Human Resource Management Practices: A Comprehensive Analysis

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UNIT 03. HUMAN RESOURCE
MANAGEMENT

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Table of Contents
Introduction......................................................................................................................................3
LO1Explain the purpose and scope of Human Resource Management in terms of resourcing an
organization with talent and skills appropriate to fulfil business objectives...................................4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization...........................................................................................................4
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................5
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................9
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.....................................................................................................................................10
D1 Critically evaluates the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples..........................................................................10
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization...................................................................................................................................11
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.............................................................................................................11
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity...............................................................................................................13
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organizational context.................................................................14
D2 Critically evaluates HRM practices and application within an organizational context, using
a range of specific examples......................................................................................................14
D2 is achieved by LO2 section as Organizational and individual learning of both employee
and employers is the responsibility of HRM practices..............................................................14

LO3 Analyze internal and external factors that affect Human Resource Management decision-
making, including employment legislation....................................................................................15
P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making.......................................................................................................................................15
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.........................................................................................................................15
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organizational context................................................16
LO4 Apply Human Resource Management practices in a work-related context..........................17
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................17
M5 Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................17
D3 Critically evaluates employee relations and the application of HRM practices that inform
and influence decision-making in an organizational context....................................................18
Conclusion.....................................................................................................................................19

List of tables
Table 1: Approaches used for recruitment and selection process...........................................12
Table 2: HRM practices methods with instances and result...................................................16
Table 3: Employment legislation with its impact......................................................................17
List of figures
Figure 1: Functions of human resource management................................................................7
Figure 2: HRM practices in a work-related context.................................................................20

Introduction
This research describe the main objective and functionality of Human resource management
(HRM) that consist of HR planning, analysis of job, designing of job, hiring process of
employee, remuneration of executive and employee, motivation for employee, maintenance
process of employee, relations established between industries and human resource management
(HRM) prospects. Skills, knowledge, and behavior are the three core attributes that support the
foundation of human resource management (HRM). Human resource management (HRM) is
designed or formed primarily to target employee perspective or mindset and draw out problems
that hinder their efficiency. These are generally known for their sublime guidance and expertise
to an organization regarding various aspects and issues. These issues may range from discipline
to absence pertaining to the workforce.

LO1Explain the purpose and scope of Human Resource
Management in terms of resourcing an organization with talent and
skills appropriate to fulfill business objectives
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organization.
HRM stands for Human Resource Management that is a cohesive, articulate and a tactical
methodology for growth and welfare of the people employed in an organization. By the proper
management of employees, business requirements get to fulfill and human resources can give
effective and efficient structure result for an organization (Bailey, 2018). The main purpose of
human resource management is to confirm the competent availability and make employees ready
for an organization. Many other purposes include-
1. For attaining the accurate type and an accurate number of employees organization have the
human capital to contribute that will achieve operational and strategic goals.
2. A climate is created with the help of organizational climate development where employees
are motivated to utilizing their skills and development in their skills and then employ their
skills efficiently (Bratton, 2017).
3. It will be helpful in establishing a healthy environment to work and maintaining a pleasant
employee/employer relationship.
The main function of human resource management (HRM) consists of HR planning, analysis of
the job, designing of job, hiring process of the employee, remuneration of executive and
employee, motivation for an employee, maintenance process of the employee, relations
established between industries and human resource management (HRM) prospects.

Figure 1: Functions of human resource management
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
For the selection of accurate employee for an organization, suitable methods and approaches are
the first need. It includes-
1. Search Consultants
2. Social networks
3. Online job boards and websites
4. Recruitment agencies
5. Professional referral schemes
6. Universal Job match
7. Press advertising
8. Recruitment events
9. Unsolicited applications
Search Consultants:

These are also known as “headhunters” that get employed if a vacancy is not so in public
knowledge. It generally posts at a senior level and these headhunters are sensitive with market
scenarios.
Strength:
- Provide discretion
- Have professional knowledge skills of recruiting market
- A personal relationship was built between consultant and senior executives so that they have
both inset and outset information and recruit the most likely candidates for an organization.
- Identification of the candidate who is capable of doing a job
- The complete knowledge is developed by a consultant about an organization.
Weakness:
- Minimum availability of shortlisted candidates.
- It is a little bit costly.
- There is a limitation in the candidate’s pool selection.
Social networks:
Several organization uses a social medium for their recruitment process. LinkedIn is widely used
by many of the companies for hiring candidates that shows the growth of online medium for
recruitment. According to a survey by Randstad Employer Brand Research sum up that
around 39% of people use the social media for finding their jobs and highly used
networks are LinkedIn and Facebook platform ( Brewster, 2017).
Strength:
- It is accessible at a wide range with a limitless virtual contacts network.
- It permits for promotion of an individual brand.
- Digitally analytic tools are used to measure things for accurate results.
- It a better way of establishing a connection with today’s generation.
- It provides organizational values view to eligible candidates.
- A relationship is built up with capable and eligible candidates and an intelligent criterion is
set up for vacancies in future aspects.

Weakness:
- It requires a manual response instead of automatic response
- If management is not correct then there is a possibility of skipping potential and eligible
candidates.
- It can affect the public and private area as some of the employers deject the staff from any
kind of discussion on social networking platforms.
- Many organization makes personal or professional life in different aspects so many of the
candidates were rejected due to their social media sites activities (Brewster, 2016).
- According to some recruiters, social networks recruiting approach is a very long and time
Weaknessuming process and they found CV gathering process and sifting process to be very
easy to accept.
Online job boards and websites:
Many of the job vacancies are directly linked on their own website that will make a strong
attraction part for the website.
Strength:
- It is cost-effective
- It can accelerate the recruitment process and streamline the administration process.
- It provides instant applications and reaches globally out there.
- By using technology process gets coordinated in a well-mannered way and management
vacancies work effectively.
- It helps with light information branding at an organization culture like blogs and videos.
- Across the world, it makes internal vacancies popular.
Weakness:
- There is discrimination with computer literacy of a candidate.
- Discrimination allegation gets affected by CV keyword searching.
- Unsuitable applications formed due to the inappropriate description of job draft and
specification of the individual candidate.
- The brand gets damaged with difficulties in technology and bad designs of the website.

Recruitment agencies:
These agencies are kind of the private sector that delivers short-term and lasting placements
(Brewster, 2016).
Strength:
- The candidate gets a quick response from staff.
- Vacancies here are not at social knowledge.
- Candidates get direct contact with agencies instead of an employer.
Weakness:
- Sometimes the candidate prefers to deal with the employer directly.
- High-cost
- Agencies have a single database and hence they advertise outside also.
Professional referral schemes:
These are also known as internal referrals or co-optation that works effectively with
administrative role fulfillment.
Strength:
- It provides candidates with best high quality.
- Low-cost
- Retention rates are better.
Weakness:
- Candidates’ pool is limited.
- Distraction occurred among employee from their rest of roles.
- Referral rejection may demotivate the candidate which provide a recommendation.
Universal Job match:
For advertising a job, skills and searching for job seekers with relatable CV by employers they
must have Government Gateway ID.
Strength:

- Vacancies are posted faster.
- All the major services are free of cost.
- It will help employers in improving redundancies
- It helps in selecting an application.
- It helps in discrimination removal.
Weakness:
- Low-level vacancies tendency.
- This is not the first option for employers like professionals and managers.
- Do not provide pre-screen individual candidates.
Press advertising:
Eligible candidates get recruited by local or national newspapers and through trade/specialist
journals.
Strength:
- Providing an optimistic message about the company in the market place.
- Motivates people for applying for the job
- It will communicate in a good way for a recruitment message
- Many publications suggest an online/print package.
Weakness:
- The limitation with newspaper and journal as reading perspective
- Slow process
- The high cost of administration job application
Recruitment events:
Recruitment fairs as a face-to-face process at several colleges and universities with online
question and answer facility for capable candidates.
Strength:
- It provides a demonstration of employer brand
- People get aware of an organization