Human Resource Management Report: Workforce and Practices Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on their application within the context of the SKVP organization. The report begins with an introduction to HRM, outlining its core functions and objectives, and then delves into the specifics of workforce planning and resourcing. It examines the strengths and weaknesses of various recruitment and selection approaches, providing insights into effective hiring strategies. The report also explores different HRM practices, such as employee motivation, training and development, and workplace flexibility, highlighting their benefits for both employers and employees. Furthermore, it evaluates the effectiveness of these practices in terms of raising organizational profit and productivity, emphasizing the importance of strategic management in achieving business goals. The report also highlights the importance of employee relations and employment legislation in shaping HRM decision-making processes. The report concludes by illustrating the application of HRM practices in a work-related context using specific examples from the SKVP organization, providing a practical understanding of how these principles are implemented in real-world scenarios.

Human resource
management

Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
P1 Explain the purpose and function of human resource management that are applicable in the
workforce planning and resourcing.............................................................................................3
P2 strengths and weakness of recruitment and selection approaches..........................................5
P3 Explain different benefits of different Human resource management practices to an
organisation..................................................................................................................................7
P4 Evaluate the effectiveness of Different Human resource practices in terms of raising
organisational profit and productivity..........................................................................................8
PART 2..........................................................................................................................................10
P5 Explain importance of employee relations in respect to influencing Human resource
management decision making....................................................................................................10
P6 Different elements of employment legislation and the impact it has upon HRM decision-
making process..........................................................................................................................11
TASK3...........................................................................................................................................12
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................12
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource management is referred as the process of recruiting and selecting
suitable candidate, provide training to them, deciding their compensation and develop various
strategies to retain employees within organisation. Basically, human resource management is
related to organisational function in order to manage various issues and conflicts of employees in
organisation. In HRM department human resource managers are appointed that perform various
task related to the recruitment, hiring, compensate employees and performance management. It is
strategic and comprehensive approach to manage employees and build effective work place and
environment, so employees can perform their assigned task in effective and efficient manner.
HRM directs and motivates employees to contribute in the accomplishment of organisational
defined goals and objectives in effective way. In report the chosen organisation is SKVP (Shree
Krishna Vada Pav) which is founded in the 15 August 2010 by the Subodh Joshi and Sujay
Sohani. It has various branches in London. In this report various functions of human resource
management that are applicable in the planning as well as in resource allocation, strengths and
weakness of recruitment and selection approaches are covered. Various HRM practices and their
benefits for the employees and employer is discussed. Importance of employee relation,
employment legislation and their impact upon decision-making are being covered in this project
report.
TASK1
P1 Explain the purpose and function of human resource management that are applicable in the
workforce planning and resourcing
Human resource management is defined as the process that manages all workforce in
organisation so they can perform their functions in effective and efficient manner and achieve
their organisational as well as personal goals in defined time frame. There are various functions
are included in the HRM practices such as hiring, staffing, training and motivating employees in
order enhance their performance efficiently (Alegre, Mas-Machuca and Berbegal-Mirabent,
2016). The main objective of HRM is to recruit suitable person for the specific job role, who is
able to enhance overall productivity of organisation and contribute in the success of organisation.
In SKVP, human resource manager analyze all requirement of the work force and recruit them

by adopting various suitable approaches. Some purposes and functions that are included by the
respective organisation are discussed below:
Purpose of Human resource management:
To recruit appropriate employees and manage them: It is the main objective of the
HRM in the SKVP to recruit most suitable person for the organisation from various internal as
well as external sources (Almajali and Tarhini, 2016) . HR managers identify the requirement of
employees in organisation and select suitable candidate for appropriate job role.
Employees on boarding, training and performance management: HRM onboard
employees after their selection on the work place. Give them all information about work
procedure and make them familiar about the working culture, rules and regulations. For the
specific task various training are provided, so they can perform their work efficiently.
Enhance employees morale and engagement: Human resource management of SKVP
provides various career opportunities to their employees and boost their morale by providing
various benefits, rewards and appraise their performance effectively. This will enhance the
confidence of employees and improve their performance as well as retain them with organisation
for long run.
Functions of human resource management:
Operational functions: Operational functions are very important for the smooth working,
growth and development of the organisation. There are various operational functions are
conducted by the human resource management department of SKVP. In operational function,
respective organization procure employees on suitable job, provide them various training and
development opportunities and motivates them in order to retain them with organisation for long
period of time. It is the main function of HR manager to retain experienced and skilled
employees to ensure the success of organisation.
Managerial functions: There are various managerial functions are performed by the
human resource management department (Annarelli and Nonino, 2016). These functions include
shirt term and long-term planning, organising resources, hiring and selection suitable employees,
direct them and control their efforts, so they can effectively contribute in the attainment of
organizational goals and objectives. SKVP HRM department hire effective and skilled
employees for the specific job role, direct as well as control them in order to enhance their
performance effectively. Some functions are discussed below:

Planning: Effective and suitable planning are formulated by the human resource
department of SKVP. These planning facilitates the organisation to achieve defined goals and
objectives. Planning involves various information about how to accomplish goals, it is
communicated at all level of organisation.
Organising: After developing and establishing various objectives and plans, then
organisational structure and various operations are decided. Required resources are provided to
each department and organise all activities to attain goals effectively.
Directing: In this function, SKVP organisation direct and guide employees to achieve all
defined goals and objectives in appropriate manner (Bresciani, Ferraris and Del Giudice, 2018).
Respective organisation motivates employees by giving various monetary and non-monetary
appraisals.
Controlling: In order to ensure effective working of employees, it is necessary to regulate
employee activities and compare their performance with estimated work and if some variance are
raised then corrective actions are taken.
P2 strengths and weakness of recruitment and selection approaches
Recruitment: Recruitment is the process of filing specific vacant position with suitable
candidate. It id the process of identifying the requirement of employees, attracts them towards
organisation, ensure their eligibility, shortlist them and take interviews in order to select
appropriate candidate. It is the positive process that accepts all candidate applications. Basically,
in this process suitable employees are selected from the pool of candidates. It includes various
strengths and weakness that are discussed below:
Strengths: Recruitment attracts suitable and qualifies candidate for the specific job role.
All required qualification and eligibility criteria is scripted in the job specification. It is a
positive approach that attract appropriate candidate for the specific position of organisation.
Weaknesses: Recruitment process do not provide assurance to the SKVP that the chosen
candidates are suitable for specific job role or position. It attracts all candidates for the whether
they are suitable for the job role or not(Gatling, Kang and Kim, 2016). It is not easy to select
suitable candidate from the pool of applicants and it is time taking process.
Different approaches of recruitment process:
Internal approach: Internal approach is the process of candidates are hired from the
existing employees who are working in the organisation currently. SKVP internally recruit

employees by giving them promotions, transfer and recruit through references of current
employees. It is effective and appropriate way to fill vacant positions with suitable candidate.
Strengths: In the internal recruitment approach, employees are selected from the
organisation who have experience and knowledge about organisational activities, so there is no
need to give the induction and training that saves the time as well as efforts of SKVP to hire
employees.
Weakness: There are various methods are used by the SKVP to recruit employees such as
promotion and transfer. Employees of particular department need training in order to handle
another job responsibilities.
External approach: External approach is related to the recruiting candidates from the outside
sources by the advertisement, campus drives and from various institutions (Haenlein and Kaplan,
2019). This approach allows organisation to select suitable candidates that perform their task
effectively.
Strengths: It facilitates the organisation to allow new blood within organisation that have
various skills, capabilities and competencies to perform efficiently.
weaknesses: External recruitment is lengthy process that contains high cost. SKVP have
to provide various training to employees to complete specific task in defined manner.
Selection: Selection is defined as the procedure that is related to select suitable candidate
for the specific job position of the organisation. It is related to the identifying and selecting
candidates to fill various vacant positions. As it is a negative process, candidates are being hired
who have all skills and qualifications that required for specific job and who do not have are
rejected. In selection process various steps are included such as taking interview, reference
checking, medical examination and final selection.
Interview: It is the most popular approach of selection process in which formal interview
is taken of every candidate. There are personal as well as group interviews are conducted.
Employers can ask various personal and professional questions to candidate and gather various
information about them.
Strengths: Interviews facilitate the respective organization to select right candidate at
right place at right time (Homburg, Jozić and Kuehnl, 2017). Candidates are selected according
the requirements that are needed for the specific job role.

Weaknesses: To select a candidate for specific position involves high cost and time that
affects the profitability of SKVP.
P3 Explain different benefits of different Human resource management practices to an
organisation
In an organisation various human resource management practices are applied in order to
manage employees and their activities in effective manner and ensure that their performance
contribute to organisation to achieve all defined goals and objectives within tome period. It will
provide them guidance and motivation to achieve personal as well as organisational objectives
efficiently. Human resource management practices are depand upon the size and structure of
organisation. SKVP organisation adopts various HRM practices in its activities in order to make
effective and positive relation with employees and organisation (Hou, Jiang, and Wang, 2019).
Effective human relation facilitates enhance productivity and profitability rate of organisation.
Some human resources practices are discussed below:
HRM practices Benefits to employers Benefits to employees
Employee motivation Motivation is very factors that
facilitates the organisation to
increase retention rate of
employees within organization
. Motivation help the
organisation to reduce the cost
of recruitment. Motivation
enhance the loyalty of
employees towards
organisation and enhance their
performance and achieve
organisational goals and
objectives efficiently.
Motivation helps employees to
improve their performance.
Training and development of
employees
Training and development
activities of employees
Training regarding work
enhance various skills,

maintain the better relation
between employees and
employer. By getting training
regarding specific work
employees can achieve their
defined goals and objectives of
organisation in effective
manner. It increases the
productivity and profitability
of organisation.
capabilities and competencies
in employees that facilitates
them to achieve high work
performance and
professionalism. Training
facilitates employees to
enhance their productivity and
profitability. So, they can
achieve their personal as well
as professional goals and
objectives.
Work place flexibility Flexible working environment
of organization facilitates it to
retain experienced and skilled
employees. In effective
working environment
employees can perform their
task in efficient manner and
help the organisation to
achieve overall defined
objective.
Effective working
environment and flexibility in
it facilitates employees to
perform effectively within
defined time period. It provide
various opportunities to
employees to spend more time
with their families. It motivate
employees to work in team and
accomplish task on time.
P4 Evaluate the effectiveness of Different Human resource practices in terms of raising
organisational profit and productivity
Human resource management is very important factor that facilitates organisation to
maintain better relationship with its employees and motivates them to achieve personal as
well as professional goals and objectives in effective as well as in efficient manner(Lusch,
Vargo and Gustafsson, 2016). In organisation various human resource practices are
implemented that are able to enhance organisational productivity and profitability. SKVP

use various HRM practices in organisation in order to achieve various profitability and
productivity goals. These practices are discussed below:
Strategic management: Strategic management is very important human resource
management practices that facilitates organisation to manage their human resources
effectively. Recruitment and selection process are implemented in organisation to recruit
suitable candidate at right place on right time. These processes include various stages or
phases that ensure the suitable candidate is chosen at vacant position of SKVP. Respective
organisation prepares strategies to hire effective employees, so they can enhance the
profitability as well as productivity of organisation (Obeidat, Al-Suradi and Tarhini, 2016).
Effective strategies facilitate organisation to achieve goals and objective on time in
efficient manner.
Formulation of policies: In organisation, various policies are formulated regarding the
human resource that are related to hiring of employees and provide them appropriate
training for specific work in order to enhance their skills and competencies, so they high-
performance goals and increase their productivity as well as profitability (Human resource
practices,2020). Policies contains various factors such select appropriate method of
production, effective allocation of resources and motivate employees in order to enhance
their productivity. SKVP management department formulates various strategies to ensure
effective utilisation of human and other resources. Communicate these policies at all
policies at all level of organisation, so employees perform their task in correct manner and
attain high productivity objective of organisation.
Employee motivation: Human resource practices facilitate organisation to motivates
employees and retain experienced and skilled employees within organisation for long run.
Recruitment and selection process contain too much investment, if organisation is able to
retain effective employees then these costs can be prevented. Respective organisation
provides various benefits and recognition in order to boost employee morale that helps
organisation productivity and profitability.

PART 2
P5 Explain importance of employee relations in respect to influencing Human resource
management decision making
Employee relation: Employee relation is the process of maintain better Effective and
positive relation between employees and organisation in order to achieve organisational goals
and objectives in defined manner. Effective employee relation facilitates organisation to build
loyal employees and retain them with organisation for long period of time (Employee
relations,2020). SKVP creates different human resource management department to handle
conflicts within organisation, maintain effective relationship in order to effective decisions that
facilitates it to achieve defined goals in efficient manner. Respective organisation formulates
various strategies and provide training and development opportunities to employees for their
growth. Effective employee relation influence decision making of human resource management
department(Ostroff, and Bowen, 2016). Some importance are discussed below:
Conflict resolution: Effective relation between employees and organisation facilitates it to
resolve various problems and conflicts at their initial level effectively. Positive employee relation
among organisation improves communication at all level and reduce chances of raising conflicts.
Due to less conflicts within organisation, management department can pay its attention towards
another function in order to improve productivity and profitability. It also helps organisation to
take effective decisions that leads it towards success and growth.
Increase effective communication: Strong and positive employee relation within
organisation enhance the better communication that facilitates it to convey all policies and
regulations at various hierarchical level effectively. In this situation, information is circulated
and management can take all decisions that enhance organisational productivity and ensure
smoother internal working process. SKVP build effective employee relation with its employees
so they can communicate efficiently as well as appropriate decisions are taken.
Improve organisational structure: Better employee relation, less conflicts, effective
communication and higher profitability as well as productivity facilitates organisation to create
better organisational structure in which employee work efficiently and achieve all defined goals
and objectives. Respective organisation can take effective decision if organisational structure is
well defined and clear.

P6 Different elements of employment legislation and the impact it has upon HRM decision-
making process
In an organisation number of employees are working together in order to attain defined
personal as well as professional goals and objectives. There are various legislations are
formulated for employment in order to protect employees from any misconduct and unfair
activities. SKVP provided food products to its customers at low price them its competitors.
Employees are most important assets of every organisation, so organisations motivate them by
giving various benefits and parks in order to improve their performance and also ensure positive
working environment. Respective organisation implements various legislations in organisational
activities in order to protect employees are discussed below:
Minimum Wages Act, 1998: In organisation different employees are working with each
other with objective to gain all defined goals and objectives within time period. Minimum wages
act is passed by the government to ensure the employees get minimum amount of salary
according to their work. Appropriate salary motivates employees to achieve high work
performance. SKVP implement effective compensation strategy that provides proper wages to
employees according to their work which satisfy them to improve their performance (Panther
and Thornburg, 2019). It affects decision making process of HRM department.
Health and Safety Act, 1974: Employees health and safety is the most important
legislation to protect employees from any harmful activities. If employees feel safe and secure in
working environment that enhance their performance and productivity. Respective organisation
ensures safety of employees that affects the decision-making procedure of human resource
management department effectively. There are various decisions are taken to maintain safe
environment that motivates employees to work efficiently.
Equal Pay Right,1970: Equal pay right is related to provide equal salary to the
employees for their work. It protects employees from any kind of discrimination that are based
on gender, colour, caste and region. All employees get equal or appropriate pay according to
their work performance. Respective organisation adopts equal pay structure to motivates
employees to enhance their performance. Human resource management take effective decisions
for the employee salary and implement various strategies to assure it.

TASK3
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
Shree Krishna Vada Pav company provides street food to its employees, and now
expanding its business in the various parts of London. So, the company hire employees for
the position of human resource manager. Following activities are hollowed by the
organisation in order to hire effective candidate:
Job specification: Job specification is a written document that includes various important
information regarding specific job position (Rojko, 2017). It contains various information
about needed qualification, roles, responsibilities and skills. Job specification of human
resource manager of SKVP organisation is discussed below:
Job Specification
Job Summary:
Human resource manager is the person who develop various organisational strategies for human
resources in order to achieve all goals and maintain reputation of business within market.
Job Roles and Responsibilities:
 Evaluate current organisational trends.
 Conduct research in order to understand requirements of human resources.
 Develop team sprite in employees and motivates them
Job Skills:
 Awareness of effective organisational strategies
 Effective communication and writing skills
 Conflicts and problem-solving skills
Person Specification
Job Title: Human resource manager
Department: Human resource
Attribute Essential Desirable
Competencies effective communication
Skills
Decision making as well as
conflict resolution skills