Human Resource Management Report: British Army Recruitment Process

This report delves into the Human Resource Management (HRM) practices within the British Army, specifically focusing on the recruitment and selection processes for international army ships. It outlines the objectives and functions of HRM, emphasizing the importance of attracting skilled personnel, such as officers and commanders. The report explores various recruitment methods, including internal promotions and external strategies like television and newspaper advertisements, alongside selection techniques such as interviews and psychometric tests. Furthermore, it evaluates the benefits of different HRM activities, such as training and performance appraisals, for both employees and employers, highlighting their impact on skill development, job satisfaction, and organizational growth. The report also examines the significance of employee relations and relevant legislation within the context of HRM, concluding with a postulation of HRM activities, CV examples, and a job offer template to illustrate practical applications of the concepts discussed.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1) Objectives and the functions of HRM............................................................................3
P2) Various methods of recruitment and selection. ...............................................................5
TASK 2. ..........................................................................................................................................7
P3. Benefit of different HRM activities for employer and employee....................................7
TASK 3............................................................................................................................................9
P5 Analysing the significance of employees relation in context of influencing decision
making by HRM ....................................................................................................................9
P6. Identifying the key components of Legislation related to HRM practices....................10
TASK 4..........................................................................................................................................11
P7. Postulation of HRM activity ........................................................................................11
CV for each individual.......................................................................................................15
Job offer to selected candidate.............................................................................................15
CONCLUSION..............................................................................................................................16

INTRODUCTION
Human resource management can be defined as procedure which includes recruitment,
hiring and selection of candidates for performing particular job function within an organization.
It is the process which also providing training to employees. Human resource management is
basically a strategic approach which is mainly related with an effective administration of people.
It is one of the important functions of business on which the complete success and growth of an
organization is dependent. Human resource management plays an important role in motivating
employees to make their significant efforts in accomplishment of desired business objectives.
Study have focus on analysing the way recruitment are done in army. Report also have
focus on identification of purpose and function of human resource management. In report
different approaches to human resource management will also be highlighted in assignment. The
evaluation of the different HRM activities will also be done in context of improving the profit
and productivity of an enterprise.
TASK 1
P1) Objectives and the functions of HRM
Overview
British Army is one of the major fighting force of United Kingdom. British Army plays
an important role in land welfare. In year 2018, there are approximately 81500 personnels that
are working at different posts in the army. There are 27000 part-time personnels that are working
in British army. Army ship is a type of military ship and it is different from civilian ships in
terms of the role they play. The Report will describe International Army Ships Recruitment at
various posts such as Officers, commanders etc.
Human Resource Management -
HRM is one of the method of managing human resource in the organization. Human Resource
Manager of the organization is responsible to perform various managerial functions so that,
employees can easily achieve the aims of the firm.
Purpose of HRM –
Human Resource Department of the organization performs various HRM functions for
achieving different objectives of the firm. There are various purposes behind International Army
Ships Recruitment in Army ships. Such as -

To recruit skilled personnels such as Officers, sub-officers etc. that are required to perform
different functions of Army ship.
Another objective of HRM functions is to manage the people at different job roles that are
working in Army Ship so that, objectives of Military can be achieved.
Human Resource Department of the Army are responsible to attract qualified personnels so that,
skilled workforce will join the Army. This will also help to improve the career prospects of
Lieutenants, young officers, Captains, Commanders etc (Sottilare, 2016).
Functions of HRM – Human Resource Department of the organization is liable to perform
different types of functions such as -
Managerial Functions – Various Managerial Functions of HRM are as follows-
Planning -
One of the important role of Human Resource Manager is to determine the number and
type of workforce the organization requires for performing various job roles in the firm So that,
goals of the organization will be achieved. Human Resource Manager is responsible for
recruiting the talented workforce. The role of Human Resource Manager for recruiting sub-
officers, officers etc. in Army Ship is very important because the success of Army will depend
upon the quality of workforce employed by the Manager.
Organizing -
Another major function of HRM is to allocate different task to the workforce. HR
Manager is liable to allocate the role and responsibilities to the workforce of Army Ship. For
Example - Officers of Army Ship will be responsible for operating the Army Ship (Hassan,
2016).
Operative Functions – Various operative roles of HRM are as follows-
Recruitment and Selection -
Recruitment refers to influencing the employees to apply for vacant job position and
selection means selecting the talented workers after following proper procedure. Human
Resource Department of Army Ships is responsible for recruiting qualified candidates that are
having required qualifications and skills to perform the vacant job role. For Example – To be
recruited as an Army Ship Officer, the candidate must have minimum four GCSE and should be
physically fit.
Training and Development -

Another important HRM function is to provide adequate level of Training to the workforce on
the basis of requirement of skills and ability to perform the job role. The Management of Army
ship can also hire Training officer for providing training to employees. Training officer will be
responsible to provide training support, so that, Officers, Lieutenant can easily perform their job
roles (Donate, Peña, I. and Sanchez de Pablo, 2016).
The function of HRM is effective in providing talent and skills appropriate to fulfil the
business objectives. It is essential to outline the plan before developing any other strategies
regarding the function of HR that ensure the team regarding any area of improvements.
Furthermore, training and development enhance the performance by increasing their talent and
skills of employees that assist in accomplishing organizational objectives. Recruitment process
assist HRM to hire innovative and talented people in the company that are filled with talent and
new skills that assist in achieving organizational objective.
P2) Various methods of recruitment and selection.
Recruitment -
It is one of the major function of HRM. Recruitment refers to attracting large number of
candidates to apply for vacant job positions in the organization. Human Resource Department
will use various approaches for recruiting officers, Lieutenants, sub-officers and Commanders
etc. for recruitment in Army Ship (DeCenzo, Robbins, S.P. and Verhulst, 2016).
Internal- It refers to recruiting the candidates from inside the organization. HR Department will
use various internal methods for International Army Ship Recruitment.
Promotion- The vacant job roles can be fulfilled by promoting the candidate at a higher job
position in the organization. For Example – Sub officers in Army Ship can be promoted to next
higher job position. In that case, authority and responsibilities will also increased.
The main advantages of promotion is that it encourages the employees to make their significant
contributions in accomplishment of business objectives. Major weakness of promotion is that
due to the promotion of one person other workers in an organization might feel demotivated.
Strengths- External Recruitment helps to recruit skilled workforce from a large group of
candidates.
Internal recruitment will not require large investment of funds.
Weaknesses-
External recruitment will require investment of funds.

Through internal recruitment help to recruit staff only with limited skills.
External- It refers to recruiting the candidates from outside the organization. HR Department of
the Army will use various methods of external recruitment.
Television- The management of Army will advertise the vacant job positions in Television. So
that, large number of candidates will apply for the post of Commander, officer, Lieutenant etc. in
Army Ship (Cascio, 2015). The biggest strength of job advertisement is that an organisation can
get wide pool of candidates through which it can selec t the best and talented workers. Major
weakness of job advertisement is that it can be quite costly.
Newspaper- For recruiting the workforce at different job roles, Human Resource Department of
the Army will also provide the advertisement in respect of International recruitment for Army
Ship in National as well as International Newspaper. The biggest strength of this recruitment is
that an employer get an ease in identification of skills nad knowledge of cvandiadate. The makor
drwaback is that it can be quite time consuming process.
Selection – Selection is the method of selecting the most desirable candidate for filling the
vacant job position. HR Manager will use various approaches for recruiting staff in Army Ship.
Interview – One of the method that of selection that can be used for recruiting candidates at
various post in Army. The interview of the candidates will be taken by the present supervisor or
by commander of the ship.
Psychometric Test – To evaluate whether the candidates are having specific skills or not to
perform the job, HR Manager of Army Ship will conduct psychometric test of the candidates. It
also helps to determine the personal qualities of the employee.
Strengths-
This method is very effective in selection of staff.
Weaknesses-
Interview process may involve biasness of interviewer (Brewster, Chung, C. and Sparrow,
2016).

TASK 2.
P3. Benefit of different HRM activities for employer and employee
Various methods used in HRM practices are; determining and forecasting the
requirement for Human resources, conducting online and offline internal and external
recruitment processes, conducting sessions that provide training to the employees.
Heading Benefit to Employees Benefit to Employer of Army
Training and Development-
It is one of the important
function of HRM. HR
Department is responsible for
providing training to staff so
that the skills or workers will
improve (Bratton, J. and
Gold, 2017).
Adequate training will help to
improve the skills and
knowledge of employees such
as sub-officers, commander etc.
This will also help to improve
their level of performance.
Improvement in the skills of
workers will help to acquire the
opportunity of getting
promotion on higher level of
job.
Training helps to improve the
skills of employees of Army
Ship and it will also improve
the efficiency of the workers.
Therefore, this will result in
improvement in growth of the
organization.
Performance appraisal-
It is also one of the major
function of HRM. Human
Resource Manager plays an
important role in evaluating
the performance of staff
against the standard
performance.
Performance Appraisal is very
helpful in self-development of
the employees of the
organization.
On the basis of actual
performance of the workers, the
employer of Army Ship will
provide the opportunity of
promotion (Bose, I. and
Biswas, 2018).
Performance appraisal is a tool
that helps to provide the record
of actual performance of the
staff. On the basis of this,
employer will easily determine
the needs of training and
development of the employees
of Army Ship.
Reward System- Under Effective Reward system Good Reward System will help

It refers to the system of
providing rewards and
recognition on the basis of
actual performance of the
staff. It includes bonus, perks
etc.
the staff members of Army
Ship will receive rewards on
the basis of performance. This
will help to improve job
satisfaction level of workers.
to improve the level of
retention of employees in the
Army. This will also help to
improve the growth and
success of the organization.
P4. Evaluating the effectiveness of different HRM practices in context of increasing business
profit and productivity.
HRM in army intends to develop the strong relationship with workers. As an effective
relationship between employees as well as management is very much crucial for assisting army
in increasing productivity as well as profitability.
The human resources manager in army provides training to the employees so that they
could improve their different abilities and cognition that are needed for doing different business
functions. The Technical as well as other training provided by the HRM in army enables the
employees to increase their working efficiency as well as productivity. HRM develops the
various policies as well as reward system for motivating employees to give their best output
(Stewart and Brown, 2019). One of the important task of manager in army is to hire the emplod
yees, HRM in army by appointing and developing the team of highly skilled employees helps an
enterprise in accomplishing the desired objectives. In addition to this, ethical as well as good
practices by HRM, aid army in reducing the employee turnover rate and assist army in
improving their performance. HRM in army has developed an effective as well as creative
environment for positively influencing workers to increase as well as productivity. Manager in
army provide all the resource to employees that are required to perform their respective task it is
the practices which has helped army in increasing the productivity.
In addition to this, leaders as well as managers in army delegate the roles and
responsibilities according to the skills or knowledge posses by individual, as it is very much

crucial for increasing the productivity (Berman, West and Van Wart, 2019). In addition to this,
leaders as well as managers in army plays crucial role in providing the direction , guidance and
establishing the objectives for an enterprise. . It is the HRM which supports employees in
completing the respective tasks. There has been drastic increase in the profitability as well as
productivity of army (Banfield, Kay and Royles, 2018.). As HRM in army has provided open
communication channel to employees and enabled workers to share their views about the type of
changes which are required to be made for increasing productivity and profitability. HRM in
army mainly emphasizes on upgrading the skills as well as knowledge of workers for which they
provide training to employees at regular interval of time. The HRM in army also provide other
non monetary benefits such as appreciation performance recognition, learning opportunities,
feedback in order to inspire workers to improve their performance at workplace. Human resource
management in an enterprise provide the safe and healthy environment to workers so that they
could concentrate on their work which is very much essential for increasing productivity.
TASK 3
P5 Analysing the significance of employees relation in context of influencing decision making
by HRM
Employee relationship management is basically a procedure which firm utilizes
effectively for managing all interaction with workers in order to accomplish desired business
objectives. The different aspects of the employee relations include identification of objectives,
determination of needs of workers. Balancing work and life needs, open as well as honest
communication , measuring and monitoring results.
Every worker in army share some sought of relationship with other people.
Management of an effective relationship between workers is very much crucial for improving the
performance of employees as well as complete army. HRM in army mainly emphasizes on
building strong relationship with employees which is very much crucial for growth of army. As
ineffective relationship between can have harmful consequence on the presentation of complete
army. Strong relationship between employees eases the workload and helps army in increasing
the productivity and assist HRM in making good decision. Other situation, high level of conflicts
among workers encourages manager to develop as well as implement the strict policies and
regulation (Morgeson, Brannick and Levine, 2019.). It also inspires manager as well as leader to

take strict action for preventing such type of disputes at workplace. Decline in the performance
of workers positively influence the HRM in army to set the high performance standards. In
addition to this, it also inspires HRM to make the decision related to the type of training required
to be given to employees (Analoui, 2018). Increase in the employee turnover rate also have great
influence on the decision taken by manager in army, it is the issue which inspires manager to
analyse the needs of changes in the policies and procedures.
if there is lack of communication as well as coordination between employees then HRM
in an army need to make the decision related to selection of an alternative options for ensuring
an effective and smooth flow of information between different functional department. If there is
high level of dissatisfaction among workers then manager in an organization need to take
decision related to bringing or changing the reward system.
P6. Identifying the key components of Legislation related to HRM practices
Employment law provides the guidelines about the way different HRM practices should be
facilitated by manager in an organization. It is the legislation which is designed for protecting
interest of both employer as well as employees. Employment law provides the detail information
about the way recruitment, training of workers should be conducted. The different employment
laws which are required to be followed by HR in army are :
Equality act 2010 : It is legislation, management can not make any kind of favouritism among
workers on the grounds of caste, colour, religion, age etc. in addition to this,. According ton the
equality act, management in need to ensure that all workers are being provided with equal
opportunity to participate in particular mission. If in case HRM in army fails to comply with
equality act then in such case legal authority can terminate the operations of army.
Health and safety act : According to this norm ,HRM in army is need to render employees
with health and safe working environment. In addition to this, it is a norm which also states that
it is the duty as well as responsibilities of workers in army to follow the safety instruction
provided by their seniors.
Minimal payoff act : it is law, all employees in army are required to be provided with fair
salaries or wages.
The key element of legislation related to HRM practices include ;

Defining of position : According to this element, HRM in army need to define the roles as well
as responsibilities of candidate during the time of interview procedure.
Proper compensation : As per this element, during the time of recruitment, manager in army is
required to clearly inform about compensation policies to workers. It also states that manager or
leaders in an enterprise can positively influence people with the motive of promoting equality at
workplace.
Ensuring equality; It is the element which states that HRM in an organization need to ensure
that all the employees are treated equally (Meyer and Xin, 2018.) .
Time of work : As per this element in law, HRM manager in an organization is required to pay
extra wages or salaries to employees who have work for company in extra time. It is legislation
which also states that HRM in firm should set the standard working hours for employees.
TASK 4
P7. Postulation of HRM activity
There were 6 people in this activity and I was first interviewed for the post of officer
commander. The questions which interviewer has asked me in order to judge my knowledge as
well as skills are :
Interview questions for appointing the candidate for post of officer commander ?
 Tell me about yourself, such as about your schooling , interest, hobbies etc. ?
 What is your motive behind enrolling yourself for the mechanical engineering ?
 Why you want to join army?
 What things you know about army ?
 Why you consider yourself suitable for the job position of officer commander only ?
 What qualities and competencies you have which make s you suitable for The Job role of
Officer commander?
 According to you what are the roles as well as responsibilities as a officer commander ?
I gave complete information about my schooling as well as college. When I have been
asked about my hobbies and interest I gave answer considering the Job role for which I am
applying for in the army. I gave answer that I have interest in reading books, cooking, trekking,
shooting, football etc. When Interview has asked me about the reason for choosing the
mechanical engineering I replied that I chose the particular course as I always have interest in

particular field. In addition to this, other reason for selecting the mechanical engineering post is
that there is great demand for mechanical engineers and I knew that after completing the course I
can get good position in Army. In addition to this, When interview has asked me about the things
which I know about the army I felt little nervous as I don't have much knowledge about the field.
But still I answer the questions by sharing the littler information about the job roles in the army.
When interview asked me about the question hat why I considered to be myself suitable for the
Job position of officer commander I replied confidently that I perceive that the knowledge, skills
and qualities which I pose matches with the position required
makes me suitable candidate for this post. I also stated that I can perform all the roles as well as
responsibilities given in the Job description. I have also given answer that I am committed team
player who is always ready to accept challenges. I replied that my behaviour as well as
temperament makes me suitable for the job role of officer commander. When interviewer asked
me about reason for joining the army I stated that the level of satisfaction which I get does not
matches I gave answer that I am a sports person who likes to lead people. I also will feel proud
to protect the nation.
After the completion of the interview I conducted the self assessment and Found that I
need to gain much more knowledge about the army field. I also analysed that I need top increase
my confidence and few more qualities I should develop in order to make myself for the job role
of officer commander in the army. Overall it was quite good experience of giving interview for
the job role of officer commander in army. As after completion of interview I came to know
about my strength as well as weakness. In addition to this, by giving interview, I came to know
about the areas where I want to bring improvement in order to make myself suitable for the Job
role of officer commander in Army.
After completion of the interview, now It was my turn to take the interview of my
colleagues for mainly three post in the army these are officer Commander, officer marine and
officer engineer. The questions which I have asked from my colleague for judging whether they
are suitable for specific job role or not are :
Tell me about yourself?
Please provide information about your working experience?
Do you knowledge about deploying weapons?
Have you ever lead group of large number of people?

Please tell particular situation where you had to demonstrate analysing and decision making
skills ?
Why you want to work in army ?
What contribution you can make in development of army?
What do you know about the army?
Job specification for lieutenants
Report to :
Functions of lieutenants :
 To manage the working of civilian staff.
 To provide instruction to employees.
 To provide the training to workers .
Job responsibilities
 To coordinate the shift activities.
 To prepare management reports
 They are responsible for executing the plan on routine basis.
Skills and Qualification required :
 An effectual communicating ability
 Qualities if leaders
 Cognition related to army
Qualification required :
 Completed ROTC program
Reference
Job specification for Marine officer
Report to : Colonel

Duties:
To lead troops in combat operations as well as oversee morale as well as discipline.
To deploy weapons as well as equipment in combat situations.
To plan , direct, and assist in the deployment and tactical employment of MAGTFs and any
subordinate infantry and reconnaissance units.
Responsibilities.
Responsible for employment of machine guns as well as mortars .
Job specification for C ombat medic
Report to :
Functions of Combat medic
 To provide the treatment to soldiers who get injured.
 To provide care to the soldiers who are casualties of enemy fire
Skills and Qualification required :
 Knowledge about emergency medical technique.
 Effective communication skills
 Problem solving skills
Reference
Job specification for Soldier
Report to :
Functions of soldier
Job responsibilities
 To accomplish routine tasks.

 Assignment of job
 Training of new candidates
 Manage all the business affairs of army.
 To handle as well a deal with legal matters.
Skills and Qualification required :
 Legal knowledge about the laws applicable to army practices.
 Problem solving skills.
 Courage
 Self confidence
Reference
Job specification for Combat engineer
Report to :
Job responsibilities
 To conduct operations which includes clearance of obstacles.
 To construct fighting positions.
 fixed/floating bridges
Skills and Qualification required :
 Strategic planning skills
 Problem solving
 Critical thinking
 Leadership
 Analytical thinking
 Self management
 Self confidence
 Courage
 Self motivation

Reference
Job specification for combat arms instructor
Report to :
Functions of assistant combat arms instructor
Job responsibilities
To provide training to new workers related to handling as well as operating weapons.
Ensure training schedule are prepared and implemented.
Skills and Qualification required :
 Knowledge about handling weapons.
 Team leading skills
 Strong oral communication.
 Self motivation
 Conflict resolution
Reference
CV for each individual
CV for the Job role of lieutenants
Name
Address :
Professional summary
I worked as legal advisor for 29 years , I have experience working with Houston police
department for 10 years. I have also piece of work as Police lieutenants as Houston emergency
centre.
Core qualification : Mountain state University, Bachelor of science : organisational leadership.

Key skills
 leadership
 Effective communication
 Conflict resolution
Experience
Presently : Houston police department
I have worked as law enforcement professional for 29 years
References
Job offer to selected candidate
Name:
Address :
Dear:
Congratulations. Our company is obliged to offer you with Job role of lieutenants. As per the
discussion during the time of interview you will be joining our team from date 17.6.2019.
With regards
HR manager
CONCLUSION
The above Report has outlined the various objectives of HRM such as to employ right
number of workers on right job position. It has also described that there are various operational
and managerial functions, organizing helps in effective allocation of tasks between employees.
Training helps to improve the skills of workers such as sub-officers etc. The Report has also

explained that there are various methods for recruiting and selecting the employees, and they
have their advantage and disadvantage. Further the Report has described that performance
appraisal, reward system helps to retain the employees in the organization. These practises are
very effective in improving the performance of the firm. There must be good relationship
between employer of Army and employees of the organization. The Report has further outlined
there are various laws related with employment of workforce in Army and management has to
comply these regulations during the recruitment of staff. Moreover, Report has explained job
specification, Curriculum Vitae and job offer to candidate etc.

REFERENCES
Books and Journals:
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Berman, E.M., West, J.P. and Van Wart, M.R., 2019. Human resource management in public
service: Paradoxes, processes, and problems. CQ Press.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Meyer, K.E. and Xin, K.R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management, 29(11), pp.1827-1855.
Bose, I. and Biswas, S.B., 2018. International Employment Laws, Standards, Recommendations
& HRM. Indian Journal of Industrial Relations.53(3).
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Gilbert, C., De Winne, S. and Sels, L., 2015. Strong HRM processes and line managers' effective
HRM implementation: a balanced view. Human Resource Management Journal. 25(4).
pp.600-616.

Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of
Academic Research in Accounting, Finance and Management Sciences. 6(1). pp.15-22.
Sottilare, R.A., 2016. Adaptive Intelligent Tutoring System (ITS) research in support of the Army
Learning Model—research outline. US Army Research Laboratory.

1