Human Resources Employee Induction Manual Report: Scottish Power

This report provides a comprehensive analysis of human resource management (HRM) practices within Scottish Power. It begins with an introduction to HRM, outlining its purpose and functions, particularly in workforce planning. The report then delves into the strengths and weaknesses of the recruitment and selection processes, including internal and external recruitment methods. It explores the advantages of HRM practices for both employers and employees, highlighting the benefits of motivation and employee relations. The report also examines the effectiveness of HRM practices in increasing profits and productivity, focusing on training, development, and performance management. Furthermore, it emphasizes the importance of employee relations in HRM decision-making and discusses the impact of employment legislation. The report concludes by illustrating the application of HRM practices in a work-related context, providing valuable insights into the strategic management of human resources within the organization.

Human Resources Employee
Induction Manual

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Purpose and functions of the human resource management applicable to the workforce
planning in the organisation.........................................................................................................3
P2 Strength and weakness of the recruitment and the selection process in the organisation:.....5
LO2..................................................................................................................................................6
P3 Advantages of the practices of human resource management for both the employers and the
employees in the organisation......................................................................................................6
P4 Effectiveness of the HRM practices for the increase in the profits and productivity of the
business........................................................................................................................................7
LO3..................................................................................................................................................7
P5 Importance of the employee relation which influences the decision making of the HRM... .7
P6 Key elements of the employment legislation and impacts on the decision-making of the
HRM............................................................................................................................................7
LO4..................................................................................................................................................8
P7 Applications of the HRM practices in the work related context............................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................9

INTRODUCTION
Human resources management refers to the proper and the effective management of the
people in the business to achieves the success and the objectives of the business. Human
resources management have various function such as recruitment, selection, training,
development of the employees that they work to achieve the success and the growth of the
business. This report determine the practices and the policies of human resources management in
the business of the Scottish power. Scottish power is the energy company which is vertically
integrated. It is the operator of the network distribution for the southern and the central Scotland.
The headquarter of the Scottish power is at the Glasgow, UK. This file determines the various
purpose and the scope of the human resources management in the business. There are various
importance of the management of the human resources in the Scottish power. This file includes
various internal and external factors which affects the decision making of the human resources
management in the business. There are various practices of the human resources management in
the working environment of the business.
LO1
P1 Purpose and functions of the human resource management applicable to the workforce
planning in the organisation.
The purpose of the human resource management is to manage and coordinates the
employees of the business in the most effective manner that they could works to achieve the
goals and objectives of the business. Human resources management focuses to give effective and
efficient training and development of the employees that they could works to achieve the goals
of the Scottish power. Human resources management have different functions which in the
business of the Scottish power for the management of the workforce planning.
Managerial functions:
Planning: In this function there is the determination of the types and the number of the
employees are required in the Scottish power for the achievement of the goals and objectives
(Mone and London, 2018). Effective and efficient planning of the management of the human
resource helps to evaluate the present needs and wants of Scottish power.
Organising: This function of the human resource management explains that the task is
allocated to all the employees of the Scottish power as per their talent and the skills to achieve
the goals of the business.

Directing: It involves that the management of the human resource directs the activities of
the workforce to achieve goals of the Scottish power. For the effective planning of the workforce
in the Scottish power they command and give motivates the people for the maximum
achievement of the goals (Renz and Herman, 2016).
Controlling: If there is deviation in the planning of the workforce in the Scottish power
they controls the activities of the employees to improve the level of the performance.
Operative functions:
Recruitment: In the business of the Scottish power recruitment is taken from the two
types such as apprentice level and graduate level. In the apprentice level the new employees of
the could get the good wages when they are working and learn the skills (Kanki, Anca and
Chidester, 2019). In the graduate level the Scottish power focus on the university degree of the
candidates.
Selection: In this process the Scottish power selected the skilled and talented employee
which have the knowledge of the engineering and business. Proper selection of the employees
increases the level of the performance
Training and development: Scottish power give the effective and efficient training to
the new and the existing employees of the business so that they could focusses to archive the
profits of the business.
Welfare of the employees: In this function human resource management tale care of the
employees benefits, services and facilities which is provided to the employees for their well
being and improvement (Mao, and et.al., 2016).
Appraisal of the performance: The management of the human resource in the Scottish
power analysis and evaluate the level of the performance of the employees towards the
achievement of the goals.
These function of the human resource management helps to achieve the goals of the
Scottish power by proper recruitment and selection of the candidates in the business. Proper
planning of the workforce is done by applying the these functions of the human resource
management in the Scottish power(Cleaver, 2017). Training and development functions helps to
improve the skills and talent of the new and existing employees so that they will focuses to
achieve the objective of the business.

P2 Strength and weakness of the recruitment and the selection process in the organisation:
In the process of the recruitment and the selection there are lots of the strength and
weakness which affects the effective workforce planing of the Scottish power.
Recruitment: There are two of types of the recruitment in the business of the Scottish power
such as internal and external recruitment. These internal and external recruitment of the have two
level which is followed by the Scottish power i.e. apprentice level and the graduate programmes
and have various strength and weakness in the business (Wellin, 2016).
Internal recruitment: In the business of the Scottish power internal recruitment refers to the
process of hiring the candidates for the specific position of the business within the organisation.
The methods of the internal recruitment are promotion and the transfer of the existing employees
to the higher level post of the company.
Strength: There are various strength of the internal recruitment such as this process is
cheaper and faster to hire the employees. By the promoting to the higher level the employees get
motivated and achieve maximum objectives of the business. There is no need to spend much
money on the training and development because the employees are already familiar to the
activities of the business.
Weakness: Because of the internal recruitment in the business of the Scottish power the
business could not get the new ideas from the people of the outside. It will promotes the level of
unemployment and there is the lack of the external skills and talents in the business.
External recruitment: This refers to the process of feeling the vacant post from outside the
business. Scottish power hire the candidate from the advertisement, educational institutes
Strength: The people from the outside bring the new ideas and techniques in the business
to achieve the success and the growth of the business (DelCampo, Haggerty and Knippel, 2017).
Availability of the variety of the workers which helps to identify the best employees for the
business of the Scottish power
Weakness: This process takes much time to bring the employees for the selection of the
employees. In the external recruitment there is the possibility that the new employees cannot
adjust in the new business environment and the situation become unfavourable and the candidate
will leave the job of the Scottish power.

Selection: process of the selection refers to the evaluating the right and the perfect candidates
which have the required skills and qualification for the fulfilment of the vacant position in the
Scottish power.
Strength: The strength of the selection process is that these is the selection of the better
and skilled person in the business of the Scottish power. It will improve the level of the
efficiency of the Scottish power. Proper selection reduces the turnover of the labour.
Weakness: It is unreliable because in some cases the test is not correct. Sometimes the
employees cannot uses the test properly. Candidates have the fear of the exposer from the
selection process.
LO2
P3 Advantages of the practices of human resource management for both the employers and the
employees in the organisation.
There are various benefits to the employees and employers of the Scottish power from the
human resources management. With the help of the HRM practices the employees and the
employers get the following benefits in the Scottish power.
Motivation: The employers get the motivated workers in the working of the Scottish power with
the help of the HRM practices. The employees could develop their skills and talent to achieve the
objective of the business. The employers of the Scottish power get the skilled and talented
employees in their business which focuses to achieve the goals of the business.
Maintain employees relations: These HRM helps to expand the business towards the success
and growth by proper maintaining the relation of the employees. The employees could improve
their performance level in the business. By maintaining the good relation between the employees
ans the manager (van Woerkom, Bakker and Nishii, 2016). The employers get the skilled and
talented worker by the effective recruitment and selection of the employees in the Scottish
power. The employer makes the discipline in the business.
P4 Effectiveness of the HRM practices for the increase in the profits and productivity of the
business.
There are various practices of the human resource management which helps to increase
the level of the productivity and profitability of the business.
Training and development: Effective training and the development of the employees leads to
the success and growth of the Scottish Power and this will increase the level of the profits of the

business. Training improves the skills and knowledge of the employees so that they could works
to increase the sales of the business and this will increases the profits and the productivity of the
business.
Directing and controlling: With proper directing controlling the activities of the employees the
manager of the human resource increase the profits of the business. Proper direction given to the
employees so that they will works to get the success and the growth and the level of the
productivity increase (Beer, Boselie and Brewster, 2015). Increases the sales of the business by
proper controlling the activities of the employees in the business.
LO3
P5 Importance of the employee relation which influences the decision making of the HRM.
Employees express their views and ideas in the decision making of the business helps to
contributed in the success and the growth of the business. Involvement of the employees in the
decision making saves the money and the time of the business and increases the level of the
productivity of the business. There are various importance of the relation of the employees in the
decision making of the human resource manager which are described below:
Increase in personal stake: Involvement of the employees in the decision making of the
Scottish power increase the success and growth of the business and also the employees achieve
the professional and personal stake of the Scottish power. From this the productivity of the
Scottish power also increases.
Improvement in the morale: the morale of the Scottish power increase with the effective
engagement of the employees in the decision making of the business (Omotayo, 2015).
Participation of the employees in the decision making the employees got understand that their
view and ideas are also important for the growth and success of the company.
Saves time and money: When the employees are proper engage in the decision making of the
business then it will saves the time and money of the Scottish power. The consultant from the
outsides takes much time and their fees are very expensive for the company. So the employees
are well known about the process of the business and needs of the business.
Improve the relation of the workforce: The engagement of the employees in the process of the
decision making gives the opportunity to them to show their ideas and views with the others. So
this will improves the relation of the manager of the and the employees of the Scottish power.

P6 Key elements of the employment legislation and impacts on the decision-making of the
HRM.
There are various elements of the employment legislation which affects the decision
making of the human resource management of the Scottish power. These laws which affects the
decisions of the HR are as follows:
The fair labour standard act: This law determines the employees should be paid for their
overtime who works more than 40 hours week, laws of the child labour, laws of the minimum
wages. In the decision making of the human resource management of the Scottish power this
laws have impact on the business.
Occupational Health and safety act: this law determine that the Scottish power have to make
the plans and policies as per the laws to protect the health of the workers from the unsafe
working conditions of the business. The management of the human resource keeps the
documents of all the material which is hazardous to the health of the employees (Bringezu and
Bleischwitz, 2017)
. They take the decision to maintain the health and safety of the employees in the business.
The civil rights act: This law of the human resources management helps to protect the
employees from the from the discrimination related to the age, gender, race. The manager of the
HR takes the decision as per the rights of the employees.
Equal pay act: this laws of determines that the business will pay equally to all the employees
not on the bases of the gender. The manager of the Scottish power provides the wages to their
workers as per their position and level of responsibilities.
Discrimination act: This law determines the prohibition on the bases of the discrimination of
the employees which have the disability. The human resource manager of the Scottish power
makes the decision on the basis this laws to provide the equal opportunity to the employees who
have the disability.
LO4
P7 Applications of the HRM practices in the work related context.
The Scottish Power is launching the new product in their business which is a effective
electronic device. The human resource management of the Scottish Power apply the effective
strategies to give effective training and development of the employees. They organise the
recruitment and selection process for getting the skills and the talented employees who have the

effective knowledge of the new products and have the ability to increase the sales and
productivity of the business (Renz and Herman, 2016). After selecting the skilled employees in
the business the Scottish Power makes the proper training and development of the employee so
that the employees have the effective knowledge about the new product. They uses the effective
strategies of the promotion of the new product and attracts the number of customer to purchase
the products of the Scottish Power. By motivating the employees the manager of the Scottish
Power encourage them so that they could works to increase the sales of the new products of the
business.
CONCLUSION
From the above study it can be concluded that the human resource management is
essential for the success and the growth of the business by managing the workforce planning .the
employees of the business provides the effective and the efficient training so that they could
works to achieve the objectives of the business. There are various functions of the human
resource management in the business such as planning, organising, directing and controlling the
activities of the employees towards the achievement of the goals

REFERENCES
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