HRM Report: HR Practices at SKVP Takeaway, Birmingham & Manchester

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the context of SKVP, an Indian Street Food takeaway business operating in Birmingham and Manchester, planning expansion. The report explores the purpose and functions of HRM, focusing on talent acquisition, compensation, and employee development. It evaluates different approaches to recruitment and selection, examining their strengths and weaknesses, and assesses the benefits of HRM practices for both employers and employees, including organizational culture, conflict management, and employee growth. The report further analyzes the importance of employee relations and key elements of employee legislation on HRM decision-making, and illustrates the application of HRM practices in a work-related context, providing a rationale for specific HRM strategies. The report covers topics like recruitment methods (internal and external), selection processes, employee benefits, performance management, conflict resolution, health and safety, training and development programs, and employee legislation impact. The analysis includes practical examples and evaluations to support the findings, providing insights into effective HRM strategies for business growth and employee satisfaction.

Unit:3
HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
TASK1.............................................................................................................................................4
P1: Explaining the purpose and functions of HR in the organisation....................................4
M1: Assessing how the functions of HRM can provide talent and skills appropriates..........5
P2: Strengths and Weaknesses of different approaches to recruitment and selection............6
M2: Evaluating the strengths and weaknesses of recruitment and selection..........................7
D1: Evaluating the strengths and weaknesses of different approaches to recruitment and
selection with examples..........................................................................................................8
TASK2.............................................................................................................................................8
P3: Benefits of HRM practices for both the employer and employee within the organisation.. 8
M3: Exploring the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context..............................................................9
P4: Evaluating the effectiveness of different HR practices in terms of raising organisational
profits and productivity..........................................................................................................9
D2: Evaluating HRM practices and applications within an organisation using examples...10
TASK3...........................................................................................................................................10
P5: Analysing the importance of employee relations in respect to influencing HRM decision
making..................................................................................................................................10
P6: Identifying key elements of employees legislations and the impact it has been done upon
HRM decision-making.........................................................................................................12
M4: Evaluates the key aspects of employee relations management and legislation affect HRM
decision-making...................................................................................................................13
P7: Illustrate the application of HRM practices in a work related context..........................13
M5: Provide a rationale for the application of specific HRM practices...............................15
D3: Evaluating employee relations and the applications of HRM practices........................15

CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
Books and Journals...............................................................................................................17

INTRODUCTION
Human Resource Management is a process of selecting employees for the organisation,
give training to them, compensating, developing policies related to them, and make appropriate
strategies to retain those policies. A HR manager plays main role in talent management,
workplace safety, compensation and benefits, training and developing programmes (Delery, J. E.
and Roumpi, D., 2017). This facilitates to manage people and getting better performance by
developing their skills. In this report, the discussion is going about the HR practices performed
by the two entrepreneurs who has established their business named SKVP that is Indian Street
Food takeaway. The both the entrepreneurs (Birmingham and Manchester) are going to plan set
up six more shops within next two years. And as they recently started their kitchen business are
looking for a good HR manager who has the skills to manage peoples in the different locations.
A good HR manager performs all managerial functions which can be fit to the company and
make sure to hire right people to the right job that can help to maintain the workplace
environment happier, longer and more productive. A HR manager must find the new ways to
engage people that can help with the company. He must optimizing the company's performance
through better utilizing the human resources.
MAIN BODY
TASK1
P1: Explaining the purpose and functions of HR in the organisation.
Human Resource Management main purpose is to coordinate the people within the
organisation. HRM helps to bring out the core of human resources with effective utilization in
the organisation (Kianto, A., Sáenz, J. and Aramburu, N., 2017). The HR department is most
suitable to recruit employees to the right job at the right position. HRM is used to describe the
formal systems worked out for the management of employees for the firm. The key
responsibilities of HR manager comes into three areas: hiring, compensating and benefits and to
define and designing tasks. The main motive of HRM is to acquire, develop and retain talents
and skills. Basically, the main purpose of HR department is maximize the productivity of an
organisation to get effective results by optimizing the effectiveness of their employees. The HR
manager who is working for a firm using their skills and expertise knowledge, to acquire talent,
manage wages, train their workers, solve problems at the workplace and many more.

Purpose and Functions of HRM:
 Staffing needs of an individual: The hiring and selecting the individuals refers the term
staffing. It is the primary function and responsibility of the HR manager to look for
people who have required skills and knowledges and put them to the right position in an
organisation. HR manager announces the job vacancies or positions to identifying job
duties and responsibilities and also determining the skill levels and requirements.
 Benefits: The common benefits which company (SKVP) can provide to their working
employees is health insurance benefits, dental insurance, retirement plans, overtime
compensations, loan facilities and more. The company or HR department also provide the
facility for specialized leaves like sick leaves, pay leaves, paid holiday and many more.
The HR team must research all the benefits and packages for the employees which should
cover all the cost minimisations.
 HR planning: In this function, the HR manager determining the job specifications and
amount of employees to be hired for a specific job. Obviously plans are made according
to the objectives of an organisations (Michael, A., 2019). This function of HR manager
requires skills and expertise talent to recruit peoples and plans are develop as per their job
profile for the hired individual.
 Managing Performances: The motive of this function is to make employees to perform
well and good. This facilitates the structure that enables the individuals to get feedback
on their work to perform better in future responsibilities. Some examples; 360 degree
performance appraisals, one to one performance reviews, that also take into the action to
evaluating peers, clients and other informal feedbacks.
M1: Assessing how the functions of HRM can provide talent and skills appropriates.
From above discussed functions of HRM describes the key roles of managers who is not
only performing for the organisation but also for the employee recruited in the firm. By using
various methods of recruitment and selecting, he can put right candidate to the right job and
trained them and develop skills and talent so they can work with effectiveness. Thus, it is the
primarily duty of HR manager to create company's growth by hiring deserving candidates.

P2: Strengths and Weaknesses of different approaches to recruitment and selection.
Recruitment: This refers to a complete process of identifying, attracting, screening,
short-listing and interviewing, whether the jobs of candidates are permanent or temporary in an
organisation.
Approaches Strengths Weaknesses
Internal Recruitment: This
approach says that existing
employees can switch their
jobs from temporary or part-
time jobs to permanent, these
includes promotions, transfers.
 Comparing with
external recruitment it
reduces the time to
hiring employees from
outside the company.
 This will also help in
reduction of costs and
timings because it does
not includes activities
like external job fairs
and more.
 Employees always
looking for growth and
opportunities which
promotes his pay
scales, expertise and
more.
 This will create a gap
between existing
workforce because
promoting employees
also vacant the job. It
does not mean it can
fill the job and
employee do both the
jobs which he left and
promoted.
 It creates conflicts and
issues among other
employees. It is
difficult to see that
person as a boss who
used to be peer.
 This makes inflexible
culture. Changes are
must for the company
otherwise employees
are not going to face
new co workers.
External Recruitments: This
refers to a process or methods
adopted outside the
 It gives the
opportunities to finding
and identifying the
 It takes the lesser
chances to understand
the workplace

organisation. It includes;
colleges, advertisements,
references, casual callers and
many more.
fresher talent, skills
and capabilities which
can be quite creative
for the organisation.
 It facilitates the more
chances to acquiring
suitable candidate to
the right job.
environment by the
employee which
creates a big difference.
 It is time-consuming
process. This process
creates large number of
applicants and finding
among best can be time
taking step.
Selection: It is refers to a process of selecting right people or the right candidate to the
right job at the right position (Kim, Y. J. and Et.al., 2019). This offers the job to the desired
candidates. Selection process may vary from organisation to organisation by adding or
eliminating some points regarding vacancies. This method of hiring can be useful but negative at
the same time as it eliminates the candidates from selection process. Selection of employee may
be done in a quantifiable manner. Whatsoever, there is some lacking as it does not providing
clear picture of the candidate. Hence, the organisation may not completely succeed in the
process.
Advantages Disadvantages
 It helps to unbiased the selection
procedure.
 It is cost and time effective.
 Helps in eliminating the candidate who
lacks the knowledge, skills and more.
 Create more complications for non-
technical users.
 Diagnosis is not easy for recruiters as it
lacks the clear picture.
M2: Evaluating the strengths and weaknesses of recruitment and selection.
As per the above analysis of both internal recruitment and external recruitment, both have
same benefits as well as drawbacks for the organisation. Basically, it depends on the company's
requirements, needs of the organisation, size and type of the organisation as well as on
management team (Tang, G. and Et.al., 2018). As the company SKVP requires talented people

with their organisation, they must ensure the qualities and expertise of the recruited people so
they can put them to the right job and locations. Both the entrepreneurs believes to give equal
chances to the employees so they can seek growth in their future.
D1: Evaluating the strengths and weaknesses of different approaches to recruitment and selection
with examples.
 Through promotions which is an internal approach to recruitment, the employees of
SKVP company will get motivated to perform their job very well (Markoulli, M. P. and
Et.al., 2017). Others employees also willing to pay attention on their work so they grow
and get increased pay scale.
 Hiring new candidates might be risky as they are not familiar with the new environment.
Many employees take time to mixing up with the colleagues. As it lacks the
communication between employer and employees.
 Some selections are not fair just because of partial behaviour or recommendations from
inside or outside the organisation whether they are suitable for the job or not.
 Company must adapt training methods to train and develop skills so that can know their
job well and perform with motivated mind set.
TASK2
P3: Benefits of HRM practices for both the employer and employee within the organisation.
The Human Resource Management support various functions for employees and
employer both towards common objectives of the company (SKVP). It brings out the company's
objective, vision, values, traditions and cultures, beliefs and company's rule and policies
(Stewart, G. L. and Brown, K. G., 2019). In context to SKVP, HRM practices helps the company
to establish standards, procedures and guidelines which allows both employees and employer to
accept behaviours and practices in the work premises.
Benefits to employer:
 Creates organisational culture: HRM practices plays a crucial role for influencing
others to maintain organisational culture in the premises. By establishing standards and
guidelines, employees know and learn the behaviour and attitude towards their work.
 Helps in planning for change: Changing now a days is very rapid in nature.
Technologies are changing and updating fast, employees come and go, investments are

change and many more. HRM practices helps the SKVP company to fill and construct the
bridges between employee and employer so that can plan strategies and start
communicating about those situations of changes.
 Conflict management: Every organisation faces these situations of conflict rising
between employee and employer. HRM helps and adds a role of mediator to resolve these
conflicts (Guest, D. E., 2017). It helps as aids to situations which are not in hands.
 Health and Safety: HRM practices helps the respective company to understand the risk
of carrying out particular activities. Health and safety measures helps the company to
eliminate the chances of accidents or some critical happenings.
Benefits to employees:
 Increase in development and growth: HRM conducts and offers different training and
developing programs for the employees who newly recruit or internally get promoted or
transferred. It facilitates various methods in the programs of training and developing such
as cross training, job rotational, brainstorming, conferencing and many more.
 Compensations and benefits: HRM offers or facilitates employees with insurance
policies of health and safety, loan facility, overtime pays, paid vacation trips, medical
pays, retirement benefits and more.
M3: Exploring the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context.
HRM practices involves different methods like leadership, time and cost management,
talent management, retention of workers and many more that can help the company (SKVP) to
increase profits and their productivity (Papa, A. and Et.al., 2018). The SKVP company conducts
many programs by which employees can be motivated and can increase the effectiveness and
optimizing best resources which are allocated. This will help the company to distinguish and
improved quality performance.
P4: Evaluating the effectiveness of different HR practices in terms of raising organisational
profits and productivity.
The HRM practices creates the effectiveness with the increased profits and productivity.
The HR manager of the SKVP company knows very well about the HRM practices and links all
the forces that work behind the organisation and individual as well. HRM helps the employers to
retain potential employees for the organisation, those who can take challenges and handle

changes in an effective manner. These HRM practices have the positive impact on the
economies, mentioned below some effective HRM practices:-
 Developing skills and knowledges.
 Time and cost management.
 Talent management.
 Appointing right candidate to the right job.
 Performance appraisal.
In every aspects company try to engage and manage people and make them more
productive whether the different company have their own policies and procedures. It does not
affects the results and agendas (Bombiak, E., 2019). The identification of these practices by HR
manager adds value in the relation between employer and employee.
HR manager of SKVP can raise productivity and profits for the company by hiring
initiatives. He can raise the strength of company by focusing on the strengths of people's assets
through sound recruiting initiatives. Along with this he can also raise productivity by managing
turnover, initiatives for employee engagement as well as through sound on boarding training.
D2: Evaluating HRM practices and applications within an organisation using examples.
HRM practices helps organisation in terms of resolving conflicts. Working together is not
a easy task but these practices helps HR manager to solve the problems that has been arise
between employee and employer. A HR manager can take advantage of this practice and make
employees dedicated towards work, it helps them to make ideas and strategies for the firm they
are working in.
TASK3
P5: Analysing the importance of employee relations in respect to influencing HRM decision
making.
Every human being need to talk, share thoughts and ideas, they want to share their
happiness and sorrows with someone else who can understand and support in his situations.
People or employees who work together in an organisation have to communicate and build
relationships with their fellow team or colleagues (O’riordan, J., 2017). Employee relations
refers the healthy relationship and positive environment with the employees of an organisation.
The SKVP company maintains their healthy relationships and bonds with their employees and

make them loyal, engaged and productive towards their work. The HR manager have to look
forward towards areas which needs attention and are not working properly. They have to
maintain connection and bonds between workers and leaders. Connections or relationships which
are not perfect and effective create conflicts, battles and create bad environments in the
organisation. HRM facilitates the HR team in decision-making to make rules, policies, schemes
to handle these critical situations. The HR manager of SKVP company must include all concerns
regarding employee and employer and makes decisions which are appropriate for them.
Importance of Employee Relations:
 Lesser workplace conflicts: A good and healthy relationships tend to adjust more and
stop finding faults in each other. Maintaining good relationship avoid insensible conflicts,
and employees do not waste their time on meaningless disputes and fights. Thus,
maintaining good relations make employees more productive and concentrated towards
their work.
 Reduction in absenteeism: A healthy relationship makes employees of the company are
more serious towards their job and feels like coming to office daily (Moustaghfir, K., El
Fatihi, S. and Benouarrek, M., 2020). A good HRM practices in employee relations make
employees not taking frequent leaves and they start enjoying their work for the
company(SKVP).
 Retain loyal Employees: The SKVP company makes employees to feel comfortable and
appreciated at their jobs, so that they are more likely to remain loyal. Companies who
losing their employees to a competitor can be devastating and make them to leave the
organisation (Chelladurai, P. and Kerwin, S., 2018). The SKVP companies creates
healthy and strong relationships that encourage the employees and managers make them
trained and experienced to that organisation can be successful.
It has been seen that employees relations and decision making in HRM process affect
each other. The decisions of company get influenced by employees relations which makes sense
with employee involvement in functions of company. It impacts the work life of employee, when
employees are involved their performance also improved. When employees put their thoughts
and ideas in front of table, it will lead company performance as well.
Hence, the employees who make healthy bonds with their boss can be more productive
and generate more revenue. It is very essential that employees who work in the company feels

comfortable, focused and concentrated so that can communicate with each other without any
hesitations.
P6: Identifying key elements of employees legislations and the impact it has been done upon
HRM decision-making.
Many of people think about the legislations, they think about health and safety measures
of the employees but it covers many areas as well for the better functioning and conducts in the
organisation. HRM employees legislations covers the rights of the employees and the regulations
of their relationship with their employees (Bratton, J. and Gold, J., 2017). It relates all aspects of
jobs, relating to health and safety to parental leaves and more. Basically, these includes issues
related to recruitments, working hours, pays, leaves, redundancy or retirement and many more.
The employment legislations protects employees from such issues and gives protection to them
such as, anti-discrimination laws, data protection, bullying and harassment, undertakings and
transfers and many more (Stone, D. L. and Rosopa, P. J., 2017). The company SKVP have
organised some employment legislations that are discussed below:
 Civil Rights Act of 1964: It defines that to harass a person is unlawful because of the
gender of that person. This acts prohibits discrimination of employees in the company on
the basis of race, gender, age colour or national religion.
 Age discrimination of employment act 1967: This act supports those individuals who
are 40 years of age or above that age. This act helps both employees and candidates. This
act outlines that this is not lawful to discriminate the employees on the basis of age,
because their age is with respect to any privilege employment or terms and conditions
including recruiting, firing, benefits, training, compensation and so on. It favours
employees to work with respect and allows employers to support this age group people.
It has been seen that these laws are favours employees and employers, where some laws
are against the employee if they mislead in the organization but some of them favours to protect
their rights. Any business or company who are not functioning and performing these laws and
norms and not eligible of doing business in the market (Collings, D. G., Wood, G. T. and
Szamosi, L. T. eds., 2018). Thus it is against the government procedures and can impact bad for
the organisation and society as well.