HRM Report: Factors, Practices, and Employment Legislation

This report provides a comprehensive overview of Human Resource Management (HRM). It begins by outlining the importance and core functions of HRM, including planning, employment, and performance appraisal, and explores the strengths and weaknesses of different recruitment approaches, such as internal and external recruitment. The report then delves into the effects of HRM practices on the employer-employee relationship, examining how HRM influences conflict reduction, employment relationships, motivation, communication, health and safety, and recruitment and retention. Furthermore, it analyzes both internal and external factors that affect HRM decision-making, including government regulations, economic conditions, workforce demographics, social and cultural impacts, and the role of company culture, operations, resources, and innovation. The report also examines the impact of employment legislation, such as the Employment Rights Act, Sex Discrimination Act, and National Minimum Wage Act, on HRM practices. Finally, the report applies HRM practices in a work-related context, emphasizing the importance of training and development, performance appraisal, and resource utilization for achieving organizational goals.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Importance and function of HRM..............................................................................................3
TASK 2............................................................................................................................................5
Effects of HRM practices on the relationship of employee and employer.................................5
TASK 3............................................................................................................................................6
Analyse internal and external factors that affect Human Resource Management .....................6
decision-making, including employment legislation..................................................................6
TASK 4............................................................................................................................................9
Apply Human Resource Management practices in a work-related context...............................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
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INTRODUCTION
Human resource management refers to approach that is been adopted by management of company
strategically to increase the efficiency and effectiveness of organization with respect to gain
competitive advantage from its competitor(Sparrow, Brewster and Chung,2016.). The another
reason for the adoption of HR practice is to build a strong relationship between the employer and
employee as it will contribute in increasing the effectiveness and productivity of company.
TASK 1
Importance and function of HRM
Importance of HRM
 To evaluate the performance of employees.- HRM helps in evaluation of work performance
of employee in company so that proper decision-making can be done related to employees as
they are working to there respective position.
 To maintain work life quality-the company wants to have the healthy relationship between
employees and employers so that there is healthy working environment for employee as it
will boost there efficiency and productivity.
 increase the retention of employees.- if the proper HRM practices are followed then there
will be motivated employee in company which will increase the experience employee.
Function of HRM
Planning- it is important function of hrm is to plan that will motivate the employee to move
towards the mission and vision of organization. The HRM will plan for the further goal achieving
targets.
Employment- the HR department of company will hire employee for according to need and
development of various department with skill they are required to pursue there work.
performance appraisal- to motivate the employee , HRM give the performance appraisal to its
employees as in monetary term or standard up gradation to have better relationship and retention of
employees(Cascio,2015).
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Strength and weakness of different approaches of recruitment
there are basically two types of recruitment process-
Internal recruitment process-in this process company used to hire employee within from company
promoting to them a higher post.
Advantage-
 Cheaper in cost and easy to recruit.
 People are already familiar with work environment.
 Works as performance appraisal to employee in company.
Disadvantage
 Awareness of strengthen and weakness of company
 Hinder the new talent
 Potential customer are limited.
 Created conflict between employee.
External recruitment- in this process company hire the employee from the outer world with
variety of selection process.
Advantage-
 New talent enters in company.
 Better opportunities to select the best from pool of talented candidate.
 Wide range of experience to candidates.
Disadvantage
 Time taking process.
 More expensive to heavy advertisement and selection procedure.
 The process should be enough available so that best candidate can be identified.
There are two types of recruitment process that are majorly followed by company as
recruitment process is internal recruitment and external recruitment. there re various type of
advantage of both the process but it depends on the company that which type of recruitment they
have to follow. the company has the need of vast talented then the company should go for external
recruit as there is wide opportunities of getting candidate(Brewster, 2017). The company should
promote the employee who they think have the potential to understand the work and is also familiar
with working culture. So they both have proper advantage and disadvantage.
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TASK 2
Effects of HRM practices on the relationship of employee and employer.
BASIS EMPLOYER EMPLOYEE
Conflict reduction. HRM help the employer to have the
effective control on the management
process of company so that there can
be less confit between employees.
With better understanding of HR
policy there is effective impact
of nature of employee to reduce
conflict.
Employment
relationship
The employer understand all the
policy ans procedure of handling the
employee I company.
The employee leads to learn the
rights and the ways they have to
proceed in company.
Motivation The employer try to motivate its
employee by use of HRM practices.
The employee is being
motivated by company with help
of HRM depart through
performance appraisals.
communication The HRM department is link between
the employee and business
development plans.
The employee has the better
communication with HRM
department reacted to their
problems and issue.
Health and safety The employer and HR department
inclusively make the health and
safety rules and warning so that any
harm cannot be there.
The HRM makes the proper
arrangement of employee so that
they can be safer and have
productivity towards employees.
Recruitment and
retention.
The employer and HRM department
make recruitment process and hire
new employees.
After the recruitment process the
employee have better
understanding in the comp-any.
There are different HRM practices that are prevailing in the different organization for the
development of employee effectiveness and efficiency. The company get the help to understand
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what are the needs for development of opportunities and decision-making process. This company
has chosen the practice learning, development and training practices. In this type the there is high
level of improvement in development of organization. This development techniques improve the
learning in improvement performance and honing skill and knowledge. The level of practice the
individual are being prepared for talent development which makes the employee more aware of
SMART objective development process(Bratton and Gold, 2017). And performance appraisal. the
continuous training and development of employee give them the better ideas of the requirement of
company and hoe they have yo perform to achieve that development part of organization.
The work done under the procurement leads to process which is cost effective and suitable
according to needs of company. If there is good training for the employees then more and more
efficiency will be their in employees which will lead to increase in productivity for company. There
should be proper development in the management of company. Proper training and development of
employee should be done so that there could be maximum utilization of resources. With the help of
learning or said to be training the skills of employee get sharp knowledge for management of skill
of employee so the company efficiency can be increased. The proper evaluation of the work should
be done so that company can achieve its goal and objectives.
TASK 3
Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation.
In the economy, the business never operate in bubble nor the decision making of human
resource management. In the following it will be discussed as what are the external and internal
factor along with the impact of employment legislation that will effect the decision making in the
management of employee in the company.
External factors- These are factors that are outside the organisation but will have direct or indirect
impact or have control over the company . They can be related to governmental rule and regulation,
economic condition social and technological advancement and many more.
Government Regulation- there is constant pressure on HRM department to stay under the certain
rule and regulation and within the law of country. This type of boundation directly or indirect effect
the decision making of HRM Dept. in hiring , training,, recruiting compensation and termination. If
the company fails to persuasive activities which in long term can lead to shut down of company
also.
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Economic Conditions- in shaping of company along with current economy is biggest problem
especially n facing of economy. This imbalance will impact the pool of talents and ability of HR to
hire anyone. The HRM department should prepare the proper business plan as to cope with
economic turnover.
Workforce demographics- the old one retire and new generation have there entrance in human
resource department tries to attract for hiring new talents(Sanders and Lin, 2016.) . There are
various combination having different way and different type of packages for compensation that will
work according to new generation.
Social And Cultural Impact- there is the major impact of social and cultural environment as HRM
as it may includes the decision-making of HRM such as related to work ethics ,and attitude toward
the measurement of employee motivation technique. HRM can assess the factor of culture and
match the motivation accordingly. To maintain the work life balance between the employee so that
they can be efficient and effective in organisation.
Internal factors- These are factors that are inside the organisation but will have direct or indirect
impact or have control over the company
People- The internal factor are basically relates relationship of manger with employees in an
organisation. What type relation does peer are having between them. Do employee have challenging
or friendly environment. Culture of company also have the impact as culture is of power or role or
any other. The values to company helps in decision making of human resource department.
Operation – The operation use to have the impact on workforce or people of company which states
that how easy is to perform the work in company along with what are rules and regulation which
enable or disable people to work effectively and efficiently in an organisation.
Resources – The availability of resources is an important criteria for making the decision in human
resource management. There is availability of tools and resources and the people are trained to
handle those equipments. The resources also look after the workplace whether it is suitable for
working or not.
Innovation- innovation turn out to be important part stating that hoe the company use top accept the
contribution of employees and provide them recognition. The business welcome the idea and
suggestion in development .
Impact of employment legislation on HRM decision making.
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Employment legislation is the law which deals with employment with the people in
workplace with everyone who works in organisation. This will effect the employee , employer and
union directly. There are many benefits in UK with minimum charter of employment rights that
prevails under the employment legislation. There are many key elements of employment legislation-
Employment right act of 1999 and 2003- the act was introduces in parliament of united kingdom as
giving number of right at work i the following area of work which are trade union recognition de
recognition , industrial ballot, maternity and parental leave ,partnership, employment agencies , the
disciplinary and grievance hearing.
The Sex Discrimination Act 1975
This was the act which was passed in parliament of united kingdom which was there to protect the
men and women form the discrimination of basis of sex or marital status. The aim of the act was to
promote gender equality and proving equal opportunities to men as to equal to wome(Moutinho
and Vargas-Sanchez. eds., 2018). The HR of company have to provide equal opportunities to there
employees by protecting them from harassment and concerning about employment, training ,
education and disposal of premises
The National Minimum Wage Act 1998
The act is there to make provision and connection as per establishing the connection with national
minimum wage as to provide the amendments enacted for the remuneration of person that are
employed in agriculture and various connected purpose(Collings, Wood and Szamosi, 2018). There
is the creation of minimum wage across the united nation. The HR of company should look after the
minimum wage application in there organisation so that prefer development can be there.
These law and regulation of employment legislation affects the various factors such as
retention of labour, to check the criminal record of employee ,the reimbursement requirement of
employees. Human resource management have the impact of federal law as the national level as
small business may get exempted from this law due to size of human resource(Stewart and Brown,
2019.). The professional of HR will be aware of every arena of employment law as to minimize the
liability of organisation. There is revised provision for wages and hour establish minimum wage
along with that the HR should continuously verify the amount paid to employee.
Lease provision
The employees should be entitled to protection of job in absence of there health coverage continues
till they remained at work.
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Medical and disability
With the help of this act there is reasonable accommodation foe employees foe completion of there
job and duties and have enable the disable customer to have access to goods and services the
company provides them.
TASK 4
Apply Human Resource Management practices in a work-related context.
Job specification document and five interview questions for a HR Business Manager.
CONCLUSION
In the following report it was concluded that HRM is important to plan and motivate the employee
to move towards the mission and vision of organization. The HRM will plan for the further goal
achieving targets. There are various methods of recruitment along with advantage and disadvantage
in organisation. There is importance of relationship between the employee and employers. The
company get the help to understand what are the needs for development of opportunities and
decision-making process. The objectives of an organisation to work with effectiveness and
efficiency so the objective must be smart. The external and internal factor along with the impact of
employment legislation that will effect the decision making in the management of employee in the
company. Human resource management have the impact of federal law as the national level as
small business may get exempted from this law due to size of human resource So the business
organisation need a qualified person to perform the role of HR manger as per as asked in job
description. So the human resource management turn out to be essential part in development of an
organization.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brewster, C., 2017.Policy and practice in european human resource management: The Price
Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W.F., 2015.Managing human resources. McGraw-Hill.
Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management.
Routledge.
Stewart, G.L. and Brown, K.G., 2019.Human resource management. Wiley.
John, R. and Taylor, B., 2016. Human resource management.
Wehrmeyer, W., 2017.Greening people: Human resources and environmental management.
Routledge.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018.Strategic Management in Tourism, CABI Tourism
Texts. Cabi.
Jensen, R.S., 2017.Pilot judgment and crew resource management. Routledge.
Machlis, G.E. and Tichnell, D.L., 2019.The state of the world's parks: An international assessment
for resource management, policy, and research. Routledge.
Sanders, K. and Lin, C.H., 2016. Human resource management and innovative behaviour:
considering interactive, informal learning activities. InHuman resource management,
innovation and performance(pp. 32-47). Palgrave Macmillan, London.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. InHuman Resource Management(pp. 1-23). Routledge.
Mone, E.M. and London, M., 2018.Employee engagement through effective performance
management: A practical guide for managers. Routledge.
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