Human Resource Management Practices in Chocolate Presence

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Human Resource Management
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Table of Contents
Task 1.............................................................................................................................. 3
Task 2.............................................................................................................................. 9
Task 3............................................................................................................................ 16
Task 4............................................................................................................................ 20
Reference List................................................................................................................ 24
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Task 1
Introduction
This segment of study will explain in brief the purpose of various functions of Human
Resource Management (HRM) and its essence in organizational context regarding
present issues and future strategies for growth and sustainability. Subsequently, it will
explain weaknesses and strengths of present methods of selection implemented by
organisations. Moreover, it will evaluate two methods, which can be used by the
organisation in order to improve its process of selecting employees.
Case study of Chocolate Presence will be considered. It is a rapidly growing
organisation operating from North Yorkshire, UK and manufacturing chocolate based
presents and greeting cards.
Explain the purpose and scope of Human Resource Management in terms of
resourcing an organisation with talent and skills appropriate to fulfil business
objectives
Definition of HRM
HRM can be defined as the process of recruiting, selecting, appointing and managing
employees for a specific organisation. HR department often has the responsibility of
implementing effective organisational policies for monitoring assigned tasks of each
employee and maintaining health professional relationship between them within office
premises (Armstrong and Taylor, 2014).
Activities and functionalities of HRM
The major functions and activities of HRM for Chocolate Presence can be described
as follows. It forms various strategies for management of its employees. It conducts
the selection and recruitment processes, which include providing employment and
workforce planning. HR department also provides rewards to highly efficient
employees in form of salary hikes, bonuses, overtime pay and compensations as
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well. It asses risks and threats both within and outside the organisation for prevention
of loses in near future (Soliman and Karia, 2015).
Comparison between Best-Fit and Best Practice Approach
‘Best Practice’ and ‘Best-Fit’ are the specific terms often used for strategic management
in HRM. It emphasises o different policies of HR and approach for providing rewards.
According to Best-Fit approach, reward system of the company must be in proper
alignment with organisational business strategies for achieving competitive advantage.
On contrary, Best Practice approach focuses on various HR policies in order to create
a base of highly enthusiastic and motivated employees, who are the main assets of
organisational growth. However, Chocolate Presence is currently facing many issues
regarding enhancement of workforce and providing quality service to its consumers.
Hence, a combinational approach of both Best-Fit and Best Practice should be
implemented in situational context for strengthening its human capital and retaining its
prime base of customers (Ramalingam et al., 2014).
Soft and Hard models of HRM
Handy’s model
It is based on authority of power distribution within entire organisational hierarchy.
Employee demands include security and stability regarding salary. However, this model
follows strict rules and regulations and organisational hierarchy is prioritised more than
efficiency of employees. Individuals are given authority and delegation of work
regarding their cooperation level with fellow employees. Chocolate Presence needs to
apply this model properly for organisational growth and strengthening its workforce.
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Figure1: Handy’s model
(Source: Clayton, 2019)
Workforce planning
It can be defined as the process of forecasting, analysing and strategising for
strengthening workforce regarding demand and supply chain, assessment of vacancies
in organisation, accomplishing target and objectives, management of inventories and
other. It is essential for Chocolate Presence in present context to plan for their
workforce and appoint suitable employees with appropriate skill sets at right
designations as well.
Types of labour markets and its current trends
Labour market can be defined as a local mechanism in order to comprehend potential of
individuals and their availability as an employee in organisational context. Its current
trends can be described as follows. Current unemployment rate in UK is 3.8% and has
been fallen significantly since 2013 (Bonoli, 2017). Overall pay scale for UK based
employees has been increased up to 1.4% including bonuses. Chocolate Presence
has to analyse the present scenario of labour market carefully in order to strengthen its
workforce and expand business growth.
Internal Labour Market
It is defined as a specific segment of administrative department within organisational
context. It has the authority of transferring and promoting its individuals from workforce
for organisational benefits. However, internal labour market of Chocolate Presence is
not strong enough as it has a deficit in its number of employees and improvements are
needed in order to match the desired expectation level of customers.
PESTLE
Proper PESTLE analysis is conducted for Chocolate Presence in order to analyse the
impact of external macro environmental culture and bring necessary changes in
organisational procedures accordingly.
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Factors Analysis
Political  UK ranks 11th world’s least
corrupted nations (Holmes, 2015). It
has a positive impact on
businesses of Chocolate
Presence, as administrative
department will work ethically
ensuring organisational growth .
Economical  Average disposable income of UK
based is increased up to 4.2%
during year 2018. People will be
able to spend more towards
company-manufactured products
after paying all their expenses and
will organisational stability and
increase its yearly turnover.
Social  UK is a culturally diverse country
with mixed races of immigrant.
Therefore, it may affect the
businesses negatively as different
people will have different choices
regarding chocolate oriented gifts.
Technological  UK is one of the most
technologically advanced
countries globally. Therefore,
company will be able to
incorporate the use of digitally
equipped devices in HR practices
and improve organisational
efficiency.
Legal  UK government has implemented
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the national minimum wage act
since year 1998, which provides
security to employees regarding
their salary packages. These
regulatory and legal frameworks
may have positive or negative
impact on HR practices of the
company in accordance to their
policies for employees.
Environmental  UK government has implemented
environmental protection act
since year 1990 (ohnston et al.,
2015). It directs organisations like
Chocolate Presence to use
organic eco-friendly products while
manufacturing products in order to
retain its consumer base. Violation
of this rule may lead to reputational
damage for the company.
Table1: PESTLE analysis
(Source: Created by the learner)
Selection methods
Currently the organisation is conducting an English comprehension test followed by a
math test in order to be eligible to attend the 15 minutes of walk-in interview.
Candidates have to score 50% in both of the tests in order to be selected as an
employee of Chocolate Presence. It has certain advantages as the organisation gets
to appoint individuals, who have high analytical skills and comprehension skills as
well. However, these processes are not sufficient, as the company is currently facing
deficiency in workforce and failing to meet customer’s expectation. This is because the
candidates are not familiar with organisational work environment and fail to show
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productivity practical challenging situations during on boarding and induction
programs. Company have to incorporate psychometric tests and group activities in
their selection methods. It will analyse the candidate’s way of reacting in different
practical situations and ability to work in teams by socialising with fellow employees
(Acas.org.uk, 2019). It will ensure growth and sustainability of Chocolate Presence
through strengthening its workforce in near future.
Conclusion
Inclusion of technologically equipped devices in HR practices improves level of
accuracy in selecting new employees for the organisation. There is a deficit in
company’s workforce level currently, which is acting as a barrier in meeting expectation
level of consumers. Selection methods in present scenario are not effective enough in
judging credibility of a candidate. However, incorporation of psychometric tests and
group tasks in selection procedures can help in organisational growth in near future.
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Task 2
Introduction
This segment of study will apply practices of HRM in a practical organisational context
for Chocolate Presence. Firstly, it will create personal specification for the role of a
receptionist in the organisation. Subsequently, it will discuss the advantages and
disadvantages of present procedures of advertising for job vacancies. Moreover, it will
mention the place, where job vacancy for the post of a receptionist and will explain its
reason as well.
Apply Human Resource Management practices in a work-related context
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Job Specification
Title: Receptionist
Department: Administration
Reporting to: Administrative Manager
Purpose of the Job: Receptionist should be able to provide a professional experience
to clients visiting the office premises. The person should have the ability of welcoming
customers in a polite manner. Being efficient enough in order to address all the queries
through incoming phone calls is also one of the key aspects of receptionist job profile.
Primary responsibilities
 To book appointments
 To meet and greet customers
 To arrange couriers
 To keep reception area neat and clean
 To answer and forward incoming calls to relevant departments regarding clients
and product deliveries
 To sort and distribute various posts
 To finish administrative paperwork
 To provide service regarding customer services
 To maintain stock of stationeries of customers
 To fulfil each duty assigned by administrative department
Skill Sets
 Using telephone switchboards and IT facilities
 Stocking and ordering refreshed stationeries
 Allocating attendance log and visitors badges
Company policies and legislations
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Candidate applying for the receptionist post has to sign a contract during on boarding,
which is referring to a legal bond of six months within employee and employer.
Employee is supposed to continue the job during this period of time irrespective of any
issues; otherwise he or she is subjected to face legal obligations from Chocolate
Presence.
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Personal Specification
Mr. X
Contact: [phone]
E-mail: [e-mail]
Career objective: To work in a professional environment as a receptionist for
enhancing knowledge and skill sets and to be highly efficient for benefiting own career
goals and contributing in organisational growth as well
Academic Qualification
 Diploma in Business Administration from Imperial College London
Industrial Experience
 Worked as a receptionist in Hotel The Savoy (January 2017- April 2018)
Interpersonal skills
 Ability to rapidly set up trust
 Fluent communication skills
 Confident and determined
 Ability to work in teams
Personal Details
Father’s Name: ABC
Date of Birth: dd/mm/yyyy
Languages: English, Romanian and Spanish
Address: ABC road
Hobbies: Singing, dancing, listening to music
Marital Status: Unmarried
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