Human Resource Management Report: Say It With Chocolate

This report provides an in-depth analysis of Human Resource Management (HRM) practices, focusing on the case studies of 'Say It With Chocolate' and Microsoft. The report begins by outlining the purpose and functions of HR, including recruitment, training, and development. It examines the advantages and disadvantages of current selection methods used by 'Say It With Chocolate' and suggests potential improvements. The report then delves into creating a person specification, suitable advertising mediums, and interview questions. Furthermore, it explores the benefits of training schemes for both organizations and employees, developmental opportunities, and the advantages of flexible working practices. The report also highlights Microsoft's approach to motivating workers through job design and rewards. Employee engagement strategies are discussed, including key approaches to engage workers and the importance of communication in the workplace, as well as the impact of employment legislation on HRM decision-making.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
a) purpose of the HR function ...................................................................................................1
b) Roles and responsibility of HR officer...................................................................................2
c) Advantages and disadvantage of current selection method....................................................2
d) Potential improvement in current selection methods..............................................................3
TASK 2............................................................................................................................................3
a) create a person specification for the role ...............................................................................3
b) Suitable medium for placing advertisement...........................................................................4
c) Advantage and disadvantages of previous method.................................................................5
d) Interview questions for receptionist........................................................................................5
TASK 3............................................................................................................................................6
a) Benefits of training schemes for both organisation and employee.........................................6
b) Developmental opportunities to staff which are permanent in job.........................................7
c) Benefits of HRM practice in respect to flexible working practices........................................8
d) Microsoft motivate workers through job design and system of reward.................................8
TASK 4............................................................................................................................................9
a) Employee engagement............................................................................................................9
b) Employee engagement an integral strategy of employee relations.........................................9
c) Key approaches to engage workers and importance in improving communication in
workplace..................................................................................................................................10
d) Employment legislation and its impact on HRM decision-making......................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
Books and Journals...................................................................................................................13

INTRODUCTION
Human resource management is strategic tactic through which people are managed in
organisation. Recruitment, staffing, compensation, motivation, training and development are
various activities which are performed by HR to have skilled and competent people. These are
practices that helps firm provide products and services in according to demands of public. Thus,
top personnel is able to sustain its position and image in market (Arrowsmith and Parker, 2013).
Present report is based on Say it with Chocolate which provide tailor- made chocolate based
greetings card in United Kingdom.
This assignment specifies purpose and scope of human resource in resourcing an organisation for
accomplishing business objectives. Further various HRM practices and its benefits to both
employer and employee working in enterprise is stated in context of Microsoft case. In addition
to this, different element of employment legislation and its impact on decision making process of
company is also mentioned in report.
TASK 1
a) purpose of the HR function
Human resource management is the practice which are helpful for every organisation in
order to the manage whole functioning of company as well as employees work. According to the
current scenario, Say it with chocolate provides chocolate based greeting cards United kingdom.
The company faces problem in maintaining quality of its products with increasing sales as well
as work force of the company. It is required by its HR manager to perform every function
effectively for overcoming the problem and these are described as below:
Purpose of HR functions: Human resource manager of every organisation perform
various functions for increasing their productivity and growth of company. Some of the essential
functions which are performed by HR manager of Say it with chocolate are described as below:
 Recruitment: It refers to the process in which HR manager of company focuses hiring
pool of candidate's who owns right skills as per requirement of company (Baluch, Salge
and Piening, 2013). Main purpose of recruitment function is to hire skilled employees for
“Say it with chocolate” as it business is expanding and needs right candidate who can
maintain the quality of their products. Recruitment is important for organisation as well,
1

as it brings the fresh candidate at work place who already owns required skills and can
also express their creative and innovative ideas for creating new flavours and designing.
 Training and development: Another function of HRM emphasises on providing training
session to the existing employees and new employees which will help them in developing
their skill as per the requirement of company. Purpose of this HR function is to enhance
skill and ability of the employees so that they can contribute in its future growth by
meeting organisational goals and objectives (Caligiuri, 2014). In context to organisation,
this function is beneficial for “Say it with chocolate” as these training and development
sessions will help employees in improving their quality of products as per customers
requirement.
b) Roles and responsibility of HR officer
HR officer plays an vital and multi functioning role in every small organisation like “Say
it with chocolate” as this person have to deal with most dynamic resources that is working staff
of the company. As per current scenario, the main role HR officer of “Say it with chocolate” is
required to hire skilled employees by using effective recruitment and selection process. These
hired staff will help organisation in improving quality of product and services on the basis of
customers need. Major responsibility of HR officer is to build positive relationship between
employees and organisation by providing them appropriate working environment, salaries on
time, resolving their queries with unbiased decisions. Responsibility of HR officer is not only
limited to relationships (Collins, Zhu and Warner, 2012). It also includes providing proper
training to them which can improve their skills for improving productivity of company.
c) Advantages and disadvantage of current selection method
Selection methods are very important for HR officer in every organisation as it helps
selecting right candidate on the basis job designations. Presently the company is using their own
assessment test for finalizing candidate's for interview round in order to select them as the
employees. In this assessment, HR professional conduct test on English and Maths for the
candidate and for passing the exam applied candidates are required to score minimum 50%
marks in both subjects. Qualifies students will be further selected on the basis of interview of 15
minutes with the informal chats.
Pros: This selection methods is valuable in short-listing candidate in less time. It is
helpful in judging academic skills of candidates which assures that they can easily learn new
2

thing during their future training sessions. Along with this, informal interviews are best suitable
to identify actual creativity of candidate's as per the requirement of work.
Cons: Assessment test can be considered as the bias selection method as it disqualifies
potential candidates on their academic skills. It may also ignore creativeness of candidate which
is required in actual work of their job. Informal interview might divert actual direction of
interview and can also create negative image of company in front of candidate.
Alternative selection method:
Group discussion: In this selection method candidates are required to exchange their
view points on the specific topic within the group. In this group approximately the 8-10
candidates together expresses their thoughts on the same topic. In context to “Say it with
chocolate”, this is one among the best way to identify the talented candidate's with best suitable
skills according to their requirement (Conesa-Zamora and et. al., 2011). This method cost and
time effective as it is done in single round by analysing all the candidate's at same time. Along
with this, skills of participant like creativity, knowledge, reactions, behaviours can be easily
compared during group discussion session only. And helps HR manager in the selecting best
among them.
d) Potential improvement in current selection methods
Current selection method can be improved by using changing assessment short listing
criteria. As HR officer of company can simple reasoning assessments instead of English and
maths. This reasoning exam will ensure that employees are of sound mind and can work in the
company. Apart from this, HR officer can also shortlist candidate who have experience of same
field. As this will save time of HR manager, this saved time can be used in interview session
which will directly reflect value of their past experience and knowledge.
TASK 2
a) create a person specification for the role
Covered in Appendix
3

b) Suitable medium for placing advertisement
It is required by the HR manager of “Say it with chocolate” to advertise for the job
vacancies in order to attract pool number of candidate to the organisation. For this, its essential to
opt effective medium for placing advertisement so that vacant places can be fulfilled with the
skilled and talented employees. In relation to the “Say it with chocolate”, this company is small
in size and owns appropriate goodwill at market place. Social media is best suitable medium of
advertisement of this company (Guest, Paauwe and Wright, 2012). As it is cost effective method
which will be helpful in attracting maximum number of candidate's towards the company. In
this, HR manager of firm can make their new profile on social sites in which details of vacant job
can be described and shared with the people. This advertisement method is considered as best
method for this organisation as it situated in United Kingdom which is already developed
company and most of its citizen are habitual of using social sites. This will share information of
job vacancy with the users of social site and help the company in hiring best employee for their
company.
c) Advantage and disadvantages of previous method
Previously, HR manager of “Say it with chocolate” was advertising jobs by placing
advertisement on the board outside of main site. This method is commonly used by many
organisation as it shares vacant job information with bulk of people. This method have its own
advantages as well as disadvantages which are described as below:
Advantages: This method is cost effective method for the company as it saves time of
the HR department and shares the vacancy list with maximum number of people. Along with
this, the method is successful in reaching to the localize people of area who will be attracted as
they are getting job opportunity in the growing company which belongs to their surrounding
only. In relation to the “Say it with chocolate”, it will help the company in hiring talented local
candidate who will contribute in achieving targeted goals and objectives.
Disadvantages: Its main demerit is that this method is not reachable to everyone as
advertisement is limited to one place only (Gurkov, Zelenova and Saidov, 2012). As it may be
not able to reach to the most talented candidates who will be beneficial for the company in
meeting its goals and objectives. Another drawback of this method is that candidate may not pay
attention to the board advertisement which will not provide employees at the requirement of
company.
4

d) Interview questions for receptionist
Q1) Tell me about yourself
Q2) What are your strengths and weaknesses?
Q3) What are your goals for future?
Q4) What do you know about company?
Q5) Why do you think that you are good for this job?
Q6) Why should we hire you?
TASK 3
a) Benefits of training schemes for both organisation and employee
Human resource management responsibility is to have sufficient manpower in firm for
execution of business activities effectively. Staffing, training and development are activities
which are conducted by HR to manage people in organisation. These are activities which helps
HR of Microsoft to have skilled and competent staff members. This aid them to accomplish goals
and objectives.
Benefits of Microsoft's training programmes to employer and employees
Microsoft is a multinational company, so management have large market area and
customer base. Training programme is effective technique which is used by human resource to
aid young graduates to enhance their learning to make growth in career. This benefit employer to
retain people for longer time by giving them chance of career development (Hauptmann and
Steger, 2013). Thus, HR have talented and skilled members which help them to sustain position
of firm in market
Training schemes: These are different techniques which are used by human resource of
Microsoft to enhance capabilities of staff members are stated below: Orientation: This scheme is used by HR to introduce and formally welcome new joiners
in firm. Different sessions are conducted in Microsoft through which candidates are
5

given information about mission, vision, objectives, organisational structure, culture and
values. Besides this, manager provide them knowledge about their role and
responsibilities (Horwitz, 2011). Thus, this is tactic through which people are acquainted
with firm. Onboarding training: This is another technique through which employees abilities are
improved in respect to department and tasks assigned. Sessions are conducted at regular
interval by manager of Microsoft. This help human resource to make new people and
existing staff to work in effective manner.
 Technical skills development training: It is effective tool through which technical
knowledge of staff members are enhanced. This helps management for improving
organisation functionality. Microsoft is technology firm which sells computer software,
electronics and other services. Training sessions and classes are organised for enhancing
programming language and capability to develop new and advanced software and
electronics.
Benefits of training schemes to organisation: These are advantage that training have on
employer to manage functioning of firm are stated below:
 Stay ahead of competitors: Training helps management to enhance skills and
knowledge of staff members to provide offerings superior than rival firms. In Microsoft,
HR conduct training sessions which help them to have subordinates that have good
technical skills (Karmiloff-Smith and et. al., 2015). Thus, this help firm to remain ahead
than competitors.
 Attract new talent: This is another benefit of training is that HR is able to retain staff
members for longer time. Management of Microsoft is able to attract candidates to apply
in firm for increasing their knowledge and capability. Thus, this help company to create
good reputation and image in market.
Benefits of training schemes to employee: Human resource make subordinates work in
team for enhancing their capability to work effectively. Apprenticeship schemes and training
sessions are conducted which help them to have talented people. These are advantage that
training have on performance of staff are mentioned below: Development of skills: Training helps staff members to gain knowledge and ability
through which they are able to perform tasks effectively. HR of Microsoft require to have
6

good technical skills people which are capable to provide efficient software and
electronics (Kim and Bae, 2017).
 Career development: Training aid human resource to increase capabilities and
knowledge of subordinates. In Microsoft, staff members are able to develop skills by
formulating new and advanced software and electronics. This helps them to utilise
opportunity and grow in career for enhancing their job profile and salary.
b) Developmental opportunities to staff which are permanent in job
Opportunities to permanent staff members: HR of Microsoft conducts orientation,
onboarding and technical skills development training. Sessions and seminars are timely
conducted which help subordinates to enrich knowledge to frame new and advanced software.
This helps employees to increase their skills and knowledge for making development in their
career. This is a multinational firm which aid members to work in well known firm and enhance
their value. Company's is also established their website through which people can apply for
internship. Thus, this aid executive to make growth in business and sustain market position for
longer time.
c) Benefits of HRM practice in respect to flexible working practices
Human resource conduct different HRM practices which help them to have talented
people which enhances productivity and profitability of firm. Microsoft is successful company
that require to sustain its position and brand goodwill. Management require to provide quality
products and services to customers (Park and et. al., 2014). Training session and apprenticeship
are organised which help manager to enhance capabilities of staff members. Thus, firm have best
people which have good software skills and support in attainment of business goals and
objectives.
Flexible working practices: It is required by HR manager of Microsoft to provide
flexibility to employees which will help them in performing their work effectively. In this,
employees have liberty to work in their best suitable working time according to their life
schedule. It can be said that this working practices are helpful for the company also as work
work done by employees are more effective and productive. This is helpful in meeting
organisational goals and objectives within the specified period of time. Along with this,
flexibility in working hours are beneficial in retaining employees for long term which reduces
employees turnover.
7

d) Microsoft motivate workers through job design and system of reward
Motivation: It is effective practice through which management increase morale of staff
members to make them dedicated towards company. For this, they maintain friendly connection
with subordinates which help them to encourage and inspire them to complete work within
specified time frame. HR of Microsoft uses different incentive strategies for motivating and
inspiring workers to perform tasks effectively.
System of reward used by Microsoft for motivating their employees it is attainment and
benefit received by employees for their job performance in enterprise. It may be monetary or non
monetary basis. Monetary basis means enhance the employees financial well being which
includes profit sharing, bonus, incentives and increment in salary and non monetary basis which
involves name on notice broad, paid sick leaves, paid vacations, pension plans and give awards
to employees according their performance.
Besides this, job design helps in increasing employees involvement and motivate them to
perform good by giving best to their work. This also aids employees to become highly
productive loyal towards company (Pereira and Anderson, 2012). Objective of job design used
by Microsoft is to meet the needs of firm like technical efficiency and quality of work. Another
purpose is to satisfy requirement of employees such as challenge & achievements and job
satisfaction in term of interest.
TASK 4
a) Employee engagement
Employee engagement: This is approach which is used by management for retaining
staff members for longer time. For this, subordinates are given value by involving them in
meeting and conferences. This helps human resource to integrate and make them committed
towards work. HR of Microsoft uses this tactic which helps them to increase opportunity of
business success, productivity and contributing to organisational performance. Staff members are
trusted and empowered with duty of attainment of business objectives (Vo and Stanton, 2011).
Training and development programmes help management to increase capabilities of
subordinates. Thus, management of Microsoft have talented staff which execute tasks
effectively.
8

b) Employee engagement an integral strategy of employee relations
Employee relations is tactic which define interrelationship that management and staff
members maintain for accomplishment of business goals and objectives. Human resource
conduct meeting and conference for sustaining relations with subordinates. This help them to
provide information about tasks required to be performed. In this, employee engagement is
strategy used by HR of Microsoft to give value to staff members and make them dedicated
towards job. Employees are involved in decision-making activities which help management to
make changes in polices in respect to their requirement. Besides this, they are even able to get
knowledge about issues and problems faced by staff. This helps them to retain skilled members
by overcoming their difficulties and making them feel valuable part in firm. Enhance productivity and profitability: Employee relations helps HR of Microsoft to
maintain staff members dedicated and motivated (Wagner, 2011). This result in
subordinates working effectively and formulating advanced software and electronics.
Thus, companies productivity enhance which also lead in increase of revenue level.
 Reduce staff turnover: This is another benefit that employee relation have is employees
retention in firm. This helps management of Microsoft have skilled and competent people
which have capability to formulate advanced software and electronics.
c) Key approaches to engage workers and importance in improving communication in workplace
These are approaches of employee engagement which are used by HR of Microsoft are as
follows: Information sharing: Microsoft is big multinational organisation and therefore it has a
culture of sharing information. Each person within enterprise is free in order to present
their opinion, these opinion can be transmitted with one another, therefore leads to
improvement of whole communication.
 Reward schemes: One of the major approach of employment engagement is reward
scheme. It is important part of overall programme. As money itself is not a motivating
factors but on the other hand absence of monetary reward can be the great de-motivator.
d) Employment legislation and its impact on HRM decision-making
Government formulate law for protecting and securing people rights from getting
exploited in organisation. It is essential that human resource management of Microsoft have
accurate and complete knowledge about employee legislation (Warner, 2014). This help them to
9