Human Resource Management Practices in Organizations

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Human Resource Management
Course Name: Human Resource Management
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Human Resource Management
Table of Contents
Table of Contents
Table of Contents.............................................................................................................2
Introduction...................................................................................................................... 3
LO1.................................................................................................................................. 4
P1................................................................................................................................. 4
P2................................................................................................................................. 6
LO2.................................................................................................................................. 8
P3................................................................................................................................. 8
P4................................................................................................................................. 9
LO3................................................................................................................................ 10
P5............................................................................................................................... 10
P6............................................................................................................................... 12
LO4................................................................................................................................ 15
P7............................................................................................................................... 15
Conclusion..................................................................................................................... 17
References.....................................................................................................................18

Human Resource Management
Introduction
The research report is about the role and purpose of the Human Resource Department
in an organization. Human Resource Department in an organization is responsible for
the management of the employees in the business. This will include the hiring, payroll,
benefits and updating all the day-to-day information to the authorities. In this report, the
research will be about a detailed study of Human Resource Department. The discussion
will also be there about the employee performance, development and reward and
factors that influence the Human Resource decision making.

Human Resource Management
LO1
P1
Human Resource Department in an organization is there for the management of the
employees in a business. The responsibility of the Human Resource Department is to
hire the employees, informing the day-to-day activities to the employees, listening to the
issues and problems which are faced by the employees. Human Resource mainly
contributes in the growth and development of the staff by hiring the best staff and
providing the best services in the market (Rouse, 2019). The plans, strategies and
tactics for the growth are planned by the Human Resource Department itself. Human
Resource Department also makes use of the skills and qualities of the employees for
the growth of the organization.
The functionsof the Human Resource Management are:-
Operative Functions like recruitment of the staff, training and development, etc.
Managerial Functions like Planning, organizing and directing. Advisory functions like
Top management advise, Departmental head advice.
Operative Functions
Recruitment of the staff is the most tough and challenging responsibility of the Human
Resource Department. Recruiting of the staff means hiring the best candidates for the
job. Employees are hired to make an organization grow, therefore the best and qualified
candidates are selected for the job. Preparation of the job design, job description,
salary, job offer and interviewing is also done by the Human Resource Department
(Rao, 2014).
Training of the Staffis also provided by the Human Resource Management. The new
employers are put under the training period. During the training period, the employees
are given a detailed working of the organization. This training period is for the clear
understanding of the working to the employer (Rao, 2014).

Human Resource Management
Managerial Functions
Planning is done by the Human Resource Department. Under this, the hiring policies
and the description of the job are decided by the Human Resource Department. The
recruitment process is decided after the planning of the policies and the jobs a company
wants (Rao, 2014).
Organizing of the staff is also done by the Human Resource Department. Organizing is
defined as the allocating of the employers according to their positions and assigning the
tasks to the employers according to their positions (Rao, 2014).
Directing is defined as the guidance given to the employees for achieving the target.
Directing also suggests proper planning of the employee’s career and motivating them
for doing better. Human Resource Management should be able to have proper
communication with the employees (Rao, 2014).
Controlling means working or make the employees work according to the plan. To
achieve the goal, it is important to work according to the plans and strategies. The
Human Resource Department guides the employees for making them achieve the
goals(Rao, 2014).
Advisory Functions
Top management advice- The Human Resource Management can seek advice from
the senior authorities in order to improve the working. The Human Resource
Management also discusses their ideas and take suggestions for the improvement.
Departmental Head Advice- Similar to that of the top management, the human
resource department seeks advice from various departments. The advice can be for the
designing of the job, description, recruitments and much more(Rao, 2014).
The need of Human Resource Management in Chocolate Presence is needed to
manage the employees. Human Resource Management works for the employees and
provide them a better working environment. Also, if the employee is not satisfied with
the job, Human Resource Department is responsible for making the possible changes.

Human Resource Management
Chocolate Presence is using managerial and advisory functions for the selection of the
staff. The strengths of managerial and advisory functions are that before the hiring of
the staff, it is important to take advice form the senior authorities. Advice must be about
the confirmation of the final hiring, strategies for the training, etc.
The weakness is that employees have to adjust themselves according to the working
environment, whether they like it or not. These changes are not accepted by everyone.
The two potential improvements that can be made:
Energetic working environment- The working environment should be used
enthusiastic and energetic so that employees should love the environment, they are
working in.
Independent decision making- Human Resource Department should take individual
decisions regarding the hiring of the employees. No senior authorities should be
involved.
P2
Selection in Human Resource Management is defined as the selection of the qualified
staff for the job.After selection, the best candidate with the qualification will be hired for
the job. It is also considered as the negative selection because many unqualified
applicants are ignored and rejected in order to find the best candidate (Bogatova, 2017).
Chocolate Presence needs a receptionist for their organization. Following are those
skills and qualifications of a receptionist.
Job Title Receptionist
Department/Section Administration
Reporting to Administration Manager
Main purposes of the job To provide a welcoming and positive
environment to the clients and guests. Also, to
answer the telephones and solve the enquiries
of the customers.
Key Tasks Welcoming the clients

Human Resource Management
Answering and forwarding the calls
Resolving the queries
Booking the meetings
Keeping the reception area tidy
Communicating with the departments for any
update
Completing the paperwork
Updating the day-to-day tasks
Provide customer support
Maintaining proper stationery for the clients
Responsible for the equipment Computer, Stationery material, switchboards,
refreshments, Allocating badges for the clients
b) Chocolate Presence uses traditional methods of advertising jobs. If there is a
vacancy, then the vacancy for the jobs is displayed on the office main notice board and
the main entrance. If the candidates are interested then they can apply by the
information provided on the notice board and entrance. But, this method is not enough.
Displaying for vacancy on the notice board and the main entrance won’t help much.
Only a few people will be able to know about the company and its vacancy.
c) Job vacancy for the receptionist should be there on notice boards and on the main
entrance.There should be a proper advertisement of the job. Advertise about the
vacancy on an online job portals like LinkedIn and Indeed. Given the current situation,
people search for the job onlineand apply in their favourite job. Online advertising will
help the candidates to know what the job is and what skills are required for the job.

Human Resource Management
LO2
P3
Human Resources Management helps in the overall development of the business. The
human resource management hires the qualified employers, provides training and also
reports their issues and problems to the senior authorities. In this section, the
discussion is about the benefits of the Human resources practises within the
organization (Ahmad, et. al, 2015).For example, Microsoft provides trainings and
internships for the graduate students. The benefit of these scheme and programs:-
Training and Development- Microsoft provides training and development programs to
the graduate students. This help in the training and development of the students who
are willing to pursue their career in IT. These programs and internships also provide a
detailed knowledge about the topic.
Developing Employees- The training and management also provide a revision to the
employees. These training programmes also enhance the information of the employees.
With the improvement of the technology and introduction of new technology, it is
important to know about new things to accelerate the growth of the business (Ahmad,
et. al, 2015).
Under this development employees section, there are two ways in which the Human
resource development can work for the development of the employees.
Flexible work hours- Flexible working hours are provided by Microsoft. An employee
always wants a good salary and flexible working hours. Therefore, Microsoft provides
flexible working hours and a job where people can enjoy their work (Ahmad, et. al,
2015).
Motivating employees- Motivated employees helps in the growth of the organization.
The Human Resource Department motivates and encourages its employees. In
Microsoft, employees are appreciated and motivated for the small achievements. Also,
the employees are given an open platform to showcase their skills and talent.The

Human Resource Management
motivation can be in the form of rewards and bonuses, or in the form of appreciation.
The continuous appreciation and bonuses helps the employee to work hard and will
also keep him motivated (Ahmad, et. al, 2015).
P4
Human Resource Management practises some tactics and strategies in order to raise
the profits of an organization and productivity. The Human resource department plots
the job description and design for the candidates. Also, the training provided by the
Human Resource helps in better understanding of the working of the organization
(Managementstudyguide, 2019).
This section will tell about the effectiveness of Human Resource Management in term of
raising organizational productivity and profit. Human Resource Management practises
some techniques and tactics for the growth of the organization. These practises are
hiring, employee development and compensation management.
Employee Development and performance of the business
Employee Development is directly proportional to the development of the business. If
the employee is satisfied with the job and the working environment, he will be inspired
and motivated. This will result in the growth of the business. Employee development
contains two measures- salary and training. Employee needs proper training to know
the working of the organization. If the work is clear and understandable, then there will
be smooth working of the organization. Also, employee needs to be satisfied with the
job. Satisfaction of the job here refers to as salary. Timely salary and incentives from
the organization motivates the employees to do more(Managementstudyguide, 2019).

Human Resource Management
Selection and Staffing
The Human resource Department of an organization is responsible for the hiring and
firing of the staff members. The employees are the key to success. It is the duty of the
Human Resource Management to hire the best and qualified staffs that is eligible for the
job. If the employees are energetic and enthusiastic, the organization will grow, whereas
on the other hand, if the employees are dull and weak, the organization will have to face
disappointment. Therefore, the Human Resource Department should make sure that the
employees that have applied for the job should be smart and should have those skills
which are required for the job(Managementstudyguide, 2019).
Compensation Management and performance of the employees
Compensation of the employees is the incentives, pay plans and bonuses that are given
to the employees. These are the tactics used by the business in order to motivate the
employees for their performance. Pay has a direct impact on the employees. If the
employees are getting their pay on time, the employees will be satisfied with the job.It is
the responsibility of the Human Resource Department to provide the pay to the
employees on time.The rewards and bonuses given to the employees motivate them to
work hard. The efforts and dedication put by the employees help in the growth of the
organization(Managementstudyguide, 2019).
LO3
P5
The Human Resource Management manages the employee’s behaviour and discipline
towards the organization. The decisions are made by the firm in order to maintain the
decorum of the organization.Also, Human Resource Department ensures that the
employee is getting a fair and transparent working environment.Sometimes, there are
some scenarios in which the employees misbehaves with their actions and behaviour.
This type of behaviour is not accepted in any organization, therefore there are some
decisions which are made by the Human Resource Department to improve the
employee’s behaviour (Ngui, 2016).

Human Resource Management
There are some circumstances, where an employee misbehaves with the organization.
Those circumstances are:-
Employee Indiscipline- This is the scenario where the employee misbehaves with the
organization. Misbehaving does not mean that the employee fights in the company.
These are the actions which are showed by the employee, like more leaves from the
office, slow performance, etc. Whenever the employees fail to meet the expectations of
the organization, this is known as the employee indiscipline. Then, it is the responsibility
of the Human Resource Management to take some actions regarding this behaviour.
The actions taken are totally dependent upon the behaviour of the employee (Ngui,
2016).
Employee Grievance-Human Resource Management allows the employee to work in a
healthy and safe environment. If the employee is not satisfied with the working
environment, definitely the impact will be shown on the performance. This type of
violation is known as the employee grievance. To solve this issue, the Human Resource
should see that the employee is getting a safe and healthy working environment (Ngui,
2016).
Employee stress- There can be a scenario where an employee is not able to satisfy
their own needs. This can happen because of personal needs, improper treatment,
stress, unfair salary distribution and much more. This scenario is known as employee
stress.There are some more scenarios by which an employee can go under stress.
These scenarios are peer pressure, unnecessary workload, pressure from the seniors,
negligible promotional activities and job dissatisfaction (Ngui, 2016).
Above mentioned are all the scenarios which an employee undergoes within the
organization. Human Resource Management is responsible for making the changes and
improving the working environment for the employees. Following are some of the ways
by which Human resource Department can improve the working environment:-
Human Resource should provide a healthy and safe working environment to its
employees. If an employee is not satisfied with the working environment, then the HR
should take recommendations for the changes and should implement them if possible.

Human Resource Management
Proper training programs should be given to the employees before they are provided
the final work. These programmes will help them in the better understanding of the
work. This will also avoid the confusion created during the work (Ngui, 2016).
Communicate with the employees on a regular basis. Try to identify the problems and
issues and help the employees resolve them. Also, keep the employees informed about
the changes that the company is undergoing. Motivate the employees for better
performance. Encourage the employees and appreciate them even on the achievement
of a small target (Ngui, 2016).
Reward the employees. Provide bonuses, rewards and incentives to the employees.
Appreciate the employees for the smallest achievement also. This will not only motivate
them but also encourage the other employees to work hard and better presentation
(Ngui, 2016).
Salary should be given according to the skills of the employees. There should be equal
distribution of the salary to the employees. No one should be paid more or less. This
equal distribution will encourage the employees as well.
Give feedbacks and suggestions to the employees. Encourage their feedback on an
issue also. The feedback will help the employer aware of the issues of the employees.
Build a good rapport of the organization in the eyes of the employee. Be friendly with
your organization, but don’t be over-friendly. Always make the employer feel
comfortable in the organization (Ngui, 2016).
P6
Employment legislations are the laws and legal requirements which are to be followed
at a workplace. These laws are developed for the employees to maintain fair treatment
towards the employees at a workplace.These legislations includes safety at work, equal
wages, holidays and leaves, flexible working hours, training procedures and discipline at
workplace.
Health and Safety covers the laws regarding equal pay, compensation and flexible
working hours. Before hiring the candidate, an employment contract is provided to the