HRM Report: Analysis of Tarmac's HR Practices and Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the case of Tarmac. It begins with an introduction to HRM, its purpose, and scope, including workforce planning and resourcing. The report then explores the core functions of HRM, such as compensation, recruitment, and training, in relation to meeting organizational objectives. A significant portion of the report is dedicated to a discussion and evaluation of different recruitment methods, including internal and external sources, highlighting their respective strengths and weaknesses. The report further examines various HRM practices like training and development, flexible working hours, and their benefits for both employees and employers. An evaluation of the effectiveness of these practices in enhancing productivity and profitability is also provided. Additionally, the report analyzes the importance of employee relations in influencing HRM decision-making and discusses key elements of employment legislation and their impact on HRM. The report concludes with a summary of the findings and insights into effective HRM strategies.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Definition, Purpose, Scope of HRM and Application to Workforce Planning and Resourcing 3
Functions of HRM Relative to Provisions of Talents in Relation to Meeting Organisational
Objectives...............................................................................................................................4
Discussion and Evaluation of Strengths and Weaknesses of Different Methods of
Recruitment (Internal and External).......................................................................................5
Different HRM Practises and their Benefits to Employees and Employers..........................6
Evaluation of Effective of Different HRM Practises............................................................7
Analyse importance of employee relations in respect to influencing HRM decision-making8
Key elements of employment legislation and their impact upon HRM decision-making....9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource Management is that part of an organisation with the help of which it is
made sure about proper working of an organisation and is facing issues due to issues related to
human resources in an organisation. There are different aspects on which this department works
such recruitment, selection, training and development, compensation and benefits and other
important works which are important for the successful working of an organisation. The
company chosen for the completion of this assignment is Tarmac. The assignment will make its
focus on purpose, scope of HRM along with workforce planning, functions of HRM Relative
provisions in order to meet business objectives. In addition to this, the discussion will be made
about the strengths and weaknesses of different methods of recruitment and selection. Lastly, the
discussion will be made about different HRM Practises and along with this, the discussion about
their effectiveness in increasing the productivity and profitability will be made.
MAIN BODY
Definition, Purpose, Scope of HRM and Application to Workforce Planning and Resourcing
Human Resource Department is an important department with the help of which different
works related to effective running of the organisation are accomplished (Cascio, 2015). There are
different purposes for which the HR Department has been made in an organisation such as
Tarmac which have been provided as under:
Compensation and Benefits: The following is an important function of Human Resource
Management of Tarmac in which the company provides their employees with the pay for the
services which are provided by them to the company. It is important to make sure about their
satisfaction as well from the amount paid to their as their salary or wages.
Recruitment and Selection: In this function, Tarmac analysed the requirement of employees n
the organisation and on the basis of requirements in the organisation, it makes fulfilment of the
vacant posts in the organisation in order to make sure about the effective running of the
organisation (De Cenzo, Robbins and Verhulst, 2016).
Training and Development: It is also important function of an organisation in which the
employees are provided with training and development in order to make improvements in their
skills and knowledge. Along with this, the improvement is also made in the personal behaviour
of an individual also such as way of behaving and many more which impacts positively on them.

The scope of HRM is very wide and vast which starts from planning of human resource
till employees leaves the organisation. As with the help of different functions of HRM, it is
possible to work upon workforce planning and resourcing, such as it will help in knowing about
the requirements of workforce and personnel for the successful completion of different tasks in
the organisation.
Functions of HRM Relative to Provisions of Talents in Relation to Meeting Organisational
Objectives
There are different functions which plays an important role in the successful running of
an organisation such as Tarmac. The different functions are planning, organising, directing,
controlling, recruiting, hiring, job analysis, design, performance appraisal, training and
development and many more wit the help of which it is possible to achieve the goals and
objectives of an organisation (Jørgensen and Becker, 2015). So with the help of these functions,
it is possible to achieve organisational goals and objectives because it makes focus on the growth
and development of employees. HR is the department which is known with the requirements of
each and every department in the organisation.
Along with this, it is also know with the needs and requirements of candidates as well
who are applying for a specific post in the organisation. So HR Department interacts with
organisational requirements and skills and knowledge of candidates as well. This knowledge will
help HR Department to make proper decisions in the welfare and well being of organisation. In
case the decisions made by the HR Department is in the favour of organisation than this will help
in the achievement of goals and objectives of the company in an efficient manner because the
employees selected will also provide the company with their best to achieve their goals and
objectives and in case the decision related to selection of employees is not made good by the
company than this will impact negatively on the growth and development of an organisation such
as Tarmac.
In this way, the proper decisions made by the HR Department will help in the successful
achievement of goals and objectives of Tarmac Company.
Discussion and Evaluation of Strengths and Weaknesses of Different Methods of Recruitment
(Internal and External)
Recruitment refers to the process of attracting a pool of talent to hire and select the best
qualified candidate for a specific job positions which are vacant in an organization (Karanges,

2015). There are two sources of recruitment that are classified along with its strengths and
weaknesses which are as follows:
Internal source of recruitment: This is a process of choosing the applicants from their
existing workforce to fill the vacancy within an organization. There are several methods or
internal recruitment which includes employees referrals, transfer, promotion etc. By following
this source Tarmac organization can saves time and efforts because their current employees are
familiar with workplace and they do not need any kind of training.
Strengths Weaknesses
 Employer is more aware about their
existing employees qualities and
capabilities which helps in doing
appropriate selection.
 Employees has strong mental object
that if they will work hard then they
will be promoted. This will motivate
people to put more efforts.
 Limited choice of skills and knowledge
for filling a vacant job is a weakness of
internal source of recruitment.
 It also promotes favouritism when
preferences is given to an individual on
the basis of inclination towards other
employees.
External source of recruitment: It is a process of fulfilling the job vacancy from the
outside of an organization that means fresh talent and qualified candidates with required set of
skills is recruited (Latorre, 2016). By using several methods of sources such as campus
recruitment, walk-ins, employment agencies etc. to attract new qualified and skilled along with
the innovative ideas as well as enthusiasm for an organization.
Strengths Weaknesses
 Fresh talent have clear understanding of
technology and they easily adopts the
changes in technology.
 Chances of selecting qualitative
candidates are more because they are
hired from the pool of various qualified
applicants who will provide new ideas
 The issues of adaptability is arise
because candidates are new to the
organization which takes time to adjust
with its culture of workplace that will
affects their performance.
 It considered as an expensive source
because it involves several

within an organization. programmes like training, orientation
etc.
Evaluation: While hiring, Tarmac can used both sources of recruitment i.e. internal and
external after analysing the requirements of an organization. The company can choose internal
source because they believes on their existing staff as they are competent enough but the
company needs fresh talent then they have to go for hiring candidate from the outside of an
organization by using external methods of recruitment (Maheshwari and Vohra, 2015).
Different HRM Practises and their Benefits to Employees and Employers
For running a business in an appropriate manner, the human resource is more important
than materialistic resources. For having effective and skilled employees in a workplace, it is
important for it to indulge an organisation in various HRM Practices such as training and
development, flexible working hours, appropriate recruitment and selection, employee
engagement practices and so on (Noe, 2017). These practices helps the business to bring skilled
employees in its workforce that helps an organisation to achieve overall business objectives as
well as increase employee engagement (Employee engagement, human resource management
practices, 2015). There are various HRM practices which are adopted by TARMAC and they
have certain benefits to both employees and employers. These are-
Training and Development- Training refers to a systematic set up in which employees
of an organisation are trained regarding their certain skills and knowledge. On the other hand,
development is the overall personal development of employees (Singh, 2016). This HRM
practice has its various benefits to both employers and employees which are stated as follows-
Benefits to Employees Benefits to Employers
 It helps in enhancing certain skills and
knowledge of workers which results in
improved performance. By their
improved performance, workers are
able to achieve various goals and
objectives of a business.
 Trained and skilled employers requires
less guidance and supervision as
compared to untrained employees. This
helps in reducing the overall burden of
employers in guiding and supervising
them.

 These set of skills are not only
beneficial for employees but they are
also beneficial for their long term
future and by using these skills,
workers can grab many opportunities in
future.
 It also helps in formulation of a trained
and skilled workforce that helps in
achieving various objectives of a
business.
Flexible working hours- Another HRM practice which is applied by this organisation is
providing flexible working hours to its employees (Stewart and Brown, 2019). This practice has
certain benefits to both workers and employers which are elaborated as follows-
Benefits to Employees Benefits to Employers
 Flexible working hours helps in
increasing job satisfaction among
employees which helps in employee
retention.
 It helps in motivating employees which
helps in them in achieving business
objectives and goals.
 Flexible working hours helps in
increasing workforce skills which helps
them in achieving business goals and
objectives which helps in improving the
overall performance of an organisation.
 It helps in employee long term retention
which helps in developing employees
trust.
Evaluation of Effective of Different HRM Practises
Every organizations requires human resource to functioning their business operations
smoothly as well as getting a competitive advantage. This will assists to increase productivity
and profitability by raising efficiency that's why HR practices became growing concern for every
organization. The companies where human resource practices are strong they experience
tremendous growth and success in terms of revenue and profits. HRM practices are helpful for an
organization in numerous manner like hiring new candidate, design their remuneration system,
training and development programmes as well as facilitate flexible working hours to them
(Treweek, 2018). In addition, these practices are beneficial for both employees and employer

which helps in increasing their capabilities and make competent but apart from that it occurs
huge cost to trained their employees.
The training and development of employees develops their learnings and build more
confidence towards their commitments. Also, if the skills and knowledge of an individual is
increase that results in better performance and they are able to accomplish organizational
objectives on time. Whereas, training and development are also effective for the company
because it requires less supervision as compared to untrained employees that leads in less burden
on employer for guiding and supervising them on time to time. This is appropriate with the
respect of high profits and productivity also.
Although, flexible working hours of employee results effectively because it helps in
balancing workers professional and personal life as they are encouraged and motivated towards
the work which results in high retention and loyalty (Williams, 2018). As a result of this
employee high job satisfaction and they contribute more efforts to achieve the goals and
objectives of an organization. This practice is also helpful for an organization as they increase
overall performance and enhance their employees skills. The long term ratio of retention assists
in developing and maintaining the employees trust for a longer period of time.
Analyse importance of employee relations in respect to influencing HRM decision-making
Employee relation means the strategies and tactics used by the organisations for making
healthy relationships with its employees. Continuous efforts are taken to have positive
relationship with the workforce. This is very important for the benefit of the company by
achieving the goals and objectives without any delay. There should be strategies for making
healthy relations with the staff working in the business enterprise.
If there exists positive relationship between employer and employees then the staff can
also contribute their ideas for better results. This helps in timely attainment of targets which
reduces the amount of unnecessary costs and expenses. Furthermore, employees can be
innovative which is fruitful in implementing new and creative ideas. This can double the profit
and sales. This also create desirable outcomes which can help the business survive in difficult
situations. In this way, it can sustain in tough competition.
The participation of employees in decision making can help the management in making
some of the favourable decisions for the staff. In this way, it can reduce disputes and conflicts

between them. In addition to this, the stress level of employees is also reduced when there is
positive relationship between the employees and their employers.
This also increases the motivation level among the employees which automatically helps
in raising the co-ordination in all the works. This push them to work hard and give their best
performance. When the environment is peaceful, it becomes easier for the entity to make the
employees accept and familiar with the changes that are being included in the company.
Key elements of employment legislation and their impact upon HRM decision-making
Legislation is vital for the governing the activities of people working in the organisation.
There are number of laws enacted for the purpose of keeping the employees act within the legal
limits. Some of the legislations which Tarmac should follow within the organisation are
explained below:
Employment Act, 2002- This act is mainly developed for regulating the matters of
maternity, paternity and adoption leave. Also, pay which is given to every individual is included
in this. This helps employees in administering some of other factors such as flexible working
hours, equal pay, fixed term work etc. Furthermore, there is a dismissal procedure for the
employees.
Equality Act, 2010- This act is about providing protection to the workforce from
discrimination. There are number of factors such as age, gender, sexual orientation, and many
more which are treated as the base for discrimination. According to the provisions of this act,
every employee should be treated equal and get equal opportunity for growth. There should not
be any discrimination among the employees.
Employment Rights Act, 1996- This act has been enacted in year 1996 by the United
Kingdom parliament to interpret the current laws related to employees. There are rights such as
unfair dismissal, reasonable notice before dismissal, time off etc. This is to make them work in
an organisation which provides all the rights to them.
Health and Safety at Work Act, 1974- This act is called as HSWA which is the
fundamental structure that enforce the standards related to health, safety and welfare of
employees working in the companies in United Kingdom. The workplace should be hygienic and
safe so as to prevent any sort of accidents and mishap. Furthermore, it attracts new candidates to
work in the workplace and stay there for a long time.

Legislations are important for making decisions which are required by the organisation. If
there is legal compliance with all the relevant laws help in taking effective decisions.
CONCLUSION
From the above assignment it has been concluded that human resource management is
essential for every organization and it is applicable for effective workforce planning and
resourcing in order to meet their objectives and goals. In addition to this, the conclusion has been
drawn that there are various methods of recruitment which helps in hiring appropriate candidate
for a specific job position. Lastly, the different practices of human resource are important to
consider in order to maintain the efficiency and effectiveness as well as it helps in managing the
performance of employees and organization as well.

REFERENCES
Books and Journals
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Jørgensen, F. and Becker, K., 2015. Balancing organizational and professional commitments in
professional service firms: The HR practices that matter. The International Journal of
Human Resource Management. 26(1). pp.23-41.
Karanges, E. and et. al., 2015. The influence of internal communication on employee
engagement: A pilot study. Public Relations Review. 41(1). pp.129-131.
Latorre, F. and et. al., 2016. High commitment HR practices, the employment relationship and
job performance: A test of a mediation model. European Management Journal. 34(4).
pp.328-337.
Maheshwari, S. and Vohra, V., 2015. Identifying critical HR practices impacting employee
perception and commitment during organizational change. Journal of Organizational
Change Management. 28(5). pp.872-894.
Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Singh, S. K., and et. al., 2016. Competing through employee engagement: a proposed
framework. International Journal of Productivity and Performance Management.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. Wiley.
Treweek, S. and et. al., 2018. Strategies to improve recruitment to randomised trials. Cochrane
database of systematic reviews, (2).
Williams, G. C., 2018. Adaptation and natural selection: A critique of some current evolutionary
thought (Vol. 61). Princeton university press.
Online
Employee engagement, human resource management practices, 2015. [Online] Available
through:<https://www.emerald.com/insight/content/doi/10.1108/JOEPP-08-2014-0042/
full/html>.