BTEC HRM Report: Metropolitan Police Organization Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the Metropolitan Police organization. It begins with an introduction to HRM, its functions, and the importance of aligning HRM strategies with organizational goals. The report then delves into specific areas, including recruitment approaches (internal and external), employee training and development, reward management, and the impact of HRM practices on organizational profit and productivity. Furthermore, it explores the significance of employee relations and the influence of employment legislation on HRM decisions. The report also includes a CV, preparatory notes for an interview, and a conclusion that summarizes the key findings and insights. The report is structured to cover various aspects of HRM, providing a detailed overview of the subject matter.

Metropolitan Police
organisation

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1:.................................................................................................................................................3
P1: Purpose and functions of HRM-...........................................................................................3
P2: Strength and weaknesses to different recruitment approaches-............................................4
LO2:internal labour market..............................................................................................................5
P3: Benefits of different HRM practices for employee and employer-......................................5
P4: Impact of HRM practices for raising profit and productivity-..............................................6
P5 Importance of employee relation in respect to influencing employee relation .....................7
P6 Key elements of employment legislation and the impact on HRM decision ........................8
P7 Application of HRM practises...............................................................................................8
Part 2 ...............................................................................................................................................9
CV.............................................................................................................................................11
Preparatory notes for interview .....................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource Management (HRM) is responsible for managing organizational employee
workforce, such that it is able to increase the overall work productivity of the organization.
Metropolitan Police organization is the chosen organization for the evaluation in this report.
Metropolitan Police organization is a crowd funded organization which perform operations like
counter terrorism and many others. Evaluation on the purpose the functions of HRM is being
done in this report, with that analysis on the strength and weaknesses of different HRM approach
is also being studied within the report. Analysis on benefits to different HRM practices to
employee and employer is also being done within the report. With that study on different HRM
practices in terms of raising organizational profit and productivity is also being analysed within
the report.
MAIN BODY
LO1:
P1: Purpose and functions of HRM-
Human Resource Management (HRM) is responsible for managing organizational activities and
developing organizational work culture, through which company can achieve high work
productivity.
Functions of HRM- HRM at metropolitan police organization is responsible for performing
several functions, which include services like monitoring the overall work productivity,
recruitment and selection, monitoring changing market trends, developing organizational work
culture, strategy development and many others (Hanić and Jevtić, 2020). Through these
functions HRM tend to make sure that it is able to improve the overall work productivity of
organization.
best fit vs best practice- It is the contingency approach of HR practices on which bases
strategies are being chosen accordingly. The best fit approach tend to showcase that working
strategy is being chosen on the bases of organizational working conditions, through which
appropriate improvisations can be made accordingly. Whereas the best practice is the universal
HR principle which provide organization optimal business performance, due to which current
working process is being evaluated in this approach. Best fit approach will be highly beneficial

for metropolitan police station because the organization has to make sure that it is able to identify
the weak performance areas and make concentrated efforts to tackle them.
Labour market- Labour market is an place at which the workers tend to interact with each
other. Also at labour market employee tend to compete with each other, so that achieve the best
skilled labour. Whereas labours make sure that it is able to accomplish a desired higher job
profile (Stach and et.al, 2017).
Internal labour market (ILM)- This is an internal administrative unit within metropolitan
police organization, in which the pricing and allocation of labour forces is being governed by the
set of administrative ruler and procedures. Through this organization tend to ensure that it is able
to achieve high work productivity.
Impact of technological advantages upon the HR practices- HR has to make sure that it
utilizes the technological advancements, through which it can monitor the organizational
activities more efficiently. This will be highly beneficial for the organization because through the
use of technological advancements inter-department communication can also be improved.
P2: Strength and weaknesses to different recruitment approaches-
Internal recruitment- It is an organizational recruitment process in which candidates are being
selected from within the organization, it can be accomplished by promotion and other
recruitment means. This is highly beneficial step because employee are aware of the
organizational working process. Due to which their engagement towards achieving target is also
high, but company faces limitations in promoting itself through the process of recruiting.
External recruitment- In this process of recruitment candidates are being selected from the
external organizational environment (Soria and et.al, 2017). With this step company tend to
promote itself to the wide range of candidates, through which positive brand image is being
developed. With that metropolitan police organization can also be resourced with new talent and
skill.
Main methods of selection- The process of selection of candidates is being done on several
bases which include the activities like, evaluation of CV of the candidate. In which crucial
information about the knowledge base of the candidate is being identified, with that a proper job
interview is also being conducted by which validity of data can be assured. This is then further
carried to group discussion in which candidates vocabulary and contribution within the group is
also being identified.

Issues affecting successful induction and socialization of employees- Induction is the
organizational activity which is being performed within organizations like metropolitan police
organization. In this phase a briefing is being provided to the selected candidates about the
organization and its working process (Tosato and et.al, 2017). Through this step company make
sure that employees are able to make appropriate improvisation in their working process.
However, there are several issues which affect the successful induction. It includes issues like
lost in details, trying to do everything on the first day, nervousness and many other activities
which make direct impact upon the employee performance.
LO2:internal labour market
P3: Benefits of different HRM practices for employee and employer-
Differentiation between Development and training- Training program is the organizational
step through which organization make efforts to increase the knowledge and skills of employees,
through which job requirements can be fulfilled. Development concentrates on overall individual
growth irrespective of specific job profile requirements (Sivapragasam and Raya, 2018).
Training to employee is provided to employees for achieving specific target but development
focuses of improving professional performance for long run.
Identify training gap- Training gap is the limitation which the employee face while
implementing their learning outcome on the ground level. This can be identified by the
organization, through monitoring the employee performance and evaluating the difference
between expected working come and current work productivity. Thus on the basis of achieved
differentiation necessary steps can be taken to improve employee's performance.
Type of training- Training which is being provided to employees is of different types which are
as following, skill training, soft skills training, team training and many more. On this basis HRM
at metropolitan police can identify the type of training which has to be provided to the employees
for the achievement of desired target.
Reward management- HRM often tend to provide special rewards to the employees, who have
performed well as compared to other employees (Aboramadan and et.al, 2020). Through this
approach of HRM employees are motivated to implement improvisation in their working
process, by which it can make sure that employee's engagement in achievement of desired target
is being increased. There are two approaches for reward which include extrinsic and intrinsic

reward from work. In case of intrinsic reward personal achievements are being provided, this
includes promotion and any other step which impact the professional performance. Where as
extrinsic reward include use of tangible products like trophies, raise and any other materialistic
product.
P4: Impact of HRM practices for raising profit and productivity-
Types of flexibility- Organizational flexibility is the ability to adapt new working improvements
within the working process, to improve the overall work productivity. Numerical,
it the ability of the HRM to adapt the quantity of the labour workforce to meet the fluctuations in
demand (Abolade, 2018). With this approach company make sure that expenditures are being
reduced, through which high work productivity is being achieved.
Atkinson models of flexibility- It is a model of flexibility which is being used by the HR at
various organizations like metropolitan police. The Atkinson model of flexible firm model tend
to represent that work can be proactively designed to meet the overall meet the business needs
(Lea, 2018). This consists of several layers which include core group, first peripheral group,
second peripheral group, subcontracted and outsourced work, agency workers and self
employment.
Benefits to employee and benefit to employees of flexible working practices- The flexible
work practices tend to provide high level of benefits to both the employee and the employer.
This happens is productive due to the fact that since employees are able to implement
improvisations in their working process, due to which organizational can achieve creativity
within the final result (Peccei and Van De Voorde, 2019). With that flexibility is also beneficial
for the employer as well because through this it can make sure that it is able to grab the sudden
arising business opportunities, by which a competitive edge can also be achieved.
Types of payment and reward system- Rewards often have to be provided to the employees, so
that they can be motivated to self evaluate their performance and make appropriate changes
within the working process (Lee, 2021,). Reward system is of different types which include,
Monetary reward system, non-monetary system and many more.

P5 Importance of employee relation in respect to influencing employee relation
If the organisation has healthy employee relationship, It brings motivation at workplace
and employees can focus on their work (Jadhav and et.al, 2018). When employees work with
motivation it directly benefited to the organisation.
But employees also expects from the management that they provide them safe working
environment and make such policies in the favour of the employees. It is the responsibility of
the HR to provide fair treatment to each and every employee .
Apart from this, HRM of the organisation must provide fair salary wages, and also make
them feel that they are the important part of the organisation, and also satisfy their needs and
expectations.
So it is very necessary for the HRM of Metropolitan Police organisation that they must
maintain good relationship with the employees so that employee must follow al the rules and
norms and this will lead employee indiscipline. In result it will lead absenteeism in the
organisation.
If the employees maintain good and healthy relation with each other they may attain all
the goal given by the company. If the organisation and their environment is healthy, employees
can share their thoughts and opinions with the HR and the management so that they may bring
solution to the issues of employees but on the flip side when the environment is tensed and
stressful employees cant complete their obligation and also they cant focus on their work.
Apart from this, when all the employees share healthy relation they will also help each
other in fulfilling their and if the employees are able to share their views ad suggestions it help
the management of Metropolitan Police organisation, can prepare different policies for the well
fare and development of the employees.
A healthy and good relation among employees may increase employee engagement apart
from this healthy environment of the organisation may lead to good experience of the employees.
When the employee have good behaviour with others, management may provide various
new responsibilities and duties to such employees so they may also get many opportunities of
promotion.

P6 Key elements of employment legislation and the impact on HRM decision
Employee legislation states about all the lows which is being made for the protection of
employees whether it is their working hours, salary, wages and compensation of the employees,
various benefits, human rights etc (HR and et.al, 2020).
every organisation have to maintain such employees legislation and lows, no one
organisation can bound the employees to work more then working hours. Apart from this,
organisation have to provide some relaxation time to the employees so they do not take much
stress of the work.
These are the key elements of employee legislation and HR of the organisation has to
follow them. It depends on the HR of Metropolitan Police organisation, that how they make
policies by taking care of employee legislation.
Along with this, HR has to take care about the health of the employees thus they make
various healthcare policies in the favour of employees and also provide them various medical
claim and health insurances so that employees must feel protected at the work place.
It is the responsibility of HR that they must provide equal right and benefit to the
employees. They must not possess any type of discrimination at the workplace this will
discourage the morale of employees and also they will not be able to focus on their work.
HR should make such policies which provide appropriate wages as per the market
scenario so the employees can bear their expenses and they do not think to leave the organisation
(HR and et.al, 2020). Apart from this, HR is liable to provide good working conditions to
employees so that they can work better and feel protected. The main motive of employment
legislation is to maintain a healthy relation between employer and employee and create such
environment where employees may share their opinions and views without any hesitation.
As the main work of HRM is to take care the rights of employees and work for their
development by providing them training. So the employee low and legislation impacts the
decision of HRM and also their numerous policies.
P7 Application of HRM practises
There are various HRM practises which is being implemented in the organisation. The
major HR practises followed by Metropolitan Police organisation is -
Training and development

HR of Metropolitan Police organisation, focuses on providing proper training and
development to the employees so that they can perform their work properly. The main motive
of providing training to the employees is that company wants to reduce the chances of human
errors and mistake so that it protects the health and life of the employees and also they are able to
overcome any type of issues in the organisation (Liu and et,al 2020).
On the flip side if the HR do not provide proper training and development to the
employees they are not able to perform their work effectively and they find many issues in
completing their task . Thus the HR has to provide training to the employees.
Provide security
This is one of the best practise of HRM as they have to make such policies who protect
the life and health of Metropolitan Police organisation's workers. It is the responsibility of HR
they they must provide a healthy working environment and culture to the employees so they feel
safe while working in the organisation.
Performance based compensation
This is one of the important practises of HR that they have to provide contingent and
performance based compensation. Performance based compensation boos the morale of the
employees and it will bring motivation to them to perform well in the organisation so that they
can get better and high compensation.
This is one of the best approach to motivate other employees who are not performing
well and when they see that their colleagues are performing well and getting incentives and perks
it will motive them also to perform their responsibilities effective.
Part 2
Job description and person specification for HR manager
Job Description
Company Metropolitan Police organisation
Post Human Resource manager
Location New Scotland Yard , Victoria Embankment London. SW1A
2JL

Report to Rom Thomson
Last date 15/05/21
Qualification and
Requirements
 Bachelors and Masters in Human resource
 Minimum 1 year of experience of working as and HR
in any organisation
 Excellent communication skill (Junita, 2021)
 Analytical skill
 Problem solving skill
 Quick decision - making skill
Responsibilities  Handle the recruitment and hiring in the organisation
 To resolve the queries of the employees
 Provide proper training to the employees
 Manage the salary and wages of the employees
 Conduct induction of the new employees
PERSON SPECIFICATION : Human resource Manager
Section Criteria
Educational qualification  Masters degree in specialization of Human resources
 Must have good communication skill
 Extra qualification in the Human resources will be
preferred
Experience  Minimum one year of experience of working as an HR in
any organisation
 Experience in handling queries and problem of
employees
 Must have experience in conducting training and
seminars

Skills and Special
knowledge
 Fluency in English language
 Problem solving skills
 Good decision making ability
 Knowledge of various HR software
Key responsibilities  Ability to handle different situation in the organisation
 Maintain and handle the issues of employees in the
organisation
 To conduct seminars and different sessions for employees
Working Relationship Internal Working relationship:
 Marketing team
 finance department
External working relationship:
 Customers
CV
Name - John milestion
Contact - 03126754789
Email – [e-mail]
Address- W2, East Ealing London
Objective- To enhanced the career in the HR field and seeking to reach at the position of senior
HR manager and have to utilize the experience of this field .
Qualification
 MBA in Human resource management from London business school (2012-2014)
 BBA in Human resources from London business school (2009-2012)
Experience
 HR executive (2014-2016)
◦ Plans and policies for the welfare and development of employees

◦ Taken induction of new employees
 HR intern
◦ Handled queries of employees
Skills
 communication skill
 Problem solving skill
 leadership quality (Nyosi2020)
 quick learner
Preparatory notes for interview
Interviewer - Tell me about your experience as an HR intern
Interviewee - being as HR intern, I handled various queries and problem of the employees
which are related to their job working hours and salary , which I was able to resolve them. By
solving the queries I learnt a lot that how to satisfy people by giving them better and
satisfactory answer and working on their issues.
Interviewer - What are you skills
Interviewee - One of my major skill is communication which is essential to be an HR, as HR
is the face of the company and they meet no. of people every day while taking interview and
training to they must have good communication skill to communicate the culture, policies and
goal of the company to the candidate so that they can make their decisions. Another skill is that t
I am good in decision making and able to take right decision which provide benefit to other
employees as well.
CONCLUSION
From the above evaluation it can be concluded that HRM is responsible for evaluating the
changing market trends and on that bases it tends to make appropriate changes in its working
process. Through this it can ensure that it is able to accomplish the desired working target, by
which the chances of goal achievement will be increased for the organization. With that HRM
also has to make sure that it is able to make appropriate changes within the overall working

process and identify the weak areas which is affecting the desired work productivity. With that
HRM also has to ensure that all the legal legislations are also being improved, through which
high work productivity can be achieved.

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