Human Resource Management: Key HRM Functions and Processes

This report provides a comprehensive overview of Human Resource Management (HRM). It begins by defining HRM and its core functions, including recruitment, training, and maintaining a positive work environment. The report then delves into HR planning, discussing forecasting techniques and barriers to effective planning. Job analysis is examined, outlining the steps involved in creating job descriptions and specifications. The selection process is detailed, covering screening, testing, interviews, and recruitment methods. Performance appraisal is also discussed, with a focus on various appraisal methods and their importance in motivating employees. The report also touches upon the student's personal experiences and the transformative impact of learning about HRM, highlighting its importance in career development. The report references various academic sources to support its arguments.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................1

Week 1
HRM- human resource management is all about hiring right people, recruiting them,
deploying and also provide training and development for the betterment of working people
(Stone, Cox and Gavin, 2020). There are many functions of the human resource department of
the organisation. One of the major role played by HR professional is to create positive, safe and
healthy work culture.
Human resource management functions and objectives the main functions of HRM is
recruiting and hiring peoples in an organisation like right type of people at right place so that the
work of an organisation can be done smoothly (Chams, 2019). Secondly, training and
development of existing peoples or employees for more advanced knowledge and work so that
employer and employee relations can be maintained. Other functions are marinating company
culture, discipline, safe environment for no conflicts and managing employee benefits for more
efficiency in work. The objectives of the HRM is to make an organisation which has powerful
workforce in every department with individual efforts towards the same goals. The HRM team
focus on developing and using the human resources in a way to increase their efficiency of work
in an organisation for increasing the profits or sales of a firm.
Nature of HRM are maintain peace in an organisation by motivating the employees with
proper guidance and training and coordinating each work for better performances. For example
from My experiences in the past company Tesco is suing various motivational and leadership
style to encourage the employees by giving them full satisfaction and involving each group or
departmental employee for giving ideas and sharing thoughts for maintaining good culture.
Role of HR manager in HRM is to check and measure each activity of human resources
that they are working properly and HR manager is responsible for the hiring and taking interview
so that the people with the professional knowledge and right fit for the organisation is selected
(Fenech, 2019). The HR manager administer all the pay, benefits and leaves of all the employees
according to their capabilities and prepare new policies if needed.
REFERENCES
Stone, R. J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources, Conservation
and Recycling, 141, pp.109-122.

Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource
management in an era of digital transformation. Journal of Management Information &
Decision Sciences, 22(2).
Week 2
Role of HR professionals in the human resource planning process in organisation are
to forecast and plan about the future or present requirements of employees to avoid the shortages
and surplus. HR professional focus on each departmental areas need for labour so that the
effectiveness of the team and goals can be maintained (Fenech, and Ivanov, D., 2019). The
company Sainsbury which is a large company and increasing number of customers leads to
recruiting more employees for more production and this are or handle by the HR professional of
the company. The HR professional of this company planning effective ways for recruiting and
selecting peoples who match the qualifications required for the work in an organisation.
Forecasting techniques in human resource planning used by managers one of which is
the Delphi technique which involves conducting surveys like asking the advices of experts in an
organisation their opinions about the input and output because they have more knowledge about
the organisation internal working. The surveys are done continuously to find the accurate
forecast that is agreed by each members in the decision making. Sainsbury is using run HR
forecasting process calculations in which turnover rate, retention rate, overall cost of the
workforce are calculated and forecast planning are made under using this information.
Barriers to HRP are lack of support by the top management due to no interest and
inaccurate forecast due to HR professional wrong perceptions and this technique takes huge
timing and expensive process with no accuracy in decisions due to future uncertainty (Jain, and
et.al.,2018). Some employees also resist for this planning and coordination lacks between
different departments and the information are insufficient. So the organisation can make the
human resource planning effective by involving more professional experts advices in its
decisions making who has special interest in the task and make employees involve in this
decision making for more accuracy in work.
REFERENCES
Fenech, and Ivanov, D., 2019. The changing role of human resource management in an era of
digital transformation. Journal of Management Information & Decision Sciences, 22(2).

Jain, and et.al.,2018. A Brief review of flood forecasting techniques and their
applications. International Journal of River Basin Management, 16(3), pp.329-344.
Week 3
Job analysis plays a important role in the HRM of an organisation because it involves the
procedure which involves determining the job role its specification and qualification which is
required by the company for the vacant position (Khtatbeh, and et.al., 2020). The steps involved
in the preparation of job analysis are reviewing the job requirements in the company and
researching job descriptions and outcomes required for the job, deciding the efficiency and skills
or training required in performing the job, lastly the salary is decided. This steps are undertaken
by the manager of HRM and then it posted on the websites or other job platforms for recruiting
the right people.
Job description is the details of the vacant job like the skills, duties, responsibility and
authority that is to be performed by the employee and the goal of an organisation its mission or
job role everything is written in the job specifications. Also the type of job in which area and the
work or how is to be performed and the purpose of the work, the working conditions, duties are
all also mentioned in this. Preparation of job description are prepared by the manager and all the
details regarding job is mentioned like the experience and quality or job type or job title is
written with proper analysis in an organisation.
Job specification involves qualities of the person for which it is prepared like the
qualification needed, experience, training, skill, characteristics which are needed for the job
position are all written (Cohen, and et.al., 2020). The job description is different from job
description in a way that jo description is the requirement of the company of an employee and
job specification is the requirement or skills of a person needed for doing the job. Both are for
the same reason but one involves companies need and other involves persons need.
REFERENCES
Khtatbeh, and et.al., 2020. The mediating role of procedural justice on the relationship between
job analysis and employee performance in Jordan Industrial Estates. Heliyon, 6(10),
p.e04973.
Cohen, and et.al., 2020. Not in the job description: The commercial activities of academic
scientists and engineers. Management Science, 66(9), pp.4108-4117.

Week 4
Selection process is the process of shortlisting of the right candidate among the various
candidates with various qualifications and skill (Houde and et.al., 2022). Different company uses
different ways for selection some uses direct selection and some not. Some company uses
selection processes like screening of all the resumes available to company and rejecting the once
who does not match the requirements. After screening applications the company take
employment test in which the candidates have to scored passing numbers this are taken online or
personally in the office depend company to company. After the candidates who has passed the
test called for an interview and all the rounds and discussion are done face to face ad then the
final decisions is taken by the HR manager for selecting the candidates.
An interview is an personal interaction between the company employer and the selected
candidate for exchanging the information. The employer in an interview discussion get to know
about the characteristics, knowledge, level of confidence and potential of the candidate. The
purpose of an interview is to select the candidate on the basis of his/her knowledge and skill that
will be discussed in the interaction between the employer and candidate so that the effective
candidate will be selected . Various types of discussion in interview is totally depends upon the
industry to industry like telephone interview or video call interview, task oriented interview,
committee interview, group interview all are depend upon how big is the job position and its
type.
Recruitment is the process of selecting and hiring the candidate in an organisation it is
the whole process from inception to candidate final selection in the company (Jeevan, 2018).
There are various factors which affects the working of recruitment like demand and supply of
labour in the market and most importantly the cost involved in the process due to appointment of
managers for HRM function and various political and environmental changes affects this
process.
Sources of recruitment The medium of recruitments are different depends upon company
to company like the most common source is promotions in the company and transferring the
employee from one department to another and if the shortages are there in the company then the
company adopt the advertisements methods on websites and various job portals or on social

networking sites. Other common sources like walk in interviews, placement agencies in big
companies, campus interviews for urgent hiring of employee.
REFERENCES
Houde and et.al., 2022. Reproduction, Ontogeny and Recruitment. Fish and Fisheries in
Estuaries: A Global Perspective, 1, pp.60-187.
Jeevan, P.K. and Nijaguna, G., 2018. A Study on Sources of Recruitment at IBM India Pvt. Ltd.
Week 5
Performance appraisal is reviewing the employees performances in an organisation and
comparing yearly and monthly fro rewarding best performances by the employees like promoting
the employee or raise in their salaries other incentives for rewarding by the good performances
(Islami, and Mustafa, N., 2018). Performance appraisal is used to encourage or motivate the
employees for more good performances in the future by fulfilling their social and self esteem
needs. This is and important tool for an organisation for measuring the good or bad performances
and find ways to improve the areas which are lacking in efficiency and encouraging the good
performances.
This is the most important tool for an organisation because if the employees
performances are not appraised they feel de motivated and it will increase in the turnover rates of
or the inefficiency in their work. Different company uses different methods of performance
appraisals like the most common method is 360-degree method and general performances
method in which employees performances are known by their friends and team mates or their
performances are measured with pre set goals or standards. The performances are set according
to the employers and are communicated to all the employee to achieve them the appraisals are
done if the performances are more than standards and corrective actions are taken where the
performances are low of the employees.
REFERENCES
Islami, and Mustafa, N., 2018. Using Management by Objectives as a performance appraisal tool
for employee satisfaction. Future Business Journal, 4(1), pp.94-108.

Week 6
In my short life, there are many experiences that could quality as life changing. Every
new experience was providing me a self-confidence. The most transformative experience in my
career was learning about importance of Human resource management. As human resource
management is one of the best course one can learn (Boon, Den Hartog and Lepak, 2019). Many
people are making their career in this field. I think this is the reason I have attracted towards this
job role because it is helpful for me in every aspect. It will provide me great opportunities to
progress because I will be able to get chance to work with various talented people having skills
and knowledge. During the module week 1, I have learned so many new things relating to human
resource which helped me a lot while working as a professional. While learning about week 2-3
topics, I have developed my level of understanding relating to role of HR managers how
effectively they work for the betterment of organisation and job analysis concept. With the help
of learning of human resource management, I have developed important skill that is learning
about communication skills and time management skills. This module demonstrates my
understanding of the subject relating to how human resource management work effectively for
selection process and take interview process effectively.
During the week 4 I have learned that recruitment is a crucial part and tricky for HR
professionals because hiring and selecting right people is important otherwise wrong candidate
can hinder the organisation performance. I have understood the importance of skills like patience
and good listening skills. HR professional needs to have these soft skills to recruit people as it is
time consuming process one must be patience about every stages of recruitment. It is also
essential to have good listening skills which I have learned during session of week 4 end. In the
week 5, the another topic was performance appraisal, while learning about this particular topic I
am able to know that performance appraisal is also important because when employees get
feedback from their leader it motivates them to work effectively. Basically it is a review of job
performance and their efforts. In this module learning I was having doubts which I have asked
my tutor and faced challenges too. One of the major challenge I have faced was lack of right
resources. There were not much details available regarding this module which I think have
created confusion in my mind. Overall I have developed my level of understanding about HR
professional role, skills and how I will follow all this important point in the near future. In order

to deal with this, I would make sure to have another resources too and will search it on internet,
articles, blogs, read books and other so that I will not face any problem in the future.
REFERENCES
Books and journals
Boon, C., Den Hartog, D. N. and Lepak, D. P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management. 45(6). pp.2498-
2537.
Online
[Online]. Available through: <>

REFERENCES
Books and journals
Stone, R. J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Boon, C., Den Hartog, D. N. and Lepak, D. P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management. 45(6). pp.2498-
2537.
Online
[Online]. Available through: <>
1

2