Human Resource Management Report: Recruitment and Employee Relations

This report provides an overview of human resource management practices within the Canary Wharf firm. It begins with an introduction to the company and the role of HR within it, highlighting the importance of training and employee development. Task 1 explores the purpose and functions of HRM, emphasizing its role in increasing productivity and maintaining good employee relations. It also analyzes the strengths and weaknesses of internal and external recruitment and selection processes. Task 2 delves into the benefits of various HR practices, including recruitment tracking, HRIS, and retirement benefits, while also assessing the effectiveness of learning, development, and training practices. Task 3 focuses on the importance of employee relations, strategies for improving engagement, and the role of trade unions in the UK, as well as key elements of employment legislation. Finally, Task 4 discusses the applications of human resource practices within the context of the firm. The report concludes by summarizing the key findings and providing references to support the analysis.

HUMAN RESOURCE
MANANGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Purpose and functions of human resource management .......................................................4
P2 Strengths and weakness of the recruitment and selection process.........................................5
TASK 2............................................................................................................................................6
P3 Benefits of different HR practices ....................................................................................6
P4 Effectiveness of the human resource practices and the discuss about the learning,
development and the training practices ......................................................................................7
TASK 3...................................................................................................................................8
P5 Importance of employee relations and the strategy to improve the employee engagement
and the importance of trade unions in UK .................................................................................8
P6 Key elements of employment legislation...............................................................................9
Task 4 ..............................................................................................................................................9
P7 Applications of human resource practices ............................................................................9
CONCLUSION..............................................................................................................................10
REFERANCES .............................................................................................................................11

INTRODUCTION
Canary Wharf firm which is in the east London. The Canary Wharf is one of the UK two
financial centres which are with the traditional. As a human resource assistant of this company,
the work is to set up all the human resource activities for this firm. This firm arranges some
training to its employees from its the skills of the employees increases and they all work
effectively and in the efficient manner (Hendry, 2012). The main responsibilities of the human
resource manager is to give the compensation to the employees, provide benefits, staffing and
designing the work. The main objective of human resource management is to enhances the
productivity of the firm and also helps in increase the efficiency of the employees.
TASK 1
P1 Purpose and functions of human resource management
In the Canary Wharf firm there is management works that is human resource
management. The main purpose of the human resource management is increases the productivity
of the firm and by providing the training to its employees from it the skills and knowledge of the
employees increases and they will perform well and helps in to increase their work efficiency.
The human resource management is the primary function. The human resource manager work is
to proving the benefits and to compensate the employees, staffing and assigning the work. The
nature of human resource management ids that it is all about the people at work, for both
individuals as well as the groups, he nature of human resource management is that it is a
pervasive means it presents in all the organisations, the human resource management helps the
employees in develop their potentiality (Daley,2012). The scope of human resource management
is that it is very wide in nature, from the starting point means the manpower planning to the
employee leave the firm the human resource management includes all the activities. The human
resource management of this firm works on the approaches first one is soft and other one is the
hard. In the soft approach, the employees are self motivated, trustworthy, self regulated but on
the other hand the in hard approach, the employees are stresses, not taking interested in work. In
this firm, there are some purpose and the functions of the human resource management. The
purpose of the human resource management is to improve and increase the skills of the
employees through giving them training and from it the work efficiency and the performance of
the employees increase. And from it the organisational productivity also increases. The main

purpose of the human resource management is to maintain the good relation between the
management and the employees. There are some functions of the human resource management
first one is the managerial functions and the second is operative functions. In the managerial
functions the activities related to the planning, organising, staffing, directing and the controlling
are included. And in the operative functions, the activities related to the development,
procurement, maintenance and the compensation are included (Armstrong and Taylor,2014).
These all are required for the human resource management.
P2 Strengths and weakness of the recruitment and selection process
In this company there is the recruitment and the selection process for appointing the new
employees in the firm. But there are some strengths and the weaknesses of the recruitment and
the selection from the different approaches like internal and the external.
Internal and external weakness and the strength of the recruitment and selection
The recruitment and the selection are both the function of the human resource
management. The recruitment is the positive process and the selection is the negative process.
The strengths of the internal recruitment and selection are that the human resource manger or the
recruiter transfer and promotion of the current employees. In this the management increase the
motivation level of the present staff of the firm. It saves the time and cost because if the
company recruit the new employees than the training have to be given and the money spend on
the training as compared to the existing employees. The Canary Wharf firm stats to develop the
trust and the belief in the employees. The management cooperates with the employees. The
promotion of the employees increases the efficiency of the employees and from this the
employees perform well. The weaknesses of the human resource management are the political
conflicts between the employees, unhealthy competition among the employees and the problem
for those employees who are not promoted (Guest, 2011). The strengths of the external
recruitment are when the firm recruit the candidates from externally then the firms open the large
polls of the candidates and it helps in finding the right person for the right job. From the external
recruitment the firm tries to recruit the fresh outlook which is good for the firm. To hiring the
external candidate, it helps in open the many opportunities to find the highly qualified and the
skill candidates. The disadvantages of the external recruitment is that it is costly and the time
consuming process than the internal recruitment. And the external employees will take more
time to train as compared to the internal employees.

TASK 2
P3 Benefits of different HR practices
In the Canary Wharf firm there are some human resource practices. These practices can
be:
Recruitment and tracking the applicant- In this firm this is for locating the qualified and the
capable applicants. Then the firm hiring for the job then it is necessary that to matching the
hiring tools which are required for the job. There are some benefits and the drawbacks of the
recruitment and tracking of the applicant (Boxall and Purcell, 2011). Benefits are to give bonus
to the employees and it deals with the low cost. From the bonus the morale of the employees are
increased and it also helps in increases the work efficiency. The firm can reach to the very large
number of applicants at the low cost. The other benefit is that it helps in fill the vacant positions
quickly. From it finds the highly skilled candidates and also be disciplined. And they should be
interactive. The drawbacks are that is is more costly and the time consuming. The main
disadvantage is this that it is not the good hiring tool for the any job seekers and who are not the
computer literate or who they do not know that how to handle and how to access with the
computer.
Human resource information system (HRIS)- The human resource information system is
currently used by the organisations. In this the report and the details of the employees are saved.
With the help of this the management and the firms know about the employees. In the human
resource information system includes the application tracking system, training, leave tracking
system, performance management, enrollment and the benefits management.
Healthcare benefits- To take the pulse of this firm and the competitors there are many ways like
to check and read the all financial reports of the organisation, always aware about the firm
cultures and the organisation.
Retirement benefits- The firm provides the retirement benefits to its employees. The retirement
process is the gap between the full time employment and the full time retirement (Meredith
Belbin, 2011). There are many potential forms of the retirement phrase- reducing the working
hours of the employees gradually, job sharing between the old workers, move the old workers
towards the less stressful and the less damaged jobs.
These practices are helpful for this firm and its employees.

P4 Effectiveness of the human resource practices and the discuss about the learning,
development and the training practices
In this firm the human resource practices are very effective. It is beneficial for the firm
and as well as for the employees. From the human resource practices the firm has all the details
about the employees with the help of human resource information system and at the time of
recruiting and the tracking of the applicants it is helpful. At the retirement time these human
resource practices help and measure the gap between the full employment and the full time
retirement. The learning, development and the training practices are also helpful for the firm and
for the employees. Basically the learning means to acquire the skills, knowledge and the
experience through learning. And the learning practices are helpful for the firms and the
employees (Lengnick-Hall, Beck and Lengnick-Hall, 2011). For the effective learning practices
use the summational assessment to form the meaningful performance goals, by showing the
criteria and the models, read and understand before the teaching, after that offers the proper
choices and then give the early feedback.
The development means the overall grooming of the employees. From this the employees
perform well and it helps in increase the work efficiency and the performance from it the
productivity of the firm is increases. In the development practices ready to the employees and
then tells the benefits and the effectiveness of the employees. After the development the
employees sees the change and they do their work properly. From the development the morale of
the employees and they motivated from this and the employees have the job satisfaction. And it
helps in reducing the risk management.
Training practices is also helpful for the organisation. The training is the part of the
development. From the training the skills, knowledge, abilities of the employees are increased.
And it is helpful for the firm (Kehoe and Wright, 2013). From it the working efficiency of the
employees enhances. The training practices helps in the growth of the employees and the firm.
These all practices are very helpful for the effectiveness of the human resource management.

TASK 3
P5 Importance of employee relations and the strategy to improve the employee engagement and
the importance of trade unions in UK
In Canary Wharf firm the relation between the employees is good. The employee and the
employer relations is basically related to emotionally, physically and the practical. The good and
the healthy relationship is important for the firm(Ployhart, Moliterno, 2011). And from it the
working efficiency and the work effectiveness of the employees increases and it helps in
enhances the productivity and in increasing the sales.
Importance of employees relation
If the relations of the employees is good and the strong then it helps in reduction the
conflicts between the employees and between the employers and the employees. And the
environment of the work place friendly and efficient. From the reduction of conflict everyone in
the organisation can focus on their work. If the relation of the employees is good then the
employees gets motivated and give their performance better. From the good relation the
productivity of the company increases and the growth also increases.
Strategy to improve the employee engagement
In this firm, improving the employee engagement there are some strategy have to adopted
by this firm. To improve the employee engagement it is necessary to choose the right employee
engagement survey. In this the firms asks to the employees that they give their own opinions.
The data of the survey must be relevant clear and specific. And after that focus on the employee
engagement at local level and the organisational level(Tarique and Schuler, 2010). And after all
this choose the right and the appropriate manger and the manager understands the employees
problem. And explain the employee engagement goals in real in day to day terms.
Importance of trade union in UK
In the Canary Wharf firm, there is a trade union. Basically the trade union means the
union of the workers, group of professionals and the trades. The importance of the trade union is
to the employees and the employers both. It is important to the employees because the trade
union members look to have the higher wages as comparison to the non- organized workers. It is
the right of the workers are protected better. And the importance of the trade union to th
employers is that to protect the workers and represented them well. From it the efficiency of the

workers increased and the productivity of the firm enhances. So, the trade union is important for
the better productivity of the firm.
P6 Key elements of employment legislation
In this firm, sometimes there is a discrimination problem. The legal body or the
legislation has developed the rights of the employees and the employers at the work place and
the relationship between the employers and employees. There are many laws and the acts
developed by the legislation like the sex discrimination act, equal pay act, equal employment
rights act, the race relations act, the disability discrimination act (Loorbach and Rotmans, 2010).
They all acts are made for the removal of discrimination at the firm. The impact of the equality
and health and the safety are more in the workplace. In the equality legislation there should be
equal pay and the equal rights given to the employees whether the employee is male or female or
relation to any religion. There should not be the discrimination related to the inequality. There is
a need to reduce health and the safety related issues. To reduce the safety and the heath related
legislation need to maintain the working environment and need to make the operations safe, there
should not be the inadequate welfare provisions for the employees at the workplace. And also
provide the training related to the new machineries and related to the safety measures. These all
legislations helps in reduce the discrimination and the safety and health related issues at the work
place.
Task 4
P7 Applications of human resource practices
In Canary Wharf firm, there are many applications of the human resource practices at the
work place (Kerzner, 2013). These human resource practices may are the recruitment practices,
motivation to the employees, managing the people through the performance management,
raining and development. These all are the applications of the human resource practices and they
are helpful in the productivity of the firm.
The example of the human resource practices is that there is the job specification
document prepared for the employee and the give the five interview questions for the post of
nurse. In the document specification the characteristics, qualifications, skills, primary duties and
the responsibilities are mentioned. And the five questions are for the nurse post that are- she has
the knowledge about the medical? If she has the opportunities then she would become a doctor?

What are her priorities (Beloglazov, Abawajy and Buyya, 2012)? Is she able to handle the
stress? What is her favourite clinical experience?
CONCLUSION
From the above report it is concluded that the Canary Wharf firm has the human resource
management. But this company deals in the some weakness and the strengths of the internal and
the external recruitment and the external and internal selection. And this firm adopts some
approaches to make the recruitment and selection effective. Then this firm has the different
different human resource practices which are beneficial for the employer and the employee and
from these practices the work efficiency and the work performance of the employees increase.
And it helps in enhances the productivity of the organisation. For the good environment of the
business the relation between the employees and the employer must be good and harmonious.

REFERANCES
Books and Journals
Hendry, C., 2012.Human resource management. Routledge.
Daley, D.M., 2012. Strategic human resource management.Public Personnel Management.
pp.120-125.
Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers.Human resource management journal.21(1). pp.3-13.
Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Palgrave Macmillan.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail.Human Resource
Management International Digest.19(3).
Lengnick-Hall, C.A., Beck, T.E. and Lengnick-Hall, M.L., 2011. Developing a capacity for
organizational resilience through strategic human resource management.Human
Resource Management Review.21(3). pp.243-255.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity.Handbook
of labor economics.4. pp.1697-1767.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors.Journal of management.39(2). pp.366-391.
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel
model.Academy of Management Review.36(1). pp.127-150.
Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research.Journal of world business.45(2).
pp.122-133.
Loorbach, D. and Rotmans, J., 2010. The practice of transition management: Examples and
lessons from four distinct cases.Futures.42(3). pp.237-246.
Kerzner, H., 2013.Project management: a systems approach to planning, scheduling, and
controlling. John Wiley & Sons.
Beloglazov, A., Abawajy, J. and Buyya, R., 2012. Energy-aware resource allocation heuristics
for efficient management of data centers for cloud computing.Future generation
computer systems.28(5). pp.755-768.
Online
Recruitment & Selection Hiring Process. 2015. [online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html> .[Accessed on 25th april 2017].