Human Resource Management Report: HRM Practices and Legislation Impact

This report delves into the core functions of Human Resource Management (HRM), examining recruitment and selection processes, training and development strategies, and the significance of employee relations within an organizational context. The report analyzes various recruitment approaches, evaluating their strengths and weaknesses, with a focus on internal versus external sourcing. It also explores the implementation of HRM activities within an organization, highlighting the differences between training and development, and the determination of training needs. Furthermore, the report assesses the effectiveness of HRM practices in enhancing profit and productivity, using examples like Tesco. Finally, it addresses the importance of employee relations in decision-making and the impact of employment legislation on HRM practices, providing a well-rounded overview of key HRM principles and their practical application.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM........................................................................................1
P2 Approaches of recruitment and selection along with their strengths and weaknesses......3
M1 Use of functions of HRM in order to gain effective talent and skills appropriate to
business objectives.................................................................................................................4
M2 Evaluation of strength and weakness of various approaches...........................................5
D1...........................................................................................................................................6
TASK 2............................................................................................................................................6
P7 Implementation of HRM activities in the context of organization....................................6
M5...........................................................................................................................................7
TASK 3............................................................................................................................................8
P3 (a) Difference between training and development ...........................................................8
(b) Determination of training needs with various methods of training..................................8
(c) Benefits for Tesco and the employees in having a systematic approach to training and
development.........................................................................................................................10
P4 Effectiveness of various HRM practices in terms of raising profit and productivity.....11
M3.........................................................................................................................................11
D2.........................................................................................................................................12
TASK 4..........................................................................................................................................12
P5 Importance of employee relation in context of HRM decision making..........................12
P6 Key elements of employment legislations and its impact on HRM decision making.....13
M4.........................................................................................................................................14
D3.........................................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource are the major thing which support an association to make their activities
appropriate and effective in nature. Workforce of an association play an effective role in order to
accomplish all goals and targets effectively (Barney, Ketchen and Wright, 2011). Thus, company
have a HR manager who is helpful for them in order to recruit and select appropriate suitable
candidates for a defined job profile. There are different number of functions lead to perform by
HR manager of a company whom have to implement it into a business section. Along with this,
external and internal recruitment strength and weakness will get understand by taking a reference
of Woodhill College. Various key elements of HRM also get understand by this project whom
get better understand by using an example of ITV which is a news channel communication
association. Moreover, there are various legislations will have to take in account by company
manager with various internal and external factors which lead to impacted HRM decision
making. There are differ HRM practices are also evaluated of a business by taking an example of
TESCO.
TASK 1
P1 Functions and purpose of HRM
Human resource management is fundamental for each and every kind of association as
this will assist to improve entire performance as well as capabilities of an individual. For above
stated aim, employer will provide training to their staff members; as a result, they can
accomplish their task with maximum effectiveness (Batt and Colvin, 2011). In this context,
superior of Woodhill college concentrates on get assure that they are filling vacant place in
company with qualified person. Therefore, they will cater best educational quality to students in
an adequate way. As HR division of college is much efficient; thus, they are able to hire best
manpower who will accomplish their work within specific period of time.
Henceforth, there are various functions which are associated with HR unit are mentioned
as beneath:
Planning: Main purpose of employer is to develop an effective planning; so that, they
will complete their entire work proficiently. This will work as a guidelines for staff members. To
formulate adequate plan, superior will utilize many strategies. It will also help them to apply
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policies systematically. Therefore, manager will easily know about the vacant position which has
to be filled by them timely.
Staffing and organising: After accomplishment of planning, human resource manager
will know that how many individuals he needs to assigned in organisation. Primarily, it is
required for him to organise entire resources; therefore, overall enlistment procedure will
fulfilled (Bolman and Deal, 2017).
Employee benefit and Compensation Management: It is considered as a another work
which has to be accomplished by unit of HR; so that, they will satisfy their workforce. If
employer is giving compensation to workers timely then they will get motivate.
Training and Development: To improve work performance of staff members it is must
for superior to provide training to them. This will aid them to increase their skills as well as
abilities. As a result, they will accomplish their work adequately and timely.
Employee relations: It is must for superior to resolve entire issues within limited time
span. This will help to maintain an effective relationship with workers. As a result, there
productivity will get enhanced.
Purpose of workforce planning: HR should have complete knowledge about
capabilities of their staff so that they utilise their human resource and conduct recruitment
whenever there are vacant positions. They should place them according to their skills so that they
perform their duties effectively. This help company in making success by using talent of their
workforce. HR of Woodhill perform their duties effectively which help in them in keeping
labour turnover low and reducing their employees absentism.
Apart of all of this, there are some purpose of human resource management which is
stated as beneath: Employee motivation: Manager will cater some additional advantages to their employees
as per their working performance. It will work as a motivation for them. As a result, they
will accomplish their task within limited time span. In context of Woodhill college,
superior has to examine working execution of employees; thus, they will provide them
rewards accordingly (Bröckermann, 2012). Policies and procedures: To keep up decorum at workplace, management will formulate
some requisite policies as well as rules which has to be follow by every individual who
are working at company.
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 Communication: It is fundamental for manager of Woodhill college to maintain proper
conversation amongst each department; as a result, entire work will get done adequately.
 Improvement in efficiency and effectiveness of people: For this purpose, employer will
provide some sessions to their workers related to training and development (Recruitment
& Selection Hiring Process, 2017).
P2 Approaches of recruitment and selection along with their strengths and weaknesses
In recent era, there are numerous options to utilize various sorts of methods to recruit an
individual in company. It is essential for superior to opt best and effective tool for this purpose.
They have to assign skilled person who accomplish requirement of job profile. Woodhill college
wants to enlarge their firm; therefore, they want assistance of higher talented people (Campbell,
Coff and Kryscynski, 2012). In this context, they will utilize distinctive kinds of methodologies
which are associated with recruitment and selection. These are described as beneath and along
with pros and cons:
Internal source: This kind of method will be utilized by firm; thus, they will decrease
their expenses. This will provide motivation to staff members. To promote any worker to the
next level, it is must for them to examine their working performance. Thus, best and much
qualified individual will go to the next level or position. Along with this, if firm is opting this
option then, they do not have to conduct induction session. There are various pros and cons
which are connected with this are stated as beneath:
Advantages:
1. This will provide motivation to employees and manager will acquire their trust as well
as loyalty in return.
2. It will help to enhance morale of workers; thus, there working performance will get
increased.
3. Utilization of this method do not contain higher costs.
4. This will aid to boost interest level of persons into their occupation and in addition
another duties.
5. They will accomplish their objectives and goals within certain time span (Cloke and
Park, 2013).
Disadvantages:
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 Lack of inventive tools as there is no new recruitments in organisation.
 Circumstances of clashes will get increased amongst staff members.
 Employees who do not get promoted will demotivate.
External sources: If there is any job or occupation in firm then, this technique will be
utilized by superior. As a result, Woodhill college will acquire much skilled as well as talented
people. If company is utilizing this sort of method then, they have variety of options. Manager
will have to conduct interview to opt the best and suitable candidate.
Advantages:
 With assistance of this method, organisation will acquire new individual for their
business. He or she will be able to accomplish their work in more innovative as well as
creative manner (Coff and Kryscynski, 2011).
 There will be availability of numerous options.
 Employer will easily acquire skilled and talented person.
Disadvantages:
1. Employer will not able to examine the previous performance of individuals.
2. This method will consumes high cost.
3. If superior is using this kind of tool then, they need to conduct induction program which
will enhance cost.
M1 Use of functions of HRM in order to gain effective talent and skills appropriate to business
objectives
There are various functions get done by the HR manager of a company with a major role
is to select effective talent and skills so that objectives of a business get accomplish in an
appropriate manner. Woodhill HR manager have to understand their functions properly so that
they can select only such people whom have better and appropriate knowledge: Planning: Firstly, management make a plan in which they evaluate all vacant jobs
position and determine such people whom fixed on such vacant positions. This enable
them in control unnecessary cost and gain such people only whom have better and
appropriate skills to perform task.
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 Staffing:Another major function of HR manager is staffing in which all people get
divided according to their skills and abilities. This section comprises about staffing in
which every person lead to get job as per their abilities so that chances of better and
effective working could be promoted. Employee benefits:HR manager of college have to always take such steps which are in
favour of employees benefits. For this, they have to provide suitable rewards and
promotion so that management could become able to accomplish all goals and targets
properly.
 Training and development: Another major function of a company is training and
development to employees so that their skills and abilities get improved. Thus, by
providing appropriate training to each and every personnel management become able to
enhance their skills so that better ad effective working could be promoted.
M2 Evaluation of strength and weakness of various approaches
Strength and weakness of various approaches of recruitment and selection is an essential
aspect which have to take in account by managers of an association whenever adopt any new
method. Hence, the major advantages and weakness of these two approaches are describe as
follow:
Advantages of internal and external recruitment
Internal External
This factor is helpful for business in order to
gain trustworthy employees.
New people get involved in business whom are
highly talented in nature and have good skills
as well.
Morale will increase of employees so that
better results would be gain.
Number of options so that better working could
be encourage
This is not high in cost so that better working
could be promoted.
Employer will easily acquire skilled and
talented person.
Disadvantages of internal and external recruitment
Internal recruitment External recruitment
No new recruitment will lead to impact Employer will not able to examine the previous
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business performance. performance of individuals.
Chances of clashes are more in nature in this
process.
High cost in nature because many Nakuri
portals etc. are evaluated.
D1
As indicated by Cloke and Park (2013) recruitment as well as selection is must for each
kind of organisation and need to be arranged by manager. Therefore, they will easily assign
suitable candidate for the vacant position. Employer of human resource will utilized internal and
external source to select talent candidate. Thus, they will accomplish their work within limited
period of time. As stated by internal recruitment, superior will appoint an individual within
association. Rather than if, if they are using external method then, they have wide options to
select a person. Along with this, there are some problems which is associated with every model
must be resolved by manager in an effective manner.
TASK 2
P7 Implementation of HRM activities in the context of organization
Job advertisement in relation to management as well as market is shown as beneath:
JOB VACANCY
Vacant Place (Teaching): 3
Subject: Marketing and administration
There is a vacant occupation in Woodhill college. It is included in top best colleges in United
Kingdom. Thus, it is best chance for people to be the part of it. This will provide them growth
into their career. Administrative department is inviting to grab this opportunity and be the part
of their institute.
Essential qualifications:
 Masters in Marketing and management.
 Must have working experience of more than 2 years.
 Interpersonal abilities need to be effective.
 Must to know about how to manage people.
Salary: 15,000 to 20,000 pounds each month.
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Each eligible person will apply for this post. People who are interested will send their CV on the
e – mail of college and it is [e-mail] by 28th December, 2017. Candidates
who get selected will call for interview and in addition test.
This advertisement is posted on the website i.e. jobs.ac.uk and along with this in
newspaper. For higher authority specification of person as well as description of job is
mentioned as beneath:
Job specification:
MANAGEMENT AND MARKETING EMPLOYEE JOB DESCRIPTION
Occupation description: Individual who gets selected must know how to manage students,
management and in addition know how to convey best lecture. Fundamentally, he or she has to
be an idol for students.
Staff member is anticipated to:
 Must accomplished courses which are related to management as well as marketing.
 Expert in field of teaching. Must have an experience of at least 2 or more years.
Requirements:
 Must have a certificate in management course.
 An adequate inter personal abilities.
 Communication abilities.
M5
As per recent era, every kind of company wants best and suitable workforce into their
firm; therefore, with help of them, manager will attain coveted targets and objectives within
certain period of time. It is must for employer to assign people to the occupation as per their
skills as well as abilities. Along with this, they will utilize new and effective tools and methods
to find out adequate individual for their organisation. In context of Woodhill college, they use
social sites and advertisement to identify best candidates. This will make their recruitment and
selection procedure more fast. This help company in providing adequate job to their candidates
according to their skills and knowledge and filling their vacant positions. Executives should train
their joiners making them aware about their system and providing information which help them
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to perform their duties effectively. Henceforth, they are able to manufacture goods and services
and fulfilling customers demand.
TASK 3
P3 (a) Difference between training and development
Training and development both are differ from each other and it is essential for an
organisation to provide suitable training to each and every employee of a company so that their
skills get developed in near future (Fine, 2012). Thus, both these terms are differ from each other
and it is essential to understand this concept properly by HR manager of a company. Tesco HR
managers have to understand this importance of training and development and differentiate both
these terms in an appropriate manner:
Training Development
 A major reason behind providing
training by the HR is to properly
understand about skills of an
individual.
 Training provided by the TESCO
termed as a learning event for all
associates of an association.
 It is completely based on general
needs and requirement of each and
every employee of a company.
 Training is for short term purpose
which get finished with a time limit.
 A major motive behind development
programmes is to enhance abilities and
capabilities of an individual.
 It is not any kind of learning event.
 Development of every individual of a
company helpful for them in long term
context.
 This is completely based on carrier
concept which stated with a long term
process (Gatewood, Feild and Barrick,
2015).
(b) Determination of training needs with various methods of training
Training is an essential concept for every employee whom is working in an association. It
support in enhancing their knowledge and skills so that better ad effective productivity could
managed properly. Thus, trainee staff needs have to determine properly by the manager of a
company so that better and appropriate training will lead to deliver. Suitable training have to
provide by the manager as per the skills and abilities which are highly influencing and useful for
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an association. There are different number of methods have to used by an association while they
are delivering training to employees of a company: On the job training method: This training usually provide by manager of TESCO at the
time of performance of their working. This is helpful in minimising the cost and with the
help of internal stakeholders of a company. Several steps are included in this kind of
training in which mentoring get done through leaders or coaching provided by superiors
of a company (Gruman and Saks, 2011). This is cost effective approach in which leaders
and managers provided training to their employees.
 Off the job training method: The training through this method is given to the employees
when they are not performing any duty in the organisation. These methods are more
effective than the on the job training methods. In these methods, Tesco enrols the
employees of the organisation in the external courses so that they could get the
knowledge about the industry etc.
For analysing the training needs of employees several methods have to take in account by
business managers which are stated as follow:
 Annual meeting: TESCO HR managers have to point out all skills and demands of their
individual properly at the time of annual meeting of a company so that they can focus
mainly on such topics which really need to implement by managers of a company.
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Illustration 1: Training methods
(Source: Surbhi, 2015)

 Reviews by employees: Another major thing which support in analysing needs and
requirement of TESCO get done through taking reviews by employees so that their
requirement could better understand (Jackson and Parry, 2011).
HR should have complete information about their staff and know that each person posses
different capabilities, therefore they should conduct sessions accordingly. These are some ways
which they can apply in their system: Appraisal: They should evaluate performance of their employees so that they efficiency
of them and provide them adequate skills so that they perform their duties effectively. Manpower: They should provide knowledge to their workers according to their posts and
duties they are performing. Superiors should know that each member have different
perceptions and ability to learn, therefore they should train them accordingly.
 Organisational Analysis: HR should have complete information about their system so
that they can design sessions through which they are providing adequate skills to their
workforce. They should take care that less cost is invested and company is getting benefit
by making their staff trained.
appraisal manpower orgl analysis identify training needs conformance appraisa
(c) Benefits for Tesco and the employees in having a systematic approach to training and
development
When business will lead to adopt systematic approach of training and development they
become able to gain more and more benefits. It support reflect on both sides of the coin which
are employer and employee of a company. It is essential to better understand the benefits of
structured training events to TESCO and employee of a company:
Benefits to employer Benefits to employee
If proper training will lead to deliver to
employees of a company then TESCO become
able to enhance their productivity.
Proper training and development event support
in increase the morale of employees so that
they become able to maintain effective and
efficient productivity.
If training provided perfectly to employees, By providing effective and systematic training,
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