HRM Report: London Churchill College HRM Strategies

This report provides a comprehensive overview of Human Resource Management (HRM), focusing on recruitment, selection, and employee benefits within the context of London Churchill College. It begins with an introduction to HRM, its purpose, and its core functions, highlighting the need for improved strategies to address underperforming employees. The report then delves into various recruitment and selection approaches, comparing their strengths and weaknesses. It further explores the benefits of different HRM practices, such as providing security to employees and implementing fair, performance-based compensation. The report also examines the effectiveness of policies for raising organizational profit and productivity, emphasizing the importance of training, development, and a healthy work atmosphere. It concludes by stressing the significance of employee relationships and key elements of employee legislation, providing recommendations for the college to improve its HRM practices and achieve its goals. The report concludes with a discussion on the application of HRM practices and the importance of employee legislation for the college authorities, their benefits for employees and employers.

Human Resource
Management

TABLE OF CONTENT
 INTRODUCTION
 Purpose and functions of HRM
 Strengths and weakness of different approaches to recruitment and selection
 RECRUITMENT APPROACHES
 SELECTION APPROACHES
 Benefits of different HRM practises

INTRODUCTION
 Human resource management is the strategic planning
tool for effective management of people in company for
reaching the set company goals and gaining competitive
advantage in the volatile business market.
 Employees in London Churchill College are
underperforming and not able to work efficiently for the
well function of college management functions. There is
an urgent requirement to build constructive recruitment
and selection strategies for hiring new employees.

Purpose and functions of HRM
 Purpose of HRM can be explained as workforce planning, recruiting and training them,
performance appraisals, law compliance and motivating employees by keeping them
retained for long term in company by giving high importance to the employee growth
needs. The function of HRM stresses on importance in building strong workplace ethics
in employees and establishing strong communication standards between team
members along with the management hierarchies.
 Workforce planning- It can be understood as continual management process to align
the specific needs and priorities of company related to workforce structure. Ensuring
workforce in college can function out the set principles of legislative, regulatory and
production requirements along with objectives.

CONTINUE…
Resourcing - HRM function out the purpose of
resourcing high talented skill set, performance
management, team work and collaboration by
enhancing the workforce planning function.
Resourcing talented highly skilled people involve
strategic recruitment strategies, analysing the
fundamentals of selection structure and to
produce employees who are dynamic in nature.

Strengths and weakness of different approaches
to recruitment and selection
 Recruitment can be understood as the procedure taken by companies for hiring new
workforce, it includes advertising about the job posts and what are the requirements of
company for the selection of appropriate candidate.
 Social media- It is one of the most effective way of recruitment and advertising about
jobs and vacancies, as large proportion of younger generation with high skills and
talent can be found. College authorities through social media usage advertise about
the qualities they are looking for in candidate. The possibilities and power of social
media and advertisements on online portals like Facebook, Twitter, Indeed are
massive to recruit effective employees in college.

CONTINUE…
SELECTION APPROACHES
 Methods for selecting employees include preliminary screening, phone interviews,
face to face interviews to determine weather a candidate is suitable for the college
according to the set objectives for human resource and requirements.
 In Person interviews – Face to face interviews are the most common adaptive
approach for selection in workforce planning as it involves direct interviewing by the
employer to candidates applying for jobs. The communication skills and ethical code
of conduct along with qualifications of candidates can be assessed in interviews.

Benefits of different HRM practises
Providing security to employees – Human resource management by providing
security to employees enable well functioning environment in the structure of company
which motivates employees and employees both. For example-Policies of employee
family welfare made by college authorities human resource department will motivate
employees.
 Employees -By providing security to employees at college it motivates the
employees working there to keep campus clean and in well functioned state. It will
motivate them to keep working with college for long term.
 Employers - It benefits the employers and authorities of college in many ways
which are good percentage of retained workforce saves new recruitments and
selection costs.

CONTINUE..
Fair and performance based compensation – Human resource managers with the practise of
performance based compensation practise enhance the productivity levels of employees
working at college. College should work towards various incentives such as performance
appraisals on reaching the set goals and completing the targets assigned by authorities.
For example- Policies to reward employees on their high quality performance in college and
providing effective services will motivate them.
 Employees – Motivate them to work hard and reach the set standards of services and
quality performance in time.
 Employers – Helps to keep the workforce and employees working in college motivated
and retained with long term satisfaction.

Effectiveness of various policies for raising the
organizational profit and productivity
 Training and development-Human resource by providing proper
training and development skills to employees enhance their
productivity levels. College authorities by providing proper
technical knowledge and development skills to employees bring
large level profits in reaching the set performance benchmarks
by college.
 Maintaining hormonal work atmosphere – Human resource by
working towards establishing strong work ethics to be followed
by employees enhance their performance levels which will
contribute to college in enhanced services at college.

Importance of employee relationships
 Healthy employee relationship discourages conflicts-Healthy work
environment foster cooperation and commitment in employees to work
effectively and establish strong communication skills. It helps to resolve conflicts
between employees as there is ethical code of conduct in college management.
HRM policies in college should aim to establish hormonal employee
relationships, which will help the college to reach profit margins.
 Increased performance standards – Teams with healthy strong employee
relationships between them work more effectively in reaching the set goals,
enhance the performance standards with profit margins.

Key elements of employee legislation
 Employee legislation can be understood as the purpose of management to establish proper
working conditions that enable employees at workplace to work in an atmosphere free of bias.
They establish employment laws including discrimination, minimum wages and the safety
healthy laws related to well functioning of employees.
 Equal employment opportunity-Providing equal employment opportunity to employees at
workplace will enable high level growth in the productivity levels. It will motivate employees
working in college to work hard towards their duties. College authorities working in
formulation of HRM policies by establishing policies to provide equal work opportunity to
employees, reach profit margins and enhanced productivity levels.