities. The organisation groom their leaders for
future and middle management level. The managerial functions also support different
planning, organising, directing, evaluating and directing activities.
P2 Process of recruitment and selection and its strengths and weaknesses
Recruitment and selection process is effective and important important aspect acting.
There are different processes of human resources management which includes, job-design,
management, performance assessment, transfers and different carrier preparation. These all are
nearly closely to the recruitment. Recruitment process is attempting to locate and encourage

potential applications to apply for the existing jobs. The Canary Wharf organisation consider
their external employment markets to stimulate applications from intrinsic candidates.
Recruitment and selection process provide different ability and capacity to organisation to
source employees to improve their skills and abilities and stands in the competition. This process
id carried by human resources management of organisation. The RHM department targets to
different and educated people to get the effective and best quality employees for the
organisation. Recruitment and selection process gives many advantage to organisation.
Strength of recruitment and selection process: Improvement in performance: When the organisation employ the right person for right
job then it can help them to improve performance of organisation. Through havingright
person on the job it can motivate to increase ability, capacity and performance of the
people (Boxall and Purcell, 2011). Increased relationship: Through effective requirement and selection process
organisation can leads towards build effective relationship with their customers. With the
effective selection of employees organisation can improve relationship with their
customers. The effective recruitment ans selection is important for increasing the
performance and abilities of the employees and it will also help in increasing the
performance of the employees. Improvement in organisation reputation: when an organisation hire experienced, skill
full employees, then they increase performance of then organisation. It helps organisation
to improve their image in the market.
 Less need for costly training and development: For effective selection and recruitment
process it is not important that organisation use the costly resources. The organisation can
use resources which are already available in organisation (Bratton and Gold, 2012).
Weaknesses of selection and recruitment process: Recruitment is positive process but
selection is a negative process. Organisation have to spend money for development and training
of selected candidates. The political interferences and unhealthy competition among the
employees affects organisation performance.

TASK 2
P3 Different benefits of HRM
In Canary Wharf organisation there are different practises of human resources
management which provide the directions for manage all the activities of the employees. These
practices helps the organisation in different ways: these practises can be: Recruitment and tracking applicant: in this organisation for locating qualified and the
capable candidates. Much of the employees’ relations involve employees and employers
working relations. With the strong relations employees can improve their performance.
HRM practises helps the organisation for develop the skills and the workability of the
employees and employer. There are some benefits and drawbacks of recruitment and
tracking of the employees. Benefits are gives bonus to the employees are in the low cost.
From the bonus the organisation can motivate their employees to perform their roles and
responsibilities effectively. The other benefits it helps the organisation to fill the vacant
position. If there is any vacant position in the organisation can hire the applicant for the
job. From it they can finds highly qualified candidates (CHUANG and Liao, 2010). Information system of Human resources: The information system of Human resources
use by the organisation. With the help of HRI the organisation can save details about the
candidates and easily know about employees. Inhuman resource information system it
includes the application tracking system, training, leave tracking system, performance
management, enrolment and benefits management (Daley, 2012). Health care benefits: the organisation provide their employees’ health care benefits. To
take care pulse of this there are many ways like check and read the all financial reports in
which all the details of employees are included. The organisation should always aware
about the culture and environment for the employees.
 Retirement benefits: The organisation provide the retirement benefits to their employees.
The retirement process is disparity between the full time work and full time retirement.
There are many another possible forms of the retirement phase reducing the working
hours of the employees gradually, job shearing between the old workers move the old
workers towards the less stressful and less damaged jobs.

P4 Certain effectiveness of HRM activities
Increasing then productivity is one of most important and critical goal of organisation.
The Human resources management define different activities of the employees and provide them
guidance to perform their job effectively. Human resource management acknowledge jobs entails
establish the policies, procedures, programs governing the people management. It also attempts
to connect such weather condition to increase employees output like volume, quality and speed.
In the Canary Wharf organisation there are effective human resource practise. These practices
beneficial for the organisation as well as for the employees. For the effective human resource
practises it is important for the organisation to have all the details about their employees. The
organisation collect all details with the help of human resource information system (Fee, 2014).
These information are beneficial for the organisation at the time of recruitment and selection
process. At the time of retirement of the employees these information helps the organisation to
measure the gap between full employment and the full retirement.
Factors of human resources management for profit and productivity: Team and individual goals: Human resource management helps the organisation to set
the clear operational goals. It is important for everyone to know what is expected from
them. So they can perform their roles effectively and efficiently. If organisation
communicate goals and objectives and measure performance; then the employees will
understand precisely what is important and what is not. When organisation set the long
but accessible goals then the employees are likely to become self-satisfied (Guest, 2011). Performance matrix for continues improvement: Human resources practices having the
effective prosody and coverage processes which reinforces both team and individual
goals. Because measurable reports gets done metrics supply the focus, feedback and
results in continues better.
 Define purpose for the team make role clear: the organisation need that their business
units and team needs to understand its role. The manager of the organisation need to
implement a clear communication intention that is both persuasive and that makes team
members realize that they are also important

TASK 3
P5 Various importance of employees relations
In Carny Wharf organisation every individual share a certain relationship with their
fellow workers. If there is position vacant then organisation have to fill this position by applying
human resources practises. It is important that that every individual is comfortable with his team
members so they can work together effectively and efficiently towards common goal. Share goal and objectives: A healthy relation with workers make the work easy and
work load can be reduce. It can helps the organisation to increase the productivity. One
cannot do everything on his own so it is important to divide the work among the team
members to complete the tasks in the specify time framework (Harzing and Pinnington,
2010). Work become easy: For motivate the employees for achieve desired goals and objective
it is important to organisation help them for concentrate their work. Human resource
management organise different activities to reduce stress of the employees so they can
perform their task and role in better and effective way. Healthy employees’ relations: Healthy employ relationship between the organisation and
employees is very important. Employees can avoid the conflicts when healthy
relationship between them and they perform their task in better way. When the
organisation starts builds strong relationship with their employees then they perform their
task effectively (Hendry, 2012). Decision making: Effective relationship with employees helps the organisation in
decision making process. Every employee give their suggestions and ideas which helps
the organisation for take different decision. The employees give their more attention for
effectively done the decision making process and employees relations are helps in taking
the effective and appropriate decision
 Increase work efficiency: A healthy relationship with employees helps organisation to
increase their work efficiency. Employees better motivated towards their goals and
objective and it also helps the organisation to achieve their objectives. It also build
effective relationship with employees. Effective employees relations are increases the
efficiency of employees working.

P6 Different impacts of employment legislation
Human resource management is the function that assists the organisation in achieving
the goals and objectives an also helps in maintaining effective employees. The Carny Wharf
organisation apply human resource system devised for the management. The responsibilities of
human resources management is staffing, employees’ compensations and benefits and defining
design work. Responsibility of human resources divide into three areas individual, organisational
and career. There are some of the duty of the human resources management which include the:
 Train the workforce to maintain the competitiveness of the organisation. Provide the
training programs for employees of organisation can effectively maintain the
competitiveness in the marketplace. Effective training is important for increasing the
performance of the employees and also helps in increasing the working ability of the
employees.
 Human resource management develop and communicate industrial relationship policies
and procedures to conform to legislation (Huselid and Becker, 2011).
 HRM involves in resentment and corrective hearings
 HRM develop and implement the termination and hiring procedures.
 Human resource management assess and manage the organisational climate and
employees’ relationship.
 Human resource management implements the outcomes of collective bargaining and
negotiate them, manage the overall labour cost, update the employees’ information (Jiang
Lepak and Baer, 2012).
 Human resources management advise the organisation regarding the trends emerging
from the data.
 HRM conduct the research program with the aim of solving problems in the organisation.
TASK 4
P7Applications of HRM practices
In Carny Wharf organisation there are many applications of human resources practices at
the work place. These human resources practices may are the recruitment practices, motivations
to employees, managing,people through performance management, training and development
programs. They all are human resource practises and help in the productivity of the organisation.

The example of human resources management practices is job specification document
prepare for the employees and give questions for their performance. In document specification
the characteristics, experience, qualifications, skills, primary duties and the responsibilities are
mentioned. These human resources practises helps organisation to find out different problems
related to employees performance and helps to provide the solutions to improve the workability
of employees. Then aim of the human resource practises is to set the alternatives of relationship
between the systems of human resource a structure effectiveness. Human resources practices and
organisational effectiveness test different approaches empirically in samples. Then organisation
use the different study for the human resource practices and used large scale cross sectional
survey designs. The organisation use the data effective human resources practices (Lengnick-
Hall, Beck and Lengnick-Hall, 2011).
The results of human resource practices enhance the organisational effectiveness,
underscore value methodological approaches. Human resources management system comprising
practices ensure selective in staffing, performance, enhance employees’ opportunities thorough
participation in decision making process. The human resource management department and
organisation to approach strategic management of the employees with a systematic perspective.
CONCLUSION
From above report, it has been concluded that the Carny Wharf organisation use the
different human resource practices which help in managing different activities of the
organisation. But this company deals in some weakness and strengths of internal and external
recruitment & selection. And this firm adopts some approaches to make the recruitment and
selection effective. Then this firm has different human resource practices which are beneficial for
employer and employee; and from these practices work efficiency and the work performance of
employees’ increases. Moreover, it helps in enhancing the productivity of organisation. For
good environment of the business the relation between employees and employer must be good
and harmonious. So, the organisation adopts the different management practises.

REFERANCES
Books and journals