Human Resource Management Report: SKVP Business Expansion

This report delves into the core functions and importance of Human Resource Management (HRM) within the context of SKVP, a street food takeaway aiming to expand its market share with an industrial kitchen. It examines the purpose and functions of HRM, including planning, resourcing, and employee development. The report analyzes the strengths and weaknesses of recruitment and selection processes, considering both internal and external approaches. It highlights the importance of HRM practices for both employers and employees, focusing on organizational culture, recruitment, security, and compensation. Furthermore, the report explores how HRM practices, such as employee retention, employer branding, leadership development, and talent management, can increase company profit and productivity. The role of employee relations in influencing HR decision-making and the impact of employee legislation on HRM decisions are also discussed, along with the application of HRM practices in the workplace. The report concludes by summarizing the key findings and recommendations for effective HRM implementation within SKVP's expansion strategy.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
P1 Purpose and function of HRM at workplace in the organization...........................................3
P2 Strength and weakness of several conceptualisation of recruitment and selection................5
P3 Importance of HRM practices for both employer and employee..........................................6
P4 Examine effectiveness of several HRM practices in increasing profit of the company........7
P5 Examine benefits of employee relation to influence decision making of HR......................9
P6 Elements of employee legislation and its impact on HRM decision...................................10
P7 Application of HRM practices at workplace.......................................................................11
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource department is essential department in an organisation. It is one of the
important approach by which enterprise can manage their workforce in such a way so that
business can achieve its competitive benefit. They modify employee performance in favour of
company growth to generate more revenue. Human resource practice generate positive work
environment that aids towards productivity of company. Human resource function create
appropriate structure that synchronised efforts of employee. Several functions of human resource
helps company in achieving long and short term organisational goal. The practices of human
resource build strong relationship between employee and enterprise. This facilitates the overall
growth of the company. They handle all the issues of their workforce so that employee can
perform effectively and efficiently at their workplace. It provides suitable direction to employee
and organisation in business process. They execute proper training and educational programmes
to upgrade the knowledge and skills set of employee. The chosen entity in this report is SKVP
that is a street food takeaway in suburb of London at 2010. They want to expand its market share
in industrial kitchen and looking for human resource for its business. This report aim towards
functions of HRM and its strength and weakness of its different approach. It provide HRM
practices and its effectiveness while raising company profit. This report describe importance of
employee relation aids in HR decision making. It also describe employee legislation and its
influences in HR decision. This looks towards application of HR practices in work culture.
TASK
P1 Purpose and function of HRM at workplace in the organization.
Human resource department plays integral role in the success of the company. They
handle its workforce and execute several functions for overall growth and success of company.
The aim of HR is to fulfil the purpose of hiring appropriate employee so that they can deliver the
level of productivity in the enterprise (Arpentieva and et.al., 2020). The ultimate objective of HR
is to select best employee who push its efforts in achieving entity goal. Here are some purpose
and functions that SKVP HR should look upon while expanding its business in industrial
kitchen (Bennett, 2018). This will help them in survival of company in the long run.
Purpose of HR in planning and resourcing an enterprise-

 High morale- The major goal of human resource is to encourage and motivate employee
of enterprise. They deliver purpose of motivation among employee and management.
This will leads towards increase in the level of morale of employee. Human resource
deliver lots of perks and advantage to their workforce in return of its contribution (Botter,
Rosa and Lim, 2018). Highly motivated and confident employee brings efficiency and
effectiveness in its performance. It delivers productivity in the business process.
 Maintain the appropriate workforce- In SKVP HR have to maintain appropriate
number of workforce to implement business process of its new expansion industrial
kitchen. They need ton evaluate current requirements of workforce along with its future
need of requirement.
 Training and development of employee- Company have to introduced training and
development programs to upgrade knowledge and skills of employee so that they can
contribute productivity in company.
Functions of human resource management-
Here are some main functions of human resource that SKVP HR must execute in the
expansion of its new segment.
Functions of managerial- In SKVP HR manger should execute several managerial
function such as organising, staffing, directing and controlling all the activities in achieving long
as well as short term goal of company. While performing these function HR manger can
identifies current and future requirement of company. HR first of all plan or organise workforce
management. Staffing includes selection or retention of an appropriate candidate. Then provides
direction through educational programs. At last controlling combines elimination of
unproductive activities. It aids in the planning and resourcing adequate requirement of workforce
(Brierleyand, Gwilliam, 2017). HR must plan, organise, direct and control employee workforce
management. They need to need to guide and direct the workforce to fulfil vision of the entity.
After that HR have to eliminate and control unproductive activities in operations and
management of enterprise.
Functions of operative- It is one of the essential function that need to be executed by
HR of SKVP in its expansion company. They have to continuously encourage, motivate and
procure its employee. With the helps of this function they can hold their best employee in the
company. The ultimate aim or purpose of operative function is to hold experienced workforce.

This will increase productivity in the operations and management because of skilled and
motivated experience staff. Skilled, experiences and satisfied employee produce best output in
the favour of company.
P2 Strength and weakness of several conceptualisation of recruitment and selection.
Recruitment- It is the process of identifying and pull the appropriate candidate to satisfy
vacant role of job in the enterprise. It combines of several activities such as finding, attracting,
viewing, short-listing and conduct interview of appropriate candidate.
Strength- The strength in the recruitment process of SKVP is they can identify and conduct
interview of appropriate candidate that match with the job position of company. Identifying and
pulling right candidate will brings productivity in company (Chieng, Arokiasamy and Kassim,
2019). They can hire high qualified, skilled employee for their business process.
Weakness- Due to unemployment lots of candidate are looking for job, recruiter may find some
difficulties in hiring suitable candidate that can actual fits in their job position. Sometimes it
create in matching candidate actual ability to fulfil right candidate. Skilled and qualified
candidate charge high package which can be turn as weakness if company not have that much
budget.
Recruitment approaches- In SKVP company has two types of approach in recruitment
process first is internal and second is external.
Internal approach- In recruitment internal approach consist of identifying and pulling
appropriate candidate within organisation who are currently executing their job. Company can do
internal recruitment through promotions and transfer.
Strength- The existing employee are much familiar with company environment and
structure (Christensen, 2019). So they can easily adjust and perform well towards the success of
company. It also save lots of time and efforts of company as compare to external approach.
Weakness- While transfer and promotion of existing employee needs proper training of
employee. Because it is not necessary they can implement new job and responsibility in effective
way.
External approach- In external approach company can hire appropriate candidate from outside
the enterprise. It can be done from website of entity, job fairs, social media, on campus, radio,
newspaper etc.

Strength- Strength in external approach of SKVP company is that they can attract more
skilled and qualified candidate which contributes more productivity and innovation in company.
The new and talented employee can bring fresh and creative idea to the business process.
Weakness- Weakness of this approach is consume lots of time and money in attracting
new fresh talent. The new candidate may found difficulties in adjusting and understanding the
working environment of company.
Selection- Selection refers to the finding and hiring appropriate candidate who fit to the
job position in the enterprise. It is the methodology to match requirement of entity with qualified
candidate (Chungand Colakoglu., 2018). HR always select best candidate for the operations of
company.
Strength- While conducting interview company can hire best candidate out of several
applicants. Best and qualified employee will aids in achieving goal of company.
Weakness- Hiring best and skilled employee generate lots of time and efforts of company.
Sometimes HR found difficulties is matching candidate ability with company goal.
Selection approaches- HR of SKVP can adopt several approaches in selection process
like interviews, references, online screwing, applications form etc.
References- it the applicant which is recommended by existing employee.
Strength- If HR select candidate from the recommendation of existing employee then it
save lost of time of company in finding suitable candidate.
Weakness- It is not necessary that recommended candidate can actual perform well or
not in the company (Crossand Dundon, 2019). It may not necessary match with the job profile
of company.
P3 Importance of HRM practices for both employer and employee.
There are several benefits of HRM Practise that help both employer and employee of the
SKVP company.
Organisation culture- HR influence culture and environment to bring values to the
entity. It will facilitate clear set of vision in the perception of employer. They maintain standards
and guidelines that employers follow and practise in its operations.
 Benefit to the employee- standard and guidelines helps employee in creating positive
environment at their workplace.

 Benefit to the employer- By healthy culture of organisation employer can synchronised
its potential in achieving organisation target.
Recruitment and retention- This is one of major function of HR, of attracting and
selecting best candidate for company.
 Benefit to the employee- If HR hire employee who match with the role of job position, it
will be beneficial for employee in its career development.
 Benefit to the employer- HR hire best and skilled employee who will contribute more
value to the enterprise.
Providing securities- HRM practice provides several types of securities in the
organisation such as health, life, job security.
 Benefit to the employee- Job, health, life security motivates employee to perform well in
business process. This will leads to the success of company.
 Benefit to the employer- When such types of securities provided by HR employer can
also push its efforts to the development of company.
Compensation- Compensation and benefits are effective tool of HR that act as a
motivator factor in the enterprise.
 Benefit to the employee- In return of its contribution and efforts HR must provide
compensation and reward to the employee that encourage them to bring more efficiency
and effectiveness in its operations.
 Benefit to the employer- Through compensation company can create or develop brand
name of company (Daito, Riyanto and Nusraningrum, 2020). It helps in maintain
relationship with employee and costumer.
P4 Examine effectiveness of several HRM practices in increasing profit of the company.
The effectiveness in the HRM practices in raising or increasing profit and productivity in
the enterprise of SKVP. HRM practices such as retention of employee, branding of employer,
leadership improvement, recruitment and selection, performance management and compensation
contributes profit and growth of the company.
Employee retention- It is the responsibility of HR to retain or hold experience, skilled
or qualified staff in the company (Davis, 2017). Employee can be retain or hold employee by
promotions, rewards and compensation. By providing financial and non financial benefit to the
workforce, they can retain maximum best employee of the company. The best qualified and

skilled employee brings new innovative idea to business. That ultimate brings synchronised
productivity in business solution (Dean Lee and et.al., 2017). Best employee deliver best services
and target potential audience. This will create more profit and sales of entity.
Employer branding- HRM practices build brand image of the company and employer.
Costumer will also gets more attracted towards brand in the overall development of enterprise.
By this company create more profits and expand its market share.
Leadership development- Through their practices HR develop leadership skills in
employee and employer. Appropriate training session motivates employee and employer to build
leadership qualities. HR its self provide direction within organisation and act as leader in the
company. Leadership qualities aids in synchronising the efforts of employee in favour of
company productivity and profitability.
Talent management- It is the efficient role that perform by HR, they can identify best
talent workforce and aids in selection, retention of employee. By managing talent workforce
company can ensure quality in its product and services (Harithaand Reddy, 2017). High quality
and productivity grab the attention of consumer. This increase more profit and income of the
company.
Compensation- Compensation, perk and rewards encourage employee and employer.
By inspiring and motivation of employee they extend their effort to contribute productivity in
entity. It brings efficiency and effectiveness in the business operations. It will improves
organisational position in the market and profitability.
Performance management- HR identified and evaluate current and future requirement
of company. This will satisfy procurement and operations of business in effective manner. By
this they can deliver productive and valuable goods to the employee. Satisfied employee will
purchase more commodity from the company. It helps company in enhancing profit and
costumer base. HR can train and develop inefficient employee and enhance their performance in
generating profit. It creates more productivity in the working culture of industry.
Hiring new employee- In the practice of HRM, they always try to acquire fresh and new
talent for the company growth. New and fresh talent always contributes creative ideas and ready
for the better change in the entity. New employee always enhance the level of their performance.
It contributes innovation development in the enterprise and generate more income.

P5 Examine benefits of employee relation to influence decision making of HR.
The relation with employee is very essential in influencing HRM decision making of
SKVP company. By building effective relationship with employee HR can solve many conflicts
in decision making and brings efficiency in the productivity of company. HR can not implement
decision making on its own, they have to involve employee in its decision making. Because at
the end they will perform whole business activity.
Improves morale- Enhancement in the morale of employee motivates towards change in
decision making of HR. Participating employee in decision making boost confidence in them. It
create positive environment and workforce ready to push its efforts according to the decision of
HR (Kasemsap, 2019). It facilitate and brings effectiveness in communication system in the
organisation.
Enhance workplace relationship- Actively engagement of workforce in various
activities aids in the efficiency in HR decision making. By providing opportunities to the
workforce build positive relationship among employee and management. Teamwork
performance brings productivity and growth in the company. It improves healthy relationship
among company.
Resolving conflict- When HR brings any change or involve in decision making, it may
cause several conflicts among employee of the enterprise. By developing effective
communication HR can share all the information in appropriate way. Conflict eliminate
productivity and motivation among employee. This will destroy the the image of the company in
the perception of consumer. So it is necessary to involve employees in decision making, it will
enhance the performance of employee.
Enhance productivity- If employee has positive perception towards the decision making
of HR they will deliver more productivity in the operations and its performance. The employee
will actively participate in decision making and contribute best efforts for the growth of company
(Krishnaveni, and Monica, 2018). This motivate employee and inspired to enhance its
performance for overall development of company.
Hold loyal workforce- The loyal and best employee always wants to engage in the
decision making process of HR, this will encourage them to bring creativity in decision making.
It facilitate in retention of best and loyal workforce. They always gives positive approach in

decision making and the growth of the company. They contribute in achieving long term goal of
company.
Effective communication- Healthy relation of employee continuously bring positive
change in the entity. It build effective communication and easily share information among
management and employee. It helps in implementation of decision change that introduce by HR
for improving position of company in the industry.
P6 Elements of employee legislation and its impact on HRM decision.
HR of SKVP has to practice all employee legislation within organisation. This will leads
towards ethical practice in the company. By following these employee legislation HR can build
brand name of entity in the eyes of employee as well as consumer. These legislations has great
impact on the decision of HR (Lee, 2019). Effective implications of these employee legislation
by HR can boost the overall performance as well as established strong relationship among
organisation. Here are some legislation that HR has to regulate while implementing any decision
in the company. These laws affect business operations of the company.
Employment law- The objective of this law is to protect employee rights such as safety,
health etc. In the business decision or operations HR must take care of health and safety of
employee. They have to ensure appropriate execution of employee rights in the company. If
health, safety and rights of employee will not properly execute, it will automatically influence
performance of employee and productivity. Workforce should provide safe equipment and
machinery.
Equal Pay Act (1970)- HR must provide same value of money for same work in the
organisation. All males and females must provide equal amount of salary for same work. This
facilitates integration of operations among organisation.
Sex Discrimination Act (1975) – HR must not discriminate any employee on the basis of
gender. All employees have full right to participate in training, recruitment and development
programmes. It improves relationship and employee will adapt any business decision easily.
Race Relations Act (1976)- It is one of the illegal act to discriminate any employee in
respect of its colour, race or any type of ethnic group (Pegulescu, 2018). HR must ensure
appropriate execution of this act because it will synchronised the efforts of employee.
Employee Protection Act (1978)- HR must ensure for appropriate contact of employee
security against any unfair dismissal or redundancy pay. But these laws cause more cost for the

betterment of company. If employee consciousness that they are well recognised and treated
properly by organisation, it brings motivation among organisation (Wang, 2019). It improves
brand image in the consumer eyes and employers.
P7 Application of HRM practices at workplace.
In SKVP company, for expanding its market segment in industrial kitchen, they have to
hire HR for recruitment of skilled and qualified employee for successful implementation of its
business activity (Randev and Jha, 2019). For hiring of HR and employee following practices
must be implemented.
Job Specification:
It combines of written document which consist of skills, roles, qualification in respect of
job position. HR manger must have following job specification.
Job Specification
Job Summary:
HR is a person who recruit and select best employee for the growth of the company. They also
ensure training and development for the retention of employees.
Job roles and responsibility:
 Attract most talented candidate for recruitment and selection
 Provide appropriate training and educational programmes for upgrading knowledge of
employee.
 For the retention of best employee provides promotions, compensation, perks, benefits
etc.
Job Skills:
 HR must have knowledge of Spreadsheet excel for human resource information system.
 They must have experience and proper qualification of HR.
 Proper and effective communication skills.
Person specification

Job Title: Human Resource
Department: Human Resource Department
Attribute Essential Desirable
Competencies HR must have effective
communication skills to
communicate with
management and
costumer.
Problem solving analytics
skills to deal with difficult
situation.
Experience Two years of qualification in
MBA HR from recognized
university.
Two years of HR job.
experience of any company.
Knowledge Better knowledge of human
resource information system.
Expert in managing hiring and
selection of best workforce.
CV
CV stands for curriculum vitae that consist of academic document in detail of its
educational career. It involves education from schooling to graduation of person (Sparrow and
Cooper, 2017). It also include work experience, hobbies and additional certification of particular
candidate (Wang and et.al., 2018). The CV for appointing any HR specialist is given bellow.
Curriculum Vitae:
Janelia smith
75 Orchard Grove, HB9 2SR,
London, UK
Summary of profession: Human Resource have ability to grow company by hiring best
talented workforce. I am looking for recognised company so that I can prove my strong
analytical skills of HR.
Accomplishments: