Human Resource Management Report: HRM Practices at Mont Rose College

This report, prepared for a Human Resource Management (HRM) course at Mont Rose College, explores the core functions of HRM, including workforce planning and resourcing. It details the purpose and functions of HRM, emphasizing both managerial and operative roles. The report evaluates the strengths and weaknesses of various recruitment and selection approaches, such as internal and external recruitment, with specific examples like promotion and campus placement. It analyzes the benefits of effective HRM practices for both employers and employees, focusing on aspects like job satisfaction, employee participation, increased productivity, and employee relations. The report further examines the effectiveness of different HRM practices in relation to profitability and productivity, highlighting training, selective hiring, and fair compensation. Additionally, the report covers the importance of employee relations in influencing HRM decision-making and outlines key elements of employment legislation and its impact on HRM decisions. The report concludes by summarizing the key findings and referencing relevant academic sources.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1 Purpose and function of HRM implement to workplace planning and resourcing..........1
P 2 Strength and weakness of various approaches to recruitment and selection....................2
LO 2.................................................................................................................................................4
P 3 Benefits of HRM practices for both employer and employees........................................4
P 4 Effectiveness of different HRM practices in relation to increase profitability and
productivity.............................................................................................................................5
LO 3 ................................................................................................................................................5
P 5 Importance of employee relation in relation to influence HRM decision-making..........5
P 6 Key elements of employment legislation and its impact on decision-making of HRM . 5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management (HRM) is the strategical concept of managing the people in
terms of improve their performance within the organization. It involves different activities such
as recruitment and selection, training and development, employee relation which are operated in
the organization (DeCenzo, Robbins and Verhulst, 2016). This study is based on Mont Rose
College (MRC). It is the higher education situated in England which gives teaching and public
services in relation to general education and student development. Report will explain purpose
and function of HRM implement to workforce planning and resourcing. It will inform strengths
and weakness of different approaches to recruitment and selection.
LO 1
P 1 Purpose and function of HRM implement to workplace planning and resourcing
Human resource management:
HRM is the function of firm that deals with concerns that are related for employees of
firm in relation to recruit, compensation, performance safety, motivation, training and health
(Bratton and Gold, 2017). HRM is also planned concept to handle people and work culture of the
MRC.
Purpose of human resource management:
The purpose of HRM is to coordinate the people to accomplish the objectives and goals
of MRC. Therefore, human resources manager needs to focus on the effective workforce
planning and resourcing of the organization (Wilton, 2016). With the help of it, company easily
accomplish in the purpose of human resources management at the workplace.
Functions of Human resource management:
There are mainly two types of functions of HRM such as managerial and operative that
can aid to effective planning of workforce and resourcing in the MRC.
Managerial Function:
Human resource manager is component of management of company, so that they must
act the basic managerial function of planning, organizing, directing and controlling relating to
the department.
 Planning: It is the necessary to define the objective of company and lay down programs
and process to accomplish the objectives of MRC.
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 Organizing: In this function, human resource manager has set goals and improved plans
and policies to accomplish them, so that they must design and grow structure of company
to carry out the different activities (Longoni, Luzzini and Guerci, 2018).
 Directing: It is function of human resource manager including promoting people at work
willingly and effectively for objective of MRC.
 Controlling: It is concerned with the rules of operations according to plans that in turn
have been made on the basis of goals of company.
Operative Function:
The operative functions are activities or roles that are specifically committed to human
resource department. These are taken up development, employment, integration etc. of the MRC.
 Development: Training and development of employees is followed up of employment
function. It is the responsibility of management to train each employee property to
improve technical skills for the job (Heilman, Manzi and Braun, 2015).
 Staff welfare: It is the also necessary to give good working condition, so that they can
like their work and workplace and maintain their efficiency. This involves measures
taken for health, safety and comfort of the MRC.
P 2 Strength and weakness of various approaches to recruitment and selection
Recruitment is described as procedure of determining and creating the possible
candidates to apply for the jobs (Hunter and et.al., 2017). On other side, selection is described as
procedure of selecting the right candidates for the vacant positions within the MRC. There are
mainly two methods or approaches of recruitment such as internal and external recruitment.
Internal Recruitment:
Internal recruitment is when business looks to fill the vacancy from within their existing
workforce. There are many methods involves promotion, transfer etc.
Promotion: It means to shift of person to position carry out good prestige with upper level duties
and more pay. The upper level position failing vacant can be filled up within the company
(Tzabbar, Tzafrir and Baruch, 2017).
Strength:
 This method encourages loyalty between workers as they feel protected an account of
opportunity of advancement (Sources of Recruitment, 2019).
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 This promotes self development between workers as they look forwards to occupy higher
posts.
Weakness:
 It discourages capable individuals from outside company to join the concern.
 There is no fresh ideas can be introduced from outside.
External Recruitment:
It refers to sources which lie outside or exist external to the company. There are many
sources of external recruitment such as advertisement, campus placement and so on.
Campus Placement: It is the source in which direct recruitment from educational organizations
for particular certain jobs that needs technical or professional qualification has become common
activity.
Strength:
 There are highly availability of appropriate person as per needs of skill, training and
education (Heilman, Manzi and Braun, 2015).
 There are brings new ideas while hiring the candidates through colleges and universities.
Weakness:
 The procedure of recruiting from outside is very expensive.
 There is lack of cooperation with new worker because they feel that they accurate has
been bitten away them.
Selection:
It is the essential procedure because hiring good resources which can aid raise overall
performance of company. There are many methods of selecting the right candidates such as
interview, online screening, presentation and so on (Hunter and et.al., 2017).
Interview: It is the method in which one-to-one session in conducted with the applicant to know
candidate better. It aids the interviewer to find inner qualities of the applicant and assists in
taking right decision.
Strength:
 Face to face interview is considered an effective assessment approach which is utilised by
Mont Rose College.
 It is the easier to assess personality and interpersonal abilities of individual.
Weakness:
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 Overall interview attend to outcome in disproportional selection of minority candidates
compared to non-minority candidates.
 It is very complex to uncover personality traits in 30 minute conversation even well-
structured one run by affection interviewer.
LO 2
P 3 Benefits of HRM practices for both employer and employees
The best practices are set of procedure and activities of human resource management
which work universally. This refers which human resource can direct on both requirement of
company and ones of their workers. This refers that human resource strategy and subsequent of
human resource action can be allied with strategy for optimum efficiency of MRC. There are
large number of human resources practices which have displayed to lead superior execution for
the firm (Donate, Peña and Sanchez de Pablo, 2016). There are many practices of HRM such as
employee security, selective hiring, effective team, fair and performance based compensation,
training in relevant abilities, make flat and equalitarian company and creating info accessible to
those who needs it. Employees and employers have many benefits from these HRM practices.
Benefits for Employees:
Job satisfaction: It is the necessary to employees for satisfied to their job. Therefore, effective
training and development can help to increase job satisfaction. This kind of practice can aid to
develop the skills and knowledge for achieving the objective of job role (Longoni, Luzzini and
Guerci, 2018).
Participation: It is necessary to highly involvement of employees in decision-making procedure
of MRC. Therefore, Human resource manager needs to provide the fair and performance based
compensation in relation to increase employees participation within the company.
Benefits for Employers:
Increase productivity: It is necessary to raise productivity of the organization. Therefore, HR
manager needs to focus on selective hiring in relation to choose appropriate candidates those aid
to increase the productivity of MRC.
Employee Relations: It is needed to build relationship with employees at the workplace. Thus,
HR manager needs to direct on conducting training programs in terms of build relationship
between employees and effective team work at the MRC (Wilton, 2016).
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P 4 Effectiveness of different HRM practices in relation to increase profitability and
productivity.
It is necessary to follow all the human resource management practices by the manager of
MRC. In this context, they can aid to develop the skills and knowledge, build relationship, job
satisfaction and security of employees within the organization. With training practices,
employees are developing skills and knowledge relating to job position (Bratton and Gold,
2017). Through this, workers can easily involve in decision-making procedure of company
which relate to increase profitability and productivity of firm. Also, this can aid to build
relationship between employees that can directly influence on team work in effective manner.
In order to that, employers needs to focus on provide the fair and performance based pay
which can aid to increase involvement and loyalty towards in relation to increase productivity
and profits in the firm (DeCenzo, Robbins and Verhulst, 2016). Also, human resource manager
focus on the selective hiring who perform as teacher in terms of student development within the
Mont Rose College. Therefore, human resource manager needs to follow different methods for
selective hiring of candidates for particular job position at the MRC.
LO 3
P 5 Importance of employee relation in relation to influence HRM decision-making
COVERED IN PPT
P 6 Key elements of employment legislation and its impact on decision-making of HRM
COVERED IN PPT
CONCLUSION
This report has summarized that functions involve operative and managerial which aid to
accomplish the purpose of HRM that is workforce planning and resourcing in the firm. It can be
concluded that strengths and weakness of promotion, campus placement and interview methods
which related to recruitment and selection approaches in the firm. It can be discussed that
benefits of HRM practices for employees and employers in relation to job satisfaction, increase
productivity of firm. Furthermore, report has completed that effectiveness of human resource
management practices in terms of increase productivity and profitability of organization.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Donate, M. J., Peña, I. and Sanchez de Pablo, J. D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Heilman, M. E., Manzi, F. and Braun, S., 2015. Presumed incompetent: Perceived lack of fit
and gender bias in recruitment and selection. Handbook of gendered careers in
management: Getting in, getting on, getting out. 90. pp.90-104.
Hunter, S. T. and et.al., 2017. Recruitment and selection in violent extremist organizations:
Exploring what industrial and organizational psychology might contribute. American
Psychologist. 72(3). p.242.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green supply
chain management. Journal of Business Ethics. 151(4). pp.1081-1095.
Online
Health and Safety at Work Act. 2019. [ONLINE]. Available through. :
<https://worksmart.org.uk/health-advice/health-and-safety/employer-duties/what-health-
and-safety-work-act>.
Sources of Recruitment. 2019. [ONLINE]. Available through. :
<https://www.toppr.com/guides/business-management-and-entrpreneurship/human-
resource-management/recruitment-process/>.
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